Human Resource Practices Research Articles

An examination of the use of standard operating procedures on family operated farms

Standard operating procedures (SOPs) can improve farm work organization by ensuring processes are standardized among the different people completing the same task. In this study, we examined the use of SOPs on family operated farms and determined the influence of the number of people working on farm on SOP use. A survey of 315 Irish dairy farms was completed examining the human resource and workload management practices; this study used a subset of questions from that survey. Of the 315 farms surveyed, average herd size was 125 cows and there was 1 other person working with the farmer (range 0 to 5 people). Categorizing farms based on the number of people working on farm, 35% of the farms were owner-operators, 37% had 1 other worker and 28% had 2 or more workers. Overall, 31.3% (n = 98) of all farms surveyed had written SOPs while 68.7% (n = 217) had no written SOPs. Interest in ready-made SOPs among farmers was high (77%). Farms without SOPs found it significantly more difficult to write down work processes and lacked time to create SOPs compared with farms with SOPs. Standard operating procedures most frequently existed for milking (89%), management of fresh cows (35%) and reproduction (29%). Respondents indicated that consistency in work completion was the greatest benefit of having SOPs (39.8%; n = 39), followed by increase in efficiency (17.3%; n = 17) and health and safety (12.2; n = 12). Forty 3 percent of farms with more 3 or more people had significantly more written SOPs present compared with 25% of owner-operator farms and 27% farms with 2 people. This research provides a greater understanding of the use of SOPs on family operated dairy farms, highlighting that the presence of SOPs increases as the number of workers on farm increases.

Examining the Effects of High Commitment Human Resource Practices in the Gig Economy

Examining the Effects of High Commitment Human Resource Practices in the Gig Economy

Are Human Resource Practices Gendered? Exploring its Effect on Managerial Career

Are Human Resource Practices Gendered? Exploring its Effect on Managerial Career

Navigating Entrepreneurial Survival: The Essential Role of HR Practices and Legitimacy from Within

Navigating Entrepreneurial Survival: The Essential Role of HR Practices and Legitimacy from Within

Is Helping My Job? The Bright and Dark Sides of Helping-Inclusive HR Practice for Employee Helping

Is Helping My Job? The Bright and Dark Sides of Helping-Inclusive HR Practice for Employee Helping

The Application of Agile HR Practices in Knowledge-Based Organizations

The Application of Agile HR Practices in Knowledge-Based Organizations

Having Fun and Thriving: The Impact of Fun HR Practices on Employee Thriving at Work

Having Fun and Thriving: The Impact of Fun HR Practices on Employee Thriving at Work

Innovative and Creative Organisational Cultures: The Impact of Innovative HR Practices

Innovative and Creative Organisational Cultures: The Impact of Innovative HR Practices

A Self-Determination Perspective on the Relationship Between Age-Inclusive HR Practices and SAW

A Self-Determination Perspective on the Relationship Between Age-Inclusive HR Practices and SAW

PREDICTIVE POWER OF SELF-EFFICACY, FAMILIARITY WITH TRAINING CONTENT ON JOB PERFORMANCE: MODERATING EFFECT OF TRAINING EFFECTIVENESS IN OMAN’S HIGHER EDUCATION INSTITUTIONS

The higher education institutions (HEIs) in Oman have witnessed rapid development over the last decade; and yet, the quality of their training programs programmes has not yielded the anticipated results. The desired outcome, which failed to meet expectations, pertains to the effectiveness of these programs in enhancing employee job performance. This study aims to investigate the influence of self- efficacy, trainee familiarity with training content and employees’ performance in Oman’s higher education sector. Additionally, the study explores the moderating effect of training effectiveness on employee’s performance. The researcher examined 184 academics as well as administrative employees that participated in a training program sponsored by Takatuf, a consulting firm responsible for assessing, training, and developing employees in Oman. Results indicated that self-efficacy and familiarity with training content contribute to high employee job performance in the country’s HEIs, confirming the significant moderating role of training effectiveness in this relationship. Furthermore, the study suggests two implications for human resource practices. First, it is crucial for managers to provide comprehensive training-related information aimed at increasing self- efficacy before the actual training program. Second, HR managers and individuals can jointly improve the performance effectiveness by creating suitable methods for fostering self-efficacy. The findings suggest that organizations can enhance job performance and reduce turnover intention intentions by improving the effectiveness of training programs for employees. There is limited research linking self-efficacy, training effectiveness, and job performance in HEIs, particularly within member countries of the Gulf Cooperation Council (GCC). This research contributes to the expansion of theoretical and managerial doctrines regarding the relationships among the identified variables. Therefore, this research represents a unique attempt to determine the effectiveness of training programs in HEIs grappling with transitional challenges.

The Mediating Role of Surface and Deep Acting on the Nexus between Emotional Intelligence and Work-Related Burnout

Work-related burnout (WBO) is prevalent in the global economy, culminating in profit loss, productivity declination, and employee absenteeism. The COVID-19 pandemic has worsened the preceding threats in human resource management within the manufacturing industry. The ongoing discussions on WBO highlight the significance and value of this issue. Additionally, empirical proof regarding the association among emotional intelligence (EQ), emotional labour strategies, and WBO, particularly within the human resource division of the manufacturing industry, is scarce. Thus, the current study aims to identify the relationships and models with emotional contagion theory as a foundation using the PLS-SEM technique. The responses from 311 questionnaires were collected among HR managers in selected ISO 9001 Malaysian manufacturing companies using an online survey. The study found a negative relationship between EQ and emotional labour-deep acting (ELSA) and a positive relationship with emotional labour-surface acting (ELSA). Besides, ELSA is also negatively correlated with WBO, while ELDA has a positive relationship with WBO. The study also proved that emotional labour strategies (deep-acting and surface-acting) operated as an intermediary factor in the connection between EQ and WBO. Past research on WBO has been inconclusive, and there has yet to be a comprehensive exploration of the direct or indirect connections between EQ, ELSA, ELDA, and WBO. Furthermore, previous studies often overlooked the viewpoint of HR managers in WBO investigations. The results of this research contribute to the literature concerning this issue, particularly in the post-COVID-19 context, and help policy developers of human resource management bring in the elements of psychological factors while forming human resource policies and practices.

Digitalization of talent planning in IT sector: Mediating role of HR policies and practices

In the highly dynamic digital era of the information technology industry, agile talent planning and human resources (HR) management strategies are essential for maintaining a competitive edge. This study aims to determine the impact of HR policies and practices as a mediator between the effectiveness of talent planning and digitalization tools and techniques within the IT sector. The research population comprised IT companies in Delhi (and its national capital region), India. Using the convenience sampling technique, a sample of 106 respondents was selected out of 168 contacted, including human resource professionals and managers. The study employed regression analysis and structural equation modeling. The results reject that digitalization tools and techniques do not significantly increase the effectiveness of talent planning in IT organizations (beta coefficient = 0.455 at p-value < 0.001). Additionally, the paper shows that digitalization tools and technologies significantly affect HR policies and practices (beta coefficient = 0.826 at p-value < 0.001). The findings reject the suggestion that there is no significant positive relationship between HR practices and policies and the effectiveness of talent planning in the IT sector (beta coefficient = 0.425 at p-value < 0.001). Furthermore, the study rejects the perception that HR policies and practices do not mediate the relationship between digitalization tools and techniques and the effectiveness of talent planning (beta coefficient = 0.351 at p-value < 0.001). These insights will contribute to developing effective HR strategies that align with technological advancements and foster organizational growth.

‘Migration Under the Glow of Privilege’—Unpacking Privilege and Its Effect on the Migration Experience

Economic migration is a significant and growing development around the world but has produced unequal outcomes and experiences for marginalized groups. To theoretically explain such inequalities, we argue that integration experiences of immigrants in the host country differ based on the privilege that their demographic category bestows on them (or not). We elucidate our arguments by unpacking the concept of ‘privilege’ to theorize two key sources of privilege—locational and historical—and explain them using the global economic divide (Global North vs. Global South) and local social divides (race and caste). We propose that locational and historical privilege manifest as various types of capital that immigrants carry into their host countries. We juxtapose these two sources of privilege and its levels (low vs. high) to develop a typology of immigrants—Marginalized, Peripheral, Assimilated, and Wanted—that captures differences in migrants’ integration experiences. By shining a light on the systematic differences between immigrants based on privilege, our research brings additional nuance to the scholarship on immigrant workers and inclusive organizations; and broadens avenues to make human resource practices more ethical by taking these differences into account.

Enhancing Organizational Effectiveness: A Study on Human Resource Strategies, Employee Productivity, and Turnover in SMEs

This study investigated the impact of various human resource (HR) strategies—namely, policies, leadership, training and development, and organizational culture—on employee productivity, turnover, and retention within small and medium-sized enterprises (SMEs) in Guangdong Province, South China. Utilizing a quantitative research approach and a correlational research design. The data was collected from 351 employees through survey questionnaires to provide insights into their perceptions of HR practices. The statistical analysis used was descriptive statistics summarizing respondent profiles and Pearson correlation coefficients quantifying the relationships between HR strategies and employee outcomes. The results indicate that HR policies are generally perceived positively, contributing effectively to organizational goals. Leadership is valued for skill awareness and anti- discrimination efforts, though improvements in accessibility and trustworthiness are needed. Training and development initiatives are appreciated, yet require better alignment with organizational objectives. The organizational culture is supportive and collaborative but needs greater clarity in task focus to enhance productivity. The findings underscore the importance of comprehensive HR strategies that integrate effective leadership, clear communication, supportive organizational culture, and ongoing professional development to enhance employee productivity and retention.

The Effect of High Involving Human Resource Practices on Employee Wellbeing and Performance: A Moderating Role of Psychosocial Safety Climate

The Effect of High Involving Human Resource Practices on Employee Wellbeing and Performance: A Moderating Role of Psychosocial Safety Climate

Green Human Resource Management: A Decadal Examination of Eco-Friendly HR Practices

Green Human Resource Management: A Decadal Examination of Eco-Friendly HR Practices

Human Resource Strategies Foster Knowledge Sharing to Improve Operational Excellence in Thailand's Grocery Retail Sector

This study explores the impact of human resource strategies on knowledge sharing and its subsequent effect on operational excellence within the retail grocery sector. Six hypotheses were formulated to assess the influence of various HR practices, including incentives, performance evaluation, training and development, recruitment, and reciprocity, on knowledge sharing. A sample of 500 employees, holding at least a bachelor's degree and having a minimum of one year of tenure, was drawn from the top ten revenue-generating grocery retail manufacturing firms. The questionnaire's reliability was ensured through a pilot test involving 50 participants, evaluating the Item-Objective Congruence (IOC) index and employing Cronbach's Alpha for reliability assessment. The study employed a combination of judgmental, convenience, and snowball sampling techniques. Confirmatory Factor Analysis (CFA) and Structural Equation Modeling (SEM) were employed for data analysis and hypothesis testing. Results indicate that performance evaluation, training and development, recruitment, and reciprocity significantly affect knowledge sharing. Additionally, knowledge sharing has a subsequent effect on operational excellence. Nevertheless, a relationship between incentives and knowledge sharing were not supported. This study contributes to the understanding of HR strategies in fostering knowledge sharing and its implications for operational excellence in the grocery retail sector.

Predicting Job Change Intentions for a Food Manufacturing Company: A Deep Learning Case Study

This study aims to address employee job change intention in the competitive food manufacturing industry by developing deep learning models to predict job change intentions. Using a comprehensive dataset of 32,000 employee records, including demographics, education, and work experience, the study employed a quantitative methodology with neural network analysis. Various deep learning models were implemented and evaluated using TensorFlow and Keras, with techniques like GridSearchCV, Random Search CV, SMOTE, and Keras Tuner used for hyperparameter tuning and addressing class imbalance. The findings revealed significant differences in model effectiveness, with Model 7: Complex Neural Network Architecture, featuring a complex architecture and appropriate regularization, achieving a reasonable balance across metrics and demonstrating improved recall for job changers. This suggests its suitability for predicting job change intention in a food manufacturing company. The study concludes that well-tuned deep learning models can significantly enhance predictive accuracy, offering valuable insights for HR professionals to develop targeted retention strategies. Future research should explore additional features influencing staff job change intention, validate these models across diverse organizational contexts, and integrate real-time data analytics and explainable AI techniques to improve transparency and effectiveness in HR practices.

Enhancing resilience of human resource practices in the tourism and hospitality business of India during the COVID-19 pandemic

Enhancing resilience of human resource practices in the tourism and hospitality business of India during the COVID-19 pandemic

Influence of human resource system strength on collective affective commitment: a contingent approach

This research focuses on the HR strategy implementation process, and in particular on the concept of HR system strength. In this paper we analyze the impact of HR system strength on collective affective commitment and examine this relationship from a contingent perspective, taking into account the moderating effect of leader-member exchange (LMX) and organizational size. The statistical analysis of data obtained from a sample of 142 Spanish companies and 504 key employees indicates that, when the effect of HR practices on collective affective commitment is controlled for, the strength of the HR system also has a positive and significant effect on this affective commitment. Moreover, we conclude that this relationship is not the same for all companies, but depends on the level of LMX in the organization. That is, depending on the overall relationship between leaders and subordinates in the organization, the effect of HR system strength on workforce affective commitment will vary. In particular, when the relationships between leaders and followers are good, the effect of HR system strength on affective commitment is lower.