Organizational Human Resource Research Articles

호텔 조직 내에서 상사의 비인격적인 감독행위가 정서적 소진과 반생산적 과업행동에 미치는 영향 : 자아존중감의 조절효과와 정서적 소진의 매개효과

The purpose of this study aimed was to explore the following: 1) the relationships between supervisor’s abusive supervision behavior, emotional exhaustion and counterproductive work behavior of subordinate; 2) the relationship between emotional exhaustion and counterproductive work behavior of Subordinate; 3) the moderating effect of self esteem and mediating effect of emotional exhaustion. To achieve these purposes, online questionnaires were conducted on hotel industry workers in Seoul, and 257 valid samples were used for analysis. Simple, multiple, hierarchical regression analysis was conducted for empirical analysis. The results of the study are as follows; First, abusive supervision behavior has a positive effect on emotional exhaustion and counterproductive work behavior of Subordinate. Second, emotional exhaustion has a positive effect on counterproductive work behavior of Subordinate. Third, it has been found that the emotional exhaustion mediating effects between abusive supervision behavior and counterproductive work behavior. Fourth, self esteem showed moderating effect on the relationship between abusive supervision behavior and emotional exhaustion. These results introduce a new direction for human resource management and organization management in conventional industries emphasizing the importance of abusive supervision behavior, emotional exhaustion, counterproductive work behavior of Subordinate, and self esteem.

Psychological fortitude model for digitally mindset working adults.

The inception of Industry 4.0 (which includes smart digital technologies and intelligence), as well as the rapidly enforced adoption of the technological revolution due to the lockdown regulations during the COVID-19 pandemic, brought new situational demands, challenges and opportunities for both employees and organizations across the globe. Individuals are required to develop personal enablers (both intrapersonal and intradigital attributes) to optimize their psychological fortitude. Research on the intrapersonal resources needed by employees to have the fortitude to adapt to remote working conditions as a result of the digital era, is currently lacking. The igital era brought about the question of how individuals' career adaptability and career wellbeing (as a set of agile adaptable attributes) relate to their perceptions of the value-oriented psychological contract, and whether these intrapersonal resources can contribute to a psychological fortitude model for remote working employees. This study utilized a survey method to investigate the correlations between agile adaptable attributes and the valueoriented psychological contract of global digital-mindset human resource and financial service organizations. Based on further canonical correlations, structural equation modeling was conducted to develop and recommend a psychological fortitude model for remote working adults in the digital age. Close theoretical and empirical associations were found between career adaptability and career wellbeing (as agile adaptable variables) and the perceived value-orientated psychological contract. This study proposed a psychological fortitude model (consisting of intrapersonal resources) that organizations and career practitioners can use as a basis to enhance employees' psychological fortitude in the digital age, as well as for further career research.

The impact of human resource accounting on financial performance(case study: Industry-oriented companies admitted to the Tehran stock exchange)

Human resources have a significant role in the development of the organization. Human resource accounting helps measure the cost and value of the organization's human resources and helps managers make critical decisions about employees. This study mainly investigates the impact of human resource accounting on financial performance in industry-oriented companies admitted to the Tehran Stock Exchange by using the panel data approach from 2001-2017. The results show that organizational profitability has a positive and significant effect on human resource accounting, and asset return and stock return have a negative but insignificant effect on human resource accounting.

The barriers and challenges that hinder the quality implementation in Tripoli – Lebanon hospitals

Quality in healthcare is achievable through quality management systems and enhances service quality, operations, and management. Health organizations that realize quality implementation have high staff satisfaction, client satisfaction, employee cooperation, and commitment from managerial to subordinate levels. However, health systems must address barriers and challenges to attaining desired quality. This study explores Tripoli hospitals’ challenges and obstacles affecting the implementation of quality management systems. It used a quantitative methodology with a semi-structured questionnaire for data collection to interview respondents comprising managerial, directorial, and administrative personnel. The hospital’s management staff consisted of nursing medical quality and general directors. Results from the semi-structured interview indicated that hospital directors in Tripoli city’s healthcare systems face barriers and challenges related to human resource management and organization structure to achieving quality using quality management systems. A total of 189 participants drawn from directorial capacities in Tripoli city’s hospitals participated in the study. Most participants (I = 115) asserted that lack of staff involvement and motivation were primary barriers to hospital quality implementation. Hypotheses 1 and 3 were proved using correlation analysis, but hypothesis 2 was statistically insignificant. The findings recommended that human resource management practices such as staff motivation, fair compensation, and involvement in decision-making are necessary for quality improvement. Furthermore, managerial professionalism and specialty are crucial for spearheading quality implementation, while robust quality policies, protocols, and systems are necessary for quality implementation in Tripoli hospitals. Despite these funds, further research was necessary to align findings with previous studies (achieve generalizability), which attributed that time is the primary barrier to quality implementation in hospitals situated in the region.

Is job autonomy really a blessing for empowering leadership–intrapreneurial behaviour nexus?: empirical evidence for situational strength theory

PurposeIn this study, the situation strength theory (SST) has been applied to assess the predictability of empowering leadership (EL) in explaining intrapreneurial behaviour (IB) under the strong situation effect of job autonomy (JA).Design/methodology/approachThe proposed theoretical framework was assessed using cross-sectional survey data from 237 engineers employed in Pakistan's automotive firms. Covariance-based structural equation modelling (CB-SEM) was used to analyse the survey data.FindingsThe study's results revealed a positive relationship of EL with JA and IB. Drawing from the conceptualisation of SST, JA serves as an organisational strong situation by offering sufficient cues and significantly intensifies the relationship between EL and IB.Practical implicationsThe study contributes by establishing the requirement of strong organisational situations for nurturing IB in organisations. The study's outcomes are useful for academia, practitioners and industry to identify strong situations for employees' organisational behavioural outcomes like IB to dampen the personality impacts of employees on organisational processes. Hence, the study offered a major shift or an alternative in existing human resource practices, from personality assessments to creating cues from strong situations for fostering human behaviours. This will impact organisational human resource management scope during talent management, selection, promotion and employment.Originality/valueThe present study is novel from the IB investigation due to situational response in organisations, as assessed by employees. The study contributes towards SST by extending its epistemology to explain IB as an outcome of EL. The present study offers important empirical evidence for the role of the strong organisational situation of JA.

Self-efficacy, Innovative Work Behavior and Job Performance in Digital Printing

Human resources in organizations play a very important role because the company's success in achieving its goals cannot be separated from the role of its employees. Organizational progress will also be achieved if human resources have good performance. The reason for this study was to clarify the effect of direct and indirect self efficacy against job performance through innovative work behavior.This review was planned as explanatory research that intends to give a clarification of the causal connection between variables through theory testing and expects to acquire proper testing in making causal determinations. The example of this review was 96 respondents from the workers of Digital Printing Mojokerto East Java, using a saturated sampling technique.This review utilizes fractional least squares relapse with the Smartpls adaptation 3.0 program. It observes that self-viability straightforwardly has no critical impact on work execution. Be that as it may, self adequacy by implication significantly affects work execution. This shows that creative work conduct can intervene the impact of self adequacy on work execution of organization representatives.

Self-efficacy, Innovative Work Behavior and Job Performance in Digital Printing

Human resources in organizations play a very important role because the company's success in achieving its goals cannot be separated from the role of its employees. Organizational progress will also be achieved if human resources have good performance. The reason for this study was to clarify the effect of direct and indirect self efficacy against job performance through innovative work behavior.This review was planned as explanatory research that intends to give a clarification of the causal connection between variables through theory testing and expects to acquire proper testing in making causal determinations. The example of this review was 96 respondents from the workers of Digital Printing Mojokerto East Java, using a saturated sampling technique.This review utilizes fractional least squares relapse with the Smartpls adaptation 3.0 program. It observes that self-viability straightforwardly has no critical impact on work execution. Be that as it may, self adequacy by implication significantly affects work execution. This shows that creative work conduct can intervene the impact of self adequacy on work execution of organization representatives.

Strong signals in HR management: How the configuration and strength of an HR system explain the variability in HR attributions

AbstractIn explaining the effectiveness of a human resource (HR) system within an organization, scholars have turned their attention to HR attributions, which capture employees' perceptions about the intentions behind their organization's HR practices, and have demonstrated that an HR system's content and process of communication drive employees to form specific HR attributions. However, current research has not yet explained why HR attributions differ among employees. We investigate the variability in HR attributions among individuals and the organizational factors that influence this variability. Using signaling theory and the concept of situational strength, we argue that employees' HR attributions vary less when signals sent by HR management are unambiguous and the conveyed information is consistent. Using an online scenario‐based experiment with 760 participants, our findings reveal that the configuration and the strength of an HR system as well as their combination have significant effects on the variability in HR attributions among employees, and these effects differ for the different HR attributions.

A STUDY ON EMPLOYER BRANDING FOR HOSPITALS WITH REFERENCE TO COIMBATORE

Hospitals are an unavoidable sector in the modern world, which is pushed by technology, and they are the sector that displays the standing of a country on an international level. Every country's ability to deliver high-quality medical care is an indication of its level of progress toward a brighter future. Therefore, "Employer Branding" for hospitals is something that must be done in order to ensure both higher quality services and continued growth in the health care industry. The technique of building a positive employer brand has shown to be valuable for many kinds of businesses, including hospitals. This, in turn, leads to a means for them to keep their brilliant personnel, which is the fundamental need that any hospital must fulfil in order to achieve a competitive edge. The company has become more competitive as a result of the dynamic development that has taken place in today's competitive globe. In order to thrive in the cutthroat competition brought on by globalization, a business has to find a way to differentiate itself from its competitors and secure a competitive edge. It has to be proactive in order to deal with the shifting circumstances. In this particular case, the organization's human resources are serving as the primary propellants behind its expansion. The success of an organisation is dependent on the quality of work that is accomplished by the workforce. Human resources are the ones who decide, implement, and manage the activities inside a company because of their skills, aptitudes, and attitudes. They are the ones who are the drivers of the organisation. Now is the moment for the organisation to make the move that will put them ahead of their rivals and place them in first place. In light of these circumstances, talent management has emerged as a key instrument for the development of organisations, which should be matched with the growth of individuals.

Employee Initiatives as Mediator of the Relationship Between Organizational Citizenship Behavior and Employee Performance

The study of the behavior of human resources in organizations is growing in line with the awareness that individual behavior has a positive effect on individual and organizational performance as a whole. Employee performance is influenced by many factors, including organizational citizenship behavior (OCB), organizational culture, and employee initiative. This study aims to examine the effect of organizational citizenship behavior (OCB) and organizational culture on employee performance with employee initiative as a mediating variable. This study uses a quantitative approach. The research sample used was 100 employees in the IT department with purposive sampling technique. Based on the results of partial regression analysis, it shows that OCB and organizational culture have a positive and significant effect on both employee initiative and employee performance. The higher the employee's initiative, the higher the employee's performance. Employee initiatives mediate the relationship between OCB and organizational culture with employee performance.Keywords: OCB, organizational culture, employee initiative, and employee performance.

Municipal Fiscal Performance: Mayors’ Gender and Organizational Human Resources

Municipal Fiscal Performance: Mayors’ Gender and Organizational Human Resources

컨벤션 종사원이 지각한 상사의 비인격적인 감독행위가 직무소진과 서비스 사보타주에 미치는 영향

Purpose : The purpose of this study aimed was to explore the following: 1) the relationships between abusive supervision behavior, job burnout, and service sabotage; 2) the relationship between job burnout and service sabotage; 3) the moderating effect of emotional intelligence and mediating effect of job burnout. Research design, data, methodology : Online questionnaires were conducted on convention industry workers in Seoul, and 208 valid samples were used for analysis. Simple, multiple, hierarchical regression analysis was conducted for empirical analysis. Results : Abusive supervision behavior has a positive effect on job burnout and service sabotage. Job burnout has a positive effect on service sabotage. Emotional intelligence has a moderating effect, and job burnout has a mediating effect. Conclusions : These results introduce a new direction for human resource management and organization management in conventional industries emphasizing the importance of abusive supervision behavior, job burnout, service sabotage, and emotional intelligence.

생물학과의 통섭을 통한 MZ세대에 대한 이해와 MZ세대 인력운영방안 모색

The purpose of this paper is to increase understanding of the MZ generations and to provide direction for the effective and efficient management of the MZ generations in organizations. In particular, this study adopts concepts from biology in order to expand upon explanations for current social phenomena within the workforce. To do this, this paper first reviews previous studies conducted on the MZ generations and summarizes the characteristics of the MZ generations. Next, in order to apply biology to this discussion, this study summarizes key concepts and assertions from biology including bio-diversity and evolution. This paper then draws ten propositions based on the reviewed studies and biological concepts and proposes effective ways for managing the MZ generations in terms of human resource systems, workforce composition, employee experience, and organization experience. In particular, this study emphasizes alignment between HR (human resource) philosophy, policy, practices, and workforce management, thus creating an intentional employee experience within the organizational context. By combining human resource management with biology, this study expands upon current discussions within the human resource field. Furthermore, this study also creates practical value by suggesting solutions for the effective management of newer generations. Lastly, this study reviews the limitations of this research and provides suggestions for future research.

Human Resource Demand Prediction and Configuration Model Based on Grey Wolf Optimization and Recurrent Neural Network.

Business development is dependent on a well-structured human resources (HR) system that maximizes the efficiency of an organization's human resources input and output. It is tough to provide adequate instructions for HR's unique task. In a time when the domestic labor market is still maturing, it is difficult for companies to make successful adjustments in HR structures to meet fluctuations in demand for human resources caused by shifting corporate strategies, operations, and size. Data on corporate human resources are often insufficient or inaccurate, which creates substantial nonlinearity and uncertainty when attempting to predict staffing needs, since human resource demand is influenced by numerous variables. The aim of this research is to predict the human resource demand using novel methods. Recurrent neural networks (RNNs) and grey wolf optimization (GWO) are used in this study to develop a new quantitative forecasting method for HR demand prediction. Initially, we collect the dataset and preprocess using normalization. The features are extracted using principal component analysis (PCA) and the proposed RNN with GWO effectively predicts the needs of HR. Moreover, organizations may be able to estimate personnel demand based on current circumstances, making forecasting more relevant and adaptive and enabling enterprises to accomplish their objectives via efficient human resource planning.

PKM PELATIHAN KEPEMIMPINAN DAN MANAJEMEN BAGI PENGURUS ORGANISASI SANTRI ISMAH

The management of the Santri organization consisting of senior students at the Al-Mashduqiah Islamic Boarding School Kraksaan Probolinggo is a fairly important and potential human resource in leading the daily activities of all students at the Badridduja Islamic Boarding School in the Al-Mashduqiah Region. Its effectiveness and efficiency is highly dependent on the leadership of the ISMAH organization so that leadership and management training is very important for the administrators for self-development, training to become quality leaders and managers. This community service is carried out by implementing the PAR (Participatory Action Research) approach strengthened by field survey methods, analysis of problems developing in the field, FGD (Focus Group Discussion), SWOT analysis, direct action in the field consisting of mentoring programs in the preparation of organizational work programs. , assistance in the dynamics and sharing of organizational affairs, assistance in work evaluation activities, assistance in increasing the effectiveness of student discipline, and the implementation of a mini workshop program on leadership and management for organizational management. The results of this service contribute to controlling work program decisions that are not in accordance with the organization's SWOT analysis, Strengthening organizational HR work and increasing work understanding within the organization, Controlling irrelevant work programs and compiling feedback for further planning, Realizing a quality work culture that has implications for effectiveness and performance efficiency, and Improving the quality of understanding and understanding of organizational human resources theoretically and practically. This training is carried out by an organized team, by providing some materials and practices of leadership and management that have been planned for approximately 9 months. In addition, the team also accompanied the activities carried out in a planned manner by the management in order to monitor and evaluate the practices that needed to be improved so as to provide best practices for ISMAH administrators in carrying out their leadership and management tasks.

Assessing the employees’ efficiency and adaptive performance for sustainable human resource management practices and transactional leadership: HR-centric policies for post COVID-19 era

The utilization of sustainable organizational human resource management (HRM) practices as predictors of adaptive performance has received little attention, despite the importance of adaptive performance in improving organizational efficiency. This study explores the relationship between HRM activities (training, performance appraisal, job enlargement, employee involvement, and work enrichment) and employees’ adaptive performance using the resource-based view (RBV) theory. It also looked into the role of transactional leadership in regulating these correlations to draw up the policies for the post-pandemic era. A quantitative study is conducted and a questionnaire was distributed randomly among the Ministry of Health of the Sultanate of Oman and 233 people have participated in the questionnaire survey. PLS-SEM was utilized to analyze the data. In this study, performance appraisal, job enlargement training, and work enrichment all have a considerable influence on employees’ adaptive performance. Furthermore, transactional leadership moderates the linkage between job enrichment and employee adaptive performance. As a result, the higher the organization’s attention on certain HR policies, the better their adaptive performance. HR practices are important predictors of adaptive performance; thus, managers and practitioners should take into account workers’ adaptability to encourage more adaptive behavior in the workplace. This article further discusses the study’s weaknesses as well as future research directives on HRM practices and adaptive performance.

WORLD ECONOMY AND SUSTAINABLE POLITICAL-ECONOMIC WELFARE OF AZERBAIJAN

Annatation: The article examines the development model of human welfare in the world economic system of Azerbaijan in the context of increasing political and economic relations between the states in the modern world. In this regard, the current state and prospects of cooperation in the field of economic, political relations and cooperation between the states, mutual economy, finance, organization of human welfare and human resources were studied. At the same time, political and economic proposals were made to eliminate the existing problems.

Strategic Partnership: A Better Route to Human Resource Management

The organization of human resources has currently supposed strategic importance in the fulfillment of organizational development and distinction. Companies and organizations are looking for ways to build a strategic partnership between employees and employers. The main objective of the study is to identify factors that help human resources become more of the strategic partner and to examine whether strategic partnership leads to organizational effectiveness or not. In order to fulfill this objective, numerous articles have been reviewed. The researchers compared and contrasted the findings of various articles to identify the common factors that contributed HR to becoming a strategic partner. The extensive review of the literature revealed that human resource planning and development are the most crucial factor for strategic partnership, while other factors do not contribute much to the strategic partnership. Regarding organizational effectiveness, most of the studies showed that HR departments that offer value by acting as a business partners are the most successful.

WORLD ECONOMY AND SUSTAINABLE POLITICAL-ECONOMIC WELFARE OF AZERBAIJAN

Annatation: The article examines the development model of human welfare in the world economic system of Azerbaijan in the context of increasing political and economic relations between the states in the modern world. In this regard, the current state and prospects of cooperation in the field of economic, political relations and cooperation between the states, mutual economy, finance, organization of human welfare and human resources were studied. At the same time, political and economic proposals were made to eliminate the existing problems.

Artificial intelligence-based organizational human resource management and operation system.

The trend of globalization, marketization, and informatization continues to strengthen, in today’s development environment, how to seize the opportunity and obtain a competitive advantage in human resources is an important issue that needs to be explored. Human resource management refers to the effective use of relevant human resources inside and outside the organization through management forms under the guidance of economics and humanistic thinking. It is a general term for a series of activities that ensure the achievement of organizational goals and the maximization of member development. With the rapid development of society and economy, the competition between enterprises has intensified. If an enterprise wants to adapt to social development, it is necessary to strengthen the internal management of the organization. The internal management also needs to rely on human resource management. The purpose of this paper is to study an organization’s human resource management and operation system based on artificial intelligence. It expects to use artificial intelligence technology to design the human resource management system and to improve the quality of employees to make the enterprise develop toward a more scientific and reasonable method. It uses artificial intelligence technology to mine the relevant data of enterprises, understand the situation of enterprises in a timely manner, and adjust unreasonable rules. This paper establishes a dynamic capability evaluation model and an early warning model for human resource management and further studies the improvement approach based on human resource management. This paper analyzes the application, feasibility, and practical significance of data mining technology in human resource management systems. It focuses on the commonly used algorithms in the field of data mining and proposes specific algorithm application scenarios and implementation ideas combined with the needs of human resource management practices. The experimental results of this paper show that the average working life of incumbent employees is 3.5 years, the average length of employees who leave the company is 5 years, and some employees are 5–6 years old. From this data, it can be seen that the average number of years of on-the-job employees is short, and the work experience has yet to be accumulated.