Implications For Human Resource Management Research Articles

Nonprofit Human Resources: Crisis Impacts and Mitigation Strategies

This study empirically evaluates the relationships between the state and human service nonprofits’ human resources during a crisis. We employ qualitative content analysis to critically assess the experiences of 31 nonprofits that experienced the 2015 to 2017 Illinois Budget Impasse. We evaluated the nonprofits’ strategic human resource management implications through a resource dependency lens at three levels: micro-, meso-, and macro-. Human service nonprofits pull from a toolbox of strategies in surprising ways. Strategy choices were intrinsically linked to the impacts experienced by the individual workers (micro-) and organization (meso-). Micro-level impacts included additional emotional labor and reduced benefits, while meso-level impacts included loss of capacity and short-term planning changes. Finally, the sector-level impacts included a multipronged brain drain of the nonprofit human resource industry. The findings are helpful for nonprofit employees, managers, policy-makers, and anyone concerned about the delivery of social services by nonprofits during crises.

Exploring the Enablers of Organisational Inclusion: An Interpretive Structural Modelling Approach

This research paper aims to identify and structure the enablers that promote organisational inclusivity, fostering a workplace that values diversity and inclusion. Using Interpretive Structural Modelling (ISM), the study identifies the following four clusters of enablers: autonomous, linkage, dependent and driving. Furthermore, the research findings suggest that inclusive leadership acts as a key driving factor for promoting inclusivity in the organisation. The study offers practical implications for human resource managers to develop targeted strategies to create an inclusive culture and enhance overall organisational performance by recognising and prioritising the identified enablers.

A comparative study of business student attitudes toward the importance of ethics and social responsibility

PurposeThis study addresses the gap in research concerning student attitudes toward ethics and social responsibility (E&SR) within diverse organizational contexts, specifically as they transition into managerial and non-managerial roles.Design/methodology/approachA total of 425 business students from four universities participated. To determine statistically significant differences between potential managers and non-managers (M&NM), a paired comparison inferential t-test was employed.FindingsThe study revealed positive E&SR attitudes among business students. However, it differed from existing literature by finding a significant difference in perceived E&SR importance between aspirants in managerial and non-managerial positions. Notably, non-managerial students exhibited significantly stronger support for these principles.Originality/valueThis study, conducted in an emerging economy, offers a unique perspective by analyzing E&SR perceptions across both potential management and non-management employees. Given the direct and indirect influence employee perceptions have on business performance, this research sheds light on the crucial role of E&SR in management practices. The findings are further substantiated by robust data and include implications for human resource management, along with suggestions for future research directions.

Exploring the Role of HRM in Facilitating Collaboration and Knowledge Sharing in Decentralized Organizational Structures

This research investigates the role of human resources (HR) in facilitating collaboration and knowledge sharing in decentralized organizational structures. Through a systematic literature review approach, this study collects and analyzes various relevant literature from international databases. The research results highlight the importance of collaborative leadership, awareness, and organization of inter-organizational processes in facilitating collaboration in decentralized contexts. Additionally, factors such as individual motivation, management support, and technology also influence knowledge sharing practices within organizations. Empirical studies confirm that decentralized structures play an important role in facilitating collaboration and knowledge sharing, which in turn improves organizational performance and innovation. In conclusion, a deeper understanding of the dynamics of collaboration and knowledge sharing in decentralized structures has important implications for human resource management and organizational development.

Opportunistic silence: ignited by psychological contract breach, instigated by hostile attribution bias

PurposeDrawing on social exchange literature, this study explores the mediating role of affective commitment between employees' assessments of contract breaches and opportunistic silence, along with the invigorating effect of hostile attribution bias.Design/methodology/approachWe tested the hypotheses using multi-wave data collected from employees working in higher education institutions in Pakistan.FindingsPerceived contract breaches elicit intentional, selfish and retaliatory motives of silence, largely because employees lack emotional attachments to their organization. This mechanism is more prominent among employees who tend to blame others and perceive them as antagonistic even when they are not.Practical implicationsFor human resource managers, this investigation highlights a crucial feature – affective commitment – by which employees' perceptions of psychological contract breaches facilitate opportunistic silence. Our results suggest that this process is more likely to intensify when employees have distorted thinking, motivating them to attribute the worst motives to their employer's actions.Social implicationsPerceived contract breaches within universities can have far-reaching societal consequences, affecting trust, reputation, economic stability, and the overall quality and accessibility of education and research. Addressing and preventing such breaches is essential to maintaining the positive societal role of universities.Originality/valueThis study provides novel insights into the process that underlies the connection between perceived contract breach and opportunistic silence by revealing the hitherto overlooked role of employees' hostile attribution bias, which renders them more susceptible to experiencing unfavorable forms of social exchange.

The Literature Review Analysis of The Human Resources Development in The Industry Era 4.0 Towards The Era of society 5.0

Since the beginning of the First Industrial Revolution (Industry 1.0), humans have realized the potential of technology as a tool for sustainable progress from time to time. During the Second Industrial Revolution (Industry 2.0), manufacturers began to switch to using electricity for assembly lines and mass production, which started in the 1870s. Then, with the application of electronic and information technology (IT), the concept of automation in the manufacturing industry was introduced during the Third Industrial Revolution (Industry 3.0) in the 1970s. In the context of the Fourth Industrial Revolution (Industry 4.0), the rapid progress of digital technology has changed the industrial world significantly, giving birth to what is called Industry 4.0. At this time human nature is increasingly complex in adapting to rapid change. However, along with advances in technology, new challenges have emerged in managing human resources effectively. Along with the Industrial Revolution, a new concept emerged known as Society 5.0, which encourages the integration of technology and social life outside of society. In the Society 5.0 era, society is expected to be able to quickly adapt to technological advances while maintaining human dignity in their professional lives. Therefore, it is important to understand how human evolution can adapt to this new paradigm. This research aims to explore the development of human resources in the context of the transition from Industry 4.0 to Society 5.0. This research uses the Systematic Literature Review (SLR) research method, which explores the development of human resources in facing the era of society 5.0, which is then prepared as a basis for determining strategic management of human resources using the PRISMA pattern. The research results show that there are implications for human resource management, organizational leadership, and job development in facing the challenges of Industry 4.0 and maximizing the opportunities provided by Society 5.0.

Are People More Horrible Than Ghosts? Workplace Haters and Employee Creativity

Based on the cognitive-affective personality system theory and social network theory, this study examines how three common workplace haters influence employee well-being and creativity. It also explores the negative moderating effects of personal social capital and organizational pride. The study utilized 496 valid supervisor-employee dyads (comprising 286 direct supervisors and 496 employees) from 13 companies in Taiwan. The findings revealed that: (1) Workplace haters negatively affect employee well-being; (2) Employee well-being positively affects employee creativity; (3) Employee well-being mediates the relationship between workplace haters and employee creativity; (4) Personal social capital moderates the relationship between workplace haters and employee well-being; and (5) Organizational pride moderates the relationship between employee well-being and employee creativity. Implications for behavioral researchers and human resource managers are discussed.

The Influence of Applying Human Resource Training Needs Analysis on Employee’s Performance

Purpose: This study investigates the influence of applying Training needs analysis (TNA) on employee performance. The research is developed to explain the influence of the factors of TNA on the final employees’ job performance.
 Methodology: A correlational research design of mixed method qualitative and quantitative has been done that comprehensive review of relevant academic and empirical literature was conducted to start the research. Subsequently, an online survey was administered to employees of two prominent private banks in the UAE. These combined approaches aimed to provide a solid study base and collect perspectives from a wide range of participants in the banking industry in the United Arab Emirates. Through an online survey with 21 questions, participants rated their perspectives on HR practices, training, and demographic details. The survey, distributed via email and QR code scanning, obtained responses from 184 out of 5773 employees (3.18% response rate). Data underwent rigorous checks and cleaning for accuracy and validity. The analysis, performed using XLSTAT, aims to assess the effectiveness of TNA in shaping employee attitudes and performance outcomes.
 Findings: The results suggest that TNA practices such as identifying training impact, training type, and training impacts significantly affect employees’ performance. The findings expand the understanding of how the factors of TNA practices reinforce employees’ job performance. The results have practical implications for human resource managers, which will help support and develop employee job performance and ultimately support business growth.
 Unique Contribution to Theory, Practice and Policy: This study uniquely contributes to theory, practice, and policy in training and development by addressing a critical gap in existing literature. It explores and tests the Training Needs Analysis (TNA) process, focusing on three key factors: training type, goal, and impact. The study develops a holistic framework that integrates these dimensions, offering a more comprehensive understanding than previous studies examining isolated TNA elements. Practical implications include a roadmap for HR managers to use the TNA system effectively, aligning training programs with employee needs for optimal results. From a policy perspective, the study advocates for strategic emphasis on TNA dimensions in organizational training policies, highlighting the importance of leadership in fostering a culture of continuous learning. While affirming the positive link between TNA practices and employee satisfaction, the study acknowledges limitations. It suggests avenues for future research, paving the way for more nuanced investigations into TNA dynamics and their impact on employee performance.

Workplace Incivility and Its Impact on Public Employees’ Job Search Behavior

While extensive research documents that workplace incivility has negative consequences for both employees and organizations, there has been limited research on how workplace incivility experiences affect public-sector employees. This study examines the associations between workplace incivility experiences and public employee job satisfaction and job search behavior. Relying on the Conservation of Resources theory, this article develops a research model that suggests that workplace incivility experiences prompt job search by lowering employee job satisfaction. The analysis of survey data collected from 751 professional employees working in a state-level law enforcement agency shows that both supervisor and coworker incivility are associated positively with employee job search behavior, but supervisor incivility has a stronger association. Moreover, the analysis shows that the indirect effects of supervisor incivility and coworker incivility on job search behavior through job satisfaction are stronger for employees of color and weaker for older employees. These findings have implications for public-sector human resource management.

Analisis Proses Rekrutmen dan Seleksi terhadap Kinerja Karyawan

The aim of this research is to examine the influence of the recruitment and selection process on employee performance in various company contexts. In this study, researchers collected data from several sources, including questionnaires distributed to a number of companies or institutions. Data analysis shows that the recruitment and selection process has a significant effect on employee performance. Quality employee candidates can result from an effective recruitment process, while a careful selection process can ensure that the selected candidates match the company's needs and criteria. In addition, this research also notes that recruitment methods that primarily use recommendations have weaknesses, such as late feedback after interviews. Therefore, it is recommended that companies consider recruitment methods, such as using print or electronic advertisements to publicize available positions. The results of this research have important implications for human resource management and companies in order to optimize the employee recruitment and selection process to improve a company's performance. Apart from that, this research also estimates other factors that influence employee performance, such as education, experience and motivation. Overall, this research helps companies manage their human resources in a competitive business environment more effectively.

Improving productivity in SMEs by the implementation of Six Sigma: human resource management implications

Improving productivity in SMEs by the implementation of Six Sigma: human resource management implications

Barriers to collaboration between school teachers and child care workers: implications for HRM and school leadership

PurposeWhilst an urgent need for collaboration is increasingly seen in education to better respond to socio-educational challenges, in practice, collaboration between primary school teachers and their partners is hampered by barriers. The aim of this study is to shed light on these barriers from a human resource management (HRM) angle, using the ability, motivation and opportunity (AMO) framework.Design/methodology/approachQuantitative and qualitative data were collected amongst staff in 16 child centres offering joint pre-school, education and childcare.FindingsThe authors' findings suggest that in general, both teachers and childcare workers perceive themselves as skilled and motivated for collaboration. They perceive aspects of opportunity to perform as most important barriers.Practical implicationsBased on this research, school leaders are advised to organise opportunities for collaboration, especially by fostering an inclusive organisational climate and scheduling sufficient time for collaboration.Originality/valueThis paper contributes to the relatively scarce body of research on HRM within the education sector. Furthermore, it illustrates the applicability of the AMO model for gaining insight into how educational management can be utilised to foster increased collaboration between teachers and childcare workers.

Unlocking Employee Performance: Knowledge Sharing, Motivation, and Innovation Dynamics

This quantitative study investigates the intricate interplay between knowledge sharing enablers, motivation work behavior, individual innovation capability, and the performance of secretariat employees in the Sidoarjo Regency. The research, encompassing all 70 secretariat employees, employs a total sampling technique and utilizes Likert-scale questionnaires. Employing multiple linear regression analysis, the findings reveal that knowledge sharing enablers, motivation work behavior, and individual innovation capability significantly influence the performance of secretariat employees in the Sidoarjo Regency. This study sheds light on the pivotal roles of collaborative knowledge sharing, motivated work behavior, and individual innovation in enhancing the overall efficiency of secretariat operations, offering valuable insights for organizational development and human resource management in a global context. Highlights: Collaborative Dynamics: Explore the influence of knowledge sharing, motivation, and innovation capability on the performance of secretariat employees. Quantitative Analysis: Utilize multiple linear regression to unveil the significant impact of knowledge sharing enablers, motivation work behavior, and individual innovation capability. Global Relevance: Provide insights into enhancing secretariat operations with implications for organizational development and human resource management on a global scale. Keywords: Knowledge Sharing, Motivation, Innovation Capability, Employee Performance, Secretariat Operations

Pengaruh Kompetensi, Komunikasi Dan Kompensasi Terhadap Kinerja Karyawan Perusahaan Di Kecamatan Jagakarsa Jakarta Selatan

This research aims to analyze and determine the influence of competence, communication and compensation on employee performance in a company. This research was conducted using a quantitative approach and involved respondents consisting of employees at various levels of positions who work at companies in the district. Jagakarsa, South Jakarta. Data was collected through a questionnaire with a total of 22 questions and a total of 100 respondents which could measure the level of competency, communication, compensation and employee performance. The data analysis technique used in this research is SEM PLS (Structural Equation Modeling - Partial Least Squares), which was carried out using SmartPLS 4.0 software. The data analysis methods used in this research include measurement model analysis, structural model analysis, and direct influence hypothesis testing. The results of data analysis show that employee competency has a significant positive influence on employee performance. Communication also has a significant positive influence on employee performance. Effective and open communication allows clear and timely information to have a positive and significant impact on improving employee performance. And the compensation variable was also found to have a significant positive influence on employee performance. These findings provide important implications for human resource management and organizational practitioners in designing policies and programs related to competency development, improving communication, and providing adequate compensation for employees so that employees can provide reciprocity in the form of maximum performance for the company.

Factors That Influence Job Stress among Foreign Construction Site Workers in Malaysia

This study’s goal is to address factors that cause major stress scenarios and identify the factors that cause such a dilemma among foreign workers. These issues stem from three different variables that contribute to stress, which include job characteristics (job demand, job control and job support) workload and reward. To affirm and verify the said variables, a quantitative research approach is implemented based on participants from the construction site. The sampling frame was for foreign workers from different levels and positions in a selected construction site in Klang Valley. This study was based on 100 samples of foreign workers selected using the snowballing method. Results indicate a significant relationship between job factors (job demand, job control and job support) on the job stress of foreign workers at the construction site. Results also show a significant relationship between workload and job stress and no relationship was found between reward and job stress. This study discussed the results from the psychological, and human resource perspectives, as well as their implications for human resource management. The findings can be used to guide the progress of policies and programs that can navigate the negative effects of employees’ stress. The present study was done to further combine and explore whether the main initial factors influencing stress in Malaysia are still applicable in the context of foreign workers in the construction industry. Up until now, there has been only scarce research on the combination of the discussed factors on stress.

Impact of Work and Non-Work Support on Employee Well-Being: The Moderating Role of Perceived Organizational Support

Familial and organizational support are important for employees to sustain quality of life and workplace performance. Grounded in the conservation of resources theory, this study explored the underlying mechanism between family member support and employee well-being. Specifically, we examined how the relationship is mediated by psychological capital, and how perceived organizational support amplifies the effect of familial support on psychological capital. Using survey data from 231 Vietnamese employees, results showed that family member support positively predicted employee well-being. This relationship was mediated by psychological capital. Additionally, the relationship between family member support and psychological capital was moderated by perceived organizational support, becoming stronger under conditions of high organizational support. This study offers important theoretical implications regarding the roles of family and organizational support in impacting employee well-being and happiness. Additionally, it provides practical implications for strategic human resource management, highlighting approaches to develop a socially sustainable work environment that promotes employee well-being.

Differences in the Preferred Trustworthiness Between High-level and Low-Level Leaders

Drawing upon implicit leadership theories (ILTs), this research argues that the trustworthiness factors of leaders perceived by subordinates may vary with hierarchical levels of leaders. Based on this argument, a scenario simulation study (220 participants), an experimental study (562 participants), and an empirical survey (193 samples) were conducted. The findings show that subordinates are more concerned with the emotional stability, extraversion, agreeableness, and benevolence-related trustworthiness factors of low-level leaders and with the ability-related trustworthiness of high-level leaders; and leaders’ integrity is the most crucial factor in trustworthiness for upward trust, while there were no obvious significant differences among different leader levels. This study contributes to the literature on trust in leadership and various ILTs and has human resource management implications.

Future of Work - Opportunities, Challenges and Implications for International, Comparative and Cross-National HRM

The rapidly evolving future of work, driven by technological advancements, globalization, and shifting societal dynamics, presents significant opportunities, challenges, and implications for Human Resource Management. Whilst few scholars have responded to this in the mainstream HRM, there is a drought of research on the implications of the future of work and its dynamics on international, comparative, and cross-national Human Resource Management (HRM) sub-field. Through a random review, examination, critical analysis, and synthesizing of articles on the Future of Work and International HRM, this paper explores these aspects and highlights key trends such as automation, artificial intelligence, remote work, and the gig economy as they tend to shape the future of work and subsequently the practice of International HRM. Findings reveal that organizations face complex HRM challenges in a globalized workforce, diverse cultural contexts, and emerging technologies. The immense opportunities lie in leveraging technology to enhance productivity, efficiency, and innovation. International HRM practices can benefit from global talent pools, promoting diversity and multiculturalism. Cross-national HRM strategies facilitate knowledge transfer, skill development, and cross-cultural collaboration. However, challenges arise from workforce displacement due to automation and AI, raising concerns about job security and inequality. HRM professionals must address reskilling and upskilling initiatives to ensure employees remain adaptable and competitive. Managing a geographically dispersed workforce requires effective communication, coordination, and cultural sensitivity. The implications for international, comparative, and cross-national HRM practices are significant. Agile and flexible approaches to talent acquisition, retention, and development are necessary. Strategies must be tailored to specific cultural contexts, considering legal, economic, and social factors. Ethical considerations, including data privacy, algorithmic bias, and employee well-being, become paramount. In conclusion, we have proposed that HRM professionals must stay updated, collaborate with diverse stakeholders, and embrace innovative practices to harness the future of work's full potential while mitigating its challenges. Proactive and forward-thinking approaches are essential for organizations and HRM practitioners to navigate this dynamic landscape successfully.

Antecedents and consequences of perpetrator-centric knowledge hiding within organizations: a cross-cultural meta-analytic review and implications for human resource management

As knowledge hiding has become an increasingly widespread phenomenon within organizations, there has been a dramatic increase in research on this topic over the past two decades. However, previous studies have provided inconsistent conclusions on why knowledge hiding occurs and how it affects the perpetrator’s subsequent work and well-being outcomes. As no reviews to date have focused on the knowledge hiding from the perpetrator’s perspective, this meta-analysis systematically synthesizes frequently studied antecedents and consequences of perpetrator-centric knowledge hiding. It also examines the moderating effects of cultural dimensions and causal directions on the consequences. Based on evidence from N = 193 sources with a total sample size of N = 68,113, this meta-analysis found significantly strong relationships between neuroticism, moral disengagement (hider’s factors), psychological contract breach, toxic leadership, leader-signaled knowledge hiding, perceived organizational politics (contextual factors) and knowledge hiding. The findings revealed that knowledge hiding had a medium-sized positive relationship with perpetrator psychological strain. It also uncovered the cross-cultural differences among the perpetrator-centric consequences. These findings helped answer the question of whether some common predictors or outcomes of knowledge hiding should be identified as outcomes or indicators. Finally, it provided suggestions for future research and human resource management (HRM) practices.

Culture fit and employee engagement in foreign subsidiaries: Evidence from Chinese multinational enterprises in the United States

Engaging local employees in foreign subsidiaries has emerged as a critical concern for Chinese multinational enterprises (MNEs). This study employs the theoretical framework of culture fit to conduct an inductive multiple-case study of Chinese subsidiaries in the United States. We examine how culture fit between the organizational and societal levels is manifested through human resource management practices at the foreign subsidiaries of Chinese MNEs. Particularly, we demonstrate how culture fit or misfit influences the intellectual, social, and affective engagement outcomes of local employees at the individual level. This study extends the understanding of culture fit across multiple levels and its direct impact on employee engagement. The findings provide valuable managerial implications for global human resource managers to effectively engage their culturally diverse workforces.