Resource Management Perspective Research Articles

근로시간 단축(주 4일제) 관련 글로벌 동향 분석과 변화 방향 제언

This study attempts to suggest future directions in the perspective of human resource management based on various activities related to working-time reduction as a currently social issue and research findings on reduced working hours. Firstly, this study investigates how expected effects of reduced working-time are closely related to the realized effects of them by summarizing the previous studies. Also, based relevant research, this study suggests the overall potential issues that block the adoption of reduced working hours in terms of employees, firms, and gernal employment characteristics. Based on these literature reviews, this study summarizes the processes and results of global Four Day Week Global(4DWG) experiments, and suggests the limitations and directions of currently global experiments. Furthermore, this study investigates the two domestic firms which adopted the reduced working hours in the same industry. By doing In so doing, this study tries to draw the requirement before the adoption of 4DW as well as the driving forces after the adoption of 4DW. Based on these findings, this study proposes the future directions and HRM practices for successful adoption and operation of reduced working hours. In the discussion part, this study suggests future research directions in the human resource management field.

Prospective Strategies to Enhance Resilience for Public Emergencies Preparedness: A Human Resources Management Perspective

This study aims to identify human resources management strategies that enhance organizational resilience for public health emergency preparedness. To achieve this goal, a literature search was conducted covering the period from 2016 to 2023, along with an external environmental scan to extract contributing factors for the study. The results pertain to strategies focused on enhancing skills, promoting worker health, and ensuring compliance with regulations to safeguard professionals. It is concluded that the pandemic has provided valuable experiences and positive examples that can enhance productivity capacity, with lessons learned that are essential for future public health emergency preparedness and practices that should be perpetuated.

Snapshot of digital transformation from the perspective of human resource management: a bibliometric approach

PurposeThe study aims to explore digital transformation from the viewpoint of human resource management to uncover possible threads of relationship using bibliometric analysis. It also aims to identify the trending research themes within the domains of digital transformation (DT) and human resource management (HRM) collectively.Design/methodology/approachThe research employs a mix of quantitative bibliometric techniques and qualitative content analysis. A corpus of 227 articles retrieved from the Scopus database was analyzed using the R-based Biblioshiny and VOS viewer.FindingsThe study shows publication trends, influential authors, leading journals, highly productive institutions, and, countries in the domain of DT and HRM. Co-citation and co-occurrence analysis was undertaken to identify the research clusters, depicting trending research themes that extensively dominate the research under this domain.Research limitations/implicationsThis study will serve as a ready reckoner for academicians and business leaders, giving them useful insights to make their road towards digital transformation less challenging with the assistance of human capital.Originality/valueThis study is one of the initial efforts to quantitatively synthesize the results of earlier publications using bibliometric techniques in the domain of DT and HRM together. It will aid researchers in locating research gaps and filling those gaps in the future.

Perspectives on perceived workplace age discrimination and engagement: The moderating role of emotion regulation

ABSTRACT Engaging workers with their work is fundamental for employee wellbeing and performance. Perceived age discrimination in the workplace is a factor that may influence workers’ engagement. The present study aimed to analyze the moderating role of emotion regulation in the relationship between perceived age discrimination and work engagement. Survey data were collected from a sample of 453 Portuguese workers of various age groups, between 18 and 65 years-old. Four instruments were used in this study: (a) a sociodemographic questionnaire; (b) the Workplace Age Discrimination Scale (WADS); (c) the Emotion Regulation Scale and (d) the reduced version of the Utrecht Work Engagement Scale (UWES-9). Results show that perceived workplace age discrimination negatively impacts work engagement. Further, results suggest that emotional regulation exacerbates the negative relationship between perceived age discrimination and work engagement. The progressively aging workforce is creating challenging issues to organizations, from a human resource management perspective. Age management strategies to address perceived age discrimination and work engagement are needed.

Key Performance Indicators and Data Envelopment Analysis in Greek Tourism: A Strategic Planning Tool for Destinations and DMMOs

Over the years, the tourism sector has constantly been a driving force in strengthening the Greek economy. Therefore, being capable of leveraging a tourism business’s performance can be of great importance in many aspects for destinations and destination management and marketing organizations (DMMOs). For this very purpose, this study’s methodology consists of a combined application of the key performance indicators and data envelopment analysis. The research conducted is quantitative, aiming to analyze the efficiency of the Greek hotels by region and determine the effective ones, as well as the strategic and managerial changes which should be considered by the non-effective. As a result, it shall become possible for each set of hotels to know the ideal turnover and the tourism nights spent that they should achieve, based on their current capacity in terms of beds and employees. Ultimately, this process could play a pivotal role in a region’s strategic planning, both from a resource management perspective, as well as in establishing an effective, measurable strategy that can be implemented by regional policy makers and destination managers in a real-time benchmarking process.

Study on the Realistic Constraints and Strategies of Rural Talent Development under the Background of Rural Revitalization

The report of the 20th National Congress of the Communist Party of China proposed to continue to implement the "rural revitalization strategy". Human resources are the necessary force for rural revitalization, and also an important driving force for China to achieve Chinese path to modernization. From the perspective of human resource management, from the perspective of policies and government responsibilities, this paper analyzes the current issue of rural talent retention, explores the root causes of rural human resource loss from the inside out, and proposes suggestions for the introduction and management of rural talent resources.

Self-Efficacy and Emotional Intelligence as Predictors of Work Engagement in Peruvian Health Personnel

Background: The crucial role of nurses within the global healthcare system is undeniable, especially considering the high demand and significant stress that characterizes their professional field. From an administrative and human resource management perspective in healthcare, the importance of emotional well-being, along with emotional intelligence and self-efficacy, has emerged as a primary focus of interest in recent research, particularly highlighted in the Peruvian nursing scenario. Objective: This study aimed to understand the relationship between self-efficacy, emotional intelligence, and work engagement among Peruvian nurses, and how these factors might influence the quality of care provided and staff retention in the healthcare sector. Methods: A quantitative analysis was conducted, based on structured surveys that measured levels of self-efficacy, emotional intelligence, and work engagement. The participants were registered nurses in Peru, and the sample was stratified according to different regions and levels of experience. Results: The findings confirmed a positive relationship between self-efficacy and work engagement, corroborating previous research. Furthermore, the positive association between emotional intelligence and work engagement in this professional group was validated. It was evidenced that nurses with higher emotional intelligence and self-efficacy tend to have a greater work engagement, positively affecting the quality of care and their retention in the healthcare sector. Conclusions: Emotional intelligence and self-efficacy are fundamental for the work engagement of Peruvian nurses. These factors not only impact the academic realm but also have essential practical significance in the healthcare sector. The promotion and training in these areas could be crucial to ensure quality care and the emotional well-being of nursing staff.

Do employees and firms benefit from autonomous work practice? Curvilinear effects on collective turnover and productivity of firms

The present study focuses on the opportunity dimension of the ability–motivation–opportunity framework and explores the implications of autonomous work practice (AWP) for the collective turnover and productivity of firms. Given the trade-offs between the costs and benefits of AWP and its potential double-edged sword effects, we adopt the interdisciplinary perspective on job design (i.e. mechanistic and motivational models) as basis to theorize the curvilinear effects of AWP. We further hypothesize the interaction between AWP and work flexibility, consistent with the internal fit perspective of strategic human resource management. The current framework is validated by analyzing multisource, time-lagged data collected from 1,240 firms over a two-year period. The analysis confirms the hypothesized curvilinear effects of AWP, in which collective turnover is low only when the level of AWP is moderate. The detriment of a high level of AWP on increasing collective turnover is amplified for firms with low work flexibility. By contrast, firm productivity is high when the AWP level is either low or high, and the benefit of a high level of AWP on increasing productivity is pronounced for firms with high work flexibility.

Junior doctors’ workplace well-being and the determinants based on ability–motivation–opportunity (AMO) theory: Educational and managerial implications from a three-year longitudinal observation after graduation

Purpose Junior doctors function as trainees from an educational perspective and as employees from a human resource management perspective. Employing the ability-motivation-opportunity (AMO) theory as a conceptual framework, this study longitudinally investigated the factors affecting the workplace well-being and career progression of junior doctors over a 3-year period following their graduation from medical schools. Materials and methods This 3-year prospective cohort study enrolled junior doctors who graduated from 2 medical schools in June 2019 in Taiwan. This study collected data by implementing web-based, self-administered structured questionnaires at 3-month intervals between September 2019 and July 2022. The collected data encompassed ability indicators (i.e. academic performance and perceived preparedness for clinical practice), motivation indicators (i.e. educational and clinical supervision), opportunity indicators (i.e. clinical unit cultures), and workplace well-being indicators (i.e. burnout, compassion satisfaction, and job performance). A total of 107 junior doctors participated, providing 926 total responses. The data were analysed using univariate analyses and structural equation modelling with path analysis. Results Over the 3-year period following graduation, the junior doctors’ confidence in their preparedness for clinical practice and the educational and clinical supervision had varying degrees of influence on the junior doctors’ workplace well-being. The influence of clinical unit cultures, which can provide opportunities for junior doctors, became evident starting from the second year postgraduation; notably, unit cultures that emphasised flexibility and discretion played positive and critical roles in enhancing the junior doctors’ workplace well-being lasted to the third year. Conclusions Our findings provide insights into the distinct critical factors that affect the socialisation of junior doctors within workplace environments over 3 consecutive years. These findings can provide guidance for medical educators and healthcare managers, helping them understand and support the progressive integration of junior doctors into their work environments.

How green human resource management can promote green competitive advantage: The role of green innovation

AbstractWith growing public concerns about ecological issues, it has been increasingly critical for corporations to enhance their green competitive advantages. Utilizing a natural‐resource‐based view of firm and human resource management (HRM) perspective, we propose that green HRM (GHRM) promotes firms' green competitive advantages by facilitating two kinds of green innovation (i.e., green product/process innovation). Via a two‐wave survey study of chief human resources officers (CHOs) and chief financial officers (CFOs) from 69 companies in China, we find support that GHRM positively links to green product and process innovations, each of which will, in turn, have a positive correlation with a green competitive advantage. Moreover, an indirectly positive linkage between GHRM and green competitive advantage via two types of green innovation is also proved. Our study expands current research by demonstrating a positive effect of GHRM in building green competitive advantage and by revealing two parallel mechanisms of such effect.

Implementation Of Balance Score Card To Improve Employee Performance At PT Gaya Makmur Tractors

To evaluate a company's success, performance evaluations must be conducted using acceptable performance assessment criteria. Performance appraisal also plays a vital role because it seeks to encourage employees to achieve efficiency and effectiveness in a company. Performance assessments help multinationals evaluate global human resource efficacy for optimization and improvement. It can be said that the Balanced Scorecard can help companies communicate the company's business strategy and as a company goal to achieve the vision and mission. Assessment of performance measurement through the balanced scorecard is an important factor in the company. Apart from being used to assess a company's success, performance measurement can also be used as a basis for determining a company's reward system, for example, to determine employee salary levels and appropriate rewards. Management can assess previous times using business efficiency data as the instrument. Traditional performance assessment, which primarily takes the financial sector into account, is currently what is most frequently utilized in businesses. Measuring performance with this system causes the company's orientation to only short-term profits and tends to ignore the long-term survival of the company. Performance measurements that focus on the financial sector are unable to estimate the performance of the company's intangible assets and intellectual assets (human resources). Additionally, this method of assessing achievement is less capable of entirely driving the organization on a better path and pays less consideration to the external sector and its history. Data analysis was carried out descriptively qualitatively. Using a deductive approach, the conclusion is reached by moving from the general to the specific, particularly those that are connected to the research issue, namely Smart Performance from an Islamic Human Resource Management Perspective. According to the findings, PT Gaya Makmur Tractors was urged to prepare for the worldwide marketplace by changes in performance activities. The key to competition in the global market is total quality which includes emphasis on product quality, cost or price quality, service quality, timely delivery quality, and other satisfactions that continue to develop to provide continuous satisfaction to customers. A crucial element of the business is performance measurement or assessment. Apart from being used to assess a company's success, performance measurement can also be used as a basis for determining a company's reward system, for example, to determine employee salary levels and appropriate rewards. Management can also use company performance measurements as a tool to evaluate the previous period

Understanding tacit knowledge loss in public enterprises of South Africa

Orientation: South African state-owned enterprises (SOEs) are facing a perpetual struggle of institutional tacit knowledge loss, which poses a risk to these entities and threatens their sustainability. The research project endeavoured to tackle these challenges from knowledge management (KM) and human resource management (HRM) perspectives and proposes a plethora of integrated knowledge-driven HRM processes to mitigate risks associated with loss of tacit knowledge.Research purpose: The study provides an integrated understanding of the issues relating to the causes of enterprise tacit knowledge loss and extent to which there is recognition of company knowledge loss in selected SOEs in South Africa.Motivation for the study: There is limited research that provides an integrated approach to tacit knowledge loss from KM and HRM standpoints.Research approach/design and method: The exploratory sequential mixed-methods research design was used in this study. In the qualitative phase of this research, data were collected from the annual reports of the SOEs and unstructured interviews with 20 purposively selected human resource (HR) managers, which was subsequently analysed thematically using ATLAS.ti software. The quantitative data from 145 out of 585 respondents were analysed statistically using Statistical Analysis Software (SAS).Main findings: The study revealed that organisational tacit knowledge loss is largely caused by voluntary and involuntary employee turnover and a lack of retention strategies. This adversely affects the knowledge base and the knowledge absorptive and protective capacities of the SOEs.Practical implications/managerial implications: The study concludes that the journey for ensuring effective knowledge transfer and retention of valuable enterprise knowledge starts with the appreciation of knowledge as a key firm-specific strategic issue.Contribution/value-add: This study offers an integrated understanding of the causes of tacit knowledge loss for effective management in SOEs researched interdependently from KM and HRM perspectives.

An organizational behavior/human resource management perspective on the roles of people in a service organization context: frameworks and themes

PurposeThis article overviews some key contributions to service research from the organizational behavior/human resource management (OB/HRM) discipline with its strong focus on the role of employees. This focus complements the Marketing discipline’s heavy emphasis on customers, largely true of service research, overall.Design/methodology/approachTen OB/HRM frameworks/perspectives are applied to analyzing the roles of people (with a focus on employees and modest consideration of customers as “partial” employees who co-create value) in a service organization context. Also, commentary is offered on how the frameworks relate to six key themes in contemporary service research and/or practice. The article concludes with five reflections on the role and status of employees in service research—past, present and future.FindingsEmployee roles in evolving service contexts; participation role readiness of both employees and customers; role stress in participating customers; an employee “empowered state of mind”; an emphasis on internal service quality; “strong” HRM systems link individual HRM practices to firm performance; service-profit chain with links to well-being of employees and customers; a sociotechnical system theory lens on organizational frontlines (OF); service climate as an exemplar of interdisciplinary research; emotional labor in both employees and customers; the Human Experience (HX); specification of employee experience (EX).Originality/valueService remains very much about people who still guide organizational design, develop service strategy, place new service technologies and even still serve customers. Also, a people and organization-based competitive advantage is tough to copy, thus possessing sustainability, unlike with imitable technology.

Exploration and Practice of Teaching Team Building for High-level Professional Groups under the Perspective of Human Resource Management

In recent years, our university carries out the construction of provincial high-level professional group project, combining the construction plan of the project, according to the requirements of the connotative development of higher vocational colleges and universities in the new period, as well as the requirements of the tasks related to the construction of teaching team of the two high-level professional groups, exploring the construction of teaching team of the professional groups under the perspective of human resource management with the driving force of “dual-teacher” teaching team, optimizing the structure of the faculty and striving to push forward the acceptance work of the high-level professional groups.

Organizational digital development and digital competencies required for managers in different positions: The human resource management perspective

Organizational digital develo pment requires new competencies from managers. The aim of the research was to establish the relation between the assessed level of the companies` digitalization and the assessment of the required level of digital competencies for managers in different managerial positions (operational, middle, and executive). The respondents included 97 professionals employed in a human resource department who filled an online scale the digital development level in companies and a modified scale based on the European digital competence framework. The results show that the higher assessment of the organizational digital development predicts the higher level of required digital competencies, regardless the managerial position, followed by the main effect of the managerial position on the required level of digital competencies, with no differences in competency domains. They indicate the importance of the organizational setting in the context of the expected digital competency, as well as the existing differences in the level but not in the domain requirements for competencies related to the managerial position. Findings should be interpreted in the context of the limitations stemming from the sample and the fact that both assessments were carried out by the same respondents who might not be the experts in organizational digital development.

Employee Competencies Strategy; A Human Resource Management Perspective

When entering the world of work, as a job seeker, we are often expected to have certain competencies for the job position. This is a reference for the company to know his work abilities as prospective employees. This article discussed the benefit of having a competence employee in an organization. The method used SWOT analysis in carried out the result.

Analysis of Factors that Influence Employee Performance in the Generation Z Workforce

Researching the Gen Z workforce is important. Because these workers have just entered the labor force, and he accounts for 27.94% of the total population. With a deeper understanding of the factors that influence Gen Z employee performance, companies can plan and design their workforce to ensure better performance. There is very little scientific literature that does scientific research for Gen Z. Therefore, the main purpose of this study is to help companies improve their organizational performance from a human resource management perspective. With a total of 386 respondents, the sampling strategy employed in this study was Krejie and Morgan’s approach.The data analysis method used was SmartPLS. There are ten theories based on the test results. H1. There is impact between organizational culture on Employee Performance, H2. There is impact between work motivation on Employee Performance, H3. There is influence between Situational Leadership on Employee Performance, H4. There is impact between organizational culture on job satisfaction, H5.There is impact positive between Work Motivation on Job Satisfaction, H6.There is impact between Situational leadership on Job Satisfaction, H7.There is impact between Job Satisfaction on Employee Performance, H8.There is an impact between organizational culture on employee performance with job satisfaction as mediating, H9. There is impact between work motivation on employee performance with job satisfaction as mediating, H10. There is impact between Situational Leadership on employee performance with job satisfaction as mediating.

Organizational behavior and human resource management perspectives on entrepreneurship: Lessons learned and new directions

AbstractThis special issue of Personnel Psychology is devoted to micro‐based research on entrepreneurship, an emerging field that heretofore has been highly influenced by scholars in economics, strategy, and sociology. A theme of this special issue is that to further advance research on entrepreneurship, we need to develop a greater understanding of the role of individuals and teams in entrepreneurial activity from an OB/HR perspective. Accordingly, the goals of our overview article are twofold. First, we summarize the articles in the special issue, which address a number of important micro topics, including HRM practices in the entrepreneurial firm, leadership, identity, teams, well‐being, diversity/equity/inclusion, and careers and hiring. These articles are based on a variety of research methods and data sources from multiple nations. Second, we identify additional important topics for OB/HR scholars who are interested in conducting research on entrepreneurship. They include a global perspective, the bright versus dark side of entrepreneurship, entrepreneurship and STEM workers, and genetic and biological determinants. We conclude with a consideration of methodological and research design issues.

Edible Sea urchin (Paracentrotus lividus) larval dispersal and connectivity modelling in the northwestern Mediterranean Sea

The edible sea urchin (Paracentrotus lividus) is of significant economic importance due to high demand for its consumption in various Mediterranean countries. This echinoderm plays a crucial ecological role by regulating the dynamics of seaweed and seagrass through its grazing behaviour. The abundance of sea urchin is variable in time and space, but it is currently potentially declining in the Mediterranean Sea, and likely to be negatively affected by global change. Therefore, gaining a more comprehensive understanding of sea urchin larval dispersal patterns over an extended period could contribute to our understanding of how their dynamics relate to population connectivity. To investigate the trajectories of larval dispersal of this sea urchin in the Northwestern Mediterranean Sea, we combined a Lagrangian model (Ichthyop) with a hydrodynamic model (MARS3D). This study covered the years 2010–2018 and aimed to quantify the connectivity between the preferred habitats of the sea urchin (seagrasses and rocky substrates). The present study explores seasonal variations in dispersal routes and habitat connectivity relationships for two spawning scenarios identified in the literature (spring and autumn). The results enable us to identify dispersal routes, and their regularity over time. They highlight a consistent connection between Sardinia, Corsica, and the coastlines of the Ligurian and Tyrrhenian Seas, indicating a lack of genetic structuring within the edible sea urchin population in this area, particularly in Corsica. The connectivity matrices confirm the observed dispersal trajectories and highlight certain areas of significant and enduring local retention over time. The results also reveal minimal seasonal variability. Conversely, interannual variability appears pronounced, particularly in relation with trends in the warming of surface waters in the Mediterranean, which seem to impact the dispersal routes taken by P. lividus larvae. Lastly, a connectivity map was created to explore spatial resource management perspectives, aiming to identify frequent connections over an extended time period and assign varying levels of intensity to them. This approach can provide guidance with regard to resource management issues for different coastal areas that can be connected by larvae.

Machine learning compliance-aware dynamic software allocation for energy, cost and resource-efficient cloud environment

With the growing number of cloud services protected by licenses, compliance management and assurance is becoming critical need to support the development of trustworthy cloud systems. In these systems, the multiplication of services and the inefficient resource utilization incurred energy consumption and costs increase despite the consolidation initiatives underway. Few works deal with resource allocation optimization at the SaaS level, which does not consider compliance aspects. Generally, the reported consolidation work does not address license management in the cloud environment as a whole, particularly from a resource management perspective, and the vast majority of consolidation work focuses on resource optimization at the infrastructure level. Thus, we propose a software license consolidation scheme based on multi-objective reinforcement learning that enables efficient use of resources and optimizes energy consumption, resource wastage, and costs while ensuring compliance with the processor-based licensing model. The experimental results show that our solution outperforms the baseline approaches in different scenarios with homogeneous and heterogeneous resources under different data center scales.