Impact Of Human Resources Research Articles

INVESTMENTS IN HUMAN CAPITAL AS A FACTOR OF SUCCESSFUL DEVELOPMENT OF ORGANIZATIONS AND SOCIETY IN THE EPOCH OF DIGITAL ECONOMY

The modern direction of state policy of any country, including Russia, is the modernization of the economy by innovative methods using high-tech production. Human capital is one of the most important factors in ensuring successful innovative development in the context of widespread digitalization. The article considers the analysis of investment in human capital in order to ensure the long-term development of business entities. In addition, preprint is the development of a correlation and regression model for determining the innovative activity of an enterprise and the impact of human resources on it. In the future, a major study is planned with the testing of this model.

The Impact of Human Resources on Innovation Activities in Baltic States: employment and innovation persistence

This paper examines the nexus between human resources and persistency in innovation activities (product and process innovation) in Baltic States (Lithuania, Latvia and Estonia). The paper builds conceptual framework which links success and failure in innovation activities and the role of human resources in it. The research based on personal interpretation based on literature review and recent social and economic growth indicators on Baltic States. The research finding emphasizes on the urgent needs and necessity of human resources (HR) flow from either EU member countries or third countries (Non-EU members) to Baltic States.

The impact of human resource management practices on organizational performance in construction companies in Jordan

The aim of this study is to measure the impact of human resource (HR) practices on organisational performance in the context of construction companies. The population consisted of employees at all managerial levels of 16 construction companies in Jordan. From which the data was gathered through a structured questionnaire. In total 228 valid questionnaires were obtained, yielded a response rate of 67%. Multiple regression analysis was used to test the study hypotheses. The results reveal that HR practices have a significant impact on organisational performance in construction companies. Moreover, training and development, as well as performance appraisal, have a significant impact on organisational performance, while the two other practices (recruitment and selection and compensation) did not have a significant impact. The results can be used as a toolkit for revealing the strengths and weaknesses of HR practices and to formulate agile strategies to improve organisational performance.

The Competitive Advantage of Technology: The Impact of Human Resources, Organization and Technology at a Local State Government-Based Organization

This paper examines the connection between information technology (IT) and employee performance as well as effectiveness. Despite indications of progress, current literature related to IT is still deficient in terms of empirical findings or a consolidation of these results. Much of research is dependent on anecdotes and case studies. The findings indicate that IT as an individual factor does not contribute to sustained performance-based advantage for an organization. However, some companies have found success in leveraging commercial and business resources along with IT elements. This paper investigates work performance and effectiveness in a state government-based organization in Malaysia. The combination of independent variables used are organization and technology, human resources and information technology, and technology and information technology.

A morphological review of enterprise social media literature

ABSTRACTIntroduction of Enterprise Social Media (ESM) in organizations is driven by a need to improve communication and knowledge sharing within the enterprise. Studies show that soon after ESM adoption, there is some initial enthusiasm and subsequently there is a perceptible drop in usage. A review of ESM literature in a morphological framework, with the aim of demystifying the troubling trend, is presented here. Morphological analysis of literature helps exhibit relevant work on ESM in a framework consisting of dimensions and options from which insights can be derived. The framework developed depicts ESM literature through seven dimensions – organizational level factors influencing ESM, unit of analysis, business objectives of ESM adoption, individual level factors influencing ESM, theoretical framework used, outcomes of adoption, and context of ESM implementation. For each of the dimensions, relevant options were explored and listed. Preliminary observation indicates that at an individual level, themes such as absorptive capacity and lurking behavior of individuals need to be studied in the context of ESM. At an organizational level, the impact of human resources (HR) policies on ESM adoption, uses of ESM for internal crowdsourcing need to be evaluated. Practitioners can use these findings to assess and design their ESM strategies and for academicians, the morphological framework reveals the state of current research in the field and identifies gaps for further research in specific areas of ESM.

Care time and quality indicators in Intensive Care Units.

To verify the correlation between nursing care time and care quality indicators. Observational, correlational study, developed in 11 Intensive Care Units. The population comprised records of the number of nursing professionals, the number of patients with at least one of the Oro/Nasogastroenteral Probe (GEPRO), Endotracheal Tube (COT) and Central Venous Catheter (CVC) therapeutic devices and the occurrences related to the losses of these artifacts. The time corresponded to 18.86 hours (Hospital A), 21 hours (Hospital B) and 19.50 hours (Hospital C); the Unplanned Outflow Incidence of GEPRO indicator presented a mean of 2.19/100 patients/day; Unplanned Extubation of COT Incidence, 0.42/100 patients/day; and CVC Loss Incidence, 0.22/100 patients/day. There was no statistically significant correlation between time and indicators analyzed. This research may support methodological decisions for future investigations that seek the impact of human resources on the care quality and patient safety.

The Human Factor in Primary Bilingual Programs: The Management Teams’ Perspective

In Spain, the interest in bilingual education has led to the implementation of bilingual programs in a large number of schools. Our study uses descriptive research to analyse the perceptions of school management teams regarding the impact of hu-man resources on the design, implementation and supervision of bilingual programs in primary schools within the autonomous community of Castile and Leon. To this end, the answers provided by 70 participants to an ‘ad hoc’ questionnaire were subject to scrutiny. Besides the socio-demographic characteristics of the sample, four dimensions were thoroughly studied: organizational resources (including the design and supervision of the bilingual project as well as the degree of familiarity with and the acceptance of the project), human resources (that is, the number of specialist teachers, teachers with L2 ac-creditation, and language assistants available), teacher profiles (describing turnover rate, L2 level, and participation in CPD courses) and management teams profiles (providing information on training in bilingual education and on access to CPD courses and on re-sources for the evaluation of the program). The analysis of the research data is conclus-ive in identifying the training of management teams and the turnover rate of specialists as key to the success of school bilingual programs.

Impact of Human Resource Management Practices on Employees' Turnover Intention in United Arab Emirates (UAE) Health Care Services

The article aims to examine the relationship between the human resource practices and employees' turnover intention in United Arab Emirates health care sector. This quantitative study utilized a structure equation model (SEM) technique with Analysis of Moment Structures (AMOS) 18 software package to analyze data and to investigate the impact of human resources practices on employees' turnover intention in United Arab Emirates health care services. Results of the study showed that human resources (HRM) practices in health care sector (recruitment and selection, performance appraisal, compensation, and career development) have significant relationship with turnover intention. However, this research was limited to the Public Health Care Sector in UAE and it is recommended to include Private health care sector. Moreover, inclusion of health care workers from different emirates such as Dubai and Sharjah will be needed in future researches. Health care facilities management should have a closer look at the significant human resource practices as an initiative to restructure HRM practices, policies, procedures to increase staff satisfaction, reduce employees' turnover intention and retain its valuable health care professionals. This article is among the first and most exhaustive ones carried out in health care sector in UAE. It explores the relationship between the human resource management practices and the employees' turnover intentions.

Chinese firms in Ireland: profile, motives and impact of human resource and industrial relations factors

Despite its small scale and peripheral location, Ireland has enjoyed remarkable success in attracting foreign direct investment (FDI). This is predicated on a combination of incentives, principally low corporation tax but also certain 'Human Resource' factors, particularly labour availability, quality and productivity. This paper presents an empirical investigation of the impact of human resource and industrial relations (HR/IR) considerations on the location decision of Chinese multinational enterprises (MNEs) in Ireland. To achieve this aim, our paper addresses two specific research objectives. We firstly seek to identify and profile the population of Chinese MNEs in Ireland and secondly we empirically investigate the impact (or otherwise) of HR/IR considerations on their location decision. Our work confirms the low level of Chinese FDI in Ireland and finds that HR/IR factors had a differential impact on location decisions. We further highlight and discuss the extent of HR/IR impact and the underpinning reasons for variation.

PROGRAM DEVELOPMENT OF ENTERPRISE HUMAN RESOURCES ON THE BASIS OF COGNITIVE MODELING

Questions of efficiency increase of human resource management are one of the most discussed by scientists of different countries in the last decades. This is due to many reasons and above all, the increasing human impact on the competitiveness of modern organizations, constantly changing external conditions of their functioning and the necessity of taking into account country and industry specifics. Effective management of human resources is one of the necessary conditions for the competitiveness of modern enterprises. The main tool of this management is program development of human resources. The article presents an overview of the key areas in the field of human resource development programs (HRD programs), the necessity of their agreement with the enterprise development strategy and consideration of influence on organizational effectiveness. The authors have presented a causal model of the relationship between human resource management (HRM) and labour performance and researched the procedure justifying the selection of HR practices. The article presents a cognitive map of the impact of human resources on the results of company operations. The analysis of cognitive map has allowed the researchers to reveal the structure of the problem (situation), to find the most significant factors affecting it and to carry out a reasonable choice of control actions to achieve objectives. The stages and tools for developing HRD programs on the basis of application of cognitive modelling are presented here. This fact has allowed us to evaluate the impact of HR practices on key indicators of organization performance at the design stage. In conclusion the authors have noted that it is necessary to consider the indirect effects of HR practices on the performance of organization and relationships between various aspects of human resources management . In this regard it seems appropriate to use wider application in the field of cognitive modeling and simulation. According to the authors this approach will accomplish the quantitative assessment of the impact of HR practices on organizational effectiveness at the stage of designing the programme of human resource development. At the same time it provides the possibility of"situational" factors accounting for a particular organization.

The impact of human resources on the agility, flexibility and performance of wine supply chains

The research proposes a structural equation model (SEM) that integrates four latent variables: human resources skills, flexibility, agility, and the economic supply chain (SC) performance for wineries that together include fifteen observed variables. The data was obtained from 64 surveys applied to managers in the wineries in La Rioja, Spain. Direct, the indirect and total effects are analysed to prove six hypotheses that relate the aforementioned latent variables. The results indicate that the skills of human resources are a source of flexibility and agility in the supply chain for wineries in La Rioja and thus a direct and indirect source of economic performance.

Impact of human resources on wine supply chain flexibility, quality, and economic performance

This article assesses the impact of human resources skills on production quality, flexibility, and economic performance of La Rioja’s wine supply chain. These four elements were integrated as latent variables composed of 15 observed variables and associated through six hypotheses. Data were gathered from 64 wineries located in La Rioja, Spain, and hypotheses were validated in a structural equation model using WarpPLS v.5 software. Results indicate that human resources skills have a positive direct impact on SC flexibility and quality, but not on economic performance; however, these variables are indirectly associated through SC quality and SC flexibility.

Impact of Human Resources on Implementing an Evidence-Based HIV Prevention Intervention.

Evidence-based interventions (EBIs) often require competent staff, or human resources (HR), for implementation. The empirical evidence characterizing the influence of HR fluctuations on EBI delivery is limited and conflicting. Using the Interactive Systems Framework, we explored staff fluctuation and the subsequent influence on RESPECT, an HIV prevention EBI. We conducted interviews with staff in two waves (n=53, Wave I; n=37, Wave II) in a national sample of organizations delivering RESPECT (N=29). We analyzed interviews qualitatively to describe changes among RESPECT staff and explore the subsequent influences on RESPECT implementation. Organizations reported downsizing, turnover, and expansion of staff positions. Staff changes had multiple influences on RESPECT implementation including clients reached, fidelity to specific RESPECT protocols, and overall sustainability of RESPECT over time. HR fluctuations are common, and our analyses provide an initial characterization of the relationship between HR fluctuation and EBI implementation. Given the prominent influence of HR on EBI implementation, the Interactive Systems Framework is a useful guiding tool for future examinations.

Strategic implications of HR role management in a dynamic environment

Purpose – The purpose of this paper is to consider the impact of human resource (HR) role overload and HR role conflict on the HR function’s involvement in strategic decision making and to examine whether conditions of environmental dynamism moderate the impact of HR role conflict and HR role overload in that relationship. Design/methodology/approach – The authors collected data from two sources, senior HR and top management team (TMT) executives. A total of 180 HR executives and 109 TMT members completed the survey. In all, 102 organisations were included in the sample with matched HR executive and TMT responses. Findings – Results did not support hypothesised negative relationships between HR role management and involvement in strategic decision making but did establish the moderating effect of environmental dynamism, such that these associations were more negative at higher levels of dynamism. Research limitations/implications – The cross-sectional nature of the study precludes making inferences about causality and would need to be replicated with a longitudinal design before stronger inferences could be drawn with regard to the relationships between the variables. A strength of the study however is the use of two sources of data to address the issue of common method variance. Practical implications – The research has implications for the potential value that HR provides in dynamic environments and the risk that HR role conflict and overload pose to the contribution that HR can make during these periods. Originality/value – The research shifts the focus away from the definition of HR roles to considering how these roles are enacted and kept in balance.

The Impact and Interaction Effect of HR and IT Applications on the Performance of Customer Relationship Management in the Banking Industry

This study investigates the impact of human resource (HR) capability and information technology (IT) application, and their potential interaction effect on the development of customer relationship management (CRM) performance in the banking industry. A total of 800 questionnaires were distributed in the summer of 2012 to five Taiwanese banks which have applied the e-CRM system to their customer service operations. The empirical analysis was carried out with two samples, the sales personnel and the customers, and the multiple hierarchical regression were performed to test for main effects and interaction effects on CRM performance. The findings showed that the positive performance of HR and IT capabilities. In addition to the direct influences of the resources, the main result is towards the interaction of these capabilities, which leads to the predictions of its CRM advantage.

Impact of human resources on supply chain management and performance

Purpose– The purpose of this paper is to demonstrate that human resource management (HRM) has an impact on supply chain management (SCM), which in turn has a significant impact on customer satisfaction (CS) and organisational performance (OP), playing a mediating role in the relationship between HRM and SCM outcomes (SCMO).Design/methodology/approach– The model is first validated and the hypotheses formulated are tested using the partial least squares structural equation model (SEM), based on five constructs: HRM, SCM implementation (SCMI), SCMO, customer satisfaction and organisational performance, taken from an existing model tested previously in a different geographical context. To do this, a survey was conducted and 231 valid responses were obtained.Findings– The empirical results reveal that HRM had significant direct and indirect impacts on SCMO, and SCMI, which in turn played a mediating role in the relationships between HRM and SCMO. CS also played a mediating role in the relationships between SCMO and OP. This finding suggests that the successful implementation of SCM not only directly improves SCMO, but it also indirectly increases CS and OP.Research limitations/implications– A firm’s human resource practices need to be aligned with its SCM to foster the involvement of the members of the supply chain (SC), promote the integration of the SC and, consequently, ensure better business outcomes.Originality/value– The study provides an original analysis not only in terms of the measurement of the relationship between HRM and SCM, but also with regard to its examination of the mediating effects, thus shedding light on the mechanisms by which these relationships are produced, and how this impacts CS and OP. This has allowed us to obtain more insightful results than those reported in the literature to date.

Patterns of digital uses among Israeli Arabs – between citizenship in modern society and traditional cultural roots

This study examines the digital divide between the Jewish majority and Arab minority in Israeli society as manifested by Internet access and patterns of use. The goals of this paper were to examine the digital divide between these two groups and to identify the factors that influence these gaps. The study is based on data from the Israel Central Bureau of Statistics Annual Social Survey, collected in 2011 through face-to-face interviews of 5872 interviewees aged 20–65 years. Jews were found to have an advantage over Arabs in terms of Internet access and in terms of the two types of uses: capital-enhancing and recreational. Our important conclusion is that, theoretically, with background variables being the same, the first-level digital divide between Jews and Arabs can be considered closed; in contrast, the second-level digital divide remains even if human resources in both groups are the same. This gives reason to assume that beyond the impact of human resources, the second-level digital divide between Jews and Arabs originated from their cultural background. Israeli Arabs are a unique minority indigenous group with two affinities – to Israeli modern society (because of citizenship) and to the Arab traditional world (because of their religious and cultural roots). Closing digital gaps requires changes in basic social, economic, and cultural aspects of the Arab sector on the individual level, i.e., personal motivation, as well as on the community level, including collective sociocultural preferences.

The Impact of Human Resources and Total Quality Management on the Enterprise

Today's highly competitive environment forces enterprises to pay attention to quality and human resources needs in order to be sustainable. This paper presents the view of the authors with respect to the relationship that exists between total quality management, human resources management, competitiveness and ISO 9000 and the impact of this relationship on the sustainability of the enterprise. The proposed conceptual models will help the persons of interest to have a better understanding of the relationship between the practices and step by step implementation to improve business performance.

A Quantitative Model of the Economic Contribution Due to Human Capital

This paper presents a way to build a conceptual framework for establishing the economic impact of human resources on projects in the product market. The starting point for this search is the rejection of the assumption of the substitutability of human capital, ingrained in nearly all discussions about the economic value of a project in the product market. The acting management team has already climbed a particular learning curve. This experience translates into a well-defined assembly of skills and know-how “honed in house” that are not marketable and that can be the basis for sustained competitive advantage. This specificity is encoded in the parameters of a function that represents the responses of the team to aspiration levels proposed by management vis-a-vis its perceptions of market conditions. How the net present value of the project depends on those parameters reflects the weight of the human resources on its value. This approach reveals that the contribution of human resources to the value of a project does not follow any simple additive rule, and that the notion of added value comes mainly from comparisons against the performance of competing management teams.

Non-governmental organizations and KM: A human centric approach

Article history: Received August 19, 2011 Received in Revised form November, 11, 2011 Accepted 12 November 2011 Available online 16 November 2011 Non-governmental organizations need to manage their knowledge similarly to for-profit organizations. Although for effective KM a technology, people, task, and structure – integrated approach is required. However, there is a strong imperative to develop people capabilities within Non-governmental organizations in order to meet the challenges of economic, social and environmental development. Therefore, in this study we have particularly examined the impact of human resources on KM effectiveness in the nonprofit industry. The study deals with three major research questions: (1) Does the level of human resources’ knowledge have a positive influence on a Non-governmental organization’s KM capabilities? (2) Does a Nongovernmental organization’s KM capability positively influence its knowledge processing capability? (3) Does a Non-governmental organization’s knowledge processing capability positively influence its performance? Further, the study aims to investigate human resource management related issues in KM implementation in nonprofit industry, and attempts to provide appropriate solutions. Finally, the study proposed a KM model for nonprofit industry.