Human Resource Management Practices Research Articles

Enhancing the Organizational Innovation: The Role of HRM Practices and Transformational Leadership in SMEs

Objective: The objective of this research is to reveal the relationship between Human Resource Management (HRM) practices and organizational innovation, mediated by Collective Organizational Engagement and moderated by Transformational Leadership, in the context of small and medium enterprises (SMEs) in Kendari City.Methodology: This study employs a quantitative methodology using Structural Equation Modeling, specifically Partial Least Squares (SEM PLS). The data is cross-sectional, collected at a single point in time through the distribution of questionnaires. The study involves a total of 260 SMEs located in Kendari City.Findings: The study indicates that effective HRM practices foster organizational innovation by creating a supportive work environment. HRM enhances collective employee engagement, contributing to innovation through active participation in idea development. Transformational leadership strengthens this relationship by motivating employees to excel.Conclusion: Efficient HRM practices promote organizational innovation by creating a supportive work environment and enhancing employee engagement. Transformational leadership further accelerates innovation by motivating employees. Integrating effective HRM with transformational leadership creates a conducive environment for sustainable innovation within the organization.

Green HRM Practices as a Pathway Toward Environmental Sustainable Business: Examining Organizational Citizenship Behavior as Mediator

This research paper aims to investigate how Human Resource Management (HRM) practices and environmental sustainability connect within the framework of a business. Specifically, this study seeks to examine how Green Human Resource Management (HRM) practices might operate to achieve environmental sustainability in enterprises, with a specific emphasis on analyzing Organizational Citizenship Behavior (OCB) as a mediator in this relationship. This study aims to investigate the processes responsible for the influence of human resource management practices that emphasize environmental concerns on employee behaviour, specifically regarding the amounts of voluntary contributions that employees make to environmental sustainability efforts inside the firm. By examining organizational citizenship behaviour (OCB) 's role as a mediator, the research endeavours to provide light on the complex relationships between human resource management practices, employee behaviour, and environmental sustainability outcomes. Methodologically, this study considered a cross-sectional design due to the one-time data collection and casual design because of examining the relationship between the study variables. The findings provide a comprehensive understanding of how green HRM practices influence environmentally sustainable business in the presence of OCB as a mediator.

Human Resource Management Practices: Enhancing Employee Engagement and Retention in a Global Context

Employee engagement and retention have become critical concerns for organizations operating in a global context, where talent competition is fierce and turnover costs are high. Human resource management (HRM) practices play a central role in addressing these challenges by fostering a work environment that promotes engagement and encourages employees to stay committed to the organization. various HRM practices that have been found to enhance employee engagement and retention across different cultural contexts. recruitment and selection strategies aimed at attracting candidates who are not only qualified but also aligned with the organization's values and culture. Next, it discusses training and development programs that enable employees to acquire new skills and advance in their careers, thereby increasing their sense of fulfilment and loyalty. Additionally, the paper explores performance management systems that provide regular feedback and recognition, reinforcing employees' sense of purpose and contribution to organizational goals.

Influence Human Resources Management Practice to Intention to Stay with Job Satisfaction as a Mediation Variable (Study on Coffee Plus Order Employees)

The study was conducted with the aim of knowing the influence of Human Resources Management Practice (HRMP) on Intention to stay (ITS) with job satisfaction as its mediating variable, on Pesen Kopi Plus's employees. The method used in this study is descriptive analytics observation, with cross sectional approaches. Used a sample of 78 respondents with data sources obtained from primary data in the form of questionnaires. Then data analysis techniques regarding scale ranges and Partial Least Square (PLS), using quantitative research and path analysis with Smart PLS. The results of the study showed that Human Resources Management Practice (HRMP) had a significant and positive effect on Intention to stay (ITS). Human Resources Management Practice (HRMP) has a significant and positive effect on job satisfaction. Similarly, job satisfaction has a significant and positive effect on Intention to stay (ITS). In addition, job satisfaction proves a significant influence and mediates the relationship between Human Resources Management Practice (HRMP) and Intention to Stay (ITS).

Impact of Green Human Resource Management Practices on Corporate Sustainability: A Perspective of Pakistan

The objective of this study is to examine the relationship between Green Human Resource Management (GHRM) practices specifically Green Recruitment and Selection, Green Training & Development, and Green Performance Management and Corporate Sustainability within manufacturing firms in Pakistan, namely Nestle, Coke, and Pepsi. Statistical analysis employs PLS Software 3.2 and SPSS, with data gathered through closed-ended questionnaires distributed to 395 workers using a convenience sampling method. The findings indicated a significant positive relationship between Green Human Resource Management (GHRM) practices specifically Green Recruitment and Selection, Green Training & Development, and Green Performance Management and Corporate Sustainability within manufacturing firms in Pakistan. Furthermore, the findings indicated that there is no moderating effect of customer satisfaction between observed variables. This study underscores the pivotal role of Green Human Resource Management practices in enhancing corporate sustainability among major manufacturing firms in Pakistan. It highlights actionable insights for refining sustainability strategies, urging continued exploration to address pertinent gaps and broaden industry-wide implementation. Despite limitations in scope, particularly regarding occupational and individual factors, this study suggests valuable insights for enhancing sustainability practices in Pakistan's manufacturing sector, urging further research to fill existing knowledge gaps and foster broader industry applications.

Cultivating Sustainability: The Influence of Green HRM on Environmental Practices in the Healthcare Sector

This research examines the effect of Green Human Resource Management (GHRM) practices on environmental performance in Pakistan's healthcare (Teaching hospitals) sector. By analyzing the link between GHRM practices and employee involvement, the study aims to enhance the understanding of how organizations can boost sustainability. Findings indicate a positive relationship between GHRM practices and environmental performance, suggesting that effective green HR initiatives can significantly improve environmental impact. Additionally, employee involvement practices are positively correlated with environmental performance, highlighting the importance of cultivating environmental responsibility within the healthcare sector. Implications for healthcare organizations include the need to invest in GHRM practices, provide environmental sustainability training to employees, and set clear environmental objectives with accountability measures. Adopting these strategies can enable healthcare institutions to significantly promote environmental sustainability and reduce their ecological footprint.

Resilience Unveiled: The Transformative Power of Self-Efficacy in Employee Survival Amidst Challenging Termination Scenarios

The current study aimed to identify and analyse variables that contribute to employees' resilience, focusing specifically on their self-efficacy, optimism, and gratitude in challenging situations, particularly when they have been terminated from their companies. The data for this study consisted of a cross-sectional survey of 100 male respondents aged between 18 and 30 years old residing in Bekasi and Tambun, cities located near Jakarta in Indonesia. The respondents completed the 9-item self-efficacy scale, the 15-item optimism scale, the 6-item gratitude scale, and the 24-item resilience scale. The data were analysed using quantitative inferential statistics, specifically partial least squares structural equation modelling (PLS-SEM). The results revealed that self-efficacy, gratitude, and optimism emerged as predictors of resilience, with self-efficacy having the most significant impact. In conclusion, studies on self-efficacy in relation to resilience emphasize the pivotal role of mastering self-efficacy. These insights can inform effective human resource management and social work practices, encouraging the implementation of diverse people development programs to prepare employees to enhance their self-efficacy and resilience.

Impact of Green Entrepreneurial Orientation and Green Human Resource Management Practices on the Sustainable Performance: Mediating Role of Green Supply Chain Management in Manufacturing Pakistan

Impact of Green Entrepreneurial Orientation and Green Human Resource Management Practices on the Sustainable Performance: Mediating Role of Green Supply Chain Management in Manufacturing Pakistan

Impact of Human Resource Management (HRM) Practices on the Performance of Call Center in Lahore, Pakistan; Evaluating Employee Staffing, Satisfaction and Reward

The achievement of effective Human Resource Management (HRM)practices significantly influencesthe performance of an organization.The current studyaimedto investigatethe impact of HRM practices,such as employee staffing, employee satisfaction,and employee reward on employee performance in Lahore, Pakistan. Data was gathered through the survey methodby using the sample size of 306. The response was analyzed by using Statistics Package for SocialSciences (SPSS). SPSS is used tomeasurethe relationships through regressionanalysis, descriptive analysis, model summary, and Analysis of Variance (ANOVA). Findings revealedthat the HRM practices play a crucial role toimprovethe performanceof organizations in Lahore, Pakistan. Resultsexpend that addressing employeestaffing, employee satisfaction,and rewards wouldhelp toimprovethe performanceof call centers. Moreover, the study also recommendedthe strategies involvingthe deploymentof Artificial Intelligence (AI)-powered work force management,software and staffing, and real-time performance analyticsto enhance transparency and coaching

The Role of Human Resources in Human Capital Management

This article discusses the important role of human resources (HR) in Human Capital Management (HCM) with a theoretical basis from various experts, as well as global case studies that illustrate the implementation of the role of HR in HCM. Based on the theory outlined in "Armstrong's Handbook of Human Resource Management Practice," HCM underscores the importance of managing human capital as a strategic asset that contributes to the achievement of organizational goals. Experts such as Gary Becker, David Ulrich, and Michael Armstrong state that investing in developing employee skills and knowledge is the key to increasing a company's productivity and profitability. In a global context, case studies show that the role of HR has evolved to become more strategic, not only managing employees but also adapting to current trends in human resource management. These trends include employee well-being, skills-based hiring, work flexibility, hybrid learning, ESG reporting, and interpersonal skills development. The role of HR in HCM is about transforming human resources into the main force that drives organizational growth and sustainability through effective and adaptive management strategies.

Environmental sustainability among workers in Ghana: The role of green human resource management

The study examined the role of green human resource management (HRM) practices on environmental sustainability (ES) among workers in Ghana. An explanatory research design was adopted for the study. Using a structured questionnaire, data was drawn from 221 workers from various sectors. Data gathered was analysed with Partial Least Square-Structural Equation Modelling. The study found that there is a direct link between green HRM and ES behaviour among workers in Ghana. The novelty of the findings of this study relates to workers’ perspectives across multiple sectors in Ghana and is the first study to have applied value alignment theory to argue for green HRM and ES from the Global South. The study offers insights into how organisations in Ghana can integrate sustainable practices into human resource management strategies, fostering a more environmentally conscious workforce and contributing to national, regional and international sustainable development goals.

Green HRM practices in textile sector of Pakistan and its impact on green innovation and environmental sustainability

The issue of Environmental sustainability is getting more attention from academia over the last few years. Green Human Resource Management Practices (GHRM) are important in every aspect of environmental sustainability. This research study examines the impact of Green Human Resource Management Practices on environmental sustainability through the mediating role of green innovation in the textile sector of Pakistan. This study is quantitative in nature, and data was collected through a survey questionnaire. The data was analysed with the help of SPSS and Smart PLS. The findings indicate that GHRM practices significantly contribute to green innovations. Green innovations such as green product innovation and green process innovation significantly contribute to environmental sustainability.

New ways of fostering sustainable employability in inter-organizational networks: an explorative study to understand the factors and mechanisms for their success

PurposeOrganizations are increasingly joining inter-organizational networks to foster sustainable employability for their employees. The purpose of this study is to identify the factors and mechanisms central to their success as experienced by key stakeholders.Design/methodology/approachAn explorative, qualitative approach was adopted, using four focus groups with network coordinators (N = 18) and HR professionals (N = 14). Fourteen Dutch inter-organizational networks were represented. Respondents were recruited through purposive and snowballing sampling techniques. Thematic analysis was applied using open coding to generate themes.FindingsThe results of this study outline environmental, structural, and inter-personal factors and mechanisms that contribute to the success of inter-organizational networks that aim to foster sustainable employability for their employees. The environmental factors and mechanisms consist of challenges stemming from the labor market. The structural factors and mechanisms include: a network’s flat structure, flat fee, lack of informal rules, the allocation of roles and expectations for stakeholders and shared network activities. Lastly, the inter-personal factors and mechanisms are: communication among stakeholders, establishing reciprocity, interaction and collaboration between stakeholders, the valuation of trust, a convivial culture and shared vision among stakeholders. The dynamics between these factors and mechanisms are compared to other forms of inter-organizational networks. Furthermore, several recommendations for network coordinators and practitioners regarding the development of networks are presented.Originality/valueThis study provides insights into the factors and mechanisms that are regarded by stakeholders as influencing the success of inter-organizational networks in their ability to foster sustainable employability for workers. We have identified a unique model that captures this new way of inter-organizational collaboration and builds on insights from literature on collaborative governance regimes, institutional fields and entrepreneurial ecosystems. Specifically, the model provides a framework that consists of environmental, structural and interpersonal factors and mechanisms for network success. This study increases our understanding of how collaborative efforts can be fostered beyond organizational boundaries and existing Human Resource Management practices.

The Impact of Human Resource Management Practices on Employee Development and Organizational Performance

Nowadays, more and more enterprises pay attention to the human resource management department, precisely because the importance of human resources cannot be overstated. With it, companies can not only improve their competitiveness and move from resource optimisation to revenue maximisation, but also people are the key productive force of an enterprise. However, for the real meaning of human resources active practice in existing enterprises still have problems. Therefore, the thesis is exploring human resource management and employee development to reflect the impact on organisational performance through four main components: recruitment and selection, training and development, performance appraisal and incentives, employee benefits and satisfaction. And it gives four measures suggestions. Through the investigation and research of the existing literature, with summarizing and concluding, eventually, the study found that scientific and effective human resources bring the rational allocation of resources, the strength of the enterprise's talent pool, and a reasonable salary evaluation system.

Impact of Human Resource Management on The Implementation of Physical Education Program in Selected Universities in Guizhou Province: Basis for Inputs to Policy Reformulation

This study investigated the impact of human resource management (HRM) strategies on the implementation of Physical Education Programs (PEPs) in selected universities within Guizhou Province, China. Employing a descriptive-correlational research design, data were gathered through self-made questionnaires assessing the implementation of HRM practices and PEPs. The study involved 310 physical education teachers from Guizhou Medical University, Guizhou University, and Guizhou Normal University. Findings revealed moderate to high levels of HRM implementation across various aspects, with room for improvement in employee satisfaction and compensation. Similarly, PEP implementation demonstrated moderate levels across key areas, suggesting opportunities for enhancement. Significant correlations were observed between certain HRM practices, such as performance evaluation, and aspects of PEP implementation, notably curriculum integration. However, other HRM factors showed less substantial impacts on PEP implementation. Based on these findings, recommendations were proposed to optimize HRM practices and improve PEP effectiveness. These included tailored professional development initiatives, revised performance evaluation practices, prioritization of employee satisfaction, enhancement of compensation and benefits, promotion of academic freedom, adoption of a holistic HRM approach, facilitation of collaborative partnerships, and establishment of a culture of continuous improvement and evaluation.

What drives employees' job performance in green hotels? The mediating effect of employee positive mood and satisfaction

AbstractWhat is vague about identifying the impact of Green Human Resource Management practices (GHRMPs) on employee job performance remains under‐explored in the hospitality literature. Based on the theory of planned behavior, this research examines the role of GHRMPs on employee job performance through employee satisfaction and positive mood. Data was collected from 647 staff in 12 hotels from October 2022 to March 2023 and analyzed through PLS_SEM. Results showed that all factors of GHRMPs positively influence positive moods. The non‐significant result is green knowledge and job satisfaction, whereas green attitudes, green skills, and positive moods directly affect job satisfaction. Also, the role of GHRMPs is to strengthen the positive influence of job performance directly and indirectly through positive mood and job satisfaction. However, environmental skills did not affect job performance. This research provides some contributions to the hospitality literature and practical implications for managers of hotels and practitioners.

Green Human Resource Management and Job Pursuit Intention: Role of Individual Green Values

The focus on achieving environmental sustainability has led to the implementation of green human resource management (GHRM) practices in various organizations. Many studies have investigated the effect of GHRM practices on existing employees in developed countries. However, limited studies have examined how prospective job seekers perceive GHRM practices in an organization before entering the workplace in developing countries, especially in the Egyptian context. Drawing upon signalling theory, social identity theory and person-environment fit theory, this study aims to bridge this gap by examining the effect of perceived green human resource management (GHRM) practices on the job pursuit intention (JPI) of prospective job seekers in Egypt. A moderated mediation model was proposed, with organizational attractiveness (OA) as a mediator and individual green values (IGV) as a moderator. The sample consisted of 219 final-year undergraduate business students registered in the College of Management and Technology in the Arab Academy for Science, Technology, and Maritime Transport, Alexandria, Egypt. The study used an experimental scenario-based approach where perceptions of individuals were examined toward a hypothetical company using self-administered questionnaires. Direct, mediation, moderation, and moderated mediation models were analysed using linear, multiple regression analysis, and bootstrapping procedures (PROCESS macro extension to SPSS) with the help of SPSS version 26. Results supported the significant positive influence of GHRM on JPI and OA mediated the GHRM-JPI relationship. In addition, IGV moderated the GHRM-OA-JPI relationship. The study provided various theoretical and practical implications for scholars and practitioners. Study limitations and suggestions for future research are also discussed.

The Role of Institutional Logics in Shaping Sustainable Talent Management: A Comparative Study of Two South Korean Conglomerates

This research examines the evolution of human resource management (HRM) practices within Samsung and Lotte, two major South Korean conglomerates. Both companies have been profoundly influenced by the Japanese management paradigm, especially in areas like seniority-based promotion rooted in Confucian values. Drawing from institutional theory, the study elucidates how similar economic trajectories in South Korea and Japan fostered comparable institutional logics and pressures in HRM. However, as organizations navigate institutional shifts, their responses and resulting HRM adaptations can diverge. Utilizing a comparative approach through the lens of the institutional logic theory, key findings unveil as follows: (1) Samsung and Lotte’s HR practices exhibit a strong Japanese influence, highlighting cultural/historical context’s importance. (2) Despite similar pressures, the conglomerates developed distinct HR practices attributed to differing institutional logics. (3) Institutional logics play a pivotal role in shaping HRM and influencing organizational behavior. (4) Organizations adapt HR practices in response to institutional complexities, leading to practice divergence. (5) The study extends institutional theory’s application in understanding organizations’ varied responses to similar pressures. (6) Findings offer HR professionals insights on tailoring strategies based on contextual understanding. The study extends the application of institutional theory in deciphering varied organizational responses. Practically, it provides HR professionals guidance on contextually appropriate HRM strategies. Companies across Asia can leverage these insights to anticipate HR practice shifts and align them with evolving institutional frameworks.

Factors Influencing the Achievement of Social Development Goals in Public Universities

Achieving Social Development Goals (SDGs) within public universities is essential for fostering sustainable development globally. Despite the extensive research on sustainability in higher education, significant gaps remain regarding specific factors influencing SDG achievement in public universities. This study addresses these gaps by examining the integration of green human resource management (HRM) practices, green organizational culture, green knowledge sharing, stakeholder engagement, curriculum integration, and infrastructure and policy updates. Utilizing a systematic literature review spanning from 2013 to 2024, this research synthesizes findings from Scopus and Web of Science databases, focusing on open-access articles relevant to the scope of the study. The results reveal that while traditional factors such as adequate funding, education and training, partnerships, and accountability are well-studied, the newer dimensions of green practices and stakeholder involvement are less explored yet critically important. This study underscores the multifaceted nature of sustainability efforts in higher education and advocates for a comprehensive strategy that incorporates both established and innovative practices. By highlighting these underexplored factors, this research provides valuable insights and practical recommendations for public universities to enhance their contribution to sustainable development, ultimately promoting a more sustainable future.

Green Human Resource Management and Its Impacts on Competitive Advantages in Private School

Industry growth and technological advancement have increased concerns about the environment. These concerns require companies to adopt environmental practices in their business operations. Green practices in human resources are important. However, there was no study on environmental adoption in human resources in Cambodia. The research aims to assess the extent of green human resource management practices and the relationship between these practices and competitive advantages. Researchers randomly selected a total of 100 teachers from private schools in Siem Reap province, Cambodia, for interviews. A Likert scale ranging from 1 to 5 was used in this research, with 1 indicating "strongly disagree" and 5 indicating "strongly agree." A descriptive statistic tool (mean, frequency) and an inferential statistic (multiple regression) were employed. The data was analyzed with descriptive and inferential SPSS tools. A high degree of green human resource management was found to be implemented. Green human resource practices, including staff recruitment and selection, training and development, staff performance appraisal, staff empowerment, and staff communication culture, were found to significantly and statistically predict competitive advantages. Further research should be conducted on green practices in private schools and other sectors, as well as in different geographical areas.