Human Resource Strategies Research Articles

Factors influencing innovative work behavior among local government employees in Labuan Batu

Government employees are vital for delivering services to people, particularly within the Labuhan Batu Local Government. There's a strong need for workers who display innovative behavior to foster public trust. Stakeholders must be deeply committed to improving the quality of employees' work. This study aims to understand how innovative work behavior is affected by factors like professional identity, leadership humility, work ethic, strategies for managing human resources, and job satisfaction. Research on how job satisfaction influences innovative work behavior, considering professional identity, leadership humility, work ethic, and human resource strategies, is scarce. The main purpose of this research is to see how job satisfaction can boost innovative work behavior among employees in the Labuhan Batu Local Government. It uses a Structural Equation Modeling (SEM) approach with Partial Least Squares (PLS) to analyze the data. Data was collected through surveys from 372 permanent staff members in Labuhan Batu. Findings show that job satisfaction is crucial, both directly and indirectly, in linking leadership humility, work ethic, and human resources strategies with innovative work behavior. However, professional identity doesn't significantly affect job satisfaction or innovative work behavior. The study's limitation is its narrow focus on government employees. Future studies should broaden the participant pool and include private sector workers to better understand the impact of professional identity on job satisfaction and innovation at work.

Human Resources Strategies: From Job Satisfaction to Innovation in the Age of Technostress

Employee innovation is a crucial aspect of organizations in the current era. Therefore, studying the factors influencing individual innovation is vital and unavoidable. Undoubtedly, job satisfaction is a significant variable in management sciences. Nowadays, all organizations are interconnected with technology. This research explores the relationship between job satisfaction and individual innovation, including its components and the moderating role of technostress. This study, in terms of purpose, is applied, and in terms of data collection method, it is a descriptive survey. Data collection tools included the Technostress Inventory by Tarafdar and colleagues (2007), Janssen's Individual Innovation Questionnaire (2000), and the Job Satisfaction Survey (JSS) by Spector (1994). The validity and reliability of these questionnaires were confirmed. The sample size for this study was 215, and data analysis was performed using SPSS and SMART-PLS software. Job satisfaction has a significant and positive relationship with individual innovation, idea generation, idea promotion, and idea implementation. Technostress moderates the relationship between job satisfaction and individual innovation, idea generation, and idea promotion. However, technostress does not play a moderating role in the relationship between job satisfaction and idea implementation. Conclusion: Based on the results, organizations should take necessary measures to increase job satisfaction and reduce employee technostress.

Mediating Role of Employee Turnover Intentions in the Relationship Between Strategic HRM, Organizational Learning Culture, and Job Satisfaction in the Shanghai Technology Sector

This study investigates the critical interplay among strategic human resource management (HRM), organizational learning culture, job satisfaction, and organizational success within Shanghai's dynamic technology sector. With the city emerging as a global tech hub, this research aims to understand how effective HRM practices and a robust learning culture influence employee satisfaction and organizational performance, and how employee turnover intentions might mediate these relationships. Utilizing a combination of qualitative and quantitative methods, the study explores the implications of strategic HRM and learning cultures in fostering innovation and retaining talent in a hig hly competitive environment. The findings highlight the importance of aligning HR strategies with organizational goals to enhance job satisfaction and reduce turnover intentions, thus driving sustained organizational success in the tech industry. This research fills a gap in understanding the complex dynamics at play in Shanghai's tech sector and provides actionable insights for companies striving to thrive in this fast-paced market.

Digital wind of changes: navigating competitiveness in the maritime sector through the transformation in human resource development

PurposeThe maritime industry, a linchpin of global trade, has embarked on a transformative journey catalysed by the relentless advance of digitalisation. There is a discernible gap in the literature concerning the specific consequences of digitalisation within the maritime sector. This research aims to examine the current body of literature on the influence of digitalisation in human resource development (HRD) on the competitive advantage of organisations and its potential within the maritime industry.Design/methodology/approachThis research paper conducts a comprehensive bibliometric analysis.FindingsThe findings of this research explore the literature landscape encompassing digitalisation in HRD, its influence on HR operations, learning and development, performance management, employee experience and strategic alignment within maritime organisations.Originality/valueThis research provides valuable recommendations for maritime organisations and HRD practitioners seeking to leverage digitalisation to gain a competitive edge. Thus, the maritime industry can adopt digital HRD practices to streamline operations, improve performance and align HR strategies with broader organisational goals.

Managing global supply chain teams: human resource strategies for effective collaboration and performance

This study examines the role of human resource (HR) strategies in enhancing collaboration and performance within global supply chains, an area of increasing importance in the context of globalized business operations. The primary objective is to identify and analyze current trends in HR practices that contribute to effective global supply chain management, focusing on adaptability, technological integration, sustainability, and ethical practices. Employing a systematic literature review and content analysis as its methodology, the study draws on academic journals, conference proceedings, and industry reports from databases such as Scopus, Web of Science, and Google Scholar. Key findings reveal that adaptability and flexible work arrangements, supported by digital HR technologies, are essential for operational resilience and employee engagement. The integration of sustainability and ethical considerations into HR practices is identified as crucial for maintaining competitive advantage and ensuring regulatory compliance. Furthermore, the development of cultural intelligence and inclusive leadership within global teams is highlighted as vital for fostering effective collaboration across diverse cultural landscapes. The study concludes that strategic HR management plays a pivotal role in navigating the challenges and leveraging the opportunities within global supply chains. Recommendations for practitioners emphasize the importance of continuous learning, embracing digital transformation, and integrating sustainability into HR practices. The study also outlines areas for further research, including the impact of emerging technologies on HR practices and the long-term effects of sustainable HR strategies on organizational performance. This research contributes valuable insights into optimizing HR strategies to enhance global supply chain collaboration and performance.

Factors Affecting Employee Performance in the Business Recovery Process at Listed Banks in Vietnam

Purpose: In recent years, many disruptions have occurred in the Vietnamese economy, which has caused listed banks to suffer many consequences, so listed banks must recognize the factors that promote recovery. Although studies on this issue have been conducted, the amount is quite limited and there is little focus on human resource factors. This empirical study was conducted to demonstrate the factors that affect employee performance and its impact on the recovery of business operations of listed banks. Design/methodology/approach: In this study, the author used questionnaires to collect data from 850 listed bank employees between 15th August 2023 and 26th December 2023. This study developed a questionnaire that used measures from many previous empirical studies to build a model to measure the impact of human resources on a company's ability to recover performance, using a five-point Likert-style scale (from 1 level equals to totally disagree; to 5 level equals to totally agree). After collecting data, this study used the SPL Smart application, to find the relationship between the role of human resources and the ability to recover business performance. From that analysis, the author will provide an objective perspective on the role of human resources in promoting the recovery performance of listed banks in Vietnam. Findings: Research results show that performance appraisal variables positively impact employee performance. On the other hand, career development and training and development do not affect employee performance. Finally, the analysis shows that there is a positive relationship between employee performance and business recovery at listed banks. Research limitations/implications: This study shows that human resources play a very important role in the recov-ery process of Vietnamese listed banks. Learning about the factors that influence employee performance will help banks align their HR strategies with organizational goals, ensuring that the workforce has the right skills and com-petencies necessary force. This process will help listed banks in Vietnam increase their ability to recover from disruptions and enhance their competitiveness. However, this study still has limitations including sample size and number of independent variables not large enough to show the importance of human resources in the recovery process of listed banks in Vietnam. Originality/value: This study contributes to emphasizing that human resources play an important key in the recov-ery process for Vietnamese listed banks. From an objective perspective, it provides insights into the role of human resources and factors to improve employee performance in listed banks.

Human resource strategies for resilient supply chains in logistics and transportation: A critical review

This study systematically reviews and analyzes the literature on Human Resource Management (HRM) strategies for enhancing supply chain resilience in the logistics and transportation sector, identifying the pivotal role HRM plays in fortifying supply chains against disruptions. Utilizing a systematic literature review and content analysis, this research examines articles from peer-reviewed journals, focusing on publications from 2004 onwards to capture contemporary HRM practices and their impact on supply chain resilience. The methodology involves a detailed search strategy across multiple databases, employing specific inclusion and exclusion criteria to ensure the relevance and quality of the literature reviewed. Key findings reveal that workforce agility, technological integration in HRM practices, leadership development, and the cultivation of a resilient organizational culture are essential components of effective HRM strategies in this context. These elements collectively contribute to the resilience of supply chains, enabling organizations to maintain operational continuity during disruptions. Based on these insights, the study proposes strategic recommendations for industry leaders and policymakers, emphasizing the importance of investing in employee development, adopting technology-enhanced HRM practices, and fostering ethical and sustainable HR practices to support supply chain resilience. Concluding, the study highlights the need for further research, particularly empirical studies that examine the direct impact of HR strategies on supply chain performance. This research underscores the critical role of strategic HRM in enhancing supply chain resilience, offering a roadmap for future efforts in the logistics and transportation sector.

The Relationship between Job Satisfaction and Burnout in Healthcare Professionals: Meta-Analysis

Aim: The study aims to gather under a single roof a meta-analysis of the relationship between job satisfaction and burnout in healthcare workers, carried out in OECD countries, and to obtain a general result. Method: Unlike similar methodologies employed in assessing the correlation between job satisfaction and job performance in international literature, the study employed the meta-analysis technique in its methodology. For this aim, the literature was systematically reviewed, and 35 specific studies meeting the established criteria were included. The initial step involved uploading these studies into the Comprehensive Meta-Analysis V3 program and subsequently coding them for analysis. Before commencing the study analysis, the decision was made regarding the model for the effect size calculation, with preference given to the random effects model. Following this, the analysis encompassed effect size determination, examination of publication bias, and execution of subgroup analyses. Results: Considering the prominent findings of the study, a negative and significant relationship was found between job satisfaction and burnout. The individual studies included in the study do not have publication bias. There exists a statistically significant difference among countries concerning the correlation between job satisfaction and burnout. Conclusion: The structure and functioning of countries' health systems are unique and different. The effects of this situation are also reflected in the findings of the study. To increase the satisfaction of healthcare professionals, human resources strategies specific to the dynamics of each country should be determined and implemented, and the results should be monitored.

Impact of green purchasing and green human resource management on business performance

This research examines the impact of green human resource management and green purchasing on business efficiency in Pakistani manufacturing organizations. Data from 200 respondents from the manufacturing sector was gathered using the quantitative research method. Green human resource management and green buying were evaluated using three independent criteria. The main role of this research is that it is possible to observe a positive impact of independent variables on organization performance using the random sampling technique, especially in Pakistan manufacturing industries. This research can help managers and practitioners in a variety of ways. The findings could persuade management and practitioners to implement green human resource management (GHRM) and green purchasing (GP) in their organizations. Furthermore, companies can use both GHRM and GP to fulfil sustainability goals. Furthermore, the data implies that the GHRM-GP connection lowers blood pressure. This conclusion suggests that managers can align green purchasing strategies and practices with human resource strategies and practices to improve operational efficiency and reduce regulatory and compliance fines. Managers are encouraged to implement GHRM and GP simultaneously to achieve simultaneous improvement.

A typology of internationally qualified dentists in the United Kingdom

IntroductionThe Global Strategy for Human Resources for Health 2030, requires member states to half their dependency on an international workforce by 2030. In order to design policies towards that goal, country-specific research on migration motivations of the health workforce is required. The United Kingdom (UK) is a net importer of health professionals and whilst there is a body of research on doctors’ and nurses’ migration, there is no research on the migration motivations of migrant dentists in the UK. This research explored the migration motivations of internationally qualified dentists (IQDs) in the UK and presents a typology to understand the global migration of dentists in the context of oral health workforce. MethodsThe paper presents qualitative data from semi-structured interviews conducted between August 2014 and October 2017, of IQDs working in the United Kingdom. The topic guide for interviews was informed by the literature, with new themes added inductively. A phenomenological approach involving an epistemological stance of interpretivism, was used with framework analysis. ResultsA total of 38 internationally qualified dentists (M = 18, F = 20), migrating from the five World Health Organization regions, and working in general practice, NHS hospitals and in community dental services across the four nations of the UK were interviewed. Seven types of internationally qualified dentists were identified working in the UK. They were livelihood migrants, career-orientated migrants, dependant migrants, backpacker migrants, commuter migrants, undocumented migrants, and education-tourist migrant. The categories were based on their migration motivations, which were complex, multifactorial, and included personal, professional, national, and international drivers. The typology, based on their migration motivations, offered a structured, comprehensive understanding of the migrant dental workforce. This typology involving dentists provides additional dimensions to commuter and undocumented migrants described in the context of other health professionals. The education-tourist migrant is a new category proposed as an extension to existing typology in health professional migration. ConclusionsThe typology of internationally qualified dentists has congruency with other health professionals’ typology in categories previously described and demonstrates that each of these categories are complex, fluid and change in response to policy changes. The new category of education-tourist migrant along with oral health dimensions of commuter and undocumented migrants adds to the existing typology in health professional migration.

Internal Mobility and Employee Perceived Fairness: The Case of the Sunny Alanya Hotel

Recruitment is an integral part of a hotel’s human resources strategy. It ensures that positions are adequately staffed by talented individuals and that the operation of the hotel runs smoothly. One type of recruitment used in hotels is internal mobility, which describes the movement of employees to different roles or opportunities within the organization. Hotels should ensure that they follow internal mobility best practices to reduce the possibility of negative situations that may affect employee satisfaction. By identifying unfair practices within their own internal mobility policies, a hotel can improve employee satisfaction and morale. This case study examines how one hotel’s unfair internal mobility practices affected the day-to-day operations of its front office department. It follows Kemal and Cahn, who were both considered for promotion at the Sunny Alanya Hotel. Kemal’s promotion to front office supervisor was perceived as unfair and created tension in the department, affecting staff morale and service quality.

Enhancing workplace spirituality for higher education academicians through human resource practices

PurposeThis study investigates how human resource training and development (HRTD) shapes workplace spirituality in higher education. It delves into key factors impacting spirituality among academics, such as colleague support and e-learning initiatives. Through analytical tools like percentage analysis and Garret ranking, it divides workplace spirituality in academia, exploring the HR strategies that induce it.Design/methodology/approach(a) Type of research – Descriptive research (b) Area of research – The present study is taken up by the academicians as a respondent in selected colleges in Salem district. (c) Sampling technique – Simple random method was adopted. (d) Sources of data collection – The study comprises mixed data method that both types of data were adopted. (i) Primary data – Researcher conducted data by selecting a representative sample of the teaching faculties from various institutions employed in higher education in Salem. (ii) Secondary data – It is mostly gathered through content found on websites. (e) Method of data collection – Structured questionnaires were employed in this research to acquire the data needed for the investigation. Every item it is rated through five-point scale of with 1 denoting “Strongly Agree” to “Strongly Disagree,” this includes questions about the job, coworkers, seniors and training. (f) Research tools used – Descriptive statistics, Friedman test and Garret ranking.FindingsFindings highlight the significance of encouraging colleagues, workplace development and online learning in fostering workplace spirituality. Faculty encouragement emerges as the most impactful HR practice, while development initiatives improve the reputation of training for new aspects. Notably, online training significantly affects workplace spirituality, increasing the influence of cultural training.Research limitations/implicationsImplications for future research arise, suggesting potential models for studying workplace spirituality in academia and sparking curiosity about the connection between HR practices and spirituality.Practical implicationsFrom a practical viewpoint, the study offers actionable insights for authorities to improve workplace spirituality by supporting colleagues and emphasizing growth strategies. It outlines clear steps for organizations to create more spiritually enriching work environments.Social implicationsSocially, the study advocates for healthier work cultures that impact society's perspective on work–life balance and employee well-being. It promotes positive work environments that benefit both individuals and society.Originality/valueThis paper's originality lies in its focus on how HRTD contributes to workplace spirituality in higher education. It emphasizes supporting colleagues, fostering growth and utilizing e-learning, offering unique insights into spirituality at work. The methodology, using structured questionnaires and statistical analysis among faculty, provides a distinct approach to studying this area.

Symbiotic Success: Unveiling the Crucial Link Between Human Resources Strategies and Elevated Customer Satisfaction an Analytical Study of a Sample of Small Companies

The study aims to understand the role of the availability of skilled people in marketing activities for Iraqi technology companies c to acquire nice hangs in Consumer behavior, which maintains the business enterprise’s position in the marketplace price stability It was obtained by conducting a survey, whereby the survey obtained various objectives and hypotheses. The important finding of study is that marketing activity is one of the most important functions in firms that are directly connected with the public, as that activity helps to create an enabling environment in which the public also accepts these firms’ products. The most important recommendation of the study is the importance of increasing the interest of Iraqi companies in marketing and human activities that can have a better analysis of consumer behavior and pursue best marketing practices of Iraqi industrial companies internationally between comparisons In sectors and obtain positive attitudes results related to customer satisfaction.

Negotiating entry to the professional labour market among Vietnamese skilled migrants in Australia: The impact of cultural distance

This study investigates the employment transition among Vietnamese skilled migrants in Australia and examines the cultural factors that influence this transition. Employing a qualitative approach, we conducted fifty semi-structured interviews with Vietnamese skilled migrants who migrated to Australia within the last five years and twelve interviews with Australian recruiters to gain further insights into the barriers skilled migrants face. The findings highlighted the cultural challenges encountered by Vietnamese skilled migrants as they moved from Vietnam to Australia, two countries of great cultural distance. Without cultural adaptation support, most skilled migrants had to experience career setbacks before recognising and devising strategies to overcome these hurdles. This study emphasises the need for specialised human resource management (HRM) interventions and strategies that account for the cultural dimensions influencing employment outcomes for this international mobile workforce. Additionally, it calls for future research to expand beyond the examination of skilled migrants’ human and social capital and incorporate various contextual factors in investigating the employment journey of skilled migrants.

Digital human resource strategy: Conceptualization, theoretical development, and an empirical examination of its impact on firm performance

Companies increasingly rely on individuals' skills, enthusiasm, and creativity, all the while striving to fully embrace digitalization as an integral aspect of the business. Technological mediation has altered the design and functionality of work, although the Information Systems (IS) literature about human resource management (HRM) provides little empirical evidence of the synergy between the two fields. To shed light on how these interlinked systems generate performance gains, we draw on the sociotechnical perspective to propose the concept of digital HR strategy as an explicit recognition of the fusion and integration of HR processes and digital technologies. This paper also theorizes and empirically demonstrates that a digital HR strategy improves organizational performance. The model is empirically tested using archival data from a sample of 351 firms.

GREEN HUMAN RESOURCES MANAGEMENT: AN IN-DEPTH EXAMINATION OF PRACTICES IN MODERN ORGANIZATIONS

Environmental concerns have a significant impact on human resource training for green companies. This chapter introduces Green Human Resource Management (GHRM), an approach to HRM that aims to bring harmony to the interests of individuals, society, and organizations. This paper offers out a theoretical framework for green HR strategies with the goal of increasing efficiency and competitiveness. Keywords: Green Human Resources Management, GHRM, Environmental Sustainability, Corporate Social Responsibility, Green Recruitment, Eco-Friendly Training, Sustainable Employee Engagement, Performance Management, Leadership, Organizational Culture, Stakeholder Engagement.

HR Analytics and its Impact on Organizations Performance

HR practices shift from intuition-based to evidence-based decision-making when HR Analytics uses data analysis to extract insights from employee information. The impact of HR analytics on organizational performance is examined in this abstract from a number of angles. Organizations can find patterns and trends in areas like hiring, training, retention, and performance by examining employee data. These revelations enable data-driven choices that enhance HR procedures, resulting in: • Better Talent Acquisition: HR analytics can find high-achieving applicants, cut expenses associated with hiring, and simplify the hiring procedure. • Enhanced Employee Development: Data analysis facilitates the customization of training curricula to meet the needs of staff members, promoting the growth of new skills and enhancing productivity. • Lower Turnover: HR analytics helps create focused retention plans by identifying variables that contribute to employee churn, which raises morale and satisfaction among staff Enhanced Productivity: Organizations may discover areas for improvement and optimize workflows with the use of data-driven insights, which results in a workforce that is more productive. All things considered, HR analytics is essential to coordinating HR strategy with overarching corporate objectives. HR analytics helps businesses gain a major competitive edge by turning people management from a cost center to a strategic asset. This article examines the diverse applications of HR analytics across various organizations, as well as the advantages associated with its utilization. By utilising the data that the business has accessible, analytical tools enable organisations to identify problems with performance, employee retention and turnover, employee conduct, etc. Many organizations undervalue the role of HR, but in this day and age of advanced technology, numerous analytical members.

EMPLOYEE EXPERIENCE MANAGEMENT AND ITS CRITICAL IMPACT ON THE SUSTAINABLE DEVELOPMENT OF AN ENTERPRISE-A SYSTEMATIC LITERATURE SURVEY WITH META-ANALYSIS

In the business world, employees are the primary stakeholders and compatible assets that can promote efficiency and profit to the enterprise. This improves their positive experience is significant. Note that this study aims to conduct a systematic literature review to assess and understand the impact and influence of employee experience in an enterprise and its related factors. This literature survey includes 81 studies to identify the various influential factors on employee experience. A meta-analysis is performed on 19 studies (52 samples) to synthesise correlational data using an effect size estimate (r). It is discovered that there exists a positive relationship between employee experience and communication (r = 0.4875; 95% CI, -0.196, 1.171), Human Resources (HR) strategies and policies (r = 0.1885, 95% CI, -0.754, 1.131), organisational performance (r = 0.3471, 95% CI, -0.549, 1.24), employee well-being (r = 0.2312, 95% CI, -0.665, 1.128), superior support (r = 0.0472, 95% CI, -0.433, 0.527), work-life balance (r = 0.7546, 95% CI, -0.1383, 1.6474), job satisfaction (r = 0.1034, 95% CI, -0.559, 0.352). Thus, employee experience has a huge impact on the various factors that are necessary for the sustainable development of the enterprise. Therefore, the strategic initiatives are to be redefined by considering employees to be one of the significant factors.

Executive Coaching in the Era of Hybrid Work: Focusing on Leaders’ Self-Care and Mindfulness

The rise of hybrid work has led to an increase in stress and fatigue for leaders. Chronic stress can result in poor physical and mental condition and can even cause burnout. As hybrid work becomes the norm, the development of leaders with vitality is essential in order to build sustainable organizations. This study proposes a human resource strategy that focuses on self-care, and suggests that designing a program utilizing coaching can be effective in developing leaders. By offering self-care coaching to leaders, they can learn how to take care of themselves and become role models for their team. This will have a positive impact on the entire team and can lead to a ripple effect of fostering an organizational culture with psychological safety, thereby building sustainable organizations.

HARMONIZING HEARTS AND CAREERS: REDEFINING HR PRACTICES FOR AUTHENTIC EMPLOYEE ENGAGEMENT

In the moment's presto-paced and dynamic work terrain, achieving authentic hand engagement has become a precedence for associations seeking to foster a positive plant culture and drive hand satisfaction and productivity. In response to this need, this study, named" Harmonizing Hearts and Careers Reconsidering HR Practices for Authentic Employee Engagement," delves into the complications of ultramodern HR practices aimed at cultivating genuine employee engagement. Through a comprehensive exploration design encompassing qualitative interviews, checks, and analysis of HR strategies, this study aims to explore the evolving geography of hand engagement and identify effective approaches for nurturing meaningful connections between workers and their work. The major findings of the study exfoliate light on the significance of fostering a probative and inclusive work terrain, prioritizing hand well-being, and empowering workers to contribute their unique chops and bends to organizational pretensions. Grounded on these findings, the study concludes that reconsidering HR practices to prioritize authenticity, empathy, and hand-centricity is consummate for achieving sustainable hand engagement and organizational success. To this end, the study offers practical recommendations for action, including enforcing flexible work programs, enhancing communication channels, furnishing openings for particular and professional development, and fostering a culture of appreciation and recognition. By embracing these recommendations, associations can cultivate a work terrain where workers feel valued, motivated, and empowered to contribute their stylish, eventually driving success and growth for both individualities and the association as a whole.