Supportive Human Resource Management Research Articles

Exploring equality, diversity, and inclusion in multiethnic settings: A context‐sensitive approach

AbstractOrganisations, worldwide, have introduced human resource management (HRM) and equality, diversity, and inclusion (EDI) policies to address the inherent disadvantages experienced by employees with diverse social identities in different national contexts. In this study, we draw on McCall's comparative intersectional framework and Chadwick's narrative methodologies on materiality and voice, to investigate employees' experiences of EDI policies in a multiethnic setting. Vignette and interview data were obtained from employees in two banks, in the ethnically extremely diverse country of Nigeria, and analysed. Our findings suggest that EDI policies require a universal, widely acknowledged, core alongside specificities reflecting the context in which the EDI is to be enacted. Furthermore, we integrate and build on intersectionality, materiality, and voice to nuance and challenge EDI approaches and mutually supportive HRM policies in the Global South that may, in turn, have implications for the Global North and, particularly, multinational companies.

Perceived organizational support, graduate research supervision and research completion rate

PurposeThis paper aims at examining graduate research supervisors' perceptions of organizational and job supervisors' support and their influence on research completion rate. While research supervision has been mainly examined from pedagogical perspectives, little emphasis has been placed on the human resource management (HRM) activity for academics. This review paper draws from organizational support and social exchange theories (SET) to examine the influence of perceived organizational support (POS) and perceived supervisor support (PSS) in research supervision work.Design/methodology/approachThe paper is a narrative literature review of identified relevant readings on organizational support and social exchange, research supervisors' perceived support and their implications for research.FindingsResearch supervisors examine their perceptions of administrative, professional, financial and socio-emotional support from their universities and job supervisors. They in turn feel obligated to reciprocate, for example, through commitment, engagement and performance, towards meeting their goals with the organization, the job supervisor and the student.Research limitations/implicationsThe study relied on a literature review; hence, the findings may not reflect actual expressions of research supervisors' perceptions.Practical implicationsThe paper shows the application of organizational support and social exchange theories in academic work. It emphasizes the importance of support, perception and reciprocation through an exchange relationship. The research support framework is a guide to managing the relationships among the parties involved in research work.Originality/valueThe paper considers research supervisors as key human resources (HRs) that espouse supportive HRM practices from both the organization and the job supervisor. This is unlike most studies that have employed only pedagogical approaches in explaining research. It further develops a research supervision support framework.

The influence of human resource management practices on job satisfaction

Organizations that want to improve their performance should focus on the satisfaction of their employees, because employees who are satisfied with their work are the largest asset in the organization, while unsatisfied employees are its biggest problems and obligations. Much attention should be paid to the problem of measuring employee satisfaction in an organization, since this circumstance clearly describes the current situation of the organization. Understanding how satisfied employees are with the job contains useful information to predict their future behavior and make the right managerial decisions. Human resource management can overcome many challenges by offering various methods that increase employee satisfaction. These methods will help the organization work better. It is imperative that organizations maximize the impact of supportive human resource management practices. The article presents the results of a study aimed at studying human resource management practices affecting employee satisfaction. The study was conducted by an online survey among employees of educational institutions of the city of Almaty. The results revealed practices that significantly affect employee satisfaction, in particular: training and development; awareness raising; democratic approach and fair distribution of power, the provision of authority; providing employment security; stimulation of self-realization and career advancement; initiative management. The socio-demographic factors affecting employee satisfaction were also identified. Indicators such as gender and income showed a high level of statistical significance.

Impacts of supportive HR practices and organisational climate on the attitudes of HR managers towards gender diversity – a mediated model approach

PurposeUsing the theoretical lens of the behavioural perspective on HRM, this study examined a mediated model to understand the extent to which organisational factors such as supportive human resource management policies and practices (SHRPP) and organisational climate (OC) can influence the affective attitudes of HR managers towards promoting women into organisational leadership roles. Survey data collected from 182 human resource managers in Bangladesh were analysed using partial least squares–based structural equation modelling (PLS-SEM) and the PROCESS macro to test mediating effects. The results reveal that the adoption of SHRPP is positively associated with OC, which in turn shapes the attitudes of HR managers leading to implementing unbiased promotional practices for organisational leadership roles.Design/methodology/approachQuantitative survey data collected from 182 human resource managers in Bangladesh were analysed using PLS-SEM and PROCESS macro.FindingsThe results reveal that the adoption of SHRPP is positively associated with OC which in turn shapes the attitudes of HR managers leading to implementing unbiased promotional practices for organisational leadership roles.Research limitations/implicationsSelf-report, cross-sectional survey data may contribute to the methodological bias such as common method bias (CMB). Harman's single-factor test revealed that no single component explained a major portion of the total variance. Furthermore, partial correlational analysis using a marker variable coupled with an assessment of social desirability indicates that common method variance is unlikely to have any CMB risks to the validity of the study results.Practical implicationsFrom a practical point of view, the findings of this study suggest that supportive HR practices may create a positive organisational climate that leads to creating a healthy work environment ensuring an equal opportunity for everyone to grow and excel irrespective of their socio-cultural backgrounds and gender identity; thus, facilitating the organisation to take advantage of creativity and innovation offered by their talents, a critical factor for the organisation to survive and flourish in the dynamic market.Social implicationsThe study findings provide insights into why organisations should adopt fair and transparent HR policies to create a congenial work climate impacting on positive social attitudes towards acceptance of a gender-balanced empowered society.Originality/valueTo the best of author's knowledge, this is the first study that examined a mediated model to understand how organisational factors such as SHRPP and OC can impact on the affective attitudes of HR managers towards promoting women in the organisational leadership roles.

Impact of customer-oriented strategy on financial performance with mediating role of HRM and innovation capability

PurposeThe purpose of this paper is to explain the relationship between customer-oriented strategy (COS) and financial performance (FP) of firm, to examine the role of supportive human resource management (HRM) in COS implementation and contribution toward FP of firm. It also examines the mediating role of innovation capability (IC) between COS and FP of firm.Design/methodology/approachThe approach used for this study is quantitative. Data required for testing of hypothesis were gathered from the managers of manufacturing firms of Gujranwala, Pakistan. To conduct the data analysis, structural equation modeling was used.FindingsFindings of this study showed that there is significantly positive relation between COS and FP with the significant positive mediating effects of supportive HRM and IC.Research limitations/implicationsThis research has been conducted in manufacturing sector only. So, it is suggested to future researchers to carry out this research in other sectors. Second, this research focused only on IC but there are many other organizational capabilities (OC) that can be used.Practical implicationsThis research would be helpful for all firms adopting COS to understand that how to mobilize their HR to accomplish the purpose of strategy. It will enable manufacturing firms to understand and work on IC.Originality/valueThis study is anticipated to add value to the existing literature of strategy process and OC. This study is one of the first to examine IC as mediator between COS and organizational FP so it opens new areas for research.

A STUDY OF THE RELATION BETWEEN THE CHANGES OF WORKING STYLE WITH IT USE AND THE EMPLOYEE'S WORK-LIFE BALANCE

The purpose of this study is to observe how the change of employee’s working style with using IT and other work environmental factors affect their work-life balance. In recent Japan, many companies have introduced some HRM (Human Resource Management) programs that support employee’s work-life balance since their working style has been diversified in these years. However, not few Japanese employees still think that those HRM programs (for example maternity leave, childcare leave, discretionary labor system etc.) are difficult to take or they feel awkward to take it as a right or they think those supportive HRM systems are useless since their workplace are still strongly based on very tight team work organization and too busy to leave their team for their private matter. They often feel as if they are guilty to leave the workplace for their personal circumstances. There are some reasons why it is difficult for Japanese employees to maintain their balance of work and private life. It is caused by Japanese unique situations, for example, a yet strong division of labor by gender role, very long working hours, relatively ambiguous job boundaries etc.) Some Japanese companies have been trying to redesign their jobs and their working styles with using IT systems. Other factors to be considered are their work environment circumstances such as the office atmosphere and relationships with colleagues. The paper focuses on the effects of changing Japanese employees working styles using IT, work environmental factors and employee’s comfortability to take HRM programs for their work-life balance. A survey research was used to confirm the correlations between the working style changes, work environmental factors and employee’s comfortability of taking HRM programs. The finding is that there are positive correlations between the changes of working style by using IT, relationship with colleagues, office atmosphere and employee’s comfortability to take HRM programs for their work-life balance.

Supportive Drivers of Organizational Knowledge Management: A Case Study from Egypt

The ability to manage efficiently the flow of knowledge has becoming a crucial requirement to boost the organizational learning and competitiveness along the knowledge era. However, a lack of consensus and confusion may still exist regarding what comprise the Knowledge Management (KM) and its importance to improve the overall organizational performance in Egypt. Moreover, there is generally a lack of an observable organizational KM initiatives’ progress in Egypt. This study highlights the significance of KM and explores the key drivers that can support organizational KM initiative in Egypt which requires organizational management and human orientation in terms of setting supportive human resource management, organizational culture and organizational structure. The study also alarms the attention to the various challenges that may hinder the successful implementation of KM initiative in Egypt. Based on the case study approach, this study sheds the light on a good model of IBM Egypt as a guidance supporting the crucial significance of KM for booming innovation and organizational performance.

A STUDY OF THE RELATION BETWEEN THE CHANGES OF WORKING STYLE WITH IT USE AND THE EMPLOYEE'S WORK-LIFE BALANCE

The purpose of this study is to observe how the change of employee’s working style with using IT and other work environmental factors affect their work-life balance. In recent Japan, many companies have introduced some HRM (Human Resource Management) programs that support employee’s work-life balance since their working style has been diversified in these years. However, not few Japanese employees still think that those HRM programs (for example maternity leave, childcare leave, discretionary labor system etc.) are difficult to take or they feel awkward to take it as a right or they think those supportive HRM systems are useless since their workplace are still strongly based on very tight team work organization and too busy to leave their team for their private matter. They often feel as if they are guilty to leave the workplace for their personal circumstances. There are some reasons why it is difficult for Japanese employees to maintain their balance of work and private life. It is caused by Japanese unique situations, for example, a yet strong division of labor by gender role, very long working hours, relatively ambiguous job boundaries etc.) Some Japanese companies have been trying to redesign their jobs and their working styles with using IT systems. Other factors to be considered are their work environment circumstances such as the office atmosphere and relationships with colleagues. The paper focuses on the effects of changing Japanese employees working styles using IT, work environmental factors and employee’s comfortability to take HRM programs for their work-life balance. A survey research was used to confirm the correlations between the working style changes, work environmental factors and employee’s comfortability of taking HRM programs. The finding is that there are positive correlations between the changes of working style by using IT, relationship with colleagues, office atmosphere and employee’s comfortability to take HRM programs for their work-life balance.

Roles of Emerging HRM and Employee Commitment: Evidence from the Banking Industry of Bangladesh

This study examines the roles emerging human resource management (HRM) plays in enhancing employee commitment to the organization from the perspective of social exchange theory (SET). In this relationship, HRM roles represent the mechanisms through which managers’ actions, behaviours and HRM procedures affect employees’ commitment to the organization. A self-administered questionnaire survey was employed for data collection from a sample of 217 respondents drawn from front-line employees working in private commercial banking organizations in Bangladesh. Using structural equation analysis, the results indicated a significant and positive influence of the roles of emerging HRM, namely, procedural justice, organizational communication, empowerment, employee development and participation as determinants of employee commitment to the organization. In this study, the five-dimensional emerging HRM roles had a positive relationship with employee commitment to the organization. Thus, organizations and their top management should have interest in, and nourish, a supportive HRM environment, and must provide a strong priority to HRM through which they will demonstrate their commitment to open communication, empowerment, participation, investment in employee development and a just environment to get employee commitment in a long-lasting, high-quality commitment-focused relationship.

The Impact of Supportive Supervision on the Implementation of HRM processes; A Mixed-Methods study in Tanzania

Background: Supportive supervision is a key determinant of service quality and provider performance, and is particularly pertinent to low-resources settings where supervisors are pivotal to the performance of health workers. To strengthen the human resource management (HRM) function at district and health facility level we implemented the Support, Train and Empower Managers (STEM) project to increase the capacity of managers to support and supervise their staff in Tanzania. Methods: This study used a mixed-methods design, utilising data from health facilities to assess changes in practice and employing focus group discussions to explore perceptions of supervisors 12 months following implementation of STEM in three regions of Tanzania. The present study focused on the perceptions of supervisors on the implementation of supportive HRM processes and how these influenced the supervision practice. Results: The most notable behavioural change attributed to STEM was the introduction of systemic record keeping systems, including staff files and job descriptions. The systems led to an improved work environment and improved communication between health providers and supervisors. In-turn this eased the supervision process and saved on time spent supervising staff. Introduction of registers to monitor staff movement into and out of the facility reduced unexplained absences while availability of clear job descriptions led to more efficient use of HR. Conclusion: Supportive supervision can promote implementation of HRM policies leading to an enabling environment for management to support staff, thereby improving staff morale and retention. Lessons learned from STEM can be incorporated in rolling out such an intervention in other settings and can also enhance our knowledge about developing supportive supervision interventions.

A mediated model of the effects of human resource management policies and practices on the intention to promote women: An investigation of the theory of planned behaviour

This study investigates the role of supportive human resource management policies and practices in senior HR managers’ intention to promote women to senior management positions. Based on the theory of planned behaviour, we argue a model in which supportive HR policies and practices affect managers’ attitudes towards the promotion of women to senior positions and their perception of organisational norms and control over the decision. We employ partial least squares based structural equation modelling to investigate data from a sample of 183 firms in Bangladesh. Our results support the utility of the theory of planned behaviour in understanding the positive effects of HR practices on the intent of senior managers to promote women. Our findings suggest that the role of HR policies and practices is not only to eliminate opportunity for discrimination but also to encourage the development of deeper attitudinal and normative acceptance of women’s role in senior management.

From Customer‐Oriented Strategy to Organizational Financial Performance: The Role of Human Resource Management and Customer‐Linking Capability

Drawing on the organizational capabilities literature, the authors developed and tested a model of how supportive human resource management (HRM) improved firms’ financial performance perceived by marketing managers through fostering the implementation of a customer‐oriented strategy. Customer‐linking capability, which is the capability in managing close customer relationships, indicated the implementation of the customer‐oriented strategy. Data collected from two emerging economies – China and Hungary – established that supportive HRM partially mediated the relationship between customer‐oriented strategy and customer‐linking capability. Customer‐linking capability further explained how supportive HRM contributed to perceived financial performance. This study explicates the implication of customer‐oriented strategy for HRM and reveals the importance of HRM in strategy implementation. It also sheds some light on the ‘black box’ between HRM and performance. While making important contributions to the field of strategy, HRM and marketing, this study also offers useful practical implications.

Research on the Human Resources Performance Management Based on the Strategic Direction Data Mode Analysis

Strategic human resource management theory, strategic choice on the basis of the enterprise, to take appropriate human resource management practices, to better achieve Organizational performance. By analyzing real human resource management Different modes of practice, combined with the specific activities of the US-Japan Human Resource Management companies, proposed supportive human resource management practices can help companies achieve strategic goals of innovation.