University Human Resource Research Articles

Role of Organizational Trust on Readiness for Change Academic Staff University in Facing Higher Education Governance Changes

Universities are currently facing an era where the challenges of the competition are increasingly dynamic and complex. Changes in university governance to become more autonomous are needed so that universities can be competitive and dare to take innovations in education, teaching, and service management. Academic staff, which is one of the university's human resources, must be prepared as the first step for change. Readiness for change is one of the drivers for achieving the effectiveness of organizational change and needs to be reviewed before making organizational changes. During the change process, organizational trust is considered a critical factor to solve risks in the change process. This study aims to determine the role of organizational trust on readiness for change in university academic staff in the face of changes in higher education governance. The sample of this study amounted to 277 academic staff from one of the state universities in South Kalimantan who were selected using simple random sampling. The measuring instrument used is a scale of readiness for change from Holt and organizational trust from Cumming and Bromiley, and both are already adapted. This research was then analyzed using simple linear regression. The results of this study indicate that organizational trust plays an important role in readiness for change in academic staff. Thus, organizational trust needs to be increased and maintained to prepare university academic staff in the face of change.

PENGARUH WORK-LIFE BALANCE TERHADAP WORK ENGAGEMENT PADA DOSEN WANITA DALAM MENGHADAPI DUNIA PENDIDIKAN DI ERA DIGITAL

This study aims to determine how much influence work-life balance has on work engagement for women in dealing with the world of education in the digital era. Technological developments in the digital era in today's world of education encourage them to develop their ability to operate digital systems both in communicating, teaching and learning and using applications to support the tri dharma task of higher education. The demands of work duties and responsibilities are a challenge for lecturers to do many things in daily life in a balanced way. Especially as a female lecturer who is also responsible for taking care of household activities. In addition, lecturers as human resources in universities are also a source of lessons to be responsible for the development and quality of universities as their organizations. This requires lecturers to be heavily involved in the administration and activities set by the institution. The involvement of lecturers makes the higher education system run smoothly and creates a satisfactory quality of higher education. With a balance between work and life, it is hoped that female lecturers can be more involved in all matters so that the tasks and responsibilities of the organization can be achieved. Measurements were carried out on 200 respondents using the Urtretch Work Engagement Scale and the work life balance scale. The results show that there is a positive and significant effect of work life balance on work engagement on female lecturers, which is 87.1%

Working it out: Will the improved management of leaky bodies in the workplace create a dialogue between medical sociology and disability studies?

This article focuses on the workplace as a significant site of convergence between the disciplines of medical sociology and disability studies. As disability remains on the margins of sociological exploration and theorising relating to health and work, disabled workers remain on the margins of the workforce, subject to disproportionate rates of unemployment, under employment and workplace mistreatment. The article focuses on the experiences of people with 'leaky bodies', focussing specifically on employees who experience troubling menstruation and/or have gynaecological health conditions. It brings together data from three studies conducted between 2017 and 2020; interviews with disabled academics (n=75), university staff with gynaecological health conditions (n=23), and key stakeholders in universities (n=36) (including university executives, line managers and human resources staff). These studies had separate, but linked foci, on the inaccessibility of workplaces, managing gynaecological health conditions at work and supporting disabled people at work respectively. Drawing on the Social Relational Model of disability and theories of embodiment, we explore the experiences and management of workers with leaky bodies in UK University workplaces. Data illustrates how workplace practices undermine embodied experiences of workers with 'leaky' bodies by maintaining workplaces which ignore their material reality. We highlight that addressing embodied needs alongside acknowledging disabled people as an oppressed political category represents a theoretical meeting point for disability studies and medical sociology.

Research on Cultivation of Innovative Talents in Colleges and Universities Based on Fuzzy Evaluation Model

Since the 21st century, the main goal of talent training in China has gradually changed from cultivating compound talents to cultivating high-quality talents with typical innovative spirit and innovative ability. In order to give full play to the value of human resources in college and university function and improve the level of human resource management, this paper used the analytic hierarchy process, fuzzy evaluation model constructed, and the education and management of data analysis, together with the present situation of university human resources development and management, and explored the effective ways to optimize the human resource management in colleges and universities, college should shift from understanding, putting forward to optimize the structure, clear management responsibility, and improve the incentive mechanism and other innovative ideas.

Hybrid Learning Management as a Strategy to Improve Learning Motivation in Higher Education

Learning motivation for students in higher education has a vital role in making learning effective, especially during the covid 19 pandemic. This study aims to understand the implementation of hybrid learning management in improving student learning motivation in the Madrasah Ibtidaiyah Teacher Education Departement, at the Tarbiyah and Teacher Training Faculty, UIN Antasari Banjarmasin. The qualitative method of case study type was chosen in this study. Researchers conducted interviews, observations, and documentation to obtain valid and accurate data. The results of the study indicate that hybrid learning management in growing student motivation in higher education is carried out through; analysis of the readiness of human resources in universities; providing a hybrid learning platform to support learning programs; Learning design that combines online and offline (face-to-face) learning, and ongoing evaluation of hybrid learning.

Determinants of Mobility Management in Higher Education: Evidence from Vietnam

Academic mobility is a popular phenomenon at universities, particularly for promoting knowledge exchange, attracts the attention scientific community in recent years, especially in the context of integration and The Fourth Industrial Revolution (FIR). Indeed, FIR is place convergency many dimensions that make mobility flows at universities more advantageous with unlimited connection and interactions, including virtual space and digital tools for mobility. The paper aims at exploring the key determinants of mobility management in higher education to respond to the impacts of FIR. The conceptual model of this study emphasizes mobility management of high-quality human resources following their contribution process: attraction/recruitment, contribution onsite, and return. The model also shows that both individuals and universities have common and unique interests in enhancing mobility flows while creating knowledge transfer regions. It is important to combine these benefits to create active mobility flows. By analyzing some typical mobility flows in a Vietnam national university Hanoi case study, we emphasized that the current philosophy of Vietnamese universities is mostly to focus on solving the lost mobility flows (brain drain) instead of going hand-in-hand with managing the value of high-quality human resource mobility and connecting networks to make to promote knowledge exchange. Thus, it requires Vietnamese universities should change for adapt to FIR’s impacts with academic mobility and manage mobility of human resources follow all their contribution process. This study explores these topics for their impact on FIR to manage mobility flows of high-quality human resources using assessment data which collected snowball methods. Finally, the paper proposes the policy framework supporting mobility management and priority solutions for promoting the knowledge interactions zones and developing smart platforms for university governance and human resource management adapting with the context of the FIR.

Few-Shot Learning-Driven Optimal Allocation Model of University Human Resources Based on the Apriori Algorithm

For universities, HR is the first element and the first resource to build university resources. Systematic construction and management of HR and effective development and utilization are the key factors to promote the development of universities. In this paper, the Apriori correlation rule mining algorithm is studied, the optimal allocation model of university HR based on the Apriori algorithm is studied, and the strategy of optimal allocation of university HR is discussed. DM can discover the talent patterns and laws within the organization, so as to find the talent model within the organization. The results show that the method proposed in this paper can be used to mine the correlation rules of the university HR data set, and good results can be achieved. The system can realize the standardization, safety, and paperless work of university personnel, which has changed the original manual work mode and greatly improved the work efficiency. The method in this paper can be used to determine a reasonable HR structure according to the development goals and plans of our school, establish a scientific talent evaluation mechanism, clarify the age structure of teachers, provide an important scientific method, and provide objective decision support for formulating talent demand planning, talent recruitment, and training.

Role of internal marketing in Australian higher education sector: age, gender and job level as moderators

ABSTRACT While internal marketing is used by the higher education sector to improve academics’ commitment toward their university employer, the impact on senior academics compared to junior academics may differ. Considering ‘intelligence generation, dissemination and responses’ as part of internal marketing, this study explores its impact on affective commitment using social exchange theory and also used gender, age and job level as moderators with surveys on senior and junior Australian university academics. Findings from structural equation modelling with multi-group analysis suggest that university’s vision and communication are highly motivating for senior academics but not for juniors. Junior academics place greater emphasis on training and the rewards system. Moderation analysis reveals the rewards system is considered more by older senior academics, whereas older junior academics are more interested in training. University human resources and administrators can develop effective strategies to increase commitment, positive word of mouth and brand image.

Human resources at Vietnamese universities in the process of international integration

Human resources is the decisive factor determining the quality of the training of universities. Especially in the context of international integration and the explosion of the fourth industrial revolution (revolution 4.0) today, in order to survive, develop and assert their brands, universities must pay more attention to more to the quality of the human resources to meet the increasing demands of society. In recent years, the quality of human resources in universities in Vietnam has been continuously improved. However, compared with developed countries in the region, the quality of human resources in Vietnamese universities is still limited, still a long distance, requiring longer-term strategies from universities.

Exploiting multimedia technologies in education, research, and university-community projects

The pandemic has led to the acceleration of the digital transformation of all university activity. Some users/university staff were better prepared for this, but others need support and training in the development of digital skills. Increasing the efficiency and effectiveness of digitized activities (administrative, educational, research, university marketing, communication, and community involvement, with business or industrial partners) require increasing concerns for the university's human resources to have the necessary knowledge of operation. Moreover, our students are from generation Z, Millennials and can be stimulated in learning, interaction, and communication with the help of digital means, multimedia technologies and social media. We are witnessing a radical change in the way communication takes place in universities and within its extended community, with its various stakeholders. In this dynamic context we have built and present the way to extend the digital/multimedia competencies of university staff (administrative, teaching, research staff, etc.) with the support of an international community associated with the Erasmus+ project: “Multimedia Competencies for University Staff to Empower University - Community Collaborations” (2020-1-RO01- KA203-080399).

The Role of Accounting for Intellectual Capital in Achieving Human Resources Value in Universities Applied to a Sample of Faculty Members at the Dongola University in the Sudan & Abu Dhabi University in the United Arab Emirates

This study aimed to identify the accounting for intellectual capital and its role in the achievement of human resources value in universities, a case study of a selected sample of faculty members of the Faculty of Economics and Administration Sciences at Dongola University and the academic programs at Abu Dhabi University. The study problem is well represented in how accounting for intellectual capital functions in its major three components, (human capital, structural capital, relational capital) and how that achieves the value of human resources in the universities. 
 
 The study data has been analyzed using the Statistical Package for the Social Sciences program (SPSS). The study reached a number of results as follows: The results of the analysis of the Simple linear regression have also shown a strong correlation and statistically significant effect of overall independent study variables combined, (accounting for human capital, accounting for structural capital, accounting for relational capital) on the value of human resources in the tow universities. 
 
 The study concluded with a set of recommendations, including the following: The study recommended the management of the two universities to increase the attention to the accounting for intellectual capital together with its three components (accounting for human capital, accounting for structural capital, accounting for relational capital ) by mobilizing the potential energies within the university, in a manner that enhances the value of human resources.

Identification of Internal Academic Factors Affecting Academic Entrepreneurship: A Case Study

Academic Entrepreneurship is an entrepreneurial activity conducted by scientists/academics who market their research results commercially to achieve specific economic benefits or rewards. This research focuses on academic entrepreneurship that occurs at Andalas University. There is still a lack of academics whose research products for commercialization are about 22.73%. It is because there are factors that influence academic entrepreneurship activities at Andalas University. One of them is the internal academic factor. The internal factors are Control System, Organizational Culture, Human Resource Management System, Organizational Structure, and Academic Leadership Behavior. The purpose of this study is to analyze the university's internal factors on academic entrepreneurship. This research uses a quantitative approach derived from 106 Andalas University academics with Structural Equation Modelling (SEM) methods with SmartPLS Software. The result obtained in this study is that the control system exerts a positive and negative influence on academic entrepreneurship. In contrast, other factors have a significant positive influence on academic entrepreneurship. The research results show that the university's control system, organizational structure, and human resources had no significant positive effect on academics at Andalas University. Meanwhile, entrepreneurial behavior and organizational culture have a significant positive effect on academic entrepreneurship at Andalas University. Further research should be analyzed for all universities with innovative products and are ready for commercialization throughout Indonesia. This research is still a case study and needs to be developed.

E-Learning in Era of COVID-19 Pandemic: Impact of Flexible Working Arrangements on Work Pressure, Work–Life Conflict and Academics’ Satisfaction

The aim of this study is to better understand the effect of flexible working arrangements (FWAs) on three academics’ outcomes, which are work pressure, work–life conflict and satisfaction during the ongoing COVID-19 pandemic. A quantitative approach using probability-sampling technique was performed to collect the data. A total of 132 responses were considered in this study. The sample includes academics from Middle East and North Africa region. This research used the method of partial least squares to test the research hypotheses. The findings showed that there are significant effects between flexible working-time arrangements, work pressure, work–life conflict with academics’ satisfaction. Yet, both work pressure and work–life conflict do not have moderator roles on the relationship between FWAs and academics’ satisfaction. The research results could be applied by university human resources’ managers seeking to introduce flexible schedules in the workplace in the context of uncertainty. The study makes a novel contribution to the effect of flexible schedules on the attitude of academics during a health crisis (COVID-19).

Market Orientation, Transformational Leadership, Partnership Effects on Organizational Performance: Competitive Advantage as a Mediator

Market orientation, transformational leadership, and partnership strategy effects on organizational performance mediated by competitive advantage in non-profit private universities are not widely discussed and well understood. The research aimed to describe the implementation of market orientation, transformational leadership, and partnership strategy, competitive advantage, and organizational performance. The research also analyzed the effects of the independent variables (market orientation, transformational leadership, and partnership strategy) and intervening variable (competitive advantage) on the dependent variable (organizational performance). The research applied a quantitative method. The respondents were 38 rectors or vice-rectors from private universities using simple random sampling. The data were analyzed using the PLS technique. The results show that all independent variables have positive effects on competitive advantage, except partnership strategy. Competitive advantage also has a positive effect on organizational performance. The practical research implication is that human resources in universities must have excellent service-oriented. They need to communicate well and coordinate to deliver better service to the students to be competitive and achieve better performance. In conclusion, to increase the university performance, the university leaders need to encourage all employees and faculty members to deliver the best service to the stakeholders of the universities and coordinate well across units to discuss issues and share ideas to solve the problems they have in service delivery. Then, the employees and faculty members will know what to improve and provide, and private universities will be much more competitive because of their reliable resources and capabilities.

Human Resource Strategy Evaluation And Performance in Higher Education: An Empirical Study on Selected Universities in Kenyan

The research aimed to examine the relationship between human resource strategy evaluation and the performance of human resources in universities in Kenya. A sample survey cross-sectional design was employed where the target population was the registrars from the administration department that has oversight over the human resources. The data was then processed using the SPSS version 25 and analysed with descriptive and inferential statistics. Frequency distributions indicated high utilisation of the principles of business strategy evaluation in human resources. The correlation between the Human resource Strategy Evaluation and performance was positive and significant, and regression analysis confirmed the predictive power of human resource strategy on performance. The study concluded a positive and significant relationship between the utilisation of human resource strategy evaluation and the performance of human resources in universities in Kenya. Keywords: Human Resource Strategy Evaluation; Performance; Higher Education, Kenya

Особенности управления кадрами вузов гуманитарной направленности

At present, when education has become a goods in the service market, it is necessary to competently approach the issue of managing the human resources of universities. The value of a university is determined by the value of its human resources. Today, there is a shortage of competent specialists in the humanitarian universities of the Kyrgyz Republic. The main task of the university's human resources management is to attract the most valuable employees to the university who are able to bring educational services to a new level. The article describes the features of human resources management of a humanitarian university, considers the classification of university human resources, studies the elements of university personnel management, such as planning, organization, motivation and control.

How epistemic injustice maintains norms of the disembodied ideal worker in UK Universities

This paper extends debates usually reserved for philosophy, health and justice systems to a new domain by applying Fricker’s concept of epistemic injustice to the workplace to understand the experiences of academics living with disability and chronic health conditions. It focuses on the experiences of disabled UK higher education institution (HEI) employees, including women with long-term gynaecological health conditions. The paper brings together four studies conducted between 2017 and 2020 specifically: oof interviews with disabled academics (n=75), interviews with key stakeholders in universities (n=35) ((including university executives, line managers and human resources staff) alongside an analysis of the human resource management (HRM) policies (n=84) used by university managers to manage disabled employees and those with long-term health conditions.), a survey of experiences of managing gynaecological health conditions while working in universities (n=627) and : university staff with gynaecological health conditions (n=23) and We utilise the concept of epistemic injustice to explain the complicated spoken and unspoken, written and unwritten ways in which HRM policy and practice in UK HEIs reinforces sexist and ableist barriers, limiting meaningful inclusion of disabled employees and women employees with gynaecological health conditions. The paper reveals the invisibility of embodied experiences in HE HRM policy and subsequent practice, the implicit operationalisation of stigma to maintain silence and the burden of ‘proof’ required from individuals experiencing health conditions or disability that originates from an assumption of disingenuity. The stigmatised nature of many health conditions, particularly those relating to women’s reproductive systems, restricts open discussions of health and the materiality of bodies in the workplace, so limiting the provision of workplace accommodations. HRM policy and practice in UK HEIs requires disclosure and evidence from employees seeking support – obliging them to speak up in a context of institutional silence with no guarantees that they will be believed.

An Analysis of Establishing New Staff Education Training System and Mechanism in Colleges and Universities

The importance of university human resource management to the development of universities is self-evident. Whether universities can achieve sustainable development depends on a high-quality human resource management system. University faculty and staff have the dual identities of not only engaging in education work, but also responsible for certain administrative tasks. How to establish a set of education and training systems and mechanisms for new recruits in line with the university’s own development concepts to help new recruits form a correct teaching attitude and cultivate excellence the ability to execute is of great significance, which is also the focus and difficulty of the training of new recruits in colleges and universities.

Conceptual issues of human resources development of higher educational institution

The talent management concept is the most consistent with the task of developing human resources for a higher educational institution. On the basis of the synthesis of theory and practice, the authors have developed a number of practical recommendations aimed at improving the efficiency of the university's human resources management: substantiated the need to create a Coordination Council for the development of the university's human resources; development of the concept of the Center for Personnel Development, designed to provide access to a new level of talent management at the university; the issues that require special attention for the search for management decisions in the field of policy for the development of the university's personnel potential are identified. The current transformations of the domestic system of higher professional education, including the transition to a multilevel model of education, the introduction of new educational standards, the development of innovative methods of organization and management of the educational process, diversification and expansion of educational programs, necessitate strengthening the development of human resources implementation of modernization processes. Thus, the issue of building a management system for the development of higher education staff, which takes into account the specifics of the main categories of employees: teaching staff, scientists and administrative staff. In general, the system of personnel development management as a set of interrelated actions, covering such subsystems as the development of strategies and policies for human resources development, training, work with the human resources reserve, talent management, career planning and support, competence and performance management, requires certain decisions in the field of organizational design. In other words, the effectiveness of the implementation of a systematic approach to the development of human potential of the university depends, among other things, on the degree of rational distribution of areas of responsibility and the performance of relevant functions between its structural units.

The DIY Education Model for Expanding English and American Literature Contents

The purpose of this study is to find out what talents the future company demands, and to reveal the true talents that the future society desires through a DIY education model for expanding English and American literature content. It is investigated the truth of the future society and suggested the correct direction of education through English and American literature with DIY education model proposed in this study. Based on the results of this study, it was an opportunity to clarify the right direction to cultivate human resources in universities.</br></br> Key Words: Problem Solving Ability, To Room Nineteen, Doris Lessing, Flipped Learning, PBL