Human Resource Management Studies Research Articles

The influence of training, membership and employee age on turnover intention in co-operative financial institutions

Abstract Purpose Training is an important element of human resource management (HRM) at co-operative financial institutions (CFIs), affecting their performance and their implementation of co-operative principles. Nevertheless, this topic has been fairly unexplored in the literature. In particular, we do not know how training affects turnover intention and how this influence is moderated by employee characteristics like membership (i.e., holding employer shares) and age. Thus, the aim of this article is to examine the impact of training on turnover intention, taking into account employee membership and age. Design/methodology/approach The research hypotheses were formulated using the framework of social exchange (SET) theory and were verified using a sample of more than 1,500 employees sourced from 42 Polish co-operative banks in 2017. The analysis involved two-level linear regression models with two- and three-way moderation. Findings The results indicate that training decreases turnover intention in CFIs. Moreover, this effect appears to be stronger for employee-members than for non-members. Furthermore, moderation through membership only applies to older employees, whereas, among younger employees, there is no difference between members and non-members. Originality/value By investigating the effects of training within CFIs specifically, this article responds to calls to take context into greater account in HRM studies, and also helps find moderators to explain the ambiguity of existing studies about the impact of training on turnover. Moreover, the article makes an important contribution to the co-operative literature by analysing the role of membership in shaping employee turnover intention.

Green Human Resource Management and Green Culture: An Integrative Sustainable Competing Values Framework and Future Research Directions

This study aims to analyze the association between green human resource management practices and green culture and proposes a green competing values framework that entails four green cultures: green clan, green adhocracy, green market, and green hierarchy culture, adopted from Cameron & Quinn’s (2011) competing values framework. We elucidate that each green culture is shaped through ability-motivation-opportunity enhancing green human resource management practices in alignment with desired green beliefs, values, and symbols to achieve organizational sustainability goals. Thus, our model acts as a diagnostic toolkit for identifying the organization’s dominant green culture and how a specific green culture can be generated that assimilates with the organization’s green objectives. Our theoretical contributions include extending sustainable Human Resource Management (HRM) studies by employing a green competing values framework to enhance organizational and staff green behaviors, and critically appraising such outcomes to negate the adoption of standardized practices as descriptive, prescriptive solutions in green HRM studies. We provide implications for practice and elucidate future research directions in organizational sustainability and green HRM.

EVALUATION OF HUMAN RESOURCE MANAGEMENT RESEARCH IN POST-SOVIET COUNTRIES: A BIBLIOMETRIC ANALYSIS

This study aims to conduct a bibliometric analysis to reveal the status of human resource management (HRM) studies in Post-Soviet countries while exploring research trends and future directions.Methodology. We have used bibliometric analysis to examine a bibliometric data. Web of Science database was chosen because it ensures that the studies identifi ed for analysis are relevant to the fi eld. In total, 133 articles were selected for bibliometric analysis. The VOSviewer software tool was used to construct and visualize bibliometric networks. Overall, these methods provide a comprehensive and reliable picture of the state of research in the fi eld being studied.Originality / value of the research. This study is the fi rst bibliometric analysis of HRM in Post-Soviet countries research. It contributes to the literature by bringing HRM studies in Post-Soviet countries and revealing the current position of the inquiry by determining the most cited authors, articles, journals, and organizations. It also sheds light on the future directions in HRM research in Post-Soviet countries.Findings. The fi ndings revealed that the most frequently used keywords were Human resource management, Russia, hrm practices, and fi rm performance. Bjorkman et al. (2007) were the most cited authors and Minbayeva et al. (2003), Andreeva & Kianto (2012), Bjorkman et al. (2007) were the most cited documents in HRM in Post-Soviet countries. The study also revealed a focus on human resource management, performance, capitalism, model, and transition economies. Additionally, the study found a trend toward exploring the HRM practices in MNCs and knowledge management. If research in the fi eld of HRM was diligently conducted in Kazakhstan from post-Soviet countries in early 2010, then research on the practice of personnel management in Kyrgyz enterprises actively began to take turn from 2018.

Giving children their due voice in human resource management research

ABSTRACT Parental reporting has long been the dominant method of determining children’s views when researching Human Resource Management (HRM). This prevailing adultist approach ignores the potential for children’s voices to make empirical, theoretical, and practical contributions to the study and practice of HRM. The purpose of this paper is twofold. In the first instance, building on Kavanagh’s (2013) broad call to address the white space around children and organisational studies, this paper seeks to highlight the key areas of HRM research where children have the potential to make a significant contribution to our empirical and theoretical understanding of work and life and our subsequent managerial recommendations. In the second instance, it builds on existing scholarship, while drawing on the author’s own experiences, to provide practical suggestions for addressing ethical challenges that are more pronounced when interviewing children – obtaining their informed consent, mitigating the potential for harm arising from power imbalances, and consideration of their right to privacy and confidentiality. This is in response to the demand for additional resources to support those who are willing give voice to children in their research.

Bridging the gap between TQM and HRM: mapping knowledge and identifying areas for future research

PurposeSince the first definition of Total Quality Management (TQM) was established, its inseparable relationship with Human Resource Management (HRM) has been undeniable. However, many years have passed since this initial definition was made. During this time, not only have TQM and HRM evolved, but their relationship has also adapted in order to accompany and follow the environmental and technological changes that have ultimately changed the ways the authors work and how the authors perceive quality. This study provides a detailed map of the knowledge evolution of the TQM–HRM relationship. It also identifies interesting gaps for future researchers to consider to enable us to better understand emerging challenges and identify the next steps in the progression of TQM literature.Design/methodology/approachThe study adopted a bibliometric analysis approach, using a systematic literature review of a data set that included 132 peer-reviewed articles published between 1991 and 2021 to identify thematic topics. In exploring each of these, the authors created a framework to spotlight future explorative and exploitative research questions.FindingsThe results show that literature on the relationship between HRM and TQM focuses on six topics: a different performance appraisal (PA); a different role for the human resources (HR) department; HRM practices, such as different bridges between JIT and TQM; the integration of job satisfaction into TQM goals; different TQM healers; and the different effects of HRM practices on firm performance. This paper provides clear interpretations of these topics and offers some recommendations for how HRM studies could contribute towards the development of TQM research, thus forming a clear agenda for the future of TQM–HRM research.Originality/valueThis study represents the first attempt to systematize, analyze and critically interpret TQM–HRM studies, promoting a collective reflection on the state of the art and stimulating further discussions on this topic.

Meta-Analysis: Qualitative Review of Human Resource Management Studies

This articlse defines a systematic qualitative review and considers how it can advance our knowledge of HRM literature. Those of us who care about people who are in Human Resource Management (HRM) literature rely on data demonstrating the efficacy of various interventions. In order to inform our practice and better understand what works, a solid systematic review can be quite helpful in compiling research evidence. Understanding how people with HRM literature experience their HRM literature and their treatment, in addition to having proof of effectiveness, can be helpful when we are collaborating with them to deliver care that satisfies their requirements. A thorough qualitative systematic review can also produce new insights, frequently illuminating the HRM studies' contribution to literature and can aid in the development of theories. Such a review can provide insight into what like to have long-term HRM literature. The many steps of meta-ethnography, the most popular methodology used for qualitative systematic reviews, are presented in this article. It provides examples of the kinds of discoveries that can result from this method using data from four meta-ethnographies that are pertinent to HRM literature. It demonstrates how new insights could develop and provides an illustration of how chronic musculoskeletal HRM literature can be felt as "an antagonistic fight" in many facets of a person's life. The conclusion of this article is that evidence from qualitative systematic reviews can be used in conjunction with or as a complement to evidence from more quantitative methodologies.

Green Human Resource Management Practices and Performance: Testing the Moderating Role of Firm Size Using Evidence from Firms Listed on the Nairobi Securities Exchange, Kenya.

The study aimed to establish the moderating effect of firm size on the relationship between green human resource management (HRM) practices and the performance of firms listed on the Nairobi Securities Exchange (NSE). It employed a positivist research philosophy and a cross-sectional research design and was guided by universalistic and contingency theories. A pilot study was conducted in 12 firms not listed on the NSE. Reliability was examined using Cronbach’s coefficient yielding a value of 0.95. Validity was ascertained through peer review by HR experts. A census of the 62 firms listed on the NSE was taken. Primary data was collected using a structured questionnaire and analysed using both descriptive statistics and regression. The results revealed that firm size has a positive and statistically significant moderating effect on the relationship (regression coefficient, 0.386,p-value 0.000<0.05). Therefore, the null hypothesis that firm size has no statistically significant relationship with the performance of the NSE-listed firms, was rejected concluding, that firm size positively moderates this relationship. The results further validate the contingency theory revealing its applicability to green HRM studies. The study recommends further studies to; explore the effect of firm size on the implementation of green HRM and assess the moderating role of firm size on cross-listed firms. The study contributes to green HRM theory and practice and offers insights to HR practitioners and policymakers as they institute green HRM practices.

A Systematic Review of 50 Years of Human Resource Management Research in Bangladesh: Retrospective Reflections and Forward Trajectories

This article aims to determine the current status of human resource management (HRM) research in Bangladesh by reviewing papers published from 1971 to 2021 and offering recommendations for future research. An electronic search of the Scopus database was carried out using 17 keywords connected to HRM in combination with ‘Bangladesh’ and ‘Bangladeshi’. Finally, through a systematic literature review using the preferred reporting items for systematic reviews and meta-analyses (PRISMA), 25 empirical articles published in journals listed in the Australian Business Deans Council (ABDC) ranking were carefully chosen for the present review to ensure they were of good quality. This review demonstrates several distinct features of Bangladeshi HRM research conducted so far. First, no Bangladeshi HRM-based study has been published in A*-ranked journals in the ABDC ranking. Second, Bangladesh-based HRM studies have mostly employed self-reported questionnaires. Third, directors/heads of departments/managers/supervisors are the primary data sources in Bangladesh-based studies. Fourth, no longitudinal study has been conducted in Bangladesh-based HRM research in the last 50 years. Despite some limitations, the present review makes a notable contribution to the field of HRM in Bangladesh by identifying existing research gaps, as this is the first extensive and systematic review of HRM research in Bangladesh. Additionally, this study provides future research directions that could contribute to industrial development, economic growth, and HRM knowledge advancement and dissemination in Bangladesh.

Bab Al Qasr Hotel & Residence: sustaining business while housing COVID-19 patients

Learning outcomes This case study aims to yield the following learning outcomes: understand the key performance indicators of successful human resource management (HRM) in the hospitality and tourism sector, especially during pandemics; identify the various concepts and strategies of HRM and recruitment over a short period; conceptualize the types of HRM practices such as safety and health, recruitment and promotion and rewards when facing pandemic conditions as well as the handling of hotel staff in strained times; evaluate the crisis management solutions used by human resources to lower the employee turnover rate; and develop a crisis management plan from a human resource standpoint in a pandemic situation. Case overview/synopsis A five-star hotel in Abu Dhabi, United Arab Emirates (UAE), Bab Al Qasr Hotel & Residence (BAQHotel) opened in October 2016. In April 2020, the hotel began accepting patients with COVID-19 in conjunction with the Abu Dhabi’s Healthcare Company (SEHA), as a support to the UAE Government, through Department of Culture and Tourism Abu Dhabi (DCTAD), to meet the local needs and sustain business during these unforeseen circumstances, which heavily impacted the whole World. Samer Majari, the Human Resource Director of BAQ hotel was responsible for recruiting and supervising delegates, while ensuring the comfort of hotel staff, arranging for their transportation, catering, safety and well-being. To combat the high staff turnover, including COVID-19-positive staff, Majari reviewed the existing staff model; divided the staff into two groups for providing services to both sides of the hotel; arranged for separate accommodations, food and transportation; and retained the existing resources and recruited new workers. This study aims to provide management solutions that concern hiring of staff from the existing UAE market and highlights ways of creating a lower staff turnover rate through incentives and compensations, while also managing staff by motivating them and also safeguarding them against COVID-19. Complexity academic level This case study intends to provide a context for creative solutions to human resource challenges facing organizations during a pandemic. It also involves swift responses to crises faced by HR managers and the immediate solutions required. Therefore, this case study can be used in undergraduate level courses for students pursuing a bachelor’s or a master’s degree in HRM, hospitality management, crisis management or international business studies. Moreover, this case study can be used for corporate training and to help hospitality industry staff, mid-level human resource managers and organizational development practitioners to better understand crisis management in their hotels. Supplementary materials Teaching notes are available for educators only. Subject code CSS 6: Human Resource Management

Exploring the cornerstones of green, sustainable and socially responsible human resource management

PurposeThis study aims to delineate the fast-growing path of human resource management (HRM) research with a sustainable orientation and resolve confusion over the differences and interdependences of the various approaches that have emerged: green human resource management (GHRM), sustainable human resource management (Sustainable HRM), and socially responsible human resource management (SR-HRM).Design/methodology/approachIn this study, bibliometrics and science mapping were used to analyze the field's conceptual structure based on 587 related documents extracted from the ISI Web of Science database. Co-word analysis with SciMAT software enabled the authors to map the main themes studied and identify evolution, importance, and relevance.FindingsSR-HRM is the least developed of the three approaches analyzed and has been overlooked by the journals that publish the most work in the field of HR. The authors identify a lack of sustainability-related HRM studies on higher education and an ongoing need both to explore the role of culture in GHRM implementation and to explain further the potential non-green behavioral outcomes that can result from GHRM's use.Practical implicationsThis study demonstrates how human resource factors are key to managing challenges such as aging workforce, unstable employment relationships, implementation of green supply chain management, and Industry 4.0.Originality/valueThis study explores in detail the interrelations among various emerging sustainable human resource approaches and subtopics derived from the interrelations to reveal hotspots, dilemmas, paradoxes, and research gaps.

Mapping employee involvement and participation in institutional context: Mick Marchington's applied pluralist contributions to human resource management research methods, theory and policy

AbstractOur paper examines how the work of Mick Marchington integrated older forms of employee participation with newer patterns of employee involvement. The paper shows how Employee Involvement and Participation (EIP) is central to contemporary Human Resource Management (HRM) in four distinct ways: first is the ‘theoretical’ integration of pluralism into newer HRM approaches; second is the ‘practical’ insights gained from what was happening at organisational level; third is the contributions to ongoing ‘policy debates’ about fair work; and finally, his emphasis on ‘context‐sensitive methods’ link macro, meso and micro developments. We refer to three specific projects and related periods: a Department of Employment funded project during the late 1980s and early 1990s which developed the waves and escalator concepts of EIP; a Chartered Institute of Personnel Development project concerned with employee voice and management choice in the 2000s, which gave insight to multiple meanings of EIP and strategic choice; and research concerned with the notion of fair voice from comparative cases studies across different liberal market economies from 2008 onwards. By reflecting on these research projects and periods we present a potential framework that offers continued longevity for the future study of HRM.

The employee experience (EMX) framework for well-being: an agenda for the future

PurposeThis conceptual review paper aims to extend the human resource (HR) management literature by introducing a holistic employee experience (EMX) framework to conceptualize the relationship between EMX entities and employee well-being. Thus, the EMX framework stimulates future research in HR and organizational studies by incorporating a transformative impact of experiences designed by organizations on the overall well-being of their employees.Design/methodology/approachThe paper draws on the customer experience literature in the marketing literature and reviews the existing conceptualizations of the EMX construct in HR management studies, along with other disciplines through an extensive and in-depth analysis of the academic and business literature that examines EMX.FindingsThe EMX framework provides a comprehensive outlook on the relationship between EMX and well-being, where the latter is considered both a driving force and an outcome of the overall EMX. EMX is a multilevel model offering a big-picture view of how the three entities – personal, social and cultural – of the organization referring to different levels of the EMX can affect employees' well-being in terms of their functional, emotional, hedonic and eudaimonic needs.Research limitations/implicationsThe EMX framework utilizes a richer definition of the EMX and highlights the need for research that bridges other disciplines and paradigms outside of and within HR management. This research develops the understanding of each component of the EMX framework with the ultimate goal of moving the field towards the EMX approach. This research identifies some unanswered questions related to a new management tool that enhances employee well-being, improves the delivered customer experience and contributes in making the current body of knowledge on the EMX more organized. The analysis of the different issues addressed by the literature suggests avenues for future research.Originality/valueThe paper contributes to the HR literature and the emerging research on the EMX by presenting a comprehensive framework that incorporates a holistic understanding of the concept in the HR field. The paper offers scholars and organizations that struggle with engaging employees, a modern and practical perspective – one that helps organizations develop an in-depth understanding of today's workplaces in a globalized context to implement successful and engaging customer and EMXs.

Structure of human resource management in the information technology field: A bibliometric analysis

Human resource management (HRM) involves huge amounts of data, which requires the application of modern information technologies (IT). The paper looks at the role and development of human resource management in information technologies by employing bibliometric analysis of publications released in the period of 2001–2020 and aims to understand the interaction between the two fields. The methodological basis includes the concept of human resource management. In the article, the bibliometric methods were used, such as co-word, social network and keyword frequency analyses. The information basis of the study includes 562 articles indexed in Scopus database. The data obtained were processed using VOSviewer, Pajek and UCINET software. The 20-year period under study was divided into four periods of five years each to interpret the combination of methods, betweenness centrality and degree centrality values of the keywords for each period. Social network analysis findings reveal that sustainable HRM studies in the IT field are cohesive and connected, and appear to be building as an academic field. According to the research findings, human resource development, cloud computing, supply chain management, and job satisfaction are the most likely study fields in the future. Developments in the field of HRM provide a subjective assessment and interpretation of the emerging trends based on the quantitative approach and identify the existing research gaps, such as looking for an association between IT and sustainable HRM social effects.

Positive psychology and human resource management: Building an HR architecture to support human flourishing

The purpose of this special issue is to review the current state of positive psychology in human resource management (HRM) and encourage future research. This lead article provides a framework to guide and stimulate scholarship that builds on the existing literature by identifying gaps in our knowledge as well as opportunities for advancement of the field. The model developed herein offers an expanded view of positive human resource management through the exploration of the links between the individual, the group, and the organization. The articles that follow offer unique insights into applications of positive psychology within the study and practice of HRM, providing specific examples of how scholarship in this area may continue to develop.

Unlocking the value of artificial intelligence in human resource management through AI capability framework

Artificial Intelligence (AI) is increasingly adopted within Human Resource management (HRM) due to its potential to create value for consumers, employees, and organisations. However, recent studies have found that organisations are yet to experience the anticipated benefits from AI adoption, despite investing time, effort, and resources. The existing studies in HRM have examined the applications of AI, anticipated benefits, and its impact on human workforce and organisations. The aim of this paper is to systematically review the multi-disciplinary literature stemming from International Business, Information Management, Operations Management, General Management and HRM to provide a comprehensive and objective understanding of the organisational resources required to develop AI capability in HRM. Our findings show that organisations need to look beyond technical resources, and put their emphasis on developing non-technical ones such as human skills and competencies, leadership, team co-ordination, organisational culture and innovation mindset, governance strategy, and AI-employee integration strategies, to benefit from AI adoption. Based on these findings, we contribute five research propositions to advance AI scholarship in HRM. Theoretically, we identify the organisational resources necessary to achieve business benefits by proposing the AI capability framework, integrating resource-based view and knowledge-based view theories. From a practitioner’s standpoint, our framework offers a systematic way for the managers to objectively self-assess organisational readiness and develop strategies to adopt and implement AI-enabled practices and processes in HRM.

Quality in Mixed Human Resource Management Research: Evidence from Published Literature

The study focuses on several issues that affect methodological rigour of mixed research. The article aims at providing illumination and clarity on continued use of terminologies in mixed research in a confusing manner. Research paradigms should conduct from time-to-time inward introspection to ascertain quality of research papers. This article attempts to ascertain quality of published mixed research. The article investigates several dimensions of quality in mixed Human Resource Management (HRM) research and then gives recommendations to improve research practice. It dwells on ignored issues in quality of mixed research such as conceptual and theoretical framework, catapulting them to the high table of quality discourse in mixed research. As a pivotal divergence from previous studies, traceability as an integral mixed research quality dimension is given prominence. This article utilises quantitative and qualitative document review guides to collect data from published journal papers in HRM. The study found that there are areas of improvement in the conduct of mixed HRM studies and proposes a framework that can act as a guide in evaluating quality criteria. Mixed research is marginalised in HRM literature owing to the small percentage of published papers.

Human resource management studies in hospitality and tourism domain: a bibliometric analysis

PurposeBibliometric analysis allows examining a large volume of bibliometric data within an objective perspective. The purpose of this study is to conduct a bibliometric analysis to reveal the current status of human resource management (HRM) studies while exploring research trends and future directions.Design/methodology/approachWeb of Science was chosen to identify studies in the field. In total, 1,404 articles were selected for bibliometric analysis. The VOSviewer program was used to analyze and visualize obtained data.FindingsThe findings revealed that the most frequently used keywords were job satisfaction, hospitality, tourism, HRM and work engagement. Karatepe and Baum were the most cited authors and Inoue (2011), Felps (2009), Shaw (2011), Gursoy (2008) and Cooper (2006) were the most cited documents in HRM studies in the hospitality and tourism domain.Research limitations/implicationsThe study provides some theoretical and practical implications. The study findings can give researchers and practitioners insights into the current position of HRM studies and trend topics. Besides, it can be used as a practical guide for determining potential gaps in the literature.Originality/valueThis study contributes to the literature by bringing HRM studies in the hospitality and tourism fields together and revealing the current position of the inquiry by determining the most cited authors, articles, journals, organizations and collaborations among authors.

Situating human resource management in the political economy: Multilevel theorising and opportunities for kaleidoscopic imagination

AbstractThis article introduces a special issue on Situating Human Resource Management (HRM) Practices in their Political and Economic Contexts. We develop a novel multilevel framework for exploring the political economy of HRM and use this to position the articles in this special issue. We argue that the study of HRM is often too narrowly constructed within a psychological, positivistic paradigm and at an organisation‐level, and that situating HRM in its political and economic context requires a more inclusive, interdisciplinary approach that includes the use of kaleidoscopic imagination and meta‐theoretical bricolage. By embracing a theoretically pluralist approach to studying HRM, researchers are better able to analyse how different levels of the political economy interact with specific HRM practices to impact value creation. We conclude by discussing the contribution of this article and the special issue, as well as highlighting avenues for future research.

Migrants' motivations and intentions to work virtually for their country of origin

PurposeThe authors investigate empirically emigrants' intentions and motivations to work virtually for their country of origin. The study focuses on a country with substantial, persistent emigration and explores theories of diaspora investment motivation and virtual work characteristics.Design/methodology/approachAn exploratory questionnaire survey on migrants' intentions and motivations to work virtually for their country of origin was conducted in late 2016 on 3,022 respondents, all emigrants from Lithuania.FindingsMigrants are more likely to engage in virtual work for their country of origin when they experience negative career satisfaction, perceive the country of origin as their home country, belong to a recent wave of migration and possess occupational skills commonly employed in virtual work.Research limitations/implicationsA major limitation of this study conducted on emigrants from one country is that it does not permit generalisation of the results to other countries and regions. It is limited, thus, to making general comparisons to what is known in the literature about migrants from other nations. However, the authors have identified some of the main factors which have theoretical and empirical import for future research, and the auhtors have argued that the results of our study possess only a few inherent geographic limitations. This research is a starting point for studies connecting diaspora motivation and their linkage to virtual work as a mean of human capital gain for the country of origin. The findings inform the conceptual model of virtual workplaces of Kumpikaite-Valiuniene et al. (2014) in relation to migrants and support Nielsen and Riddle's (2010) migrant diaspora investment motivation theory.Practical implicationsUnderstanding how and when organisations will work virtually with migrants from the country of origin as well as knowing more about their needs and expectations for migrants' knowledge, skills and work experience are necessary for future research on the attractiveness and potential of virtual work. As a first step in exploring diaspora motivation for virtual work, the authors recommend conducting qualitative research that would investigate more deeply the various motivations migrants can have for virtual work with their country or origin. This study revealed that females are more motivated to work virtually compared to males. However, gender issues have not been explored in this survey and constitute a future study direction.Social implicationsMoreover, future research should examine what areas of human capital, commercial and cultural knowledge can be productively delivered by migrants working virtually for organisations in the country of origin, which will contribute to greater understanding of knowledge transfer and human capital issues (“brain gain”) in the migration literature. Further, specific forms of virtual work should be studied empirically for the extent that they provide opportunities for self-development and for satisfaction in personal lives and work careers. In addition, the potential business and societal benefits for the country of origin should be studied further through examining diverse dimensions of family, community, work and careers. These studies will expand knowledge of virtual work and related research phenomena and will contribute to this gap in the migration and human resource management (HRM) literature studies.Originality/valueThis research is a starting point for studies connecting diaspora motivation and their linkage to virtual work as a mean of human capital gain for the country of origin. The findings inform the proposed conceptual model of virtual workplaces by Kumpikaite-Valiuniene et al (2014) in relation to migrants and support Nielsen and Riddle (2010) migrant diaspora investment motivation theory. The authors have identified some of the main factors that have theoretical and empirical import for future study. This research topic and new related studies on diaspora have the potential to contribute to the fields of migration, HRM, work and career studies.

Ricardo flies Ryanair: Strategic human resource management and competitive advantage in a Single European Aviation Market

AbstractHow and why are some firms, such as Ryanair, able to consistently record industry‐leading profitability that sustains a competitive advantage over their rivals? Human resource management (HRM) plays a critical role in four widely recognised profit‐generating mechanisms, albeit not always in ways predicted by mainstream strategic HRM. Studies of HRM → performance grounded in the resource‐based view of the firm invariably focus on the human resources already controlled by the firm—specifically, resources that are rare, inimitable, non‐substitutable and can be exploited through organisation—rather than strategic factor markets where firms acquire their human resources. In doing so, these studies overlook the industrial relations and wider institutional context that might variously promote, permit or preclude particular HR policies and practices. It is only when different profit‐generating mechanisms, either in isolation or combination, are activated under the auspicious conditions of a particular time and place that HRM contributes to sustained competitive advantage.