Key Human Resource Research Articles

Volunteer Management in Nonprofit Organizations: A Bibliometric Analysis

The nonprofit organizations rely on volunteers as key human resources. Recent literature emphasizes effective volunteer management to enhance the utilization of volunteers. At present, empirical knowledge on the subject exists in fragments causing difficulties in analyzing its growth. There is a need to evaluate its vast literature using a statistically rigorous method. The study aims to identify the internal structures and hidden inferences on volunteer management in nonprofit organizations using bibliometric data. The study collected 1,605 related journal articles indexed by Scopus from 1956 to 2022. The VOSviewer software was utilized to analyze the data. The results revealed diachronic growth in the area and identified its leading contributors. International collaboration and high-frequency keywords are also illustrated. The results are discussed in terms of article representations, area maturity, impacts of external environment, and emerging opportunities. The study provides insights into the state of knowledge surrounding volunteer management in nonprofit organizations.

Workload balancing for the nurse scheduling problem: A real-world case study from a French hospital

To improve the efficiency and viability of healthcare organizations, it is crucial to enhance both the quality of patient care and the well-being of healthcare staff, particularly nurses. They play a vital role as a key human resource in healthcare, and their well-being and job satisfaction are significantly influenced by effective scheduling. Improved scheduling practices not only enhance the quality of care provided but also contribute to better job satisfaction and overall well-being of the nursing staff. Despite the importance of this task, nurse scheduling is often conducted manually by head nurses, which is both challenging and time-consuming. This study proposes a mathematical model that addresses the nurse scheduling problem, with a specific application in a French hospital department. The objectives of the model are to accommodate a wide range of constraints flexibly, ensure balanced workloads and shifts, and align with the preferences of the nursing staff. A significant contribution of this research is the theoretical investigation and comparison of various workload balancing criteria tailored to the specific context of the problem. The study analyzes different workload balancing criteria to formulate an efficient scheduling solution. The effectiveness of the proposed approach is demonstrated through large experiments and practice feedback, confirming its potential to enhance both healthcare efficiency and nurses’ well-being.

Strengthening Person Organization Fit and Innovative Work Behavior Through Psychological Capital and Leader-Member Exchange

This study investigates the interrelationships among Psychological Capital, Leader-Member Exchange (LMX), Person-Organization Fit (POF), and Innovative Work Behavior (IWB) within the context of the construction industry in Makassar. The research aims to determine the direct and indirect effects of Psychological Capital and LMX on POF and, subsequently, on IWB among employees. Specifically, the study poses the following research questions: (1) Does Psychological Capital influence Person-Organization Fit among construction company employees? (2) What is the impact of Leader-Member Exchange on Person-Organization Fit in this setting? (3) How do Psychological Capital and Leader-Member Exchange directly affect Innovative Work Behavior? (4) Do Psychological Capital and Leader-Member Exchange indirectly influence Innovative Work Behavior through Person-Organization Fit? The significance of this research lies in its potential to enhance understanding of key human resource constructs and their interplay, which could inform the development of HR management practices. Moreover, the findings are expected to provide actionable insights for construction companies aiming to foster a culture of innovation among their workforce. The methodology encompasses the collection of primary data from 397 employees across various construction companies, employing proportional stratified random sampling to select 199 respondents based on the Slovin Formula with a 5% precision level. Path analysis is conducted using the AMOS 24 software to analyze the data. The anticipated outcomes of this research include the establishment of significant relationships between Psychological Capital and both Person-Organization Fit and Innovative Work Behavior, as well as between Leader-Member Exchange and Person-Organization Fit. Furthermore, the study seeks to explore whether Psychological Capital and Leader-Member Exchange can enhance Innovative Work Behavior mediated by Person-Organization Fit. The results aim to contribute both theoretically to academic discourse and practically as a resource for organizational development in the construction sector.

Nurses’ experiences of the attributes of the organizational citizenship behavior: a qualitative content analysis

Background and aimOrganizational citizenship behavior (OCB) among nurses, as the key human resources in healthcare systems, is of paramount importance to nursing care quality and patient outcomes. The present study was to reflect on Iranian nurses’ experiences of OCB.MethodsThis qualitative study was completed in Iran from December 2022 to October 2023. In total, 20 nurses involved in hospitals, meeting the inclusion criteria, were recruited by purposive sampling with maximum variation. The data were then collected using 20 semi-structured interviews, each one lasting 30–60 min, and finally analyzed through qualitative content analysis.ResultsThe data analysis revealed the nurses’ experiences of OCB under nine subcategories and three main categories, including (i) “helping behavior”, comprised of four subcategories of helping colleagues at work, helping colleagues outside of work, boosting morale, and creating a culture of support and appreciation, (ii) “extra-role behavior” with two subcategories of cooperation in advancing tasks, and creativity and efforts to promote services, and (iii) “contribution to professional growth and development”, consisting of two subcategories of individual professional development and support for colleagues’ professional development.ConclusionNursing managers and instructors can use the study results to enhance nurses’ OCB by evaluating and employing nurses, and incorporating OCB into nursing curricula and continuous training programs.

Effects of the Adoption of Human Resource Management Practices on Employees’ Exit Decisions in Pharmaceutical Companies in Ado-Odo/Ota Local Government, Ogun State, Nigeria

This paper identified key Human Resource Management Practices (HRMPs) espoused by the pharmaceutical companies sampled, and explored the relationship between the practices and employees’ exit decisions. The study employed quantitative methodology to source data from 314 employees of selected pharmaceutical companies in Ogun State, and analysed it using SPSS v26 to extract both descriptive and inferential statistics. Findings showed that five of the HRMPs were mostly adopted in this descending order: leadership type (ranking 1st), performance evaluation (2nd), adequate career planning and recognition by employer (3rd), compensation and benefits (4th), and training and development (5th). Also, HRMPs had significant influence on employees exit decisions; more specifically, and in descending order, rewards and career development (t=3.170; p≤0.01), communication and expectations, (t=2.342; p ≤0.01), and supervisory autonomy and review/evaluation (t=2.132; p ≤0.01) have the most impact on exit decisions. In conclusion, effective HRMs are cost effective to the pharmaceutical companies sampled.

HOW CAN BLOCKCHAIN IMPROVE EMPLOYEE PERFORMANCE?

Entering the era of the Internet of Things (IoT), one of the main challenges faced by human resources (HR) departments related to human resource management information systems (HRIS) is employee data security and process efficiency which can affect overall organizational productivity. The aim of this research is to provide companies with an in-depth understanding of the potential and implications of using blockchain technology in human resource management information systems (HRIS) and its impact on employee performance. This study uses a quantitative approach with the survey method. The research population comes from HRD professionals who work in companies at various company levels in all industrial fields in the Java-Bali region.PData collection uses an online questionnaire with an interval scale.There were 350 samples taken by purposive sampling and tested using the Partial Least Squares method. Research resultshow that adoption of blockchain technology modifies the relationship between key human resource management variables, such as job satisfaction, transparency, work culture, and work motivation, with employee performance, revealing complex dynamics that require a deeper understanding in dealing with technological developments. This research has limitations in taking respondents because the number taken as samples is still relatively small, namely only in the Java-Bali regions and the variability of the data is still not balanced in terms of sex, length of work and company level. Thus, this research does not just explore the relationship between variables,However also presents findings that provide deep insight into the role of blockchain technology in the transformation of human resource management.

국제개발협력 분야 경과적 일자리 근로자에 대한 사회적 지지가 직무소진에 미치는 영향 분석

The purpose of this study is to examine the influence on job burnout of KOICA Program Coordinators, one
 of transitional jobs generated by South Korea's Official Development Assistance(ODA) program. Transitional
 jobs, one of the direct job creation projects, are expected to have stepping-stone effects, facilitating the
 transition to better jobs with more work experience and capacity. However, there have been less interest and
 analysis on work condition and positive organizational behavior of transitional workers, especially in the field of
 international development cooperation, in spite of their contribution toward aid effectiveness and their potential
 as key human resources in the future. In this respect, this study analyzed the influence of perceived support
 from Coordinators' supervisor and organization on their job burnout, and how subfactors of
 self-determination--autonomy, competence, and relatedness-- moderate these effects. Specifically, the analysis
 used 86 valid responses from a survey conducted on Coordinators who worked for more than one year
 between 2011 and 2020, and a OLS Regression was performed. The findings indicate that percieved support
 from superiors has a direct and significant effect on alleviating job burnout, and all self-determination
 subfactors also have positive moderating effects that amplified this alleviation. These insights deepen the
 understanding of the work environment and burnout among workers in transitional positions, underscoring the
 significance of perceived supervisor support and self-determination factors in managing their job burnout. This
 study extends the research domain of organizational behavior toward transitional jobs in international
 development cooperation and offers implications for the necessary to establish organizational management
 strategy promoting their positive work experiences.

Development of a Career Path Planning Model for Essential and Key Human Resources (Case Study: Saipa Automotive Group Companies)

Objective: The importance of career path planning in organizations has increased and has been recognized across various domains. The aim of this research was to present a model for professional career path planning for essential and key human resources. Methodology: The methodology of this research was quantitative-qualitative, employing a survey approach with a practical orientation. The study population consisted of managers and employees of Saipa automotive group companies. The data collected through questionnaires were analyzed using descriptive statistics for demographic characteristics and inferential statistics (single-sample t-test, paired t-test, confirmatory factor analysis, and structural equation modeling) in SPSS and LISREL software. The current status of the study population was evaluated using a one-sample t-test, and the significance of each indicator across the five dimensions was examined. Findings: The results showed that individual needs, job rotation, job characteristics, job promotion, and organizational needs are of high importance in the current situation, respectively. Additionally, the results of the second-order factor analysis indicated that the dimensions of career path planning in terms of importance according to respondents are: 1- Job rotation with a factor load of 0.94, 2- Individual needs with a factor load of 0.91, 3- Job characteristics with a factor load of 0.90, 4- Job promotion with a factor load of 0.89, and 5- Organizational needs with a factor load of 0.85. Conclusion: It can be concluded that job rotation and the needs of organization employees in professional career path planning are of significant importance, which warrants special attention.

Development of a Career Path Planning Model for Essential and Key Human Resources (Case Study: Saipa Automotive Group Companies)

Development of a Career Path Planning Model for Essential and Key Human Resources (Case Study: Saipa Automotive Group Companies)

Linear programming analysis of the optimal allocation problem of human resources in engineering projects

Abstract Human resources are the most dynamic and creative factors in the production factors of engineering projects, and human resource allocation is the key link to whether human resources can give full play to their roles. This paper discusses the realization strategy of optimal human resource allocation for engineering projects and designs a human resource optimization allocation scheme for multiple engineering projects based on the key human resource element of the project manager. Firstly, it constructs the engineering project manager competency element index system and engineering project priority evaluation index system and applies a multi-level fuzzy comprehensive evaluation method to evaluate project manager competency and engineering project priority ranking, respectively. Finally, taking an engineering and construction company as an example, using a linear programming model, an empirical study of human resource allocation for engineering projects is conducted. In the human resource allocation scheme of the optimization model constructed in this paper, all 30 project managers are assigned to 10 projects to meet the staffing needs of all projects within the planned construction period, and the total labor cost is 5.897 million yuan, which is smaller than the 6.192 million yuan of the traditional allocation scheme. It shows that the multi-project staffing model proposed in this paper can ensure the project staffing needs while completing the staff allocation with the lowest total labor cost, which is more effective compared with the traditional staffing methods.

Involvement of community health workers in the COVID-19 pandemic response in Uganda: A qualitative study.

Community Health Workers (CHWs) are a key human resource for health particularly in low- and middle-income countries. In many parts of the world, CHWs are known to have played an instrumental role in controlling the COVID-19 pandemic. This study explored the involvement of CHWs in the COVID-19 response in Uganda. A qualitative study that involved 10 focus group discussions (FGDs) among CHWs was conducted. The study was carried out in 5 districts of Amuria, Karenga, Kamwenge, Bugiri and Pader. The FGD guide used explored the role of CHWs in the COVID-19 response in their communities including lived experiences, challenges, and coping mechanisms. The data were analyzed thematically with the support of NVivo version 12 pro (QSR International). CHWs were at the frontline of COVID-19 prevention interventions at households and in the community. CHWs raised awareness on prevention measures including wearing face masks, hand hygiene, and social distancing. They identified suspected cases such as new members entering the community, as well as individuals returning from abroad with signs and symptoms of COVID-19. CHWs mobilized the community and increased awareness on COVID-19 vaccination which played an important role in reducing misinformation. They also supported home-based management of mild COVID-19 cases through isolation of patients; provided health and nutritional guidance among patients in their homes; and referred suspected cases to health facilities for testing and management. Both monetary and non-monetary incentives were provided to support CHWs in the COVID-19 response. However, the adequacy and timing of the incentives were inadequate. Routine services of CHWs such as health promotion and treatment of childhood illnesses were disrupted during the pandemic. CHWs played an instrumental role in response to the pandemic especially on surveillance, risk communication, and observance of preventing measures. Strategies to ensure that routine services of CHWs are not disrupted during pandemics are needed.

Exploring the Key Human Resource Management Practices Affecting Employee Retention in West Bengal's Fhrai Hotels.

Exploring the Key Human Resource Management Practices Affecting Employee Retention in West Bengal's Fhrai Hotels.

Analysis of Employee Performance Evaluated Based on Key Performance Indicators (KPI) and Human Resources Scorecard (HRSC) PT Fastana Logistik Indonesia Divisi Transport

PT Fastana Logistik Indonesia (FLI) is a global supplier of transportation and logistics solutions. Performance measurement at PT Fastana Logistik Indonesia (FLI) uses KPI that aim to achieve company targets. PT Fastana Logistik Indonesia needs to evaluate not only with KPI but also with the HRSC method which emphasizes the human resource approach. This study aims to determine employee performance which is reviewed based on the Key Performance Indicator and Human Resources Scorecard. The research design uses a quantitative descriptive approach by collecting primary and secondary data from observations and questionnaires by measuring scores and interval scales. Quantitative data were then analyzed descriptively to draw conclusions. Based on the results of the study, it was shown that the performance of PT Fastana Logistik Indonesia in terms of the assessment of the Key Performance Indicator (KPI) and Human Resources Scorecard (HRSC) aspects obtained results if the Key Performance Indicator (KPI) obtained a score of 85.81% on very good/accomplished criteria, the results The Human Resources Scorecard (HRSC) obtained a score of 218 with percent 82,57% on a very good scale.

HUMAN RESOURCES IN THE ERA OF THE FOURTH INDUSTRIAL REVOLUTION (4IR): STRATEGIES AND INNOVATIONS IN THE GLOBAL SOUTH

This study focuses on specific strategies and innovations, providing actionable insights into how human resources is adapting to the 4IR in developing regions. The Fourth Industrial Revolution (4IR) is rapidly transforming the world of work, presenting both challenges and opportunities for human resource (HR) management in the Global South. This study delves into the strategies and innovations that HR professionals can employ to adapt to the rapidly changing landscape and ensure the success of their organizations. Countries in the global south are deploying key human resource strategies to ensure growth and efficiency in their organization. This can be enhanced with the appropriate utilization of 4IR tools. Robots, Internet of things, machine learning are some of these 4IR tools that can help boost human resource management in the global south. Based on this, this study will be useful to anyone seeking to understand and implement 4IR in developing human resource strategy for organization in the global south.
 Keywords: Global South, 4IR, Human Resources, Strategy, Innovation

중소기업 구성원의 개인적 특성, 조직공정성 및 집단주의 문화가 이직의도에 미치는 영향력에 관한 연구

This study aims to verify the effect on the turnover intention of SME organization members in terms of personal characteristics, organizational fairness, and group culture, focusing on the mediating effect of empowerment. To this end, a survey was conducted on 344 executives and employees currently employed by SMEs, and the effects and relationships of major variables were analyzed using the collected data using the SPSS program. The main research results are as follows. First, self-efficacy, resilience, and distribution fairness had negative (-) effects on turnover intention, while collectivism culture had positive (+) effects. Second, in the verification of the mediating effect of empowerment, self-efficacy and resilience showed full mediating effects, while collectivism culture showed partial mediating effects. These results are expected to contribute to the establishment of a human resource management system and human resource management system that can secure and maintain key human resources in a situation where the value and importance of human resources is increasing.

A fuzzy DEMATEL decision modeling framework for identifying key human resources challenges in start-up companies: Implications for sustainable development

Human resources (HR) management is vital in developing organizational performance and profit maximization. Small and medium-sized enterprises (SMEs) and emerging start-ups struggle to establish a functioning HR department, while larger organizations tend to reinvent their HR functions with updated visions and strategies. The role of HR practice yields more attention in SMEs and growing start-ups because of their increased failure rate. However, hindered by various challenges, selecting suitable HR practices for start-up companies has become difficult. This study investigates key challenges when choosing appropriate HR practices for start-ups based on a fuzzy decision-making trial and evaluation laboratory (DEMATEL) method. Firstly, 43 challenges were identified through a literature survey and consultation with experts. Later, considering the imprecise and subjective nature of the DEMATEL method on human judgments, the fuzzy DEMATEL approach is proposed to investigate the significance of identified challenges and the cause–effect relationships among them. From these findings, we identified that 21 challenges are causal factors that influence HR practice developments more. When selecting the best HR practices for their business, these cause factors will help management understand which challenges need to be removed and assist them in controlling their HR activities.

WYNAGRADZANIE CZŁONKÓW KORPUSU SŁUŻBY CYWILNEJ

Civil service is a key human resource for government administration. Members of the civil service corps are responsible for the professional, reliable, impartial, and politically neutral performance of state tasks. Requirements in terms of qualifications and the scope of tasks in civil service should be correlated with an adequately high remuneration. The aim of the article is to analyse the renumeration of the members of civil service corps from the legal perspective and administration practices. The article presents legal issues related to the regulation of civil service remuneration and the results of the performed analysis of payments. It has been shown that legal regulations do not ensure adequate payment for functionaries and enable a significant diversification of remuneration of people in similar positions.

The risk analysis strategy of the uncertainty in the transport sector

The limitedness of the available resources in transport companies determines the necessity of rationally using their potential. To formulate a development strategy, management, participants and shareholders of business units are to use strategic analysis to assess the risks and uncertainties inherent in transport companies. The risk analysis strategy provides to formulate the best development model in the field of possible alternatives using the business goals and objectives, and implement a list of appropriate activities. The key management human resources are interested in choosing a strategic position of the company that is acceptable for its functioning in the current and strategic perspective. The risk management forms such strategic foundation and decisions of participants and shareholders. This paper proposes the use of the strategic analysis concept in the transport sector companies. The developed concept is based on the principles of forming a company's strategy in the context of a risk factor and using a model for the implementation of long-term plans. The circular process of the strategic risk analysis under conditions of uncertainty must reduce the divide between desired goals and obtained results. The strategy considers requests of the transport sector companies in operating uncertainty process.

Designing a specific competency model for the senior managers of medical sciences universities

Background and aims: Managers play a vital and decisive role at the heart of organizations because they are considered the most important competitive advantage. Therefore, the aim of this study was to design a model for the specific competence model of the top managers of medical science universities in Iran. Methods: This applied, exploratory research was done using qualitative-inductive approach and the Strauss and Corbin basic theory method in the medical sciences universities of Iran from 2019 to 2022. The study population of this grounded theory-based qualitative research consisted of 17 individuals selected from among the chancellors and vice-chancellors of medical universities in Iran using purposive sampling. Results: The findings indicated 19 general categories in a model, including causal conditions (targeted organization, organizational indicators, competence factors, and individual factors), and central phenomenon (specific competence of senior managers). The other categories were underlying conditions (organizational characteristics, environmental field, external macro factors, and components of economic competence), and intervening conditions (personality traits, managerial intelligence, and management of changes and time). The remaining categories encompassed strategies (competence factors, education and talent management, managerial factors, standardization, and organizational factors) and consequences (organizational and national development in the field of health, medicine and welfare, society, and service management). Conclusion: The competencies of managers, as the key human resource, are extremely important for the success of the organization. The findings of this study demonstrated that the specific competencies of senior managers can be used as an indicator.

Strengthening the ICUs' human resource-related responses to Covid-19: A rapid review of the experience during the first year of public health emergency.

By drawing on macro‐categories of key human resource (HR) management interventions recommended by the Organization for Economic Co‐operation and Development (OECD) during the Covid‐19 pandemic, this study aimed to explore whether and how Intensive Care Units (ICU) have strengthened their HRs during the first year of Covid‐19 emergency. A rapid review was conducted to provide a quick synthesis of the literature in English identified in the Web of Science Core Collection (WoS), PubMed, and Scopus databases. A total of 68 articles qualified for the final analysis. The findings illustrated that health organisations were often guided by staffing ratios to estimate capacity to care, aimed to modify the scope of practice of providers, redeployed both internal and external staff to ICUs, created and adapted the Covid‐19‐specific staffing models, and implemented technological innovations to provide services to the unprecedented number of patients while protecting the physical and mental health of their staff. The insights of this research should be helpful for health leaders, HR Managers, and policymakers who have faced unprecedented challenges and tough decisions during this emergency. The findings could also inform beyond‐Covid‐19 ICU policies and guide future research.