Organizational Resource Management Research Articles

Designing a model for developing and maintaining talent in the organization: Qualitative research in education

Designing a model for developing and maintaining talent in the organization: Qualitative research in education

COVID-19: NEW ORDER FOR EMPLOYMENT RELATIONS AND HUMAN RESOURCE MANAGEMENT

The onset, spread, control measures and the behaviour of society, government and businesses have far reaching implications – social, economic and legal – for the immediate and future of employment relations and human resource management in Nigerian organisations. This chapter, drawing from available COVID-19 literature, ILO and WHO protocols, examined various concerns and challenges posed by ongoing covid-19 pandemic and the regimes of measures which are modeled after developed economies of the world but are at best ad-hoc, panicky, illdigested and their operations execution not based on empirical/objective assessment. COVID-19 has evidently brought job losses and unprecedented changes in work modes and some of the lessons and fallouts may live with us for a long time. Post-COVID-19 economic recovery though expected to be slow will leave the workplace and society with routines and rituals, lessons to learn and corrections to be made, not to avert future pandemics but to manage it in more precise manner with less panic and greater forthrightness

A Cross-Sectional Study of the Relationships between Work-Related Affective Feelings Expressed by Workers in Turkey.

Understanding employees’ feelings at work plays a significant role in developing practical and effective organizational and human resource management policies and practices. Furthermore, work-related emotions may have a considerable effect on workers’ health and wellbeing and affect work effectiveness and work performance. The objectives of the current study were to investigate the relationships among four work-related (WOR) affective feelings (WORAF) and to validate the WORAF questionnaire in a Turkish sample. A survey was performed including four constructs: (1) WOR feelings of happiness, (2) WOR feelings of anxiety, (3) WOR feelings of anger, and (4) WOR feelings of dejection. A total of 322 workers from various companies in Turkey completed a paper-based survey. A research model was developed, and its main components were estimated with partial least squares structural equation modeling (PLS-SEM). The results revealed that dejection and anger at work play a critical role in experienced anxiety in occupational settings. Similarly, dejection, anger, and anxiety at work play a crucial role in perceived happiness at work.

E-HRM and Motivation: A Case of Manufacturing Companies in Tanzania

Organisations are encountering more challenges than ever, owing to the speedy and dynamic development of e-business. This has headed companies to pursue better opportunities to run HR operations more effectively by adopting technology in the human resource department. Today, top leaders entirely comprehend the power of information technology (IT) tools for the attainment of business targets. Thus, the purpose of this paper is to assess the current and emergent concepts of the Electronic Human Resource Management (E-HRM) in Tanzanian organisations and study how it characters employees’ motivation. A survey was carried out; PLS-SEM technique was used to examine the effects of E-HRM on motivation. The paper outcomes suggested an apparent influence of electronic-human resource management on motivation. We have inspected research done on E-HRM and have developed a model of the factors which directed to HR electronic use and motivation study. This paper gives a brief outline of the prospects of E-HRM and Motivation in Tanzanian firms.

Strategic management of organizational resources using predicting the organization's bankruptcy level: New approach using Monte Carlo Simulation

Abstract Purpose: There are several methods to predict organization bankruptcy; each of them has different accuracy. Another considerable note in investigating organization bankruptcy is the data considered for the study. The goal of this study is to determine which model is the most accurate in predicting organization bankruptcy. Research methodology: In this study, the initial data were used to compare predicting Monte Carlo processes that simulate bankruptcy models to compare models and results more accurately. Simulated data coefficient modification of Mckee, CA-SCORE, Springate, Zmijewski, Shirata, and Altman methods were implemented in some healthy and bankrupt organizations. After that, the results of each modified model were considered to determine the predicting bankruptcy accuracy. Results: Using the final Mckee's method, predicting organization bankruptcy was done in an organization and the results show that the given organization is on a trend of bankruptcy in 2025. Limitations: This research was only described in knowledge-based organizations. Contribution: The Mckee genetic method is more accurate than other methods. Also, modifying coefficient and by using simulated data shows that CA-SCORE and Shirata methods are not able to predict the organization's bankruptcy by using simulated data.

The Influence of Heavy Work Investment on Job Satisfaction and Turnover Intention in Romania

Studying the phenomenon of heavy work investment in an emergent market (Romania) is necessary due to the frequent practice of employees working overtime, relatively reduced job satisfaction in contrast to their counterparts from developed markets, and comparatively low remuneration for the same work effort. Therefore, the aim of this research is to highlight the influence of heavy work investment forms (workaholism and work engagement) on job satisfaction and turnover intention. Based on the Attribution Theory, the authors conducted quantitative exploratory research among employees with tenured contracts in an emergent market (Romania). The data was gathered with the aid of an online questionnaire, being tested for reliability, validity, and internal consistency in SPSS, while the hypotheses were tested with the help of structural equation modelling (AMOS). The results show that job satisfaction is influenced by both work engagement and excessive working (workaholism). The more a person is engaged in their work activity, the weaker their turnover intention. Turnover intention is intricately linked to excessive working, a component of workaholism. From a managerial standpoint, this paper contributes to a better understanding of the way work engagement and workaholism influence work outcomes, highlighting possible ways of improving human resource management in organizations.

CONCEPTUAL MODEL OF HUMAN RESOURCES MANAGEMENT AND PROJECT MANAGEMENT FOR AN SOFTWARE DEVELOPMENT

The article provides an analysis of digital economy level in the Russian Federation, based on I-DESI index and software development was singled out as the most important industry for digital transformation. The importance stimulated by market growth dynamic and Russian Federation IT market product structure. An analysis of possibility using workflow based on data and data mining with according to software development specific are produced in the article. After the analysis there are conclude that digital transformation in software development are possible. Then generalized model of human resources management and project management for a software development organization is produced. Human resources management and project management in software development organization often executed manually and not effective. With this in mind produced model contains intelligence decision support system as crucial element in management and assumes using current operation tools. The model using can increase software development organization effectiveness and increase the process standardization due to base the process on accumulating and analysis data.

Economic and Mathematical Modeling of Financial Resource Management in Medical Organizations

Economic and Mathematical Modeling of Financial Resource Management in Medical Organizations

Professionally responsible advocacy for women and children first during the COVID-19 pandemic: guidance from World Association of Perinatal Medicine and International Academy of Perinatal Medicine.

The goal of perinatal medicine is to provide professionally responsible clinical management of the conditions and diagnoses of pregnant, fetal, and neonatal patients. The New York Declaration of the International Academy of Perinatal Medicine, "Women and children First- or Last?" was directed toward the ethical challenges of perinatal medicine in middle-income and low-income countries. The global COVID-19 pandemic presents common ethical challenges in all countries, independent of their national wealth. In this paper the World Association of Perinatal Medicine provides ethics-based guidance for professionally responsible advocacy for women and children first during the COVID-19 pandemic. We first present an ethical framework that explains ethical reasoning, clinically relevant ethical principles and professional virtues, and decision making with pregnant patients and parents. We then apply this ethical framework to evidence-based treatment and its improvement, planned home birth, ring-fencing obstetric services, attendance of spouse or partner at birth, and the responsible management of organizational resources. Perinatal physicians should focus on the mission of perinatal medicine to put women and children first and frame-shifting when necessary to put the lives and health of the population of patients served by a hospital first.

El efecto global de la actual revolución tecnológica 4ª revolución industrial y la industria 4.0 en acción

La motivación para investigar sobre la 4ª Revolución Industrial, es que ya está activamente presente en muchos países desarrollados y en mucho menor magnitud en paises de Latinoamérica.
 La comunidad científica Latinoamericana no se ha abocado a investigar con la profundidad que los cambios que está introduciendo la 4ª Revolución Industrial requieren, dado el bajo apoyo de las instituciones universitarias. Esto generará importantes beneficios a la comunidad científica ya que expone las diferentes tecnologías que componen esta revolución para su profunda aplicación, enseñanza e interrelación.
 Este trabajo se dividirá en tres capítulos. El primero, considera un análisis las anteriores revoluciones hsta la cuarta revolución industrial describiendo las tendencias tecnológicas. El segundo, señala los elementos inherentes a la industria 4.0 y las modificaciones del requerimiento de los talentos. El tercer capítulo, analiza la relación entre la cuarta revolución industrial y el área de recursos humanos de empresas.
 Como resultados relevantes hay que destacar que la tecnología está impulsando cambios e innovaciones disruptivas que están modificando la realidad actual. Por otro lado, resaltar que la gestión del recurso humano de las organizaciones no se está adaptando a las nuevas exigencias y requerimientos del talento a incorporar a las organizaciones latinoamericanas.
 Las implicancias prácticas de la investigación para este paper señalan que no incorporarse a estos nuevos procesos tecnológicos de la industria 4.0, puede implicar pobreza e importantes desventajas para los países latinos.

Human resource management in healthcare organizations

The article deals with changes in the human resources potential in the Russian health care system, which are the result of the reform of the medical sphere carried out in recent years. The COVID-19 pandemic, which began in early 2020, exposed significant shortcomings of the Russian healthcare reform, showing serious problems in the shortage of specialists, hospital beds, protective equipment, ventilators, tests, and medicines. The reduction of hospital beds and the number of infectious diseases doctors in order to increase the average salary in healthcare has led to the inability of the Russian healthcare system to cope with the spread of coronavirus infection without involving residents, professors, teachers and students of medical organizations. At the present stage of development, the issues of combating the spread of coronavirus infection, mobilization and professional training of medical workers are of particular relevance. Nevertheless, despite the results of the health care reform, which led to a massive reduction of medical organizations in our country, the number of doctors per 10,000 people in 2018 was 47.9 employees, over the past 20 years, has not changed much in the direction of reduction. In our view, we should not talk about a global reduction in human resources in healthcare. The existing personnel problems in healthcare are the low qualification of medical personnel and the General shortage of specialists in the labor market.

Mapping the Research Landscape of Strategic Human Resource Management in Nonprofit Organizations: A Systematic Review and Avenues for Future Research

A decade after key theoretical developments in strategic human resource management (SHRM) in nonprofit organizations (NPOs), we still lack a comprehensive understanding of the disparate strands of empirical evidence. Furthermore, this growing field requires integration and synthesis of new themes and conceptual developments. Therefore, we conducted a systematic review of SHRM studies in NPOs published between 2008 and 2017. Our review of 74 articles synthesizes a fragmented body of research and maps out the relationships into a more integrated whole. By mapping the research landscape, we provide insights into the tensions NPOs face between external pressures and values, highlighting the underexplored role of managerial discretion in shaping NPOs’ differing responses. Our review expands the resource orientation to include a social capital dimension and identifies new empirical manifestations of human resource management (HRM) types. We offer avenues for research on content, process, outcomes of SHRM, and discuss how the interplay across key themes can inform the development of the field.

Employee Characteristics, Contemporary Human Resource Management Practices and Organization Effectiveness

The purpose of this paper is to review existing literature on employee characteristics, contemporary human resource management practices and organization effectiveness. A framework was then developed that can be used by future leaders to make organizations more effective. This paper used a literature review of journals on employee characteristics, human resource management practices and organization effectiveness. The purpose of this review was to collect and summarize empirical evidence from literature that fits within the context of this study. Organization leaders face the unsurmountable task of achieving organization effectiveness using the limited resources at their disposal. From the literature review findings, organization effectiveness is achievable so long as the management recruits employees with the desirable characteristics, puts into place contemporary human resource management practices to manage the employees. This will help the organization to achieve its goals, acquire resources and satisfy stakeholders.

Human resource management in project-based organizations: revisiting the permanency assumption

With the aim of portraying the future of the field, HRM scholars have repeatedly proposed new research domains and perspectives. Unusual forms of organization do not, however, play a major role in these proposals, even if they have gained some importance in practice. A case in point relates to temporary forms of organization in general and project-based organizations in particular. In this paper, after outlining the evolution of HRM as a discipline, we will systematically review top-tier HRM journals as well as other management journals over a period of two decades. Findings reveal that HRM research concentrates mostly on only one dimension of temporary organizing, i.e. temporary employment, and adheres otherwise to the assumption of the permanency or at least longevity of organizations. We argue that theorizing HRM beyond the permanency assumption is not only urgently needed in face of spreading forms of project-based organizing, but also offers unique potentials to study HRM problems, including those of international HRM.

An Instrument to Measure the Practice of Strategic Human Resource Management in Private Sector Organizations

Human Resources in an organization are the type of resources that possess the ability to make decisions, the ability to create and innovate, and the ability to generate and enhance a sustainable competitive advantage. Hence, managing Human Resources strategically has been critical. Similarly, measuring the practices of strategic human resource management has also been difficult. The objective of this paper is to present an instrument to measure the Practice of Strategic Human Resource Management in Private Sector Organizations. A systematic and adequate attempt was made to conceptualize and operationalize the construct of the Practice of Strategic Human Resource Management and the instrument was based on three dimensions i.e., coherence, integration and devolvement. By using 288 Heads of Human Resources and 288 Chief Executive Officers of Sri Lankan listed firms, various forms of validity and reliability were tested and it was found that the instrument possesses adequate degrees of validity and reliability. It is of the belief that the instrument can be utilized for future research studying the Practice of Strategic Human Resource Management in organizations.

Enhancing professional growth and the learning and development function through reflective practices: an autoethnographic narrative approach

PurposeThe purpose of this paper is to explore ways in which learning and development (L&D) professionals use reflective practice to promote the function of L&D and their own professional growth. The claim that L&D practitioners need to develop their reflective ability to make sense of their own practice is well-argued in the literature, but few studies focus on an in-depth individual self-reflection and its impact on professional growth.Design/methodology/approachAn autoethnography and reflective practice design was deployed. The data was collected by sending a semi-structured, pre-set question as a ‘reflective conversation’ to an L&D manager and a 10-hour tape recording of personal reflection over three months.[AQ1] Data was sanitised, transcribed and edited, and a narrative data analysis method was used to analyse the data developed into reflective narratives.FindingsThe authors find that reflective practice emerges through gradual reflective patterns that define the circumstances surrounding the reflection, the content, exploration and interpretation and confirming the fulfilling of the reflection.Originality/valueThis paper offers the journey of an L&D manager working in the hotel industry in India. Through a set of reflective practices, including introspection and reflexivity, the manager considers the changes she has experienced. The paper contributes to the literature on reflective practice based on promoting the L&D function as an essential part of the horizontal integration of human resource management in organisations. Theoretical and practical implications are discussed.

Gender, Race, and Experiences of Workplace Incivility in Public Organizations

Workplace incivility can have deleterious effects on individuals and organizations such as decreased job satisfaction and commitment, employee turnover, and reductions in morale and performance. Moreover, these effects can be exacerbated for women and employees of color. However, few studies have examined predictors of incivility in public sector organizations. This study explores how public employees’ incivility experiences vary across social categories, specifically by gender and race. Data were collected with a survey from all employees of four local governments in North Carolina. The results of hierarchical linear modeling show that women experience more incivility than men, and that men and women of color experience fewer incidences of incivility than White men and women. We also find that race moderates the relationship between gender and workplace incivility. Specifically, women of color experience more incivility than men of color, but less incivility than White women. Finally, women are more likely than men to experience incivility in departments where women constitute the majority of the workforce. Implications of these results for human resource management in public organizations are discussed.

Understanding Future Leaders: How Are Personal Values of Generations Y and Z Tailored to Leadership in Industry 4.0?

This study combines two main challenges for organizations today, as it examines the alignment between personal values of future leaders and the values needed in the Industry 4.0 workplace. Based on the movement of the organizational environment toward a more multidisciplinary, open, collaborative and multicultural environment, we presuppose that the Industry 4.0 workplace requires a more benevolent, universally oriented and generally self-transcended leaders. Drawing upon Schwartz’s value theory, we examine the impact of Generations Y and Z’s personal values on their leadership inclination. The results from the survey of 371 young participants from Generations Y and Z reveal that self-enhancement (i.e., power and achievement), openness to change and conservation values most significantly affect leadership inclination. Meanwhile, benevolence, universalism and general self-transcendence values—cornerstones of the Industry 4.0 workplace—show negative effects on leadership inclination in the frame of the Industry 4.0 workplace. This indicates a poor fit between the values of future leaders and the values of the Industry 4.0 workplace. These findings have significant implications for human resource management in future organizations and contribute to the understanding of future leaders. In addition, the findings can help organizations to manage sustainable workings in an Industry 4.0 environment.

Communication Climate as Predictor of Perceived Corporate Governance and Organizational Success

Communication Climate as Predictor of Perceived Corporate Governance and Organizational Success

The Challenges Faced by Human Resource Practitioners in Implementing Strategic Human Resource Management in South Sudan National Organizations: Case study Jubek State

The Challenges Faced by Human Resource Practitioners in Implementing Strategic Human Resource Management in South Sudan National Organizations: Case study Jubek State