Human Resource Practices Research Articles

Remote work and psychological distress: evidence from the understanding America study dataset

PurposeThe purpose of this paper is to examine how working remotely relates to psychological distress and also how this relationship varies by gender, age and employment sector.Design/methodology/approachWe examined 30 waves of longitudinal data (observations = 76,845 and respondents = 4,542) drawn from the Understanding America Study (UAS), a nationally representative panel collected during the period March 2020–October 2021, and analyzed the data using a negative binomial panel model.FindingsThe results show that both female and male workers who worked remotely during this time period experienced psychological distress. For workers aged 30–54 and those 55 years of age or above, and those who worked for nonprofit and private organizations, remote work was strongly related to psychological distress. Alternatively, remote work had no significant effect on psychological distress among younger and government workers.Originality/valueThe paper contributes to both research and practice related to flexible work arrangements by delving into the influence of remote work on a key employee well-being outcome, psychological distress, which has been understudied in research on human resource practices.

Strategies to recruit and retain generation Z in the built environment sector

PurposeGeneration Z built environment (BE) undergraduates and graduates (Zoomers) are the latest cohort entering the job market. Existing research has yet to comprehensively explore approaches for attracting and engaging Zoomer employees within the BE sector. This study aims to identify effective strategies for recruiting and retaining Zoomers in the BE sector.Design/methodology/approachA mixed-methods research design comprising survey and interviews with Zoomers was employed. Data were collected from Zoomers via an online survey using a structured questionnaire and interviews.FindingsThe first finding, job flexibility, is the most important job motivator. Zoomers seek hybrid work arrangements, and a mix of fieldwork and desk bound work. The second finding, “earned media” (and not “owned media”), is an important way to attract Zoomers. As savvy digital natives, Zoomers rely on reviews about the organization posted on independent online platforms or employees’ own social media accounts. The third finding is the diminishing role of family in Zoomers’ decision-making about their careers.Research limitations/implicationsThe findings are limited to Zoomers’ views about recruitment and retention within the BE sector.Practical implicationsRecommendations are offered to organizations on strategic job redesign and increasing “earned media” to attract Zoomers.Originality/valueThe findings contribute to understanding Zoomers’ approach to recruitment and retention based on Herzberg’s motivation-hygiene theory. Herzberg’s hygiene factors, which are essential benefits such as salary and career progression, remain important. The novel finding is the discovery of specific human resource (HR) practices that Zoomers consider to be hygiene factors, whereas older generations view them as “good-to-have” motivators. This underscores the intergenerational divergence in attitudes towards recruitment and retention in the BE sector.

An Exploration of the Role of HR Departments in Optimizing Employee Mental Wellness in the Face of Organizational Risks

Purpose Considering mental health in organizations is crucial for several reasons, as it directly impacts the well-being and productivity of employees. This paper aims to delve into the role of the human resource (HR) department (HRD) in promoting mental health and mitigating associated organizational risks within emerging markets, with a specific focus on organizations in Jordan. Design/methodology/approach Using a qualitative research approach, 21 semistructured interviews were conducted with employees from diverse organizations and industries in Jordan. Findings The study’s findings illuminate a constrained role of HRD in supporting employees’ mental well-being, attributable to several factors: (i) a perceptual gap between the actual and desired roles of HRD in fostering mental health according to employees; (ii) institutional factors dictating initiatives for mental health support at work; and (iii) societal and cultural norms shaping attitudes toward mental health, both pre- and post-COVID-19. Research limitations/implications This study contributes to the ongoing discourse on the intersection of HR practices and mental health support in the workplace in emerging markets, providing valuable insights for both academic and practical considerations. As organizations navigate the evolving landscape of employee well-being, this study’s findings offer a foundation for future research and the development of evidence-based strategies to enhance mental health support within organizational contexts and mitigate organizational risks. Originality/value This study illuminates the current landscape of human resources management development in fostering mental health at work in Jordan, serving as a foundation for future research agendas in the country and potentially the wider region.

Impact of human resource practice on work engagement and turnover intention in information technology companies

Orientation: The information technology (IT) sector, a global economic driver, faces high employee turnover because of low work engagement. This study examines the relationship between human resource management (HRM) practices and their impact on work engagement and turnover intention (TI) in IT companies.Research purpose: The primary purpose of this research article is to investigate how HRM practices influence employee work engagement and TI in the IT sector.Motivation for the study: This study is motivated by the need to address this critical issue by exploring the role of HRM practices in shaping employee engagement and TI.Research approach/design and method: The research data came from 10 IT organisations in Pune IT parks. Non-probability convenience sampling was used to collect data. Data were analysed using Structural Equation Modelling (SEM), Statistical Package for Social Science (SPSS) and Moment Structure Analysis to evaluate the hypotheses.Main findings: The study found that HRM practices such as effective communication (EC), training satisfaction (TS), performance appraisal satisfaction (PAS), pay satisfaction (PS) and opportunities for development (OFD) positively influence work engagement among IT employees. Addressing these HRM practices can enhance employee retention and engagement in the IT sector.Practical/managerial implications: Implementing these strategies can lead to a more committed and productive workforce, improving overall organisational performance and retention.Contribution/value-add: This research offers actionable recommendations for IT companies to improve employee retention and engagement, filling a gap in existing literature by focussing exclusively on the unique challenges and dynamics of the IT industry.

Exploring Green HR Practices in the Construction Industry—Evidence from Poland

The objective of this paper is twofold. First, it systematizes knowledge about green management practices as a manifestation of the green human resource management (HRM) concept. Second, it diagnoses the practices of green management in construction companies in Poland. The research is qualitative and was conducted in three construction companies (one large, one medium, and one small-sized). Due to the small sample size, the study is treated as a pilot study. The research concluded that although green management practices are employed in the studied companies, they are neither systemic nor satisfactory in intensity. In the large company, green management practices are visible at all stages of the human resource process except for employee appraisal. In the medium and small companies, green management is limited to the development of green knowledge and employee awareness activities. The added value of this paper is an original tool for diagnosing the level of advancement of green management practices in competence management, which can be used in various types of business entities, regardless of the sector or industry.

The Influence of Social Change on Human Resource Management Strategies in the Digital Era

Social change in the digital era has had a significant impact on various aspects of life, including the world of work and human resource management (HR). This study aims to explore the influence of social change on HR management strategies in the digital era, as well as identify the challenges and opportunities that arise in the process of organizational adaptation. Using a qualitative approach and literature review method, this study analyzes the latest scientific literature from various trusted sources, including academic journals, textbooks, and industry reports. The results of the study indicate that social change has driven transformation in various aspects of HR management, including recruitment, retention, employee development, performance management, and organizational culture. Digitalization, shifting workforce demographics, and changing employee expectations are the main factors influencing HR strategies. Key findings include: (1) adoption of AI and big data technologies in the recruitment and selection process, (2) increased focus on work flexibility and work-life balance, (3) transformation of employee development programs towards a continuous learning and personalization model, (4) shift from traditional performance management to a more agile and real-time feedback-based approach, and (5) the importance of building an inclusive and adaptive organizational culture. The study also uncovers the ethical and social challenges that arise from the digitalization of HR practices, as well as the importance of bridging the digital divide in the workforce. In conclusion, successful organizations are those that are able to adapt their HR strategies to meet the challenges of the digital era, while maintaining a focus on the human factor as the core of effective HR management.

Green Human Resource Management and Environmental Performance: A Bibliometric Study and Future Directions

The global need to solve escalating environmental challenges brings increased focus on organizations and their impact on environmental performance. The significance of green human resources management (GHRM) is increasingly recognized as aligning organizational objectives with environmental sustainability goals, fostering eco-friendly workplace practices and enhancing corporate social responsibility. GHRM and its contribution to environmental performance has received growing attention from scholars, however, a need to systematically review and synthesize the literature in this area remains. This research offers a comprehensive overview of green human resources management and environmental performance literature highlighting the major themes in the current developments along with the new trends and patterns for future research observed in this field. For conducting a systematic literature review and bibliometric analysis, a total of 227 documents were extracted from the Scopus database. Following the PRISMA 2020 Protocol, 144 published articles from 2014 to 2024 were included for final analysis. Performance analysis and science mapping (citation, co-citation, bibliographical coupling, and keyword co-occurrence analysis) were performed to examine how knowledge has been constructed, disseminated, and shaped over time. VOSviewer software was used to systematically investigate, map, and visualize the bibliometric results as the main trends. The study reveals the current status in GHRM and performance management publications and citations, identifying key contributors such as influential countries, journals, and authors and outlines keywords, and thematic areas. Lastly, this study identifies research gaps and emerging trends such as green transformational leadership, green innovation, green behaviour, environmental values, green intellectual capital, environmental economics in GHRM, offering valuable insights for scholars and practitioners seeking to advance understanding and implementation of green HR practices.

Sustainable human resource management and sustainable performance: mediating role of organization citizenship behavior

Purpose This study aims to investigate the influence of sustainable human resource management (SHRM) policies on sustainability performance of higher education institutions (HEIs). Furthermore, this study also examined the mediating role of organizational citizenship behavior toward sustainability (OCBS) between SHRM and HEIs’ sustainability performance. The ability motivation opportunity (AMO) and stakeholder theories are used to conceptualize the model. Design/methodology/approach Data were collected from 162 academic staff of 12 government and private universities in India by using snowball sampling method. The partial least square structured equation modeling technique was used to analyze the data. Findings The overall results suggest that SHRM, such as sustainability motivation, sustainability-building practices, green employee engagement initiatives and social considerations, significantly impact OCBS among academic staff and the sustainability performance of HEIs. These findings provide a better understanding of how to improve the sustainability performance of HEIs through SHRM and OCBS among academic staff. Originality/value This study significantly extends the growing literature on SHRM and sustainability performance by focusing on sustainable HR practices in the HEIs. To the best of the authors’ knowledge, this is one of the first studies to empirically investigate SHRM and sustainability performance in the context of education sector in India.

Gendered implications of organizational gender diversity for voluntary turnover: human resource practices as strategic levers

Organizational gender diversity may not be as well received among male employees as among female employees, particularly in countries characterized by gender inequality. Through the lens of intergroup threat theory (intergroup threat is experienced when members of one group perceive that another group is in a position to cause them actual or symbolic harm), we conceptualize organizational gender diversity as a threat to male employees, which evokes male employees’ voluntary turnover, but as a support (threat mitigation) to female employees, which reduces female employees’ voluntary turnover. We also investigate whether certain types of human resource (HR) practices can moderate the gendered implication of organizational gender diversity for voluntary turnover. By analyzing data from South Korea, we found that while collective incentives negatively moderated the positive relationship between organizational gender diversity and male employees’ voluntary turnover, childcare benefits strengthened the negative relationship between organizational gender diversity and female employees’ voluntary turnover.

Ransomware HR: Human Resources Practices and Organizational Support in the Conti Ransomware Group

ABSTRACT Ransomware is widely regarded as one of the most economically damaging cybercrimes. Existing criminological research has focused largely on the structure, routines, and activities of ransomware groups, or traced financial transactions to advance understanding of their associated harms. This paper explores how the Conti ransomware group employed human resources (HR) practices and other organizational supports to recruit, retain, and motivate its employees. Data is drawn from a leaked dataset containing tens of thousands of messages between employees and affiliates of Conti. We analyze this dataset through the lens of organizational support theory (OST), one of the most influential theories in the field of organization and management psychology. Our analysis shows that Conti employed a variety of HR practices to improve worker satisfaction and commitment, many of which are supported by OST research. By better understanding these practices, we aim to provide a novel, theoretically informed perspective through which the operations of ransomware groups can be better understood. The paper concludes with a discussion of how this knowledge can be used to inform the development of law enforcement strategies intended to disrupt ransomware groups.

The Role of Grit in Developing Intrapreneurship Through the Mediation of Career Adaptability Among Generation-Z University Students

Since the latter half of the last decade, there has been a rapid transformation in workforce demographics as Generation Z enters the workplace dynamic and takes over the responsibilities of retiring Baby Boomers. However, as Generation Z employees gradually enter the workforce, organizational human resource practices have yet to evolve to address the performance issues this generation poses, resulting in higher employee turnover ratios among Generation Z employees. Despite this problem, Generation Z has a potential characteristic that will benefit organizations: intrapreneurship. This research examines the influence of grit on intrapreneurship as a valuable construct for Generation Z through the mediation of career adaptability. This research uses quantitative methods with mediation analysis. The results of this research show no direct influence of grit on intrapreneurship. When career adaptability is included as a moderator variable, the analysis results show a significance value below 0.05, which shows the role of career adaptability as a full mediator between grit and intrapreneurship. Keywords: Z Generations, intrapreneurship, grit, career adaptability

Advocacy versus depart: How perceived organizational support influences employee well-being and shapes their intentions

Abstract This study investigates the influence of perceived organizational support (POS) on employees’ intentions to recommend their employer or leave the organization. Based on social exchange theory, it explores how POS affects employee well-being and shapes behaviors such as loyalty and advocacy. An online survey gathered data from 604 French employees across various sectors, analyzing variables like POS, positive and negative well-being, and intentions to leave or recommend the employer. Structural equation modeling was used to examine the relationships among these variables and to test the mediating role of well-being. Results show that POS positively influences employee well-being. High POS is associated with improved positive well-being, which decreases the intention to leave and increases the intention to recommend. Similarly, reduced negative well-being linked to high POS lowers the desire to leave and lessens negative effects on recommendation intentions. The study confirms the mediating role of well-being between POS and employee intentions. The study provides new insights into the impact of POS on employee intentions by highlighting the pathways of positive and negative well-being. For human resource practices, strengthening POS is essential to boost employee retention and encourage positive behaviors, thereby enhancing the organization’s reputation and attractiveness.

Optimizing job satisfaction: a configurational framework for integrating HRD, HR, and employee attributes

Purpose Addressing a significant gap in current understanding, this study explores how workforce development, workplace practices, and employee characteristics interact to influence job satisfaction. We introduce a configurational framework to bolster talent development and enhance job satisfaction in organizations. Design/methodology/approach Through conceptual analysis, we identify and propose strategic talent management configurations that include two-way and three-way interactions between HRD initiatives, HR practices, and employee attributes. We demonstrate the potential efficacy of these tailored configurations with real-world examples, such as aligning developmental support with employee learning styles and job design. Findings A configurational model is proposed that offers a practical framework for leveraging the interplay between HRD initiatives (e.g., training and mentoring), HR practices (e.g., compensation and performance management), and employee attributes (e.g., personality and cognition) to create a tailored, supportive, and engaging work environment. Originality/value The findings provide a novel and actionable framework for workforce development. This configurational model emphasizes the strategic alignment of HRD initiatives, HR practices, and employee attributes, equipping practitioners with a valuable tool to enhance talent management, optimize job satisfaction, improve resource allocation, and ultimately boost organizational performance.

Artificial intelligence application and high-performance work systems in the manufacturing sector: a moderated-mediating model

This empirical investigation examines the complex dynamics between Artificial Intelligence (AI), Potential Development (PD), Training Initiatives (TI), and High-Performance Work Systems (HPWS) within manufacturing firms to gain valuable insights into how AI technologies influence high-performance work systems through employee development and training. Using a purposive sampling technique, around two hundred employees from twenty-four manufacturing firms in the textile, automotive, steel, and pharmaceutical sectors participated in the self-administered survey. The empirical analysis of the data sets was conducted using the PLS-SEM approach. This result demonstrated positive associations between AI, PD, and HPWS, emphasizing the key role of AI in supporting employee development and improving high-performance work systems. Furthermore, training’s amplification effect on the relation between artificial intelligence and professional development highlighted the significance of employees’ upskilling for AI integration. Conversely, the mediating role of PD between AI adoption and HPWS effectiveness highlighted the significant role of employee professional development in achieving HPWS through AI integration within the systems. The study offered insight into the mediation of PD between AI and HPWS effectiveness, emphasizing its centrality in translating AI-driven advances into tangible organizational outcomes. The study findings have significant ramifications for both theory and practice. Theoretically, this research adds to an evolving dialogue surrounding AI’s effects on HR practices and organizational outcomes; practically speaking, organizations can utilize this research’s insights in strategically integrating AI technologies, designing tailored training programs for their employees, and creating an environment conducive to ongoing employee development.

The Impact of Applying Artificial Intelligence on Human Resources Management in Jordanian Banks

The study aims to investigate artificial intelligence (expert systems, knowledge representation and reasoning, automatic learning and effectiveness) on human resources management in Jordanian banks. The descriptive analytical method was used by developing a digital questionnaire that was distributed to a purposive sample of the study population, which includes employees of directors of human resources departments and workers in the human resources department. To answer the study’s questions and hypotheses, the data was analyzed using the SPSS program. It was found that artificial intelligence variables (expert systems, knowledge representation and reasoning, automatic learning, and effectiveness) are associated with a positive, statistically significant relationship with training and development. ? It was also found that artificial intelligence variables (expert systems, knowledge representation and reasoning, automatic learning, and effectiveness) are associated with a positive, statistically significant relationship with selection and appointment. Finally, the results concluded that artificial intelligence explains a large portion of the variance in incentives, which indicates a positive and statistically significant relationship. The study recommended that the expanding the use of artificial intelligence techniques in ?human ?resources ?management?, and conduct more future studies about the relationship between the use of artificial intelligence technologies and other human resources practices such as: (performance evaluation, wages and compensation, talent management). Received: 11 July 2024 / Accepted: 31 October 2024 / Published: 05 November 2024

Triggering employee green activism through green human resource management: The role of green organizational learning and responsible leadership

AbstractSeveral studies have unveiled that green human resource management (GHRM) positively affects employees' voluntary green behaviors at work. However, the literature has overlooked the influence of GHRM on employee beyond‐work green activism—employees' participation in different environmental campaigns and initiatives and supporting/influencing organizations, environmental groups, and political actions aimed at protecting the natural environment. We hypothesize that GHRM leads to employee beyond‐work green activism directly and indirectly via green organizational learning. The present study also tests the moderating role of responsible leadership in the GHRM‐green organizational learning link. Multisource survey data collected using the time‐lagged strategy supported the proposed relationships. The findings offer important recommendations for managers that can help them signify the role of business organizations and HR practices in protecting the natural environment.

Work‐Related Intimate Partner Violence (WIPV): A Systematic Review and Feminist Conceptual Analysis

ABSTRACTIntimate partner violence (IPV) is a long‐standing and egregious social issue that inherently impacts and is impacted by work and workplaces. Work‐related intimate partner violence (WIPV) is a pattern of IPV that both directly and indirectly undermines victim‐survivors' employment, work, and careers, yet scant attention has been paid in management studies to workplace responses and responsibilities regarding this form of violence. Hence, we conduct a systematic review and conceptual analysis of 111 WIPV‐focused papers utilizing three well‐established feminist lenses to ascertain and conceptualize what we know and do not know about the WIPV domain and, more importantly, to outline an agenda for what we should know from a gendered perspective about WIPV. We develop a gender‐sensitive, multilevel framework with which we investigate and challenge the WIPV research agenda from individual, interactionist, and structural viewpoints, including the interaction between these perspectives. A key purpose of this paper is to extend debate about WIPV beyond the current focus of human resource management (HRM) research and practice on micro‐level employment issues to include meso‐level organizational and macro‐level societal issues. A second and connected purpose is to draw attention to the need to address big societal challenges related to workplaces and to highlight the pivotal role of HRM in fostering ethical and socially sustainable workplaces. Thus, we advance the vital debate about WIPV, provide a template for how gender can be conceptualized in HRM and workplace research, and challenge the boundaries for organizational involvement in areas traditionally deemed as private or societal.

The Mediating Effect of Knowledge Sharing and Usage on Human Resource Practices and Innovative Behavior

As work contexts dynamically evolve, enhancing managerial human resource practices (HRP) becomes crucial to foster employee innovative behavior (IB) while promoting positive knowledge usage (KU) and sharing (KS). This paper examines their latent ambidexterity resulting from HRP and strategies. After a thorough literature review, evidence of the relationship between HRP and IB is revealed, mediated by KS and KU. A quantitative questionnaire is designed, and data from Lebanon and the GCC region are analyzed using SPSS. Findings reveal a direct HRP-IB link with partial sequential mediation by KS and KU in the GCC. The effects of HRP and IB are significant with sequential mediations. This study offers insight into the HRP-IB correlation, emphasizing the mediating roles of KS and KU. It highlights the importance of effective HRP and the utilization of KS and KU in the organizational macroenvironment. Focusing on Lebanon's crisis and the GCC's prosperity, the study uniquely examines these variables' relationship, providing a comprehensive understanding of their dynamics in the workplace.

Empowering Women through Work-Life Balance Policies and Practices

This article examines strategies for empowering women through effective work-life balance policies and practices. It reviews literature demonstrating the disproportionate work-life challenges faced by women and the negative career impacts that can result without organizational support. Key policies shown to address these challenges and improve job satisfaction for women are discussed, including flexible work arrangements, paid family and medical leave, child and elder care support, extended career breaks/sabbaticals, and visible leadership commitment. Tangible examples are then provided of how leading companies in healthcare, technology, and legal sectors have successfully implemented combinations of such policies. The results for these organizations include higher retention rates, greater diversity, improved employee satisfaction and loyalty, and enhanced business performance. The article translates this research foundation into practical recommendations, concluding that holistic integration of evidence-based work-life balance solutions within HR practices and culture builds an inclusive environment where all talents can thrive.

Employability on vocational high school students in the ”3T” area Bawean Island

Vocational high schools in ”3T” area on Bawean Island have limitations in human resources quality, equipment, production or practice tools, and industrial partnership, which differed from the vocational high schools located in advanced and developed areas. This research objective is to discover the description of employability to the vocational high school students in ”3T” area in Bawean island. The research method applied was the qualitative method using the phenomenology approach. The data collection was obtained through semi-structured interviews. This research participant was eight students at vocational high school "X," "Y," "Z," and "W" schools in Bawean Island, which is one of the ”3T” area. The analysis method in this research was content analysis. This research result shows that students in the ”3T” area were showing their effort to prepare themselves in facing the job market by enhancing their employability in learning activities within the class or practice in the laboratory. The students' employability includes skills, knowledge, comprehension, personality, career identity, social and human relations, and personal adaptability. Students realize that they are in the "3T" area and must work harder to improve their work skills so as not to lose their jobs.