HRM Practices Research Articles

Green Practices in Action: Examining HRM’s Role in Fostering Environmental Performance in Egypt’s Hospitality Sector

This study examines the dynamic relationship between green human resource management (green HRM), environmental performance (EP), green employee behavior (GEB), and environmental knowledge and awareness (EKAW) within the Egyptian hospitality sector context. Using Pearson correlation coefficients and regression analyses on a sample of 400 staff members from hotels and tourist villages in Egypt, the study examines green HRM practices’ influence on EP, mediated by GEB and EKAW. The findings reveal significant positive correlations between green HRM practices and these mediators, indicating that comprehensive environmental strategies and incentive management are pivotal in promoting eco-friendly practices among employees. The study further confirms GEB and EKAW’s substantial mediating roles in enhancing EP. The results also suggest that while EKAW and GEB independently contribute to EP, their interaction, and the role of environmental awareness as a potential mediator warrant further examination. This research contributes to the literature on sustainable business practices by underscoring human resource strategies’ integral role in achieving environmental sustainability goals, highlighting the importance of incentivizing green practices, and cultivating an organizational culture prioritizing EKAW. These insights are precious for organizations seeking to enhance their ecological footprint through effective green HRM practices.

A systematic review guanxi HRM practices, formal HRM practices to improve creative performance in collectivism organization culture

This systematic review study argues that guanxi HRM practices, as opposed to formal HRM practices, may improve the employee’s performance in organizations with a collective business culture. To substantiate this claim, three decade published articles; literature from the Sage, Asia Pacific, Taylor & Francis Group, and Emerald journals are reviewed. NVivo software was used for content, coding, and analysis. The results of this systematic review study reveal that informal term of guanxi HRM practices identifies positive and productive outcomes of employees in the collectivism business culture organizations in contrast to formal HRM practices. This study is useful because it also proposes that in the future, academics and HR managers can explore the guanxi HRM practices that adhere to collectivist culture in their organizational culture, particularly in growing nations like Pakistan, both theoretically and practically to enhance employee performance to meet global challenges.

A Parallel Mediation Model of Employee Affective Commitment and HR Outcomes: Empirical Evidence from Judiciary of Pakistan

Attainment of goals and objectives of every institute lies in the performance of human resources. Public sector institutions and the judiciary as well face the problem of lower-level performance. In today's dynamic and competitive atmosphere, every organization needs to satisfy their employees to attain the optimum level of their skills and competencies to accomplish the organizational goals and objectives. The present study aims to examine the influence of HRM Practices on job satisfaction with the mediating mechanism of HR outcomes and employee affective commitment. Data collected for this study in two-time spans with a stratified random sample of 203 (186 males and 17 females) ministerial employees (Admin Office Coordinator, Senior Office Coordinator, and Office Coordinator) of Lahore High Court (Principal-seat and allied-Benches) to test the hypothesis. Findings of the study unveiled that HRM practices positively influenced the employees' satisfaction level. Moreover, mediation of HR outcomes and employee affective commitment found between the relationship of HRMPs and employee job satisfaction.

The role of HRM practices in retaining employees: Evidence from the banking sector

Banking is one of the fastest-growing sectors because of its contribution to the economy, however, today employee retention is demurring for banks and they are striving to fulfil this challenge. It has been observed from the past few years that it is due to the lack of knowledge related to the proper implementation of HR practices in the commercial banks. The main purpose behind conducting the research is to understand the effect of compensation (C), working environment (WE), training and development (T&D), and performance appraisal (PA) on employee retention (ER). The study used convenience sampling with a sample size of 200 and data was collected from the employees of different commercial banks located in Islamabad and Rawalpindi. The empirical results showed that WE, PA, and COM have a significant positive relationship with the ER whereas T&A has the insignificant one.

Navigating the Future: Exploring the Impact of AI on HRM Practices and Job Roles

Navigating the Future: Exploring the Impact of AI on HRM Practices and Job Roles

Navigating the green spectrum: an inquiry into low-carbon HRM practices and the influence of perceived supervisor support on employee sustainability in China

Navigating the green spectrum: an inquiry into low-carbon HRM practices and the influence of perceived supervisor support on employee sustainability in China

Analyzing the influence of hygienic and motivating factors on employee performance: Insights of HRM practices from university and industry settings

Many contemporary HRM systems have been developed based on motivation theories. Herzberg's theory of motivation serves as a methodology for examining and constructing motivation systems within organizations. This study aims to uncover the relationship between respondents' descriptive characteristics and hygienic/motivating factors and their impact on employee performance in the university and the industry. Employing a questionnaire method and utilizing Likert's 5-point scale for assessment, the authors collected, coded, and analyzed data using the SPSS Statistics Program. The study establishes the influence of hygienic and motivating factors on employee performance. When the hygienic factor increases by one unit, university employees' performance decreases by 0.239 units. In industry, it decreases by 0.085. Both research subjects showcase a direct relationship between performance and motivating factors, demonstrating a positive correlation. When the motivating factors see an increase of one unit, university employees' performance likewise increases by 0.643 units. In the Industry context, this rise in motivation corresponds to a 0.245 unit increase. Within the two-factor theory framework, both factors are deemed significant for employees, yet providing motivating factors is considered more crucial. Enhanced motivation through equitable and adequate stimuli practices corresponds to increased employee performance.

The Effect of Workplace Spirituality and HRM Practices on Job Performancethe Mediating and Moderating Approach

Providing the vital roles of nurses in defining the sustainability of the healthcare system, nursing performance is recognized to be significant in providing quality care of patients. However, job performance reported in Pakistani public hospitals over the past few years has been deteriorated. There have been numerous researches about factors that affect job performance like HRM practices, spirituality at work and employee engagement. So, in this regard, leadership desires to change the behavior to engage the nurses in improving performance. The current study examines the direct effect of HRM practices and spirituality at work on job performance and on the employee engagement. The indirect mediating effect of employee engagement is examined on the associations and the moderating effect of change leadership between employee engagement and job performance is also examined. Purposive sampling was used to collect the data. There were 390 practical data from fifteen public hospitals in Pakistan were applied for further data analysis. The software PLS-SEM was applied to measure the structural model. Further the bootstrapping supported on the effect of inner life and employee participation and career development on employee engagement and on job performance is significant. In addition, the study found the partial mediating effect of employee engagement between inner life and career development on job performance is significant. The moderating effect of change leadership between employee engagement and job performance is also significant. The empirical implication showed that HRM practices and spirituality at work confines the negative effect of shortage of nurses and also increasing nursing job performance of nurses and providing better working atmosphere. However, there is no need to any intervention from the top management to modify the nursing behaviors. Future research could increase on the scope of the study.

The Power of Education: How Individuals and Organizations Shape the Future

This article aims to explain and empirically prove that human resource management processes and practices influence individual and organizational performance, significantly contributing to the advancement of education in an organizational context. The reliability test was used to measure the level of internal consistency of the construct; Correlation analysis and OLS regression models were used to test the hypothesis. Questionnaires were distributed to 607 employees from 41 companies. The analysis shows that individual and organizational performance grew proportionally to the human resources selection process. There was a strong correlation between individual performance and education/training; a weak correlation between employee compensation and organizational performance; and a moderate correlation between individual performance and career development. Variables such as workforce competencies, motivation, and effective work structures had a strong effect on organizational performance. Based on the findings, we strongly recommend and encourage all companies in this study and beyond to develop a strategic plan to successfully guide their employees and implement processes and practices that improve individual and organizational performance, thus enhancing education in the business context. In the Balkan countries, especially in Kosovo, there is a lack of research on human resource management practices and processes. Therefore, this study will assist organizations in their efforts to improve HRM processes and practices, contributing to a better understanding and implementation of education strategies in organizational settings in this region.

Examining the Influence of Artificial Intelligence Implementation in HRM Practices Using T-O-E Model

Given the swift progress of artificial intelligence in contemporary economies, HR managers are also adopting artificial intelligence tools to perform many HR tasks, from human resource planning to employee quitting. This research employs the TOE (Technology–Organization–Environment) model and incorporates the trust factor to propose a methodology for investigating artificial intelligence (AI) adoption in HRM. A structured questionnaire was used to survey 615 ITeS companies. Data analysis was performed using partial least squares structural equation modelling. The findings of this research indicate that factors such as cost-effectiveness, relative advantage, organization size, top management support, HR readiness, competitive pressure, vendor support, and the trust of HR managers are considered to have a positive impact on AI adoption in managing human resources. The utilization of AI in HRM has been cumbersome by conflicting results stemming from security and privacy concerns and the complexity of the technology involved. It is also found that factors such as reliability and credibility have a positive effect on the trust of HR managers. This article aims to provide valuable insights to senior executives, HR managers, experts, researchers, AI designers, developers, and marketers by strengthening their understanding of the impact of AI in managing human resources.

The role of green innovation in the relationship between green HRM practices and sustainable business performance; evidence from the mining industry

PurposeDrawing on the natural resource-based view (NRBV) theory, the study aimed to examine the mediating role of green innovation (GI) in the nexus between green human resource management practices (Green HRMPs) and sustainable business performance (SBP).Design/methodology/approachThis study adopted the descriptive time-lagged research design. Data were collected from 278 managerial staff of five mining companies in Ghana at different waves within a 3-month interval. Descriptive and inferential statistics were used to analyse the data received using the statistical package for the social sciences (SPSS) statistics (V. 26.0) and Smart PLS (V.4.0).FindingsThe study found that Green HRMPs significantly related more to economic performance (EP) than social performance (SP) but did not significantly relate to environmental performance (EnP). Moreover, the results revealed that GI partially mediated the nexus between Green HRMPs and both SP and EP but fully mediated the link between Green HRMPs and EnP.Originality/valueThe relevance of Green HRMPs in ensuring corporate sustainability has been largely established in the extant literature. However, there is an evidential dearth of studies in the literature concerning the mediating role of GI in the nexus between Green HRMPs and SBP, especially in developing economies context. Hence, this study serves as a significant contributing card from Ghana by advancing the NRBV theory.

A CASE STUDY ON HRM PRACTICES IN PRIVATE CONVENTIONAL AND ISLAMIC SHARIAH-BASED BANKS: A BANGLADESH PERSPECTIVE

The bank is the lifeblood of a modern economy. The overall success and performance of a bank are largely reliant on competent and skilled employees. A dynamic, capable, and talented workforce will be ensured through the efficient use and practice of Human Resource Management. This research study examines the HRM practices in private Conventional and Islamic Shariah-based banks in Bangladesh. The study investigates various aspects of Human Resource Practices, including analysis of jobs, hiring policies, educational programs, performance management, salary structure, Occupational health and safety, and promotion policy. This research is based on secondary data. The utilization of journals, books, authorized papers, yearly reports, and internet material made this study feasible. The results of the findings show that both types of banks have established these HRM practices efficiently. The research suggests that banks ought to prioritize the implementation of environmentally friendly HRM practices, focus on utilizing data analytics, and establish HRIS to align with current industry trends.

The effect of human resource development practice on employee performance with the mediating role of job satisfaction among Mizan Tepi University's academic staff in Southwestern Ethiopia

PurposeThis study examined the effect of human resource development practices on employee performance, with job satisfaction as a mediating variable among academic staff at Mizan Tepi University. MethodsA standardized Likert-scale questionnaire was administered to academic staff members selected through stratified random sampling from eight colleges at Mizan Tepi University. Descriptive and inferential statistics, including a structural equation model and t-tests, were used for data analysis. ResultsThe study found a significant positive correlation between human resource development practices and employee performance. Job satisfaction was identified as a mediator between HRM practices and employee performance. Specific dimensions of human resource development practices, such as training and development, academic career development, teamwork spirit, and counseling, had significant effects on employee performance, with both positive and negative impacts observed. Additionally, academic career development, succession planning, and counseling were found to have a statistically significant positive effect on the academic staff at Mizan Tepi University. ConclusionsThis study found that training and development, academic career development, teamwork, counseling, and job satisfaction significantly impact employee performance. The results of the regression analysis using the SEM model revealed that job satisfaction, training and development, and teamwork positively affect academic staff performance while negatively affecting academic career development and counseling. Academic career development, teamwork, counseling, and succession planning were found to have a positive effect on job satisfaction. The mediation analysis indicated that academic career development and counseling partially mediate employee performance, while succession planning fully mediates it. Therefore, focusing on training and development, performance appraisal, rewards, teamwork, academic career development, succession planning, and counseling is essential to enhancing job satisfaction among academic staff at Mizan Tepi University.

HRM, institutional complementarities, and performance: The case of the Healthcare sector in Jordan

Building on the comparative capitalism literature, we aim to understand the impact of HRM practice on hospitals performance within the healthcare sector in Jordan, and the role of HRM in mitigating and overcoming systemic shortfalls. Two different surveys were distributed for both hospital and HR managers across all hospitals. Our findings indicate that certain HR practices are positively associated with performance, despite contextual challenges such as informal networks and cultural limitations that could undermine efficiency. We further tested the potential impact of HR complementarities on performance; nevertheless, the results did not significantly surpass the explanatory power of the individual HR practices. It might have been anticipated that mutually supportive bundles of practices might compensate for systemic weaknesses. However, it may be the case that players have devised solutions in other areas of managerial practice that may be more effective than HRM in compensating for systemic limitations. Our study also highlights that in oligopolistically structured markets, common in private healthcare systems, the effectiveness of HR practices may be less crucial for profitability, though this does not diminish their broader relevance for societal and community outcomes which are beyond the scope of this work.

OPTIMIZATION OF PUBLIC SECTOR HUMAN RESOURCES DEVELOPMENT IN IMPROVING THE QUALITY OF EDUCATION IN INDONESIA

This article focuses on the importance of optimizing Human Resource (HRM) development in the public sector, in this case the Indonesian education sector, to improve the quality of education. Effective human resource management plays a vital role in achieving the goal of high-quality and sustainable education. This study explores various elements of HRM, including recruitment and selection, development and training, motivation and retention, performance evaluation, and well-being and work-life balance. Using qualitative research methods, data were collected through in-depth interviews, observations, and document studies from various educational institutions in Indonesia. The research findings suggest that optimizing HRM can contribute significantly to improving the quality of education. This article offers recommendations for HRM policies and practices that can be utilized by policymakers and practitioners in the Indonesian education sector.

Impact of HRM Practices on Employee Retention: Moderating Role of Job Satisfaction

This study aims to explore the impact of compensation, training, and development (T&D), and working conditions on employee retention within the manufacturing sector of Pakistan, with a specific focus on the mediating role of job satisfaction. Employing a convenience sampling strategy, the research collected data from 382 employees across various manufacturing firms in Pakistan. Structural Equation Modeling (SEM) was conducted using Smart PLS software to analyze the data and test the proposed hypotheses. The findings of the study reveal that compensation, training and development, and working conditions have a direct and positive impact on employee retention. Moreover, the results highlight the significant mediating role of job satisfaction in the relationship between these organizational factors and employee retention. All direct and indirect hypotheses proposed in the study were accepted, confirming the mediating influence of job satisfaction and underscoring its critical role in enhancing employee retention within the manufacturing sector. While the study provides valuable insights, its reliance on convenience sampling and the focus on the manufacturing sector of Pakistan may limit the generalizability of the findings. Future research could employ a more diverse sampling strategy and explore other sectors to validate and extend the study's findings. The study offers practical guidance for industry practitioners and decision-makers, emphasizing the importance of fair compensation, effective training and development programs, and favorable working conditions in fostering job satisfaction and enhancing employee retention. Organizations are encouraged to adopt holistic approaches that consider these factors to nurture a satisfied and committed workforce. This research contributes to the existing literature by providing empirical evidence of the direct effects of compensation, training and development, and working conditions on employee retention, as well as the mediating role of job satisfaction, within the context of the manufacturing sector in Pakistan. The study's findings offer a nuanced understanding of the dynamics involved in employee retention strategies, serving as a valuable resource for both academic researchers and industry practitioners.

Improving Workforce Development in Pakistan to Foster Sustainable Economic Growth: An Analysis from the Field of Human Resource Management

Pakistan's population is dynamic and quickly expanding, presenting a one-of-a-kind opportunity for economic growth and development. The aim of this article is to explore how Human Resource Management could significantly help in closing the skills gap, developing a culture of lifelong learning, increasing innovation and entrepreneurship, enhancing employability and retention, and generating capable, adaptable, diverse, and inclusive workforces. A mixed-methods approach to measure the effectiveness of the HRM practices was conducted for the purpose of establishing whether or not the HRM practices in Pakistan favored the development of sustainable economic growth. According to the data collected from two hundred HR experts and workers from diverse sectors, training programs were a key HRM practice for seventy-two percent of the organizations in Pakistan. However, only forty-five percent of the respondents indicated that they had a performance management system that was supported by unique career life stages.

The Effect of HRM Practices Enhancing Employees’ AMO Framework on Constructive Deviant Behaviors: The Pivotal Roles of Psychological Empowerment and Empowering Leadership

The Effect of HRM Practices Enhancing Employees’ AMO Framework on Constructive Deviant Behaviors: The Pivotal Roles of Psychological Empowerment and Empowering Leadership

Scope of Human Resources Management in Educational Leadership and Management in Institutions in Pakistan: Challenges and Remedial Measures

Human Resource Management is crucial to schools and other educational institutions because it provides qualified candidates for positions. Pakistani educational institutions face HRM concerns such as political involvement, culture, and inadequate resources. These obstacles prevent the integration of HRM practices and hinder their alignment with institutional strategic initiatives. This article discusses HRM methods in Pakistani educational organizations, significant concerns, and how they affect strategic direction. Interviews with educational leaders and structured survey questionnaires are used in the work. Poor staff involvement, outdated staff training, and opposition to innovative HRM approaches worsened by political influence and insufficient resources are internal risks. The report emphasizes the necessity for effective leadership development programs and ideal HRM models that follow international principles for local conditions. Innovation, personnel development, and policy changes to decrease political influence and funding are recommended.

Entrepreneurial leadership and organizational innovation: The role of mediating analysis

This study explores entrepreneurial leadership's influence on organizational innovation as mediated by high-performance work systems and knowledge sharing. Our respondents were 280 employees of small and medium exporting industries selected using the Krejcie and Morgan formulations. Data were analyzed using the Smart PLS 3.2.9 software. The findings indicate that entrepreneurial leadership positively affects high-performance work systems, knowledge sharing, and organizational innovation. In addition, high-performance work systems and knowledge-sharing mediate the relationships. This study offers insights into the leadership literature from an entrepreneurial perspective and emphasizes the favorable effects on HRM practices and knowledge exchange, which ultimately contribute to organizational innovation. Knowledge, particularly knowledge sharing, is critical in explaining SMIs’ capacity to synchronize their resources. From a practical standpoint, SMIs, particularly those prioritizing exports, must perceive organizational innovation as a tangible measure to sustain their competitiveness in the global market. Moreover, SMIs must facilitate information sharing among all parties engaged in business activities. SMIs may acquire new information and be able to resolve any technical issues that may arise due to knowledge sharing.