Organizational Resource Management Research Articles

Review Paper on Strategic Human Resource Management Effectiveness and Organization Performance

The aim of strategic human resource management is to ensure that culture, style and the quality commitment and motivation of its employees contribute fully to the achievement of business objective. It is blending of strategic human resource management strategies with organization strategies, the corporate strategies and Human resource strategies are developed simultaneously. Man is only creature that can take advantage of knowledge and resources created by the nature which has been preserved or accumulated through centuries. Human resource is such an asset which activates other assets and it actively participates in various activities and operations. Strategic human resource management is an approach to making human resource related decision in line with the strategic plans of the organization.

The bright and dark side of smart working in the public sector: employees' experiences before and during COVID-19

PurposeThe paper aims to understand how the spread of coronavirus disease 2019 (COVID-19) influenced public employees' perception of smart working and how this approach was used during the pandemic. The authors asked about smart working's positive and negative aspects and how these changed during the pandemic.Design/methodology/approachThe authors explored the strengths and weaknesses of smart working before and after COVID-19. The authors interviewed 27 Italian public employees who had experienced smart working before the pandemic. The questions and discussion aimed to broadly explore the strengths and weaknesses of smart working and smart working's impact on working performance, work relationships and work–life balance (WLB).FindingsSmart working had a widespread and positive impact on organizational flexibility. Smart working improved the response and resilience of Italian public organizations to the pandemic. However, some critical factors emerged, such as the right to disconnect and the impact on WLB.Research limitations/implicationsThe authors suggest that the pandemic exposed the need for public administrations to consolidate work flexibility practices, such as smart working, by paying more attention to the impact of these practices on the whole organization and human resources management (HRM) policies and practices.Originality/valueThis study makes an important contribution to the literature on the public sector by discussing the positive and negative aspects of smart working. The study also provides managerial and policy implications of the use of smart working in public administrations.

Lidé na prvním místě - řízení lidských zdrojů v organizacích sociálních služeb

Tento článek popisuje komplexní téma řízení lidských zdrojů se zaměřením na organizace sociálních služeb v rámci šesti náhodně vybraných krajů České republiky (Středočeský kraj; Moravskoslezský kraj; Jihomoravský kraj; Praha; Olomoucký kraj; Jihočeský kraj). Cílem výzkumu bylo zjistit, jak je řízení lidských zdrojů implementováno poskytovateli sociálních služeb - z pohledu ředitelů/manažerů těchto organizací. Dalším cílem bylo zjistit, jak je v těchto organizacích implementována personální politika. Konečným cílem bylo zjistit, jak probíhá výběrové řízení při náboru nových zaměstnanců. Přestože je řízení lidských zdrojů v organizacích sociálních služeb nezbytnou součástí práce manažera, existuje jen málo recenzované literatury na toto téma. Náš výzkum byl proveden pomocí smíšené strategie a modelu QUAN-qual. Díky tomu byl kvalitativní výzkum použit pro doplnění dat shromážděných kvantitativním výzkumem. Výsledky ukazují, že organizace poskytující sociální služby (a sociální práci) jsou velmi specifické z hlediska řízení lidských zdrojů a odborné znalosti v oblasti řízení organizací nemusí být vysokou prioritou.

In search of sustainable electronic human resource management in public organisations

In search of sustainable electronic human resource management in public organisations

In search of sustainable electronic human resource management in public organisations

In search of sustainable electronic human resource management in public organisations

Strategic resource management in private, public, and mixed-owned organisations in cities: the power of strategic urban networks

Strategic resource management in private, public, and mixed-owned organisations in cities: the power of strategic urban networks

Analysis of the current situation of human resources management in enterprises and countermeasures

Human resources have become the most important resource in enterprises. This paper analyzes the current situation of human resources management and concludes that there is a shortage of talents and surplus, and the quality of human resources needs to be improved. The personnel management methods of enterprises are outdated and inefficient, and the brain drain of enterprise resources is serious. Lack of much-needed talent Current situation. And put forward the current situation of human resources management. Some measures: Change ideas, strengthen the strategic management of human resources, establish a modern human resources management organization, pay attention to achieving practical results, and improve the talent growth management mechanism. Establish a compensation system with incentive mechanisms, Improve the promotion and elimination mechanism based on scientific evaluation and dynamic adjustment., Improve the training mechanism with lifelong education and job access as the main body.

Influence of All Sexual Orientations and Gender Identity Upon Work Authenticity through Satisfaction with Supervisor

The ability for workers to be authentic in the workplace benefits individuals and organizations alike. However, empirical studies examining the influences of employees’ satisfaction with a supervisor and authenticity are limited, especially for employees with identities such as LGBTQIA. Therefore, this exploratory study aimed to investigate state-based versus trait-based perceived work authenticity, satisfaction with a supervisor, and the influence of sexual orientation and gender identity within one Fortune 50 company in the United States. In addition, differences in perceived authenticity and satisfaction with a supervisor were assessed by dividing participants into two groups—one as LGBTQIA and the second as cisgender and heterosexual. Quantitative data was collected with a cross-sectional online survey assessing work authenticity, satisfaction with one’s supervisor, and demographic questions. The analysis and empirical tests included descriptive statistics, Pearson correlation, independent t-tests, and general linear models. Findings from this research study indicated that authenticity correlates to satisfaction with one’s supervisor, and workers who identify as LGBTQIA report lower levels of authenticity, especially in self-alienation. Recommendations are provided regarding future research and improved organizational and human resource management practices for an authentic workforce or diversity and inclusion. Keywords: authenticity, work authenticity, well-being, Independent Authenticity Measure at Work, self-determination theory, Satisfaction with My Supervisor Scale, human resource practices, sexual orientation, gender identity, LGBTQIA, silent identity, workplace identity, diversity, inclusion

Systematic Literature Review on Human Resource Management Effect on Organization Performance

Present study is a result of a systematic review of literature on human resource management functionalism in the sphere of Organizational performance. It investigates different problems associated with human resource management in predicament organizations under such situation and explores the role of human resource management. The theoretical reinforcements are done through a systematic review and subsequent thematic content analysis of literature like published research papers, along with reports from published literature; these were critically examined and best matching documents are strategically selected for inclusion to reach conclusion. The outcome highlights the need for human resource management mangers to adopt innovative techniques for faculty and staff empowerment to navigate through the rapidly changing scenario and do the best on the constrained background. A conceptual qualitative framework is developed and prescribed for functionalism of customized human resource management to engross stakeholders in amicably avoiding recalcitrance. This framework can assist human resource management mangers to identify the opportunities during this crisis and make meaningful decisions to solve problems and build a supportive culture. This framework can assist an educational leader to manage stakeholders’ expectations through mutual collaboration in working towards overcoming anticipated obstacles and add value to both academicians and practitioners.

Smallholder social networks: Advice seeking and adaptation in rural Kenya

CONTEXTSmallholder farmers in Africa are among those most impacted by climate change. Employing strategies such as planting early maturing or drought tolerant hybrid seeds is one common climate adaptive strategy for these households. However, seed choice has become increasingly complex for farmers. One way farmers look for clarity about seeds is to consult with other farmers. OBJECTIVEWe investigate smallholders' advice seeking within the context of a community water project in rural Kenya, a type of community-based common pool resource management organization. We examine a maize seed advice seeking network and compare it with a more general advice seeking network to better understand the social networks of maize seed advice seeking, and to characterize how peer-to-peer advice networks might factor into farmer decision-making about seeds. METHODSWe use exponential random graph modeling for the maize seed advice and general advice networks to test what factors predict advice-seeking among farmers in 104, or 92% of households in the community water project. RESULTS AND CONCLUSIONSThe maize seed advice network is less dense than the general advice network, with farmers on average seeking out fewer people for advice about maize. The features that shape each network also differ. There are some farmers who are significantly more active in seeking advice about maize seeds, and farmers who are already employing more adaptive practices on their farm are more likely to seek such advice. Farmers also seek each other out based on homophily, kinship, and physical proximity, and some farmers are sought out more often. We find evidence that physical infrastructure of the community water project drives advice-seeking ties, where farmers who are attached to the same branch of the water infrastructure are likely to seek advice from each other. SIGNIFICANCEMaize seed is not a topic about which many farmers in this network seek advice, and those who might be perceived as more experienced or educated are not necessarily those most sought for advice. Farmers hold key information due to their on-farm experience, and in the absence of robust extension services and consistent information about hybrid seeds, it is unclear to what extent the advice seeking that farmers do undertake fills those gaps. In addition, co-management of a common-pool resource facilitates advice sharing in both the maize and general advice networks, that is, on topics outside of the immediate reason for being part of a CWP, which is water management.

Psychological Contract Violation and Workplace Deviance: The Mediating Effect of Turnover Intention

This study analyzed the mediating effect of turnover intention (TI) on the relationship between psychological contract violation (PCV) and workplace deviance (WPD), the effects of PCV on TI, and TI on WPD. Explanatory research design was used employing stratified random sampling techniques to collect data from 443 employees of Agriculture and Food Authority Directorates in Kenya. Self-administered structured questionnaires anchored on 7-point Likert scale were used to collect data. Reliability and validity of the research instrument were tested using Cronbach Alpha and Factor Analysis respectively. Regression based Hayes Process Macro model 4 was used to test the mediation effect. The results of the study showed a negative but significant mediation effect of TI on the relationship between PCV and WPD. In addition, the study established that PCV has an influence on TI, and TI also influences WPD. The findings of the study accentuate the need for the human resource managers in public organizations to delve into the problem of turnover intention and come up with appropriate mitigation strategies, so as to reduce the drawback of workplace deviance. This study contributes to the theoretical knowledge base of WPD by including TI as a mediator. It also adds into the literature of psychological contract and the social exchange theories.

Green Human Resource Management: A Systematic Literature Review and Future Research Directions

This study addressed three basic questions regarding GHRM: the first - which green human resources management practices have or have not obtained better attention in organizations?; the second question - what are the contributing factors to the effective implementation of green human resource management in organizations? And the third - what are the major barriers to the practical implementation of green human resource practices in organizations? The research employed a systematic review strategy for the questions indicated above. In this respect, clear inclusion and exclusion criteria were employed to select 51 relevant articles from 417 GHRM articles obtained from various databases for analysis purposes. In addition, other research methods were used in the study, such as the collected data being analyzed via content analysis and presented descriptively using descriptive research design. The study results indicated that selection and requirement, training and development, and discipline management GHRM practices have obtained better attention in organizations; on the contrary, socialization, participation and working relationships, and retention practices acquired the least attention and still not yet getting sufficient emphasis. With regard to effective factors to implement GHRM, social responsibility, green missions, strategies, goals and policies, citizenship behavior, financial and non-financial motivation, green training, and teamwork are playing major roles; conversely, lack of knowledge and awareness, lack of training/technical support, lack of organizational leadership support, lack of a comprehensive plan to implement green human resource management, and lack of green culture, are the major barriers.

Typography and tourism places: The case of the English seaside resort

This article examines tourism through the prism of graphic design, providing an analysis of the relationship between typography and popular English seaside resorts. Along Blackpool's, Brighton's and Scarborough's promenades, typefaces are observed, categorised, and mapped; additionally, we depict significant typefaces and discuss their characteristics. The research methods employed also provide a template to explore other typographical environments. The research findings reveal, for the first time, that certain combinations of typographical usage have become a distinct attribute of tourism design within the built environment of these resorts. Moreover, this is the rationale for a proposed typographic reference resource, enabling businesses and Destination Management Organisations to make better-informed design and marketing decisions.

Green Human Resource Management and Green Service Behaviour in Organisations: Examining Underlying Mechanism

This study aims to examine perceived green human resource management (GHRM) influence on perceived in-role and extra-role green service behaviour. Specifically, drawing upon social identity theory, authors tested how green commitment mediates the relationship between GHRM and employees’ green behaviour. The study employed cross-sectional research design in a non-contrived setting for data collection from 203 responses of banking sector employees in Afghanistan. Partial least squares structural equation modelling is applied by using SmartPLS 3 software. The empirical results confirmed that green commitment mediates the relationship between GHRM and employees’ in-role and extra-role green service behaviour. This study explores green commitment as novel mechanisms through which GHRM practices influence employees’ in-role and extra-role green behaviour in organisations.

How Managers Make Sense of Human Resource Management’s Role in Building Trust: Enacting Espoused Human Resource Management in Indian Gas and Petrol Public Sector Organisations

The desire to mobilise effective strategic human resource management in India’s new public management domain has seen the role of organisational trust receive greater scholarly and practical scrutiny. This study explores managers’ perception of HRM’s role in building organisational trust in five public sector organisations in India using exploratory multiple case studies. In implementing HRM, the findings suggest that managers are cognisant of specific human resource practices that can be socially adapted to enhance their effectiveness. Implications from the study’s emergent process model of human resource management and trust highlight the cross-level influences that affect India’s public sector organisations’ outcomes.

Perspectives in the Evolution of Human Resource Management in Multinational Organizations in Romania

Perspectives in the Evolution of Human Resource Management in Multinational Organizations in Romania

Sustainable human resources management in learning organizations: consequences of customer incivility and surface acting

PurposeBecause of the nature of their work, frontline service employees are highly exposed to customer incivility (CI) and are required to perform surface acting (SA) in such circumstances. Both CI and SA have detrimental impact to a sustainable workforce. This study aims to investigate the psychological effects of CI and SA on emotional exhaustion (EE), organizational commitment (OC) and work–family conflict (WFC).Design/methodology/approachData from 203 respondents who successfully completed the questionnaire is used for the analysis. Structural equation modelling and bootstrapping were performed to investigate the relationship among variables.FindingsThe study found that both CI and SA are positively related to EE. EE is negatively related to OC and positively related to WFC. EE was engaged as a mediator between CI and OC, and between CI and WFC. EE also served as a mediator between SA and OC, and between SA and WFC.Originality/valueThe findings advanced our knowledge of the impact of CI and SA on EE, OC and WFC. Based on the findings, theoretical and practical implications are discussed.

A strategic approach to employees’ well-being: study assessing the relationship between holistic wellness, job satisfaction emotions, and productivity

Employee holistic well-being is attracting more interest and consideration from businesses as the employers started realizing the gains and impact this implementation of holistic wellness policies for workers in the workplace can have on the business. This study aims to analyze the impact of the holistic wellness of employees on their job satisfaction and work productivity. This paper aims to assess the approaches adopted by organizations towards employees’ holistic wellness and how it contributes to their job satisfaction and quality of work. The study aims to identify current employee well-being in organizations, employee wellness dimensions being covered through workplace wellness programs, and analyze the relationship between employees’ holistic well-being and work productivity, job satisfaction, and organization performance. The approach of the study includes a quantitative survey, qualitative interviews, and empirical evidence. Primary research is done at the organizational level using structured interviews with HR leads and employees. Secondary research is done by reviewing existing literature to explore industry best practices in holistic well-being. The deductive approach has been used to explain explanations and arguments backed by empirical observations in organizations and relevant theoretical concepts. The findings from the study will help the organizations who are in the process of streamlining and structuring the employee wellness programs to understand the link between employees’ holistic wellness and their productivity and job satisfaction and use these findings to increase job satisfaction and productivity of the employees. The data gathered not only from quantitative surveys and qualitative interviews but also through empirical observations. These findings can provide valuable pointers for human resource managers in other organizations.

Capacidades dinâmicas a partir de uma perspectiva de processos e rotinas: um estudo no setor metal mecânico

Objective: Understand the process of development of dynamic capacities in the perspective of the processes and routines of search and innovation in companies of the metal mechanic sector located in the southern region of Brazil.Methodology / Approach Exploratory and descriptive research, qualitative approach. The technical procedure was a multiple case study, carried out with three organizations in the metal mechanic segment in southern Brazil. For data collection, interviews were conducted with eighteen managers. The data were organized and analyzed through content analysis. The established categories were guided by the identification of the component elements and organizational mechanisms for the development of dynamic capacities (DC), proposed by Meirelles and Camargo (2014).Originality / Relevance: The research presents new and illuminating insights for understanding how DCs are developed. By identifying which routines and processes provide for the development of DCs, the research contributes to the understanding of how the process of DC development takes place in organizations.Fidings: The results show that the DC of the investigated companies are made up of search and innovation processes and routines that enable the management and mobilization of organizational resources, in order to meet the needs and changes of the market.Theoretical / methodological contributions: The model based on the proposal by Meirelles and Camargo (2014), is capable of contributing to the prioritization of actions necessary for the development of absorptive, adaptive and innovative capacities. This characteristic of the model is important, as it directs the manager to those actions that can actually interfere in the evolution of the organization.

Going Beyond the Firm Perspective: What Do Employees Think of the High-Performance Work Systems?

Although research on High-Performance Work Systems (HPWS) has been measured from the perspective of organizations, recent work calls for the need to focus on the perceptions of HPWS by employees. Drawing on assertions from social exchange theory and signaling theory, we propose that perceptions of HPWS (PHPWS) will generate innovative behavior among employees via perceived organizational support (POS), which could be even more strengthened when they are supported by their leader. Based on a sample of 800 employees from 10 firms across different industries, results indicate that employees’ PHPWS have positive associations both with their POS and innovative behavior, and that POS mediates the positive relationship between PHPWS and innovative behavior. Moreover, we further found that a positive relationship between their POS and innovative behavior and the indirect effect of PHPWS on innovative behavior via POS were even more strengthened by leader support, confirming its moderating effect. We discuss theoretical and practical implications for human resources management and innovation in organizations.