Innovative Human Resource Management Research Articles

The role of innovative human resource management practices, organizational support and knowledge worker effort in counteracting job burnout in the Polish business services sector.

This study focuses on analyzing the impact of innovative human resource management practices (IHRMP) on knowledge worker burnout, and how organizational support and employee effort help explain this relationship in the context of the business services sector. To explore the problem, investigated whether IHRMP have a significant negative impact on employee burnout, and organizational support and employee effort mediate the negative impact of IHRMP on employee burnout. A survey was conducted, collected using the computer assisted web interview method on 1000 knowledge workers employed at business services sector (BSS) organizations in Poland. The quantitative results obtained were analyzed using AMOS software to test the main statistical relationships and through structural equation modeling. The study outlines direct and indirect mechanisms to counteract perceived burnout among knowledge workers. The article contributes to the understanding of how IHRMP reduce burnout among knowledge workers and highlights the central importance of organizational support and employee effort as mediating factors against burnout in the context of high-skill, high-intensity work. The expected results in terms of application provide a proposal of measures for managers' consideration that can be implemented in the organization with a view to counteracting the incidence of burnout among BSS employees. Int J Occup Med Environ Health. 2024;37(2):220-33.

The Impacts of Work-Family Conflict and Corporate Innovation on Organizational Performance

Work-family conflict has gained a growing amount of attention in the field of workplace stress, which can negatively impact employee health. Work-family equilibrium is difficult to maintain in contemporary industrialized societies due to the rising demands of both the workplace and the home. This study relied on self-determination theory, conservation of resources theory, psychological safety, innovative human resource management practices, and social exchange theory. It investigates the impacts of work-family conflict on psychological well-being and psychological safety. It also investigates the indirect effects of work-family conflict on organizational performance. This study investigates the influence of innovative human resource management on psychological safety, physical well-being, and social well-being. Finally, the indirect effects of innovative human resource management on organizational performance are examined. The data used in this research was gathered from a variety of Chinese industrial sources. The subjects of this research are China employees of a diverse range of companies. A total of 442 employees were randomly chosen utilizing a sampling technique. According to the findings, work-family conflict has a significant effect on psychological safety but not a significant impact on psychological well-being. Innovative human resource management has a significant effect on psychological well-being, physical well-being, and social well-being. Psychological safety and social well-being also impact significantly organizational performance. Finally, this study provided some important theoretical contributions and practical implications for the reference of industries and academics.

HUMAN RESOURCE MANAGEMENT STRATEGIES FOR SAFETY AND RISK MITIGATION IN THE OIL AND GAS INDUSTRY: A REVIEW

The oil and gas industry is renowned for its inherent operational risks and complex safety challenges, necessitating robust Human Resource Management (HRM) strategies for effective safety measures and risk mitigation. This comprehensive review explores the evolving landscape of HRM practices within the oil and gas sector, focusing on their pivotal role in enhancing workplace safety and reducing operational risks. The review delves into the dynamic nature of the oil and gas industry, characterized by hazardous work environments, intricate technological processes, and a global workforce. Analyzing existing literature and case studies, the paper underscores the critical need for HRM strategies that prioritize safety culture, employee training, and proactive risk management. Key aspects include recruitment and selection processes tailored to identify candidates with a strong safety mindset, ongoing training programs to enhance competencies and awareness, and the establishment of a safety-centric organizational culture. Furthermore, the review examines the integration of technology and data analytics in HRM practices within the oil and gas sector. The utilization of advanced technologies for personnel training, real-time monitoring, and predictive analytics is discussed as a means to pre-emptively identify potential safety risks and proactively address them. Additionally, the paper highlights the importance of fostering communication and collaboration among employees, emphasizing the role of HRM in facilitating a transparent and open reporting culture. The findings of this review contribute to a deeper understanding of the multifaceted role played by HRM in promoting safety and mitigating risks within the oil and gas industry. As the industry continues to evolve, the adoption of innovative HRM strategies becomes imperative for organizations seeking to maintain a secure and resilient operational environment while safeguarding the well-being of their workforce.
 Keywords: HR, Management, Safety, Risk Mitigation, Oil and Gas, Industry, Review.

Healthcare managerial challenges in rural and underserved areas: A Review

This paper reviews the managerial challenges and strategies for improving healthcare in rural and underserved areas. It explores healthcare managers' unique obstacles, including resource allocation, staffing, infrastructure development, technology integration, policy compliance, and community engagement. Through a comprehensive literature review, the paper identifies effective strategies such as innovative human resource management, financial sustainability models, operational efficiencies, technological advancements, policy reforms, and community-based approaches. The analysis emphasizes the importance of adaptability, local context consideration, and stakeholder involvement in implementing these strategies. The paper concludes with a call to action for continued research, policy reform, and collaborative efforts to address the systemic challenges in rural healthcare management, aiming to enhance access, quality, and equity in healthcare services for rural and underserved populations.

Innovative Human Resource Management Strategies in the Era of Digital Transformation

In the era of digital transformation, innovative human resource management (HR) strategies are very important for organizations to overcome the challenges faced in adopting digital technology. This research conducted a thorough literature review to explore key factors associated with innovative HR strategies in the era of digital transformation. The results of the literature review show that adapting technology in HR, increasing employee digital competence, talent management, and effective performance measurement are important aspects in achieving organizational success in this digital era. Apart from that, organizational adaptation to new phenomena also demands adaptive HR management strategies. This research also proposes a hypothesis that links these various factors to an organization's success in facing digital transformation. It is hoped that this research can provide valuable insight for organizations in developing relevant and effective HR strategies in facing the challenges of the digital era.

A Validated Human Resource Management (HRM) Model For Advancing Gender In The Leadership Hierarchy In The Managerial Sphere Of HRM With Resultant Benefits Of Organisational Success

This is one of the few research studies that develops, tests and subsequently proposes a Human Resource Management (HRM) model for the advancement of women in the leadership hierarchy in the HRM domain with resultant benefits of organisational success in the Mauritian workplace. The conceptual theoretical HRM model was developed by an in-depth review of literature, investigating relevant theoretical and empirical aspects of HRM pertinent to the case of women in the HRM domain Mauritius has often been described as an economic miracle and has the most successful economy in Sub-Saharan Africa but gender inequality remains an unfulfilled intent. This resonates classically in the domain of Human Resource Management that even though having a compelling feminised image with women being the numerical majority, they remain concentrated in lower-level positions, with men predominating at senior levels and this is akin to the situation of women in the HRM domain internationally. The efficacy of this conceptual HRM model was gauged by carrying out a questionnaire survey from 106 women in the HRM domain from the different sectors of Mauritius. The empirical data was analysed by using statistical tools such as Correlation and Ordinal Regression Analysis. The causality and regression analysis resulted in seven ordinal regression models that culminated in the new & innovative HRM model that leads to the advancement of women in the HRM domain, reduces hurdles and barriers they experience, enhances their job contribution the cumulative effect of these variables in the long run would generate organisational success in the Mauritian workplace. The HRM model generated is an original contribution to the HRM and gender advancement literature and though it was validated by women in the HRM domain in Mauritius. It definitely can be extended to advancing different types of women in the work-force both in Mauritius and internationally.

Enterprise human resource innovation management and mental health education on anxiety disordered employees

BackgroundAffected by work pressure and other factors, some employees in enterprises may experience anxiety disorders characterized by symptoms such as anxiety, depression, and panic. Under the influence of anxiety disorders, the work of these employees will be significantly affected. In this situation, enterprise human resource management has innovated and intervened in employee anxiety disorders. Mental health education, as a way of psychological regulation, has important practical significance. Therefore, in the face of employee anxiety disorder, the study adopts an intervention method of combining human resource innovation management with mental health education.Subjects and MethodsThe research enrolled 40 employees diagnosed with anxiety disorders, who were subsequently randomly assigned to either a control group or an intervention group, each containing 20 participants. The control group was exposed to the enterprise’s innovative human resource management strategies. In contrast, the intervention group received a combination of two months of mental health education built upon the former approach. The assessment of employees was carried out utilizing metrics including the Hamilton Anxiety Scale (HAMA), and the data were subjected to statistical analysis employing SPSS 23.0 software.ResultsAfter intervention, both groups showed some improvement in anxiety disorders. Compared to the control group, the HAMA score of the intervention group was significantly lower than that of the control group (P<0.05)ConclusionsThrough innovative management of enterprise human resources combined with mental health education, employees’ anxiety disorders have been significantly alleviated, and their mental health levels have been improved.

Analysis and Optimization Path of Human Resource Management in University Logistics from the Perspective of Labor Education

In recent years, under the guidance of new policies and development concepts related to labor education, universities in various regions have gradually integrated labor education into the training programs of students at various stages. University logistics has a unique advantage in connecting students, naturally becoming the main battlefield for universities to implement the practical aspects of labor education for college students. In response to the problems encountered in the process of labor education, such as the lack of high-quality talents, low enthusiasm of the personnel team, low utilization rate of educational resources development, and "crossing the river by touching stones", it is necessary to take innovative human resource management as an effective starting point, and comprehensively promote the improvement of logistics labor education ability and the improvement of labor education system in universities.

Strategic Role of Artificial Intelligence and The Power of Ehrm for Innovative Human Resource Management

In today's rapidly evolving business landscape, the strategic integration of Artificial Intelligence (AI) and Electronic Human Resource Management (EHRM) has emerged as a significant area of research and practice in the field of human resource management (HRM). This systematic study aims to explore and analyze the strategic role of AI and the power of EHRM in fostering innovative approaches to HRM. The study begins by reviewing the existing literature on AI and EHRM, highlighting their potential benefits and challenges in enhancing HRM practices. It delves into the various strategic roles that AI can play, such as recruitment and selection, performance management, employee engagement, learning and development, and talent analytics. Furthermore, it examines the transformative capabilities of EHRM, including automation of administrative tasks, real-time data analytics, personalized employee experiences, and improved decision-making. The study concludes by emphasizing the transformative potential of AI and EHRM in enabling innovative HRM practices. It highlights the importance of strategic alignment, organizational readiness, and continuous learning to fully capitalize on the benefits of these technologies. By embracing AI and leveraging EHRM systems, organizations can optimize HR processes, enhance decision-making, improve employee experiences, and ultimately drive organizational success in the era of digital transformation.

Stimulating HRM practices through innovative culture: an empirical study on the UAE’s government agencies

Purpose There is an assumption that innovative culture is considered to contribute to improving human resource management (HRM) practices. However, very little is known about this topic as well as innovations within the context of the government sector. Based on that, this study aims to investigate, theoretically and empirically, the impact of innovative culture on HRM practices with the moderating role of knowledge sharing in this association. Design/methodology/approach The data was obtained from government agencies in the United Arab Emirates (UAE). This study used structural equation modelling to test the proposed hypotheses and SPSS to perform a preliminary analysis. Findings The findings show that innovative culture significantly and positively affects HRM practices. Moreover, knowledge sharing plays an important moderating role between innovative culture and HRM. Research limitations/implications The findings have several theoretical and practical implications. The study provides useful insights into the significance of innovative culture and knowledge sharing in stimulating HRM. The findings will help government agencies improve their employees’ capabilities by customising knowledge sharing and creating a culture that supports innovative activities within their agencies. Originality/value Private-sector organisations are concerned about factors that enhance innovative activities as one of the factors of development, improvement and enhancement of competitive advantage. However, in government, especially in the UAE, research into the part played by innovation remains uncommon, particularly into the role of knowledge sharing and innovative culture in enhancing HRM practices. To the best of the researchers’ knowledge, this is one of the pioneer studies to examine the impact of both innovative culture and knowledge sharing on HRM in a government environment context.

Dynamics of Human Resource Management: Integrating Technology, Sustainability, and Adaptability in the Modern Organizational Landscape

This research explores the dynamics of Human Resource Management (HRM) in facing the challenges of the contemporary era characterized by technological integration, environmental sustainability, and organizational adaptability. Through a review of scholarly articles, this research explores the relationship between innovative HRM practices and their impact on organizational performance, employees, and response to change. Technology integration in HRM is a focus of attention. The integration of Artificial Intelligence (AI) and Advanced Analytics is changing the paradigm of HRM processes by improving efficiency, decision-making, and employee experience. The review showed that technology enables personalization of HRM and has a positive impact on organizational performance. The importance of environmental sustainability is also reflected in the practice of Green Human Resource Management (GHRM). The integration of environmentally sound transformational leadership components, environmentally sound social capital, and environmentally sound values in GHRM has a positive correlation with pro-environmental behavior in the workplace. These findings encourage a sustainable organizational culture and support employee performance. The era of the Fourth Industrial Revolution (Industry 4.0) presents new challenges for HRM. The integration of advanced technologies shapes organizational dynamics and employee behavior. This research highlights the importance of adaptability in HRM to deal with rapid contextual changes. Supply chain resilience is becoming an important aspect of HRM, especially in the face of unexpected disruptions. HRM practices that encourage employee participation in supply chain resilience development have a positive impact on organizational resilience and operational performance. The COVID-19 pandemic crisis demands adaptive and innovative HRM practices. This research shows that adaptable HRM practices contribute to organizational readiness in the face of challenges and sudden changes. The results of this review provide a foundation for further research in understanding the relationship between HRM practices and organizational and employee performance. In-depth quantitative research is expected to test the hypotheses formulated and provide guidance for effective HRM strategies in the face of modern organizational dynamics.

Innovative human resource management measures to improve the competitive ability of state-owned enterprises

With the rapid development of China's economy, the reform and innovation of state-owned enterprises have become a hot issue of social concern. As an important part of the core competitiveness of enterprises, the innovation and development of human resources management is not only an important guarantee for state-owned enterprises to maintain vitality and creativity and enhance market competitiveness, but also an important guarantee for state-owned enterprises to be invincible in market competition and achieve sustainable development. Therefore, state-owned enterprises should take human resource management as the core of strategic innovation and development strategy change, giving full play to its advantages while further improving operational efficiency. In this paper, human resource management is the core of research and analysis, and the current situation and problems of human resource management in state-owned enterprises are analysed, studied and discussed, and then strategies and methods to improve the competitiveness and innovative development of state-owned enterprises are proposed.

Innovative Human Resource Management Strategies During the Covid-19 Pandemic: Telecommuting Practice

The purpose of this study is to analysis what is human resources management strategies during the covid-19 pandemic at PT Pengembangan Industri Logam. This study using qualitative research with 6 participants to make mini model. Mini-model theory was obtained that displays seven (7) latent variables that determine the success of human resource management strategies during covid-19 Mini Model Theory which are in the form of work from home, productivity and efficiency, information technology, work-life balance, communication, work facility and performance evaluation. Information technology and communication negatively affects human resources management strategies because of signal constraints experienced by employees when doing work at home. It also has an impact on work that cannot be interrupted on time and communication that is hampered.

Evolving Human Resource Management Practices and Employee Performance of Selected Pharmaceutical Companies in Nigeria

This paper assessed affinity of evolving human resource practices with the performance of employees of the pharmaceutical companies in Nigeria. Prior studies have addressed the concept from generalist perspective majorly short of exploring innovative thrust of human resource processes and practices and bearing on organisational performance of the pharmaceutical concerns. Study essentially relied on survey research design and questionnaire as a source of data collection. Data were analyzed through descriptive statistics including the means, standard deviation and analysis of variance. Test of hypotheses involving multiple regression analysis was conducted and results exhibited innovative human resource management’s proxies of skill-based training; selective hiring, alternative work arrangement, performance appraisal, fair compensation and autonomy work arrangement, correlating significantly with the performance of employees in the pharmaceutical companies. Recommendation was on the need for the Pharmaceutical Companies to deploy human resource policies and strategies that address issues bordering on optimum harnessing and deployment of human resources for enhanced performance. Instructive to assert also, that the human resource personnel in the healthcare industry conduct annual performance audit that provide timely and effective feedback and for corrective measures to be taken appropriately.

A Study of Innovative HR Practices and Business Performance: Case of SMEs from AlDakliya Region, Oman

In a current dynamic business environment, human resources is playing a pivotal role in organizational effectiveness. The success of any organization regardless of the size is largely depended on the effective management of the human resource. This study attempted to study the impact of Innovative Human Resource Management Practices (IHRP) in Small and Medium enterprises in Oman, particularly in the Al-Dhakiliya governorate. We used the Cluster analysis to collect data from five major industrial areas of the region to study the level of adoption of innovative human resource practices (IHRP) and to analyze how the practices are associated with the outcomes of HR and the firms’ performance. It is found that innovation in talent acquisition, compensation systems, and learning and development practices significantly influenced the performance of firms. The degree to which SMEs have adopted innovative human resource practices is shown to be closely related to human resource outcomes and firm performance.

The Impact of Innovative Human Resources Management Practices on Employee Behavior

This paper aims to define the aspects (practices) of innovative human resources management and identify the impact on such behavioral outcomes as employee engagement and organizational commitment at the workplace. Proposed practices for innovative human resources management are: idiosyncratic work arrangements, high performance work systems (HPWS), sustainable workplace, employee autonomy. Review of primary and secondary sources has shown that these variables are related to such positive organizational outcomes as workplace productivity, flexibility, level of innovativeness, resistance to internal and external threats. In addition, it was indicated that intensity of HPWS can lead to a workplace burnout in the long run and it is crucial to understand how HRM practices work and what we should expect. This paper gives an overview of abovementioned HRM practices and what impact they can make on employee behavioral outcomes.

Burnout and Quality of Work Life among Municipal Workers: Do Motivating and Economic Factors Play a Mediating Role?

This study analyzes the relationship between burnout and quality of work life among municipal workers subjected to higher levels of stress and emotional exhaustion, impacting their occupational health in the context of the COVID-19 pandemic. With a sample of 459 municipal workers, the relationship between burnout and quality of work life is tested by considering the isolated mediating effect of the feeling of contributing to productivity and the combined effects of two mediators representing the feeling of contributing to productivity and receiving an appropriate salary. The main findings include a negative association between the three dimensions of burnout: emotional exhaustion, feelings of cynicism, and a sense of being less effective, and the mediators: contribution to productivity and appropriate salary. Also detected was an important mediating role associated with the effects of not feeling contributive at work, as well as not being well paid, on the relation between the burnout syndrome dimension of low effectiveness and quality of work life. For future action by public authorities and public managers, the need is highlighted to create innovative human resource management frameworks and flexible work organization, with remuneration plans based on productivity goals and aimed at an improved balance between personal life and work.

HUMAN RESOURCES MANAGEMENT INNOVATION FOR INCREASING PRODUCTIVITY DURING THE COVID-19 PANDEMIC: A NARRATIVE REVIEW

This paper is a narrative review. It aims to describe the innovation of human resources management to increase productivity during the COVID-19 pandemic. This is a narrative literature review. The literature was selected from Science Direct, and Google Scholar. The keywords were COVID-19, human resources, innovative, management, productivity. After screening by the title, abstract, and full text, there were 20 eligible articles. The innovative human resources management needs adaptation, resilience, and continuous curiosity to increase productivity and solve problems. Employee engagement in the global network will increase productivity during the COVID-19 pandemic. This paper has limited data because it is not a meta-analysis. This paper is useful for giving information about how to determine an innovative strategy for human resources management to increase productivity during the COVID-19 pandemic.

Innovative Human Resource Management in Georgian Public Schools

At the current stage of development of human resource management, the modern requirements for the school need to be constantly reformed and restructured, and it is also important to define the role of management in this area. Since the goals, objectives and content of school management are determined by the objective needs and requirements of the society, it is necessary to study them taking into account the current trends in the development of the educational institution. This is especially true in the face of the ever-increasing challenges facing the school and, consequently, the management of the learning process organized in it. Today, the human resource management of Georgian public schools needs to change its attitude towards goal-oriented methods, deviate from the traditional forms of its organization, change the subject-object relationship, and restructure the structure. Certification and upgrading of human resources in Georgian public schools requires significant changes in the practical activities of school administration. Insufficient theoretical elaboration of the problem of innovations in human resource management and the necessity of introducing innovations in management practice, made it necessary to introduce a modern trend of human capital management in modern public schools "Innovations in Modern School Management". Keywords: Innovation, certification, structure, methodology, restructuring.

Developing inclusive and healthy organizations by employing designated lived experience roles: Learning from human resource management innovations in the mental health sector

Employees’ mental health issues present significant challenges for organizations globally. Despite various human resource management (HRM) interventions, systemic stigmatization of people with mental health challenges endures. We propose drawing on an innovative HRM practice in the mental health sector, by introducing designated lived experience (LE) roles into organizations to achieve cultural shifts that benefit the entire workforce. A sector-wide survey was conducted across the mental health sector within an Australian state. A whole-workforce approach was taken by seeking perspectives from employees in both LE roles and traditional roles. Complete responses were obtained from 327 participants (116 in LE roles and 211 in traditional roles). Results showed that across the entire workforce, top leader commitment to LE roles led to more clarity about LE roles, resulting in improved individual outcomes of authentic self-expression, and organizational outcomes of service delivery. LE role clarity was particularly important in organizational contexts where social integration of LE roles was low. Our study puts lived experience at the forefront of HRM scholarly debate, highlighting how employing LE roles can achieve better performance, diversity and inclusion outcomes especially for those with mental health challenges, and support the development of more healthy and inclusive organizations.