Human Resource Management Research Articles

Driving competence across sectors: high-involvement work practices and creative self-efficacy in public and private organizations

Purpose Enhancing employee competence is essential for an organization’s success, but it can be challenging due to the varying work practices across different sectors. This study aims to examine how high-involvement work practices (HIWPs) and creative self-efficacy contribute to competence development in public and private banks. It provides insights into the unique dynamics of each sector. Design/methodology/approach A total of 373 bank professionals from Bangladesh were analyzed, comprising 156 individuals from public banks and 217 from private banks. The hypothesized relationships were examined using structural equation modeling. Findings Information sharing is a significant driver of competence in private banks, while empowerment is the primary determinant within public banks. Creative self-efficacy mediates this relationship, enhancing the influence of HIWPs on competence development. Furthermore, sectoral variances indicate that employment contracts and organizational contexts play a crucial role in shaping the impact of HIWPs on competence development. Practical implications Adapting HIWPs to different sectors’ needs can significantly enhance employee competence and overall organizational performance. By integrating creative self-efficacy into recruitment processes and promoting supportive work environments, organizations can further stimulate intrinsic motivation and facilitate the development of employee competencies. These insights offer practical guidance for HRM practices applicable to public and private sectors. Originality/value This research enhances existing literature by elucidating specific antecedents of competence within the banking sector. It provides practical insights for using individual motivators and human resource management strategies across various organizational contexts.

أثر التخطيط الاستراتيجي للموارد البشرية في توطين الوظائف بالسعودية: دراســـة استقرائية تحليلية

The research "The Impact of Strategic Human Resources Planning on Localizing Jobs in Saudi Arabia" consists of an analytical study; it consists of three main chapters, each chapter was divided into three topics, and each topic contained a number of sub-headings. In the first chapter, the researcher talked about strategic planning for human resources; the first topic talked about the general concepts of strategic planning and covered several titles, including the concept of planning and the concept of strategy, then the definition of strategy and the definition of strategic management, then the definition of strategic planning, then concluded by presenting the difference between strategic management and strategic planning. As for the second topic, strategic planning for human resources, the researcher began talking about the historical development of human resources management, then discussed the concept of human resources management and then the definitions of human resources management, as well as the definitions of strategic management for human resources with their differences. It was necessary when talking about strategy to define human resources planning, its objectives and importance, then clarify the relationship between human resources planning and strategic planning, and finally the most important requirements for managers of strategic human resources management were presented. As for the third topic, it dealt with the basic requirements for implementing strategic management for human resources. The second chapter discusses job localization as a process of qualitative and quantitative replacement of foreign labor by national labor. In the first section, he discusses the concept of job localization and its objectives. In the second section, he discusses the different methods and approaches of job localization. In the third section, he discusses a group of challenges and obstacles facing the process of job localization, social, political, economical, and other obstacles. Chapter Three: Job Saudization as a local concept for job localization in the Kingdom of Saudi Arabia. The first section discussed the concept and definition of job Saudization. Then, in the second section, the researcher presented a realistic picture of job Saudization between reality and hope, which led to the reality embodied in the vision of the Kingdom of Saudi Arabia 2023. Finally, like other plans, Saudization is not without some problems and obstacles. This was mentioned in the third section entitled Obstacles and problems in implementing job Saudization. In the conclusion of the research, the researcher discussed a number of results that he reached through inductive analysis, text analysis, comparisons and analyses that he conducted to arrive at some recommendations that the researcher sees as important for the authorities responsible for the matter of localizing jobs and the authorities implementing them. Finally, the researcher monitored the sources and references that he used in his research.

ARTIFICIAL INTELLIGENCE AND ITS ROLE IN HUMAN RESOURCES MANAGEMENT

This study reveals the definition of human resource management by examining definitions proposed by various theorists and attempting to arrive at new definitions. Previous studies have identified several benefits that can be achieved through the use of human resource management within an organization. In this study, partial least squares structural equation modeling (PLS-SEM) was used in statistical software (Smart PLS, version 4.0.8.9) to analyze data and measure the role of artificial intelligence in human resource management at Najaf International Airport, serving 120 employees. The results of this study showed that artificial intelligence plays a role in human resource management at Najaf International Airport. The study’s key recommendations include linking employee incentives for this new technological skill (artificial intelligence) with employee learning if Najaf International Airport aims to enhance the adoption of new working methods.

Project Management Green Commitment in PMI, Saudi Arabia: How Green Intellectual Capital, Green HRM, Green Training and Innovativeness Influence Project Performance

The study examined the influence of top management green commitment (TMGC) on green intellectual capital (GIC) and its subsequent impact on green human resource management (GHRM) and project performance. Additionally, the study explored the moderating effects of green innovativeness and green training on project management performance within the Saudi Project Management Institute (PMI). Utilizing a cross-sectional design, data were collected from 478 project managers through structured survey questionnaires. Structural equation modeling (SEM) was employed to analyze the relationships among the variables. The results demonstrated a significant positive impact of top management's green commitment to green intellectual capital, which positively influenced green human resource management and project performance. Green innovativeness was identified as the most influential moderator, highlighting its critical role in enhancing project performance. However, the interaction between green innovativeness and green human resource management revealed a negative yet significant moderating effect, suggesting potential complexities in aligning innovation with HR strategies. The research emphasizes the essential role of green practices in improving project management performance, offering novel insights within the Saudi context. These findings address a gap in the existing literature and advocate for the wider adoption and refinement of green strategies in project management practices.

Green HRM and Resource Optimization in the Public Sector: A Pathway to Achieving Sustainable Environmental Policy Goals

The study discusses the role of Green Human Resource Management in optimizing resources and achieving environmental policy goals within public sector organizations. In view of increasing pressure to use more sustainable practices, Green HRM emerged as a core determinant in enhancing environmental performance and efficiency in operations. The study examines three influential Green HRM practices, that is, green recruitment, green training, and environmental performance management, in light of assessing the impact of their influence on the consumption of resources, energy, and waste management. A quantitative study was performed by the author based on a survey with the sample size consisting of 200 respondents from 25 public sector organizations. There also seems to be a strong positive relationship found between Green HRM practice and the optimization of resources in particular-through green recruitment and particularly green training. Furthermore, the study indicated that resource optimization served as a mediator between realizing sustainable environmental policy goals and Green HRM. Thus, effective Green HRM practices help an organization decrease its environmental footprint while at the same time improving its operations' efficiency. The study demonstrates that public sector organizations should also use the strategic frameworks designed to set up sustainable long-run sustainability goals with Green HRM practices. This way, research supports literature on Green HRM with its importance and in avenues for potential future research directions towards integrating the practice into the public sector.

A COMPREHENSIVE APPROACH TO ANALYZING WORK MOTIVATION TO IMPROVE EMPLOYEE PRODUCTIVITY AT PT BANK DKI JAKARTA

This study examines the impact of work motivation on employee productivity at PT Bank DKI Jakarta. In today's competitive business environment, motivation plays a crucial role in determining employee performance, engagement, and satisfaction. The research identifies key internal factors influencing motivation, including salary, interpersonal relationships, career development opportunities, work environment, and work-life balance. A preliminary survey conducted among 21 employees revealed that salary and interpersonal relationships are the primary motivational factors. Employees face challenges in career advancement and recognition, which affect their overall productivity and job satisfaction. Using a qualitative descriptive approach, this study explores how these factors shape motivation and influence performance outcomes. Findings indicate that employees who receive adequate compensation, career growth opportunities, and a positive work environment exhibit higher commitment and productivity. The study suggests that PT Bank DKI Jakarta should adopt a holistic strategy to enhance employee motivation, incorporating competitive salaries, structured career development programs, recognition initiatives, and work-life balance policies. By addressing these factors, the bank can improve workforce engagement, reduce turnover rates, and boost overall productivity. This research provides insights for organizations aiming to optimize human resource management and sustain long-term business growth.

Analyzing the Construction of Human Resource Management Model for Netflix in the Context of Multiculturalism

Netflix, originating from the United States, is an OTT service company providing online video streaming globally. It offers subscription-based services for movies and TV shows, delivering media to subscribers via internet streaming and the U.S. postal service. By market capitalization, Netflix is one of the world's largest media and entertainment companies. Establishing a scientifically sound human resource management model that aligns with a multicultural backdrop is fundamental to Netflix's operations. The dual factors of Netflix's expanding scale and the rapid development under a multicultural context in current years present challenges in constructing a more comprehensive and complete human resource management model. This paper explores and analyzes how Netflix constructs its human resource management model under a multicultural context and, designs a unique model based on practical management needs, analyzes the characteristics of Netflix's human resource management model, and provides insights for other enterprises. The human resource management model of Netflix is a comprehensive and complete system developed specifically to adapt to the unique and rapidly changing content industry, enabling the entire company to have creative and innovative capabilities, which is not universally applicable to enterprises in other industries.

Decolonization and Reconciliation in Academic Libraries in Canada

Decolonization and reconciliation require ongoing commitments from organizations. This research examined strategic priorities/plans of 12 Canadian academic libraries to gain insight into their efforts towards decolonization and reconciliation. The findings revealed that a number of academic libraries are expressing their commitments to and setting strategies for decolonization and reconciliation, which are reflected in emerging themes such as collaboration and engagement with Indigenous Communities, improvements to virtual and physical infrastructure, inclusion of acknowledgements, focus on human resource management, reexamine collection development, program and services, support for research, and review of access and cataloging. This research will contribute to literature, and provide thoughts and ideas to other Canadian Library and Information Studies (LIS) organizations on ways to undertake initiatives towards decolonization and reconciliation.

How and When Ethics-oriented Human Resource Management Systems Promote Organizational Citizenship Behavior: The Moderated Mediation of Work-Family Balance and Moral Attentiveness

How and When Ethics-oriented Human Resource Management Systems Promote Organizational Citizenship Behavior: The Moderated Mediation of Work-Family Balance and Moral Attentiveness

Model of Improving Employee Performance Through Self Efficacy and Work Motivation with Organisational Citizenship Behaviour (OCB) as an Intervening Variable at the Demak Regency Transportation Office

Employee performance plays a crucial role in the success of an organization, including the Demak Regency Transportation Agency. This study aims to examine the direct effects of self-efficacy and work motivation on performance, as well as their influence through OCB as an intervening variable. Using an explanatory research design with a quantitative approach, the study surveyed 85 employees from the Demak Regency Transportation Office using a census method. Data were collected via a Likert-scale questionnaire and analyzed with Partial Least Squares (PLS) through SmartPLS 3. The results revealed that both self-efficacy and work motivation have a positive and significant impact on employee performance. Furthermore, OCB was found to mediate the relationship between self-efficacy, work motivation, and performance. These findings confirm that increasing self-efficacy, work motivation, and OCB can encourage more optimal performance. In conclusion, effective management of self-efficacy, work motivation, and OCB variables can be an important strategy in improving the performance of Demak Regency Transportation Agency employees. This research provides a practical contribution to human resource management in the government sector.

Unveiling the gaze: deciphering key factors in selecting knowledge workers through eye-tracking analysis

PurposeThe purpose of this study is to identify and analyze the characteristics and visual patterns of successful knowledge workers using quantitative methods, particularly eye-tracking technology. By conducting a systematic review and matching identified factors with theoretical literature, the research aims to uncover key attributes that contribute to the effectiveness of knowledge workers. These insights are intended to improve employee selection processes, ensuring the right candidates are chosen based on their cognitive, behavioral and visual traits.Design/methodology/approachA mixed-methods approach is employed in this study, consisting of three phases: (1) a systematic literature review identifies key characteristics of successful knowledge workers, (2) these factors are aligned with theoretical frameworks and expert insights to assess their applicability and (3) empirical data is collected through questionnaires and eye-tracking assessments involving ten high-performing site design employees and ten students from Shahid Beheshti University. SPSS software and Tobii Pro Lab tools are used for data analysis to establish correlations between eye movement patterns and attributes of effective knowledge workers.FindingsThe findings reveal that students whose eye movement patterns resemble those of high-performing knowledge workers also share similar cognitive and behavioral characteristics. Identified key attributes include enhanced problem-solving skills, adaptability and effective communication. The study further highlights the potential of eye-tracking technology as a valuable tool in employee selection, offering insights into visual behaviors that correlate with high performance in knowledge work. These findings provide a deeper understanding of the critical traits that optimize organizational performance.Originality/valueThis study presents a novel approach by integrating eye-tracking technology into the knowledge worker selection process. It provides empirical evidence of the visual and cognitive patterns associated with high performance, thereby enhancing the theoretical understanding of knowledge worker selection. The study contributes valuable insights for organizations aiming to refine their hiring practices, emphasizing the importance of both cognitive skills and visual behaviors in candidate assessment. This research lays the groundwork for future studies exploring the intersection of technology and human resource management to optimize workforce effectiveness.

Harmonizing quality and sustainability: a comprehensive analysis of total quality management and green manufacturing practices in small and medium-sized enterprises

Purpose The purpose of this study is to explore the association between total quality management (TQM) and green manufacturing practices (GMP). Design/methodology/approach The study used a rigorous methodology to investigate the association between TQM and GMP in small and medium-sized enterprises (SMEs) located in Bengaluru, India. A questionnaire method was used in this research. Data were collected from 448 participants working in SMEs in Bengaluru. Exploratory factor analysis, confirmatory factor analysis and Cronbach’s alpha values are used to validate the instrument, and the structural equation modelling (SEM) is used to check the relationship between TQM and green manufacturing. Findings SEM confirmed a significant and positive association among TQM and GMP. The identified factors within TQM, including customer focus (CF), human resource management, information and analysis, leadership styles, process management and strategic planning (SP), highlighted the multifaceted nature of TQM practices influencing green manufacturing. Factors identified within GMP included green management, green process and green production. These factors represent key dimensions in the adoption of environmentally accountable manufacturing practices. Practical implications The findings suggest that assimilating environmental sustainability into quality management frameworks, particularly in areas such as leadership, SP and CF, can catalyze the adoption of GMP initiatives in SMEs. Originality/value This study’s originality lies in its association of TQM and GMP in SMEs located in Bengaluru, India. The comprehensive validation process, identification of specific TQM and GMP factors and practical implications contribute to the unique insights presented, making it a distinctive contribution to the field.

The future of hybrid manufacturing in human resource management to promote innovation and organizational transformation

The future of hybrid manufacturing in human resource management to promote innovation and organizational transformation

Employee moonlighting: the role of human resource management practices, perceived employability and self-direction value

PurposeMoonlighting has become more popular today in many fields such as IT, healthcare and education. This research investigates the direct association between high-performance work system (HPWS) and employee moonlighting (EM) and the mediating effect of perceived employability (PE) in the above relationship. Moreover, the personal value of self-direction is included as a moderator between PE and moonlighting.Design/methodology/approachThis research follows a quantitative design. An online questionnaire survey is used to collect data. Data from 456 Vietnamese employees were analyzed with partial least square-structural equation modelling (PLS-SEM) technique.FindingsHPWS is directly linked with EM. Perceived external employability fully mediates the above relationship. In addition, the personal value of self-direction intensifies the positive relationship between PE and EM.Research limitations/implicationsThe research suggests that HPWS can exert its influence on EM via both the universal and the critical pathways. Employees who perceive they have the ability to perform well in other jobs may decide to moonlight. Also, employees who find their jobs insecure under the coverage of HPWS may engage in moonlighting for security reasons. The implementation improves the employees’ PE which may encourage them to hold more jobs. In addition, attention should be paid to the personal value of the employees.Originality/valueThis study offers new insight into the HPWS and EM literature because it suggests that management practices can significantly influence EM, in addition to financial and security factors. Moreover, this study explores the indirect impact of PE in the HPWS–EM linkage. Finally, the moderation role of self-direction value represents a novelty.

A Study of Human Resource Capability for Enhancing Local Food-Processing Entrepreneur’s Performance among Community-Based Enterprises

This research explores the human resource (HR) capabilities that reinforce performance and resilience in community-based enterprises (CBEs). Locally, the food-processing sector, specifically focusing on the provinces of Ubon Ratchathani, Yasothon, Amnat Charoen, and Si Sa Ket, serves as the focus of this study. Adopting a qualitative research methodology based on acceptable criteria, the researchers conducted three rounds of purposive sample selection. Ultimately, 16 CBEs comprising 43 key informants were included in the study. Categorical data were gathered through diverse methods to ensure data saturation and mitigate bias. The approaches of focus groups, observations, face-to-face interviews, and analysis of relevant documentation were ethically employed. Thematic and content analyses were used to examine the data within the framework of HR capability and operational performance among CBE members. The findings derived from HR capability and their contributions to firm performance rely on several critical aspects, such as the importance of employee training and development, leadership effectiveness, strategies for motivation and retention, fostering a supportive organizational culture, implementing strategic HR practices, adapting to new technologies, leveraging external HR services, adhering to regulatory standards, promoting gender equality and inclusivity, and understanding economic influences. This study contributes to the theoretical understanding of strategic HR management by contextualizing these internal (HR) and external (economy) practices within CBEs. Additionally, it offers an essential agenda for practical recommendations to HR professionals and policymakers with a shared goal of advancing local and national growth and development. Importantly, it emphasizes achieving sustainable growth for CBEs and enhancing resilience in the food-processing sector

Brain Drain in Yemeni Universities: Analysis of HR Management Strategies for Retention and Job Satisfaction

Brain Drain in Yemeni Universities: Analysis of HR Management Strategies for Retention and Job Satisfaction

E-Recruitment: Transformation, Challenges, And Future Directions in Talent Acquisition

The rapid evolution of technology has transformed the recruitment landscape, with e-recruitment emerging as a pivotal component of modern human resource management. This study examines the impact of e-recruitment on candidate experience, diversity, and inclusion, highlighting the benefits and challenges associated with its adoption. A comprehensive literature review reveals significant research gaps in this area. Need of comparative analysis across different sectors is also observed. This research aims to address those research gaps and also contribute to the ongoing discourse on e-recruitment, providing insights into its role in shaping the future of talent acquisition and human resource management.

Model Green Human Resource Management: Concept and Implementing

The purpose of this literature research is expected to help hypothesize for future authors in determining research related to green HRM. The research article Green Human Resource Management Model: Concept and Implementing is a scientific literature article in the scope of human resource management. The approach used in this literature review research is descriptive qualitative. Data collection techniques are using literature studies or conducting literature reviews of relevant previous articles. The data used in this research is secondary data, which comes from academic online media such as Thomson Reuters Journals, Sage, Springer, Taylor & Francis, Scopus Emerald, Elsevier, Sage, Springer, Web of Science, Sinta Journals, DOAJ, EBSCO, Google Scholar and digital reference books. In previous studies, 1 relevant previous article was used to review each independent variable. The results of this literature review article are: 1) Green Reward affects Green HRM; 2) Green Training affects Green HRM; 3) Green Behavior affects Green HRM; 4) Leader Commitment affects Green HRM; and 5) Organizational Culture has an effect on Green HRM.

Ethical leadership and green human resource management: improving social sustainable performance in the Greek Maritime industry

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Ethical leadership and green human resource management both have a direct, significant and positive effect on social sustainable performance. The partial mediating effect of green human resource management in the relationship between ethical leadership and social sustainable performance is confirmed. Originality/value The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The Impact of Human Resource Management Practices on Public Institutions’ Performance: Case of Muhanga District, Rwanda

This research set out to examine the impact of human resource management practices on organizational performance, with a case study of Muhanga District in Rwanda. This study was guided by the Human Capital Theory and the Abilities, Motivation, and Opportunity (AMO) Theory. For this study, 243 participants were chosen at random from 20 public organizations. The inquiry was conducted using an explanatory research design. Employees at all levels of management were surveyed using a five-point Likert scale. The data obtained were analyzed descriptively using frequencies and percentages, as well as inferentially using correlations and regressions. The findings show that human resource practices significantly impact organizational performance. Recruitment and selection (β = 0.827, p = 0.000), compensation and rewards (β = 0.695, p = 0.000), and training and development (β = 0.698, p = 0.000) all show positive effects on performance. The R-squared value of 0.7942 indicates that 79.42% of the variation in performance is explained by these practices. Correlation analysis also reveals strong positive relationships between HR practices and organizational outcomes. Control variables, education (p = 0.046) and marital status (p = 0.035), are statistically significant. It is thus evident that training and development, compensation and rewards, and selection and recruitment are three separate factors that have considerable impacts on public organizational effectiveness. Therefore, it was concluded that institutions in Rwanda should prioritize government entities and other organizations consistently investing in their employees' professional growth through training and development programs. This study also recommended that organizations devise a continual incentive and pay program for their staff, with the Human Resources team being responsible for all hiring decisions.