Human Resource Management Research Research Articles

Retaining Generation Z employees in the hotel industry: a time-lag study

Purpose Generation Z (Gen Z) is entering the hotel workforce and will soon become the dominant group. This has called for a better understanding of this workforce’s attitudes and perceptions towards working in the hotel industry. This study aims to examine the effect of organizational socialization on the retention of Chinese Gen Z employees, the mediating role of person–environment fit (P-E fit) and the moderating effect of career commitment. Design/methodology/approach Time-lagged data were collected from 426 Gen Z new employees from 20 upscale hotels at two different times (2 weeks and 12 weeks after the employees entered the hotel). Confirmatory factor analysis, structural equation modeling, bootstrapping analysis and moderated hierarchical regression analyses were used for data analysis. Findings Organizational socialization positively affects employee retention via person–environment fit. Moreover, career commitment positively moderates the relationship between person–environment fit and employee retention. Practical implications Hotels must view organizational socialization as a long-term investment in Gen Z talent management by offering effective training through diverse methods, creating a collaborative environment and helping them develop career plans to enhance their career commitment. Originality/value This study unpacks the four dimensions of organizational socialization and investigates their differential effects on Gen Z employees’ retention through P-E fit. The moderating role of career commitment is also examined. This study contributes to the growing body of hospitality human resources management research on this new generation of workforce in China.

The effects of relational human resource management: A moderated mediation model of positive affective climate and collective occupational calling

AbstractRelationship‐oriented human resource management (HRM) contributes to organizational functioning by promoting employee relationships, coordination, and cooperation. We propose unit‐level positive affective climate as a motivational mechanism through which relationship‐oriented HR systems can positively influence unit service quality and relationships with beneficiaries, and prevent individual emotional exhaustion. Moreover, we propose collective occupational calling serves as an alternative motivational source that can substitute for the positive effects of positive affective climate. In analyzing a sample composed of 742 nurses from 48 nursing units of two hospitals in China with data collection at three time points before and after the COVID‐19 outbreak, our results supported the substituting effects of unit‐level collective occupational calling on positive affective climate stemmed from relationship‐oriented HR systems. Our study connects strategic HRM and motivation research by shedding light on an affective mechanism from relationship‐oriented HR systems and the contingencies involving employees' various sources of motivation, such as occupational calling. We further discuss theoretical and practical implications of the research.

The impact of digitalization on employees' future competencies: has human resource development a conditional role here?

PurposeThe purpose of this paper is to research the impact of digitalization on employees' future competencies and the conditional role of human resource development (HRD) in the relationship between independent and dependent variables.Design/methodology/approachEmpirical research covered 1209 enterprises from all of Slovakia, Poland and the Czech Republic. The research was conducted from 2019 to 2021. Using structural equation modeling (SEM), a theoretical model was tested and verified.FindingsConfirmatory factor analysis has shown a good fit for the tested model. The purpose and character of our data showed a good alignment with the SEM partial least squares method, as the goal is to predict a construct. The model showed that employee-oriented digitalization positively affected the employees' future competencies, with no impact of customer-oriented digitalization treated as a control variable. Also, the moderating role of HRD has not been shown to be significant for the “digitalization – competencies” relationship.Originality/valuePrevious studies on the development of personnel competencies treated these competencies as antecedents of digital transformation and examined the formal role of HRD in building the competencies. The novelty of this study lies in exploring the pattern of interactions among the impact of an environment built by innovative technologies and HRD on the competencies of the future. Also, the research embedded in the environment of Poland, the Czech Republic and Slovakia has contributed to the complex understanding of the transition to digitalization, as this region has often been omitted in the field of human resource management (HRM) research focused on exploring digital transformation.

Bibliometric Analysis of Trends and Themes in Human Resource Management Research: A Focus on Indonesian Scholarly Contributions


 This bibliometric analysis explores trends and themes in Human Resource Management (HRM) research, focusing specifically on contributions from Indonesian scholars. Through systematic data collection and analysis utilizing electronic databases and specialized software, prevalent topics, research methodologies, and publication trends within Indonesian HRM research were identified. The analysis revealed key clusters of research, including electronic human resource management practices, green HRM, strategic management, and innovation. Additionally, less densely covered research areas were highlighted, indicating potential avenues for further exploration. The findings offer valuable insights for academia, industry, and policymakers, facilitating informed decision-making and promoting the advancement of HRM practices in Indonesia.

The Role of Gamification Research in Human Resource Management: A PRISMA Analysis and Future Research Direction

Gamification, which involves incorporating game-like elements in non-game contexts, has quickly become one of the most popular persuasive technologies. Its goal is to encourage users to change their behavior for the better. However, it still has empirical and theoretical challenges to overcome to show the benefits of its use and solidify the guiding principles for effective gamification designs. The goal of the current study is to synthesize and intellectualize, through a systematic literature review (SLR), the current state of gamification knowledge in human resource management, providing a road map for future research recommendations for both academician and practitioners The review examines the most influential writing on the application of gamification to association settings, portrays the fundamental concepts of gamification, and develops based on an effective writing survey of insightful articles available in the Scopus and Web of Science information bases. The study uses a systematic quantitative approach to review the evidence for the use of gamification in Human Resources management, focusing on the pertinent literature on gamification in organizations. The authors examined 244 papers published between 2013 and 2022 using the Preferred Reporting Items for Systematic Review and Meta-Analyses (PRISMA) technique. One of the major goals of the study’s findings is to illustrate the value of gamification in the human resources field in relation to the analysis of employee performance, employee engagement, and training and development. These results suggest that there is more opportunity for research into the elements of gamification, which may be relate to knowledge retention, learning outcomes, learning motivation, employee efficacy, and employee productivity.

THE EFFECT OF JOB ATTITUDES ON EMPLOYEES' KNOWLEDGE SHARING BEHAVIOR IN TELECOMMUNICATION SECTOR OF PAKISTAN

The knowledge sharing behavior has received great attention in business world because of high critical role in improving organizational efficiency. The relationship between job attitudes and employees' knowledge sharing behavior is a significant area of research in organizational psychology and human resource management. The job attitudes, such as job satisfactions and organizational commitment, can influence employees' willingness to share knowledge with their colleagues. This study empirically investigates the relationship between job attitudes (i.e., organizational commitment, job involvement, and job satisfaction) and information sharing actions using a statistical procedure based on survey of 226 Mobilink telecommunication private limited employees from Pakistan's Hazara Division, KP, Pakistan. The findings showed that knowledge sharing behavior is linked with work satisfaction, organizational engagement and job participation positively. The study offered some recommendations that how managers can improve the knowledge sharing behavior in their organizations by considering the dynamic issues.

A framework of HRM in cooperatives: A systematic literature review and future research agenda

Cooperatives, as democratic organizations owned and controlled by their members, pose distinctive challenges in the realm of human resource management (HRM). These challenges stem from their commitment to serving the diverse interests of multiple stakeholders and the fundamental differentiation between member and non-member employees. In an era where sustainability and a multi-stakeholder perspective have gained prominence in HRM research, cooperatives offer an ideal context for exploring these dynamic developments. Through a comprehensive synthesis of existing literature, this review seeks to construct an HRM framework that is tailored specifically to cooperatives. It highlights how the distinctive characteristics of cooperatives, such as member self-leadership, self-control, and adherence to cooperative values and principles, shape HRM policies and practices. The insights derived from this study provide implications for guiding future research in the domain of HRM within the cooperative sector.

Understanding the evolution of international human resource management research: a bibliometric review over the past 25 years (1995–2019)

PurposeThe aim of this paper is to offer a comprehensive overview of the field of international human resource management (IHRM) research by tracing its evolutionary development over a 24-year period. The study seeks to understand how the field has progressed by considering historical research themes and their subsequent integration into more recent scholarly work, thereby identifying current and emerging research trends.Design/methodology/approachThis paper employs bibliometric analysis to examine the evolutionary path of IHRM research from 1995 to 2019. A dataset of 1,507 articles from journals specializing in IHRM, international business and general management was created. Analysis at the keyword, thematic and network levels was conducted to identify trends, historical context and the interrelatedness of research themes.FindingsThe analysis reveals that IHRM research has gone through several phases of thematic focus, from initial emphasis on cultural differences and expatriate management to more recent topics like global talent management and digital transformation. Earlier research themes continue to be incorporated and re-contextualized in modern scholarship, highlighting the field’s dynamic nature.Originality/valueThis paper is one of the first to use a bibliometric approach to systematically examine the evolution of IHRM research. It not only provides a historical perspective but also outlines future research trends, incorporating the institutional logic perspective. The findings offer deep insights that are valuable for researchers, practitioners and policymakers interested in the development of IHRM research and its practical implications.

Advancing Corporate Social Responsibility: Development of a Measurement Scale Unveiling Organizational Citizenship Behaviors in Culturally Diverse Environments

Abstract Objective The modern concept of corporate social responsibility (CSR) is increasingly becoming integrated into the practices of organizations. One of the distinctive individual competencies in CSR is the ability to work in a multicultural environment. This study proposes a suitable empirical measurement tool that facilitates understanding organizational citizenship behaviors focused on cultural diversity (OCBCs). Methodology To validate the OCBC measure, 980 participants completed the questionnaire (n = 980). An exploratory factor analysis (EFA) was conducted on one part of the sample as a prerequisite to a confirmatory factor analysis (CFA) on the other part of the sample. Finding This tool enabled the identification of two main types of OCBCs: cultural initiative and cultural helping. These actions enhance organizational practices for integrating cultural diversity and promoting diverse cultural values. Value Added This study furthers the understanding of OCBCs and the role of individuals in culturally diverse contexts. This study contributes to international human resource management research and practice by developing an instrument for use in expatriate contexts or in those associated with organizational cultural diversity. It provides a deeper look at OCBs and contributes to the scientific literature on the role of human resources in promoting sustainable development in organizations. Recommendations The OCBCs measurement tool could assist human resource managers seeking to encourage and facilitate the performance of appropriate OCBCs in the workplace. This performance will allow OCBCs to facilitate informal learning.

Quality Analysis in Psychology Research on Human Resource Management in the Manufacturing Industry

This bibliometric study explores the quality of research in psychology concerning Human Resource Management (HRM) practices within the manufacturing industry. With a focus on assessing trends, patterns, and gaps in existing literature, the study employs a systematic approach to evaluate the depth and rigor of scholarly inquiry. Through a comprehensive analysis of publication metrics, including citation counts, authorship patterns, and thematic clusters, key insights emerge regarding the state of HRM research in manufacturing. Findings reveal a dynamic landscape characterized by diverse thematic clusters, ranging from the psychological dimensions of HRM to strategic practices and organizational behavior. While certain areas receive significant attention, such as psychology, strategic HRM, and HRM practices, others, including human capital management and industrial relations, are relatively underexplored. This study highlights the importance of addressing methodological inconsistencies and theoretical gaps to advance both theoretical development and practical implications in HRM research within the manufacturing sector.

외식기업 관리자의 감성리더십이 자기효능감과 고객지향성에 미치는 영향

The basic purpose of this study is to investigate the relationship between the emotional leadership of restaurant business managers and its influence on self-efficacy and customer orientation. This study was limited to restaurant- related employees in the Seoul area and used convenience sampling among non-probability sampling methods. Hypothesis verification results Hypothesis 1 Among the components of emotional leadership, self-awareness ability and relationship management ability influenced self-efficacy. Hypothesis 2 Self-efficacy influenced customer orientation. Hypothesis 3 Among emotional leadership components, self-awareness ability and social awareness ability influenced customer orientation. This study is different from existing research by conducting a study on the impact of restaurant managers' emotional leadership on self-efficacy and customer orientation. Based on the analysis results, basic data on human resource management and leadership research in restaurant companies and practical measures on the management aspects of restaurant companies were presented.

The Influence of Digital Technology on Human Resource Management Practice

This article presents a systematic analysis of the influence of digital technologies on Human Resource Management (HRM) practices. Through the Systematic Literature Review method, we explore the impact of innovative digital technology on key aspects of HRM such as recruitment, employee development, performance management, and employee experience. The research results highlight significant changes in these practices, providing deep insight into the digital transformation occurring in the world of human resource management. The implications of these findings include increased efficiency, organizational adaptability to new working models, and emerging challenges around data security. This article provides valuable guidance for HRM practitioners and researchers to understand and respond to the evolution of HRM dynamics in the digital era.

Exploring the gap between research and practice in human resource management (HRM): a scoping review and agenda for future research

AbstractThe call for evidence-based decisions in HR has become a heated debate in recent years. An alleged research-practice gap has been identified by a number of HRM scholars, leading to recommendations for practice. To what extent the assumption of this gap is justified, theoretically or empirically, remains vague, however. Thus, building on a systematic literature search and the formulation of eligibility criteria for articles, we conducted a scoping review of the current research landscape. Our aim was to explore the constituent components, causes and consequences of the gap. Overall, it was found that research activity has so far been heterogeneous, a significant number of articles were conceptually driven, and a large proportion related to knowledge deficits of HR practitioners. A subset of consistent survey-based studies indicated little awareness of empirically supported practices in personnel selection. The qualitative, mixed-method, and content-analysis studies revealed other influences, such as research with limited practical relevance or divergent interests between scholars and practitioners (e.g., employee motivation). Based on the conceptual contributions, three thematic clusters were identified as causes for the gap: (1) communication barriers (e.g., insufficient interfaces), (2) methodological issues (e.g., rigor-relevance tensions), (3) accessibility, visibility, and dissemination of HR research (e.g., oversimplification of practical implications). There was a strong emphasis on presumed causes and their resolution, with less consideration given to the expected consequences of the gap (e.g., poorer organizational outcomes). Despite preliminary empirical indications for the existence of a research-practice gap in particular areas of HRM, many articles tend to focus on overarching recommendations for practice. We conclude that the HRM research-practice gap in itself has not yet been sufficiently empirically investigated. In view of this, we discuss implications and develop an agenda for future research.

The Reform of Human resource management in Enterprise Digital Transformation

The advent of the digital wave has introduced new impetus into the practice and research of human resource management. Concurrently, managers and scholars face the challenge of seamlessly integrating digital technology with employees and leveraging its positive impact. While academic research on digital transformation extensively explores themes such as business models, industry innovation, technological advancements, business intelligence, and digital marketing, there is a relative lack of examination concerning human resource management. This paper focuses on the transformation of human resource management within the context of digitalization, addressing the exploration of how this transformation unfolds during the process of digital transformation. The study seeks to uncover pertinent issues and conduct research on the changes in human resource management throughout the digitalization journey. As organizations navigate the digital era, optimizing the integration of digital tools with human resources becomes crucial for successful transformations. This research aims to contribute to the discourse on the intersection of digitalization and human resource management practices, shedding light on the evolving landscape of HR in the digital age.

Mapping the decade of Green Human Resource Management Research: Bibliometric Analysis

Mapping the decade of Green Human Resource Management Research: Bibliometric Analysis

Exploratory Analysis of Literature on the Impact of Globalization on Finance

This exploratory analysis delves into the extensive body of literature examining the intricate relationship between globalization and finance in the contemporary era. As global economic forces continue to reshape financial landscapes worldwide, this study synthesizes insights from diverse disciplines, including economics, finance, sociology, and political science. The analysis uncovers the transformative power of globalization on financial structures, institutions, and market behaviors, revealing a nuanced interplay that extends beyond economic transactions. The literature review explores key themes such as the new dynamics of financial globalization, its effects on developing countries, and the role of technology, market structure, and policy responses. Additionally, it addresses the social and political consequences, emphasizing the need for a comprehensive understanding to inform regulatory frameworks and international cooperation. The method section details a systematic bibliometric analysis of Human Resource Management research in the context of globalization, providing key metrics, trends, and research opportunities. The results and discussion section identifies research trends, key articles, and potential terms for future exploration. Drawing implications from the analysis, the study advocates for adaptive strategies and a forward-thinking perspective to navigate the complexities of the interconnected global financial landscape.

Mapping the landscape of HRM research in higher education: a 40-year review and directions for future research

PurposeThe purpose of this study is to analyze and map the terrain of human resource management (HRM) in higher education (HE) contexts, with the aim of uncovering potential gaps within the existing knowledge base.Design/methodology/approachThis study employs a unique, in-depth bibliometric analysis of 945 publications from the Web of Science database over the past 40 years between 1981 and 2022.FindingsBased on the bibliometric analysis, the authors retrospectively examined the dominant research themes in HRM within the HE sphere, tracing their evolution over time. Four central clusters emerged: the theoretical foundations of HRM, strategic HRM, organizational culture and human capital development. Furthermore, the authors pinpointed critical research gaps and proposed areas for future inquiry, such as the impact of HRM on productivity, leadership dynamics, sustainable growth development, international staffing strategies and knowledge transfer mechanisms.Research limitations/implicationsThis study demonstrates how academics can use bibliometric techniques to systemize literature, expose potential gaps and suggest fruitful lines of inquiry in the field of investigation. The findings of this study can also help improve the decision-making processes of managers and human resource professionals.Originality/valueThis study provides readers with a systematic understanding of the development of HRM in HE settings and presents forward-looking perspectives, highlighting future research possibilities. Moreover, it validates the significance of bibliometric analysis as an efficient technique for discovering gaps in the existing literature.

Librarians’ professional development needs in the digital age - A case study at the Learning Resource Centre - Can Tho University, Vietnam

Professional development fulfils dual functions in fostering career advancement and enhancing staff retention. For librarians, this development becomes even more crucial to acquire the requisite skills and knowledge in the digital age. This study presents the professional development needs of staff at the Learning Resource Centre, Can Tho University, Vietnam. This study used C.P. Alderfer’s Existence Relatedness Growth (ERG) Theory of Motivation - Existence, Relatedness, and Growth (1969) [1] as a theoretical framework. A mixed-method approach was utilised to determine the professional development requirements of the staff and the associated influencing factors. A survey questionnaire was disseminated to all 28 staff members (a 100% sample) of the Learning Resource Centre via online and in-person forms. Furthermore, fifteen individual interviews were conducted to obtain detailed insights. The research findings underscore that the majority of the staff at the Centre express a keen interest in professional development. Moreover, the research pinpointed three challenges affecting career development: budgeting (both self-financed and state-sponsored), time, and familial obligations. These results aid in formulating strategies to address the professional development necessities of staff at the Learning Resource Centre in the digital age. Additionally, the insights augment the compendium of reference resources for subsequent research in human resource management and devising strategies to retain highly skilled personnel.

A bibliometric analysis – Green human resource management on green employee behavior

An analysis of the development of green human resource management and employee green behavior research publications was carried out between 2016 and 2023. Hence, this study aims to classify concepts or themes related to green human resource management and employee green behavior through descriptive analysis. A total of 224 articles indexed in Scopus were subjected to analysis using VOS viewer software, serving as a crucial tool in the visualization of the bibliometric network. This process involved the application of keyword filtering techniques. The analysis revealed that the 224 articles contain numerous concepts that could be categorized into eight clusters. The significance of this study lies in the discovery of a study concept for green human resource management and employee green behavior that will aid in the development of a conceptual framework for future research. The reviewed articles were only obtained from the Scopus database. Therefore, future research must use a comparative analysis approach as a different analytical strategy involving other databases such as Web of Sciences.

Human resource management research in healthcare: a big data bibliometric study

Human resource management (HRM) in healthcare is an important component in relation to the quality and efficiency of healthcare delivery. However, a comprehensive overview is lacking to assess and track the current status and trends of HRM research in healthcare. This study aims to describe the current situation and global trends in HRM research in healthcare as well as to indicate the frontiers and future directions of research. The research methodology is based on bibliometric mapping using scientific visualization software (VOSviewer). The data were collected from the Web of Science(WoS) core citation database. After applying the search criteria, we retrieved 833 publications, which have steadily increased over the last 30 years. In addition, 93 countries and regions have published relevant research. The United States and Australia have made significant contributions in this area. Current research articles focus on topics clustered into performance, hospital/COVID-19, job satisfaction, human resource management, occupational/mental health, and quality of care. The most frequently co-occurring keywords are human resource management, job satisfaction, nurses, hospitals, health services, quality of care, COVID-19, and nursing. There is limited research on compensation management and employee relations management, so the current HRM research field still has not been able to present a complete and systematic roadmap. We propose that our colleagues should consider focusing on these research gaps in the future.