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Fernando W.S.K, Jayasekara M.K.V.R, Sumanarathne W.G.G.M.J, Senevirathne H.B.M.C, Pathirana G.Y, Weerarathna R.S
International Journal of Human Resource Studies, Volume 11, pp 45-54; doi:10.5296/ijhrs.v11i1.18102

Abstract:
In modern times, the trends in students’ choice of specialization in the bachelor’s degree are changing rapidly. Therefore, this research study attempts to build a conceptual framework to uncover the relationship between students’ choice of specialization in Human Resources Management (HRM) and the factors that influence students’ decision making when selecting the area of specialization. This concept paper examines the independent variables (influential factors) which impact the selection of HRM as an area of specialization. The conceptualization supports the theoretical framework created to identify the personal factors, academic factors and social factors which lead to the selection of the area of specialization. The primary importance of this paper is that the conceptual framework can be used in other countries for academic purposes.
Aisha Sarwar, Usman Maqsood, Bahaudin G. Mujtaba
International Journal of Human Resource Studies, Volume 11, pp 24-44; doi:10.5296/ijhrs.v11i1.18075

Abstract:
This study examines when and why job insecurity due to COVID-19 leads to decreased well-being in hotel (restaurant) delivery personnel. It also examines resiliency as a moderator between job insecurity and employee anxiety. Data was collected in time lags from 253 respondents of food delivery personnel in hotel restaurants. The findings suggest that job insecurity due to COVID-19 decreased an employee’s well-being via financial stress. Moreover, resiliency played a buffering role in mitigating the damaging impact of job insecurity on fanatical stress. Theoretical and practical implications are included in this paper. COVID-19 is considered as most devastating and fatal diseases of this century since it is negatively impacting many industries, including hotels and restaurants. While some researchers have reflected upon the nature of this disease, the arrival of possible vaccine and economic outcomes, the employees’ psychological outcomes are largely ignored areas of research. Hence, this study attempts to fill this gap by adding relevant knowledge to the field. This study contributes to literature in various ways. Firstly, this study proposes and measures employees’ job insecurity due to infectious disease COVID-19 in hotels. Secondly, anxiety is measured as a mechanism to explain the relationship between perceived job insecurity and employees’ psychological well-being.Thirdly, this study proposes and empirically tests the factors which may decrease employees’ well-being during the outbreak of a COVID-19 pandemic. Fourthly, this study examines employees’ personality trait of resiliency as a buffering factor between job insecurity and employee anxiety. Finally, this research validates the conservation of resources theory in terms of external stressor and personal resource in the form of resiliency. Hence this study is a timely response against the current coronavirus pandemic to expand the scope in domain of mental health specifically among hotel employees to provide insights to practitioners. The objective of this paper is to examine the impact of job insecurity on mental health of hotel employees and to recommend a few avenues for practitioners to mitigate its devastating effects.
Aminah Ahmad, Sylvia Nabila Azwa Ambad, Syed Jamal Abdul Nasir Syed Mohd
International Journal of Human Resource Studies, Volume 11, pp 1-22; doi:10.5296/ijhrs.v11i1.18074

Abstract:
The development of transformational research publication has increased gradually, and the trends were consistently rising. Therefore, the study aims to analyse the scientific literature published in the field of transformational leadership research. Scopus database was utilised to assemble literature on transformational leadership field based on the ‘keywords’ search results, and the study finalised 2,136 valid documents for further analysis. Authors then employed VOS viewer for data visualisation purpose. The results show an increase in the literature on transformational leadership from 1987 until now. However, the number was slightly lower in 2015. Various studies have been conducted on transformational leadership involving the collaboration of multi-authors. Most of the publications were published in English, with a total of 161 authors from 96 different countries and 162 institutions.
Syafinaz Ruslan, Siti Fatimah Mohamad, Nurul Hanisah Juhari, Muhammad Shahrim Abdul Karim
International Journal of Human Resource Studies, Volume 11, pp 70-84; doi:10.5296/ijhrs.v11i1.17669

Abstract:
An internship program is integrated into higher learning institutions curriculum. It is aimed to cultivate students ability in applying knowledge from classrooms to practices. Internship satisfaction is identified as one of the focal points to assess the effectiveness of an internship program. Nonetheless, only little studies reviewed the determinants of internship satisfaction, particularly within the service-oriented industry. Thus, the main objective of this study was to review factors that influence internship satisfaction in the service industry, particularly the hospitality industry. Besides, the importance of internship in developing self-competencies among students is also discussed. A number of articles were obtained from two different databases, using keywords related to the topic. The articles were carefully examined, derived from relevant disciplines in the service industry: hospitality and tourism, business, sports management, education, and human resource. Main determinants of the internship satisfaction were clustered into five categories: individual factors, job characteristics, organisational environment, contextual factors, and career potential. Besides, the importance of internship experiences in fostering students self-competencies were discussed, including interpersonal skills, problem-solving, self-confidence, and knowledge about the job market. Findings on this paper are anticipated to extend the literature review on internship research and assist internship stakeholders in structuring a well-rounded internship program. As this paper is only based on traditional literature reviews, it has a limitation in its methodology. Hence, future research is recommended to use a structured methodology such as systematic reviews or scoping reviews.
Lyndon Garvin Augustine
International Journal of Human Resource Studies, Volume 11, pp 55-69; doi:10.5296/ijhrs.v11i1.18063

Abstract:
The workforce for registered nurses (RNs) are currently facing unprecedented challenges. Current challenges such as the consequences associated with patient falls and healthcare-associated infections (HAIs) have placed a social and financial burden on the U.S. healthcare system. What’s more, future challenges such as the expected retirement for baby boomers and an expected shortage on the availability of medical physicians has raised many concerns for healthcare organizations on how they will deliver care in the years to come. The conclusion is that these challenges will significantly affect the well-being of the RN workforce. Hence, because of these challenges, the objective of this research was to explore various leadership styles to use among nurses towards challenges faced within the 21st century. By focusing on these challenges, the researcher provided findings around ethics and its impact on decision-making. Thereafter, the researcher highlighted common leadership styles that are used, and then proposed a new leadership theory, servant leadership, as an option for Chief Nursing Officers to use to help guide its nursing workforce going forward.
Orly Yeheskel, Shlomo Globerson
International Journal of Human Resource Studies, Volume 10, pp 255-267; doi:10.5296/ijhrs.v10i4.17954

Abstract:
The disruption and chaos experienced by businesses and other organizations during the fourth industrial revolution, which have intensified during the Corona epidemic, are creating major managerial challenges for executives and organizations, forcing them to operate in a volatile, uncertain. Such a situation requires a more sophisticated approach that includes swift and flexible managerial and response mechanisms, alongside mechanisms based on continuity and order, and the appropriate modifications to the managerial and organizational systems.The article presents perspectives and insights related to the question of how chaos, disruption and change are affecting managerial approaches in general and managerial control in particular.The traditional control systems were developed to manage continuous processes rather than the sudden and volatile events that characterize a chaotic environment. Sudden or unexpected events are in fact similar with respect to their control needs to project management since they have a defined starting point that requires a specific response, one that is not always possible to predict. Therefore, we suggest that traditional control be combined with project control. This will create a control infrastructure that combines order and chaos.
Muhammad Majid , Mohamad Faizal Ramli, Basri Badyalina, Azreen Roslan, Azreen Jihanx Azreen Jihan Che Mohd Hashim
International Journal of Human Resource Studies, Volume 10, pp 186-207; doi:10.5296/ijhrs.v10i4.17822

Abstract:
This paper intends to investigate the role of engagement, motivation, work environment, supportive culture, and organizational learning on job satisfaction. Responses were collected from 169 employees in Malaysian higher education sector. Further, the data obtained were analysed by using Statistical Package for the Social Sciences (SPSS). The results indicated that there are positive and significant relationships between engagement, supportive culture, motivation, and work environment on job satisfaction among employees of Malaysian higher education sector. However, organizational learning is not a significant towards job satisfaction. In future research, employees from private universities and public universities can be studied as comparison. By conducting these comparisons, it will help in creating plans to narrow down the gaps between these two sectors. In addition, the results will help to enhance the rising literature on job satisfaction from Asian context as this study was based on Malaysian samples. Data from employees working in different higher education institutions was utilized for this study to ensure the unbiased responses. Therefore, this study contributes to the literature concerning job satisfaction among employees, and the results of this study provide significant evidence on the influence of engagement, motivation, work-environment, organizational learning and supportive culture on job satisfaction in Malaysian higher education sector.Keywords: Malaysia, Engagement, Motivation, Work Environment, Organizational Learning, Supportive Culture, Job Satisfaction, Higher Education
Isiaka Kolawole Egbewole
International Journal of Human Resource Studies, Volume 10, pp 25-36; doi:10.5296/ijhrs.v10i4.17817

Abstract:
The study examined the effect of employee participation and determination of minimum wage among selected primary schools in Osogbo, Osun State Nigeria. Descriptive survey research designs were adopted for the study. The population of the study was 145 staff of the selected primary schools while taro yamane formula was used to determine 106 as the sample size. Questionnaire was used to elicit information from the respondents and single linear regression was used to analyze the collected data with the help of statistical package for social sciences (SPSS). The findings of the study revealed that (i) The correlation coefficient (R) equals [r (98)=.43**, p
Siti Fatimah Mohamad, Muhammad Nazreen Ezyan Soffi, Farah Adibah Che Ishak
International Journal of Human Resource Studies, Volume 10, pp 12-24; doi:10.5296/ijhrs.v10i4.17510

Abstract:
Researchers have recognized the benefits and importance of having successful internship programs for all relevant stakeholders; students, universities and employers. Despite these significances, internship is found to be provocative as previous studies revealed the challenges perceived by undergraduates and employers. Nonetheless, researchers underlook the challenges perceived by internship coordinators in terms of placement, assessment and cooperation given by undergraduates and employers. Hence, the purpose of this study was to explore the challenges to achieving a successful internship program in the hospitality industry. The findings derived from seven internship coordinators in public universities that offered hospitality degree programs throughout Malaysia. The data obtained from semi-structured interviews were analyzed using thematic analysis. Seven themes were extracted as the challenges of this study, namely: 1) attitude, 2) constraint, 3) manipulation, 4) placement, 5) sexual harassment, 6) expectation, and 7) student preparedness. The findings of this study are expected to give insights to all relevant stakeholders, in terms of improvement and strategies needed in designing an internship program, particularly in the hospitality industry. Besides, it is anticipated to guide internship coordinators and students to well-prepare for the expected difficulties that they might experience while coordinating and undergoing the internship process.
Ibrahim Hassan Barrow
International Journal of Human Resource Studies, Volume 10, pp 1-11; doi:10.5296/ijhrs.v10i4.17702

Abstract:
Various clans in Bay region have had conflicts over time onwards with the pastoral communities taking the lead. More specifically, Baidoa district has been registered several inter-clan conflicts within Digil and Mirifle tribe and sub tribes fighting over resources and political issues. This paper examines Inter-Clan Conflicts in Somalia with special reference to Baidoa district community. The study used descriptive research design. The target populations of this study were communities in Baidoa district. The study distributed questionnaire and purposive sampling due to security issue with 103 respondents of male and female who were more familiar with the background of inter-clan conflicts in Baidoa district. The data analyzed with SPSS version of 16.0. The findings show that land ownership dispute, pastures, water, and political power sharing and many other subjects are the major drivers of the inter-clan conflict amongst the communities in Baidoa district. Besides, the results also revealed that lack of rule of law and uncontrollable urbanization including internal displaced people has been frontline frequently rising of inter-clan conflicts due to occupying illegal lands without getting any permission by the land owner/state and many other unmanaged matters are still exist in Baidoa. Currently, the security situation in Baidoa district is quite good but not reliable because of Baidoa outskirts is under control of Al-Shabab militant. Peace is the heart and pillar upon with every life’s meaningful progress, security and social harmonize could be reach and continued in each nation’s life.
Christophe Rukundo, Jean-Noel Beka Be Nguema, Cynthia Atamba, Mohamed Habuba Halima, Akorfa Neku
International Journal of Human Resource Studies, Volume 10, pp 287-302; doi:10.5296/ijhrs.v10i4.17989

Abstract:
The present study examines role clarity as a hindrance stressor that influences how employees stay engaged in their work roles. The proposition is that two occupational stressors interact to impact work engagement via negative affect. Cross-sectional data were collected from working professionals pursuing an Executive MBA at a larger university in China to test the proposed model. Results from our field study (N = 237) revealed role conflict and time pressure as predictors of employees’ negative affect. Also, results reveal that time pressure moderated the association between role conflict and employees’ negative affect. These findings imply that two divergent occupational stressors can influence employee work-related outcomes. We concluded by discussing theoretical and practical implications.
Desak Putu Eka Nilakusmawati, I Gusti Ayu Made Srinadi
International Journal of Human Resource Studies, Volume 10, pp 234-254; doi:10.5296/ijhrs.v10i4.17953

Abstract:
This study determines the mobility of informal sector migrant workers from outside Bali in Denpasar City, Bali, Indonesia including the history of mobility before arriving in Denpasar City, the mobility process, and the decision model for settling in the destination area. The research was conducted in two locations in Denpasar City, namely West Denpasar District and South Denpasar District. The research data were collected by interview using a questionnaire and sampling was done by purposive sampling. History of mobility of migrant workers before arriving in Denpasar City, had lived in other places before their current place. The previous residence was another village in one sub-district and another sub-district in Denpasar City. The most reason for the decision to do mobility is dominated by the reason for getting a job. The reason for migrants to choose to work in Denpasar City is because the salaries/wages are higher than in their home areas and it is easier to find job than in their home regions. Most of respondents waited for their first job ≤3 weeks, with the source of assistance in getting the first job dominated by assistance from family/relatives. The source of assistance in finding a place to live for the first time, partly by their ownself, and the rest are accommodated by relatives/family. Significant factors influencing migrants' decision to plan to settle in the destination are the variables of Age, working hours per day, status of home ownership, source of assistance for first-time residence, and sub-district of the respondent's residence.
Nan Lin
International Journal of Human Resource Studies, Volume 10, pp 220-233; doi:10.5296/ijhrs.v10i4.17795

Abstract:
Sino-Japanese relations is an important and complicated bilateral relationship in Asian-Pacific region. The two countries are highly interdependent, but existing contradictions and competitions among many areas. It’s a healthy bilateral relationship that promotes the development of China and Japan as well as regional stability. The specific “strategic basis” of Sino-Japanese relations lays a solid foundation for the stability and development of Sino-Japanese relations. Whether this foundation is solid or not, it completely depends on the consistency/inclusiveness extent of the cognition on core national interests and its strategic interaction and feedback assessment. Therefore, interest cognition, strategic interaction and feedback assessment are three elements to determine the evolution of Sino-Japanese relations. The three elements constitute an interactive logic loop, presenting distinct three stages of Sino-Japanese relations since normalization. The author takes the interactions of above three elements as analysis tool, and focuses on elucidating internal mechanism of the first two development stages of Sino-Japanese relations evolution, so as to explore the problems and roots among Sino-Japanese relations since 2012 and make brief analysis on the probability of reshaping the strategic basis of Sino-Japanese relations “struck by Donald John Trump”.
Tengku Adil Tengku Izhar, Mohd Shamsul Mohd Shoid
International Journal of Human Resource Studies, Volume 10, pp 48-71; doi:10.5296/ijhrs.v10i4.17839

Abstract:
Data is important in assisting decision-making in relation to the organizational goals. However, the trustworthiness of organizational data in relation to achieving the organizational goals is often questioned because of the vast amount of organizational data available. This paper advances the understanding of the organizational goals model based on ontology. This refers to the importance of assisting the organization to utilize relevant organizational data for decision-making in relation to the organizational goals. Therefore, domain experts and entrepreneurs can make a decision to what extend the organizational goals are achieved. The results show that ontology supports the relationship between the organizational goal elements as an effort to measure organizational data in relation to the organizational goals.
Evgeny A. Rudnev
International Journal of Human Resource Studies, Volume 10, pp 333-339; doi:10.5296/ijhrs.v10i4.18023

Abstract:
The five main сhallenges on the way of managing change in organizations at the present stage of development of science are differences in leaders, differences in management and changes mechanisms, markers of changes, the effectiveness of strategic actions, career of employees. A long and difficult path in theory and practice is the development and search for methods of social science. Human resource management and change management - openness of the question about the most effective mechanism of change in organizations.
Christophe Rukundo, Jean-Noel Beka Be Nguema, Cynthia Atamba, Mohamed Habuba Halima, Akorfa Neku
International Journal of Human Resource Studies, Volume 10, pp 318-332; doi:10.5296/ijhrs.v10i4.18007

Abstract:
Dealing with challenging stressors is unquestionably the cornerstone of work life. On the other hand, challenge stress alters employees' work engagement and makes them feel unsure of their ability to develop careers and perform well. In this study, we tested the mediating effects of negative affect on the negative relationship between challenge stress and work engagement. This relationship was moderated directly by self-compassion. Data from 137 employed professionals enrolled in the Executive MBA in one of the largest Chinese universities were used to test these relationships. Data analysis results show that challenge stress has a significant negative effect on work engagement while negative affect mediated this relationship. The relationship between challenge stressors, negative affect, and work engagement was directly and indirectly moderated by self-compassion. We finished by discussing the theoretical and practical implications.
Sadman Rana Rakin, Masuma Binte Yousuf, Mohammad Rabiul Basher Rubel
International Journal of Human Resource Studies, Volume 10, pp 268-286; doi:10.5296/ijhrs.v10i4.17768

Abstract:
The current study tries examining the effect of socially responsible human resource management (SR-HRM) practices on environmental performance in banking industry of Bangladesh with mediating effect by green innovation. This study has tested the hypotheses upon 365 line-managers and has found positive effect of SR-HRM upon both environmental performance and green innovation. In the current research, green innovation also showed positive impact upon environmental performance. Additionally, Green Innovation significantly mediates the linkage between SR-HRM and environmental performance. This research recommends the future researchers to think of mediating effects by other responses of employees in the linkage between SR-HRM and environmental performance.
Ayodeji Matthew Adejuwon, Felix Olurankinse, Olugbenga Jinadu
International Journal of Human Resource Studies, Volume 10, pp 303-317; doi:10.5296/ijhrs.v10i4.17873

Abstract:
The study investigates whether a significant relationship exists between corporate determinants and human resource accounting disclosure of selected banks in Nigeria. It also looks at whether human resource accounting disclosure is influenced by banks profitability, firm size and listing age. Data were obtained from the annual reports and corporate websites of the selected banks for the periods between 2014 and 2018. In testing the research hypotheses, the study engaged the use of panel least square regression in analysing the data. The findings revealed that there is a significant positive relationship between profitability, firm size and human resource accounting disclosure. However, listing age exhibited no relationship with human resource accounting disclosure. The study recommends that listed banks in Nigeria should be encouraged to mandatorily disclose human resource accounting information so as to enhance their social reputation and reduce the potential agency costs. Also, the study contributes to the existing models, in terms of depicting specific attributes that measure the determinants of human resource accounting disclosure of listed banks in Nigeria.
Eric Cobbinah, Albert Henry Ntarmah , Anthony Frank Obeng, Prince Ewudzie Quansah
International Journal of Human Resource Studies, Volume 10, pp 93-124; doi:10.5296/ijhrs.v10i4.17660

Abstract:
Though a significant number of studies in organizational behaviour literature have shown a positive relationship between affective organizational commitment and job performance, the findings of some studies indicate that the relationship varies. This highlights the presence of mediator and moderator variables. Our study seeks to clarify when and why affective organizational commitment is more or less related to job performance by investigating the mediating role of organizational citizenship behaviour and the moderating effect of leadership styles (transactional and transformational) on this relationship. Using a quantitative survey we sampled 556 workers from the Metropolitan, Municipal and District Assemblies in Ghana. The empirical results from hierarchical multiple linear regressions showed a positive relationship between affective commitment and job performance whilst OCB also mediated this relationship. The moderation analysis revealed that leadership styles (transformational and transactional) strengthened the positive relationship between affective commitment and job performance with transactional leadership the most effective leadership style. The outcome of our study suggest that, though affective commitment positively relates with job performance the relationship varies with the leader’s leadership style. We realized that within the local government context in Ghana, organizational commitment is more closely or strongly related to job performance when leaders (MMDCEs/mayors) transactional rather than transformational leadership is high. The practical contributions of this study are thoroughly discussed.
Bahaudin G. Mujtaba , Natalie F. Mesa, Shannon McGee, Sherwayne O. Mears, Fernando S. Moncada
International Journal of Human Resource Studies, Volume 10, pp 125-148; doi:10.5296/ijhrs.v10i4.17888

Abstract:
Publix Super Market is relentlessly committed to creating employment opportunities for the communities it serves, especially in the face of the Covid-19 pandemic. Amid ever increasing exogenous pressure, Publix has anchored itself in its world-class Human Resource Management, e.g., staffing protocols, performance management, and employee-management relations. Based on research as well as the personal work experiences of the authors with this organization, this paper and case study offers an in-depth view of how Publix has positioned itself—and remains positioned as—one of the top companies to work for in the United States. Rather than view HR as a cog in its operational engine, Publix holds its HR department as a strategic partner. This has been instrumental in maintaining a finger on the pulse of staff’s needs and creating a nurturing culture that champions every professional. Publix is not only a place where ‘shopping is a pleasure,’ but where working is a pleasure also.More than 150 years ago, the Civil Rights Act of 1866 affirmed that U.S. citizens are entitled to equal protection under the law. Over 50 years ago, the passing of the Civil Rights Act of 1964 outlawed discrimination. However, despite over a century of legislation and activism, discrimination remains a pressing issue plaguing America today. Despite racial turmoil that afflicts our society, Publix has announced they will not stand for injustice by emphasizing, “Let’s end the injustice. Let’s stand together.” Publix has made a $1 million contribution to the National Urban League affiliates across the Southeast, as they continue to support their civil rights efforts.Publix offers its associates career growth, and the necessary training for equitable promotional opportunities for all their diverse employees. Furthermore, it invests in its associates' health, with a benefits package that encourages wellness, smoking cessation, and provides primary care, vision, and dental plans. Using a qualitative process based on personal experiences and documented literature, this case study will guide you through some of Publix’s hallmark human resource policies, how the company has embraced them, and how it works daily to encourage and incentivize its associates' career growth.
International Journal of Human Resource Studies, Volume 10, pp 37-47; doi:10.5296/ijhrs.v10i4.17838

Abstract:
Purpose- The paper examined the role of compensation practices on job satisfaction of faculty members in private institutions of higher learning in Saudi Arabia. The paper also examined the mediating role of talent management in the relationship between compensation practices and job performance.Methodology/Approach- A descriptive research design method was applied in the study. The paper is focused on review of previous studies from online data bases and periodicals on the paper variables and resultant relationships. Literature acknowledged the effect of compensation practices on job satisfaction. The paper explained the importance of compensation practices on job satisfaction and the mediating role of talent management. Equity theory was used as the underpinning theory of this paper.Findings- The paper found that compensation practice mediated by talent management is important to increase job satisfaction of faculty members of newly established private institutions of higher learning particularly in Saudi Arabia.Implication/Contribution- The paper provides opportunity for scholars to test the proposed framework empirically. The paper can serve as guide for human resource personnel in newly established private institutions of learning in increasing faculty member’s job satisfactions. The paper adds to body of existing literature on compensation practices, job satisfaction and talent management with focus on newly established private institution of learning in Saudi Arabia.
International Journal of Human Resource Studies, Volume 10, pp 72-92; doi:10.5296/ijhrs.v10i4.17840

Abstract:
The principal objective of this paper is to explore how using different sorts of international assignments (short-term expatriation, long-term expatriation, short-term inpatriation) enable the headquarters (HQ) and ancillary branches to transfer an assortment of knowledge types (procedural, declarative, axiomatic, and relational knowledge) from the HQ to their ancillaries, through the period of assignment. The current study used a qualitative approach based on the data collection strategy of semi-structured interviews with 20 partakers with standings of international assignment (IA). The content analysis methodology was managed to analyze and codify the interviews. The findings reveal that every single kind of assignment acts as a special knowledge transfer situation. The principal benefaction of our study is that it delivered a more precise understanding of international assignments as knowledge transfer situations than any research in precedence. While the contributions of this study have been salient, certain limitations pave the way for extensive research possibilities. To begin with, this paper lays emphasis on a large organisation in the Oil and Gas sector in three countries, UK (the HQ), Oman and UAE, which limits generalization of the findings. The paper reviews the implications of selecting IA to transfer the various types of knowledge. We achieve this by distinguishing the knowledge convey role of international assignments across different types of assignments, types of knowledge, and the direction and timing of knowledge transfer through or following the international assignment. First this paper is necessary to analyze the success of knowledge transfer and IA and ascertain their application. To the best of our knowledge, this research one of the rare studies that include the engineer’s perspective in the global Oil and Gas sector. This umbrella approach aids in better understanding IA and knowledge transfer.
Anjeline Akinyi Omondi
International Journal of Human Resource Studies, Volume 10, pp 208-219; doi:10.5296/ijhrs.v10i4.17915

Abstract:
The main aim of the study was to examine the role of organizational sponsorship, career management behaviour and proactive personality in predicting subjective career success of managerial staff in large scale manufacturing firms in Kenya. Primary data was collected using a sample of 255 managers from large scale manufacturing firms in Kenya based on descriptive survey. Hypothesis was tested using hierarchical regression model. The findings indicate that the joint effect of the predictor variables was greater than their individual effect on subjective career success. The study recommends that large manufacturing firms should facilitate their staff’s career success by providing them with organizational sponsorship programmes. The findings also point out the need for the staff to be proactive and to adopt suitable career management behaviour that can enhance their achievement of career success. Future researchers may benefit from the already established conceptual and methodological reference in their pursuit for further studies with regards to this area in different contexts.
International Journal of Human Resource Studies, Volume 10; doi:10.5296/ijhrs.v10i4.17914

Abstract:
With the fast growth of business and rapid changes in the economic landscape, organisational commitment remains an important subject to be discussed in any part of an organisation. Thus, the present study examines the effects of perceived organisational support on organisational commitment among offshore employees in Malaysia. A study was conducted by distributing online questionnaire via Google Forms among offshore employees. A total of 246 completed responses were collected, and data collected were then analysed using PLS-SEM 3.3.2. The outcomes suggest that all dimensions of perceived organisational support have a significant relationship towards organisational commitment among offshore employees in Malaysia, except for supervisor support.
International Journal of Human Resource Studies, Volume 10, pp 149-167; doi:10.5296/ijhrs.v10i4.17641

Abstract:
This study aimed at investigating the relationship between green human resource management (Green HRM) practices and employee green behavior (EGB) within the context of hospitality industry, Khulna city, Bangladesh. Data collected through a self-administered questionnaire from 130 hotel employees of Khulna city were analyzed by employing correlation and multiple regression analysis. The study results showed that there was a positive association between green focused HRM functions and EGB. It was further confirmed that Green Training & Development, Green Performance Appraisal and Green Compensation& Rewards had significant contribution in explaining the green behavior of the hotel employees.
International Journal of Human Resource Studies, Volume 10, pp 98-116; doi:10.5296/ijhrs.v10i3.17295

Abstract:
Background: In the call for papers to the 18th International Studying Leadership Conference, the organisers present an argument that leadership is place-bound, and ask a very specific question: “Why does leadership style vary from place-to-place?” This article presents a response to the assumption implicit in this question and also answers the following question: “Does leadership style differ from place-to-place?” Theoretical underpinning: The link between leadership styles and organisational structure is implicit, given general systems theory (Von Bertalanffy, 1968). Leadership styles are presented in terms of Pearce, Sims Jr, Cox, Ball, Schnell, Smith and Treviño’s (2003) typology of leadership styles and organisational structure typology, as specified by Mintzberg’s (1992, 2009). Aim: The aim of this article is to present empirical information on the relationship between leadership styles and the organisational structures within which they manifest. This will provide an answer to the question, “Does leadership style differ from place-to-place?” Ultimately, this may contribute to aligning leaders to organisations. Setting: Data was collected from nine medium-to-large sized organisations operating within an urban environment in South Africa. Method: A cross-sectional survey design was used to collect quantitative data on leadership styles. Data on organisational structure was collected by subject matter experts. Analyses of variance were performed to test hypotheses that leadership styles are equal across organisational structures. Results: The measures of leadership styles showed acceptable levels of reliability and evidence of factorial validity. Statistically significant differences between the leadership styles were detected for transformational, transactional, and directive leadership, but not for empowering leadership. Only for directive leadership were these differences practically significant. These results were linked to organisational structure data. Discussion: Although it is not difficult to create hypotheses linking leadership styles with organisational structure, it was difficult to find these differences in the data and to find cases where these hypotheses held across all the organisations. Practical significant differences occurred for directive leadership only. Conclusion: Before asking, “Why does leadership style vary from place-to-place?” this research asked, “Does leadership style differ from place-to-place?” Given this particular sample, and the manner in which place was defined, place does not seem to dictate the leadership style present in a particular environment.
Murat Çolak, Melce Elegel
International Journal of Human Resource Studies, Volume 10, pp 223-237; doi:10.5296/ijhrs.v10i3.17596

Abstract:
Corporate governance is a concept that emphasizes sustainable growth and stability in order to successfully transfer businesses to future generations. It also allows businesses to be well managed under a professional, transparent, fair and accountable management approach. Corporate governance is closely related to the human resources practices carried out by the businesses and the institutionalization levels of the businesses. The lack of any initiative on human resources practices in enterprises or the lack of these practices constitutes the biggest obstacle to the institutionalization of businesses. The study created for this purpose is structured to examine the impact of human resources practices on corporate governance understanding. The study sample was prepared in a business in the food and beverage industry with 66 branches operating in Turkey. Qualitative research method based on the interview, document review and observation techniques was applied. According to the findings, successful human resource management practices were found to be closely related to the levels of corporate governance and institutionalization. It was determined that the deficiencies in human resources practices on the researched business prevented the formation of institutionalization and then prevented the corporate governance understanding.
Sylvia Bisela Simiyu, Muganda Munir Manini, Victor Lusala Aliata
International Journal of Human Resource Studies, Volume 10, pp 263-274; doi:10.5296/ijhrs.v10i3.17607

Abstract:
The Occupational Safety and Health Act No. 15 of 2007 and reread in 2010, offers for the safety health and benefit of personnel and all individuals lawfully current at places of employment in Kenya. Despite this workers have continued to face occupational health and safety challenges which expose them to a wide range of accidents which eventually pull down their performance. According to ILO statistics on safety and health at work of 28th April 2016, 6300 individuals succumb daily due to occupational accidents or employment associated ailments and deaths exceeding 2.3 million yearly. The study was purposed to investigate the effect of occupational health and safety (OHS) on employee performance in Sugar Industries in Western Kenya. The explicit objective was to determine the effects of occupational environment on employee performance in sugar industries in Western Kenya. The target population comprised 8801 staff in all the sugar firms in Western Kenya. Stratified random sampling technique was used to select a sample of 383. Primary data was gathered by use of questions which were validated through a pilot study of 10 staff prior to the main research. Cronbach alpha coefficient with a threshold of 0.70 was used to test the reliability of the research instrument. The study findings revealed that: occupational environment contributed to employee performance β=0.585. The R2 change after incorporating Top Management Support was 0.290, P=0.000 implying that TMS statistically moderates the relationship between occupational health and safety and employee performance. Study concluded that: Occupational environment has a significant effect on employee performance while TMS has a significant moderator and influences the relationship between OHS and employee performance.
Digo Thalattaniralage Kingsley Bernard, Muhammed Asjad Rahaman, Haridhakshan Sivaharan, Harrunprasadh Gunasekaran, Weerappulige Sanuji Supunma Shanthakumar, Amarasinghe Arachchilage Sumudu Namali Munasinghe
International Journal of Human Resource Studies, Volume 10, pp 275-290; doi:10.5296/ijhrs.v10i3.17616

Abstract:
Smoking is a process in which a cigarette is burnt and the resulting smoke is inhaled. A total of 96% of tobacco users are cigarette smokers. With nearly eight million people killed in the world annually, the levels are expected to rise. Despite having a basic knowledge of its adverse effects, the psychology of individuals still prompts them to go towards cigarette consumption causing health and social harms. The purpose of this paper is to review the existing literature to identify the smokers' psychological factors, which enables to comprehend what drives an individual towards smoking. Further, the article focuses on the awareness element of a smoker concerning how it has an overall effect on smoking consumption. With the backing of literature, the paper reasons that awareness can have a significant impact on the consumption levels and must be considered along with the consumer psychology component in order to find more accurate results and interpretations.
Mussie T. Tessema, Kiflemariam Abraham, Jing Han, Madison Bowe, Tayler Bug
International Journal of Human Resource Studies, Volume 10, pp 117-133; doi:10.5296/ijhrs.v10i3.17082

Abstract:
This study identifies and discusses six technologies that affect recruitment and selection approaches using an American multinational company (AMNC) as a case study. It indicates that technology-based recruitment and selection approaches have had a noticeable impact on the AMNC’s recruitment and selection processes and practices in general, and the three stakeholders (human resource- HR- managers, hiring managers, and job-applicants) in particular. It concludes that the use of technology-based recruitment and selection approaches is not the matter of choice but is a requirement for the success of any company. It also offers the study’s implications and future research directions.
Tarjo Tarjo
International Journal of Human Resource Studies, Volume 10, pp 190-205; doi:10.5296/ijhrs.v10i3.15744

Abstract:
This study was to examine and explain the effect of service quality and facilities on patient satisfaction in the Tanah Sepenggal Community Health Center in Bungo Regency, Jambi Province. The research method used is cross-sectional. The study population was all patients while the sample was 120 respondents but 98 respondents could be tested because there were 22 instruments that were not filled in completely so they were not included in the analysis. The sampling technique uses confinance sampling. The data analysis method uses multiple linear regressions with the help of the IBM SPSS Statistics version 20 of the software.The statistical test results partially service quality variables consisting of tangible (X1), reliability (X2) responsiveness (X3) assurance (X4) empathy (X5) have no significant effect on patient satisfaction and facilities (X6) have a significant positive effect on patient satisfaction. Statistical test results simultaneously have a positive and significant effect on patient satisfaction.
Abdul Basit, Danish Ahmed Siddiqui
International Journal of Human Resource Studies, Volume 10, pp 291-341; doi:10.5296/ijhrs.v10i3.17318

Abstract:
Organizations to engage in strategic change initiatives to remain competitive. Leadership is the top determinant of successful change. This study investigated the factor affecting the employee’s openness to change during process of change and how leadership affects that. We proposed a theoretical framework, modifying (Yue, Men, & Ferguson, 2019) by incorporating Authentic in place of transformational Leadership. We hypothesized that authentic leadership affect organisational trust during change both directly, as well as by inducing transparent communication. Trust would in turn positively affect openness to change. Authentic leadership included 1. Self-Awareness, 2. Relational Transparency, 3. Balanced Processing, and 4. Internalized Moral Perspective, dimensions. Whereas, transparent communication consisted of 1. Participation, 2. Substantiality, 3. Accountability, Factors. Empirical validity was established by conducting a survey using close ended questionnaire. Data was collected from 310 employees working across different service industry in Karachi, and analyzed using confirmatory factor analysis and structured equation modeling. The finding revealed that transparent communication and authentic leadership have significance direct and indirect relationship with employees’ openness to change. Organizational trust has significant relationship with employees’ openness to change during change process. However Authentic leader has weak direct relation with transparent communication and there is no significance relationship between authentic leadership and trust with mediating role of transparent communication. However, trust significantly mediate all the factors of authentic leadership except Self-Awareness, and Openness to Change. Similarly, trust also mediated Substantiality, and Accountability factors of communication, and openness. Lastly, substantiality also offered a partial mediatory role between authentic leadership and trust.
Anthony Frank Obeng, Prince Ewudzie Quansah, Eric Cobbinah, Stephen Abiam Danso
International Journal of Human Resource Studies, Volume 10, pp 238-262; doi:10.5296/ijhrs.v10i3.17395

Abstract:
Engaging employees and being supportive in enhancing their well-being in an organization is very paramount. Past studies show that these practices and policies are beneficial to the commitment level of the employer and the employee in the attainment of employee performance. This study was then conceptualized to examine the moderating effect of perceived organizational support on the relationships between organizational climate and organizational commitment and organizational commitment and employee performance. Also, the mediating effect of organizational commitment in the relationship between organizational climate and employee performance. Drawing on employees from the power generation companies in Ghana, a systematic sampling method was employed in choosing 371 respondents for the study. Hierarchical regression in SPSS software (version 23) was employed to analyze the hypotheses. It was observed that organizational commitment partially mediated the relationship between organizational climate and employee performance. However, perceived organizational support had no moderation effect on the relationship between organizational climate and organizational commitment. Furthermore, perceived organizational support had no moderation effect on the relationship between organizational commitment and employee performance. These results suggest that with an effective organizational climate, organizational support does little to strengthen or weaken employee performance. The practical implication is also discussed.
Muhammad Rajbul Asik Bin Abdul Hamid, Noor Fareen Abdul Rahim, Yashar Salamzadeh
International Journal of Human Resource Studies, Volume 10, pp 77-97; doi:10.5296/ijhrs.v10i3.17266

Abstract:
Purpose-The purpose of this study is to examine the influences of ethical leadership and talent management on hotel front desk employees’ performance. This study also tests the mediating effect of employee commitment in the relationship between ethical leadership, talent management and employee performance. Leader member exchange theory and social exchange theory has been used as the underlying theories for the framework in this study.Methodology-Data is collected through online questionnaire distributed to front desk employees working in One-star, two- star and three-star hotels around Malaysia particularly in Penang and Kuala Lumpur. 150 usable questionnaires are collected from the targeted respondents. Sample size have been identified using G power software and Partial Least Square (PLS) is used to analyze data.Findings - The findings of this study show that the ethical leadership does not have significant relationship with employee commitments, while talent management has a positive and significant relationship with employee commitments. This study also confirms the mediating effect of employee commitments between the relationship of talent management and employee performance.Contribution -The current study contributes towards the body of knowledge by incorporating leader member exchange theory and social exchange theory. This study also contributes by proving the mediating effect of employee commitment in the hotel industry. The study provides information for hotel managers about why and under what circumstances employees perform better.
Larysa Botha, Renier Steyn
International Journal of Human Resource Studies, Volume 10, pp 134-152; doi:10.5296/ijhrs.v10i3.17495

Abstract:
Background: Voice, as an important employee behaviour, channels ideas, concerns, and suggestions upward in the organisation and is often the only way for managers to become aware of issues and problems that, potentially, may be detrimental to the organisation’s performance. Aim: The aim of this article is to present a review on the conceptualisation of voice, with the focus on the different ways in which the concept is defined, categorised and measured. This is required as a comprehensive and contemporary operationalisation of voice and will ensure that future research is linked to the dominant body of knowledge. Setting: Literature presents employee voice behaviour in divergent ways, which applies to the definition, typologies and measurement of voice. This divergence poses a challenge for researchers and practitioners alike. Method: A comprehensive literature review was conducted to obtain a large spectrum of definitions, categorisations and assessments of voice. These were examined for breadth of adoption, consensus in terms of elements and, in the case of assessment, the acceptability of psychometric properties of measuring instruments. Results: After reviewing a substantial number of the articles published in peer-reviewed journals between the years 1970 and 2019, the three most popular definitions of voice are presented, the three most common conceptualisations on the forms/types of voice identified, and three most-used measuring scales with acceptable validity and reliability acknowledged. The definition, typologies, and measuring instrument proposed by Maynes and Podsakoff (2014) seems to be the standard in voice research. Their theorising on all three aspects is well accepted and forms the basis for many recent studies on voice. Conclusion: Building on previous research, and considering recent publications, the comprehensive conceptualisation of voice is best described by the seminal work of Maynes and Podsakoff (2014), which integrates the extant knowledge on the topic and how it is operationalised. Managerial implications: Researchers and practitioners are now aware of most adopted and authoritative conceptualisations of employee voice behaviour, which should provide them with greater confidence to engage in discussions on the topic as well as in facilitating research in the future.
Abdulqader Al Saiari, Fadilah Puteh, Abdul Jalil Mohamed Ali
International Journal of Human Resource Studies, Volume 10; doi:10.5296/ijhrs.v10i3.16876

Abstract:
Purpose: In the past few years, industry sector highly dominated the Oman’s economy, as the logistics sector forms the backbone of it, which accounted for 56.6% of GDP in 2019. The logistic sector is expected to provide 80,000 jobs by 2020 and 300,000 by 2040. Review of past literature on issues related to HRM impact on employee loyalty particularly from the Omani logistic sector revealed limited outcome. This paper aims in assessing the construct reliability of human resources management practices (HRM) and employee loyalty as well as the impact of HRM practices on employee loyalty, as HRM practices include recognition, compensation, promotion, training, selective hiring, job rotation, and working environment.Method: To achieve this objective, a quantitative approach was adopted, as questionnaire was distributed to 52 employees who work in logistics sector in Oman as pilot study cohort. Data were analyzed by using SPSS. Items of the research constructs were measured for its reliability value.Results: The results showed that employee loyalty construct obtained the highest mean (3.891), while compensation construct obtained the lowest mean (3.281). In addition, the results showed that reliability statistics for research constructs and their paragraphs achieved high Cronbach alpha, thus met the minimum trajectory of reliability value. The results of regression analysis illustrated that HRM best practices (recognition, compensation, promotion, training, selective hiring, job rotation, and working environment) had a significant impact on employee loyalty.Implications: This paper is expected to be a reference for other studies in other sectors to assess the construct reliability on HRM practices variables as well as employee loyalty.
Tony Tatman
International Journal of Human Resource Studies, Volume 10; doi:10.5296/ijhrs.v10i3.16907

Abstract:
The Critical Hire – Personality Assessment (CH-PA) is a pre-employment personality assessment developed for law enforcement and correctional officer applicants. This study replicated findings provided by Tatman (2019) regarding the CH-PA's internal consistency and concurrent validity when compared to the NEO Personality Inventory-Revised. Results obtained in this study are consistent with findings obtained by Tatman (2019) and provide supporting evidence for the reliability and concurrent validity for the CH-PA when used with a sample of correctional officer applicants.
Sayed Uddin, Adam Andani Mohammed
International Journal of Human Resource Studies, Volume 10; doi:10.5296/ijhrs.v10i3.17192

Abstract:
The aim of this empirical investigation is to assess Bangladeshi temporary migrant’s general health status in Malaysia and factors affecting their health. The study was carried out through the quantitative method. A survey was conducted among 300 Bangladeshi migrant workers from construction, manufacturing and service sectors. The result indicates that the Bangladeshi temporary migrant workers reported positive self-reported health status with percentages good, very good and excellent. It was also found that the construction and service sector workers reported slightly better health status than manufacturing workers. Result showed that married workers have more health problems than singles. In addition, the low level of education creates more health problems among Bangladeshi workers. It was found that highly educated Bangladeshi workers are more likely to safeguard a sound health status. This study suggest considering Bangladeshi immigrants’ health behaviours, health status and health needs, there should be early health promotion and necessary prevention and/or intervention to improve their health conditions.
Ingrid Zemburuka, Fanuel Dangarembizi
International Journal of Human Resource Studies, Volume 10, pp 153-189; doi:10.5296/ijhrs.v10i3.17496

Abstract:
The study focused on assessing the impact of training and development on employee performance in the Namibia Defence Force (NDF) at Okahandja. Since its inception, the NDF has been providing continuous training and development programs to pursue the organizational mission & vision. Sadly, for the past two (2) years when the organization started facing financial challenges; it suspended most of its training activities both internal and external. This, in turn, has affected employees’ performance who should be continuously trained during peacetime to upgrade their skills, knowledge, and competencies needed to perform their duties professionally. The study employed descriptive research design to draw a sample of 100 employees from a population of 500 employees. Correlation analysis was used to establish relationship between training, development, and employee’s performance. The study found out that there was positive relationship between training and development with employee’s and NDF performance. It also revealed that employee’s performance increased the way the NDF staffs works with other government agencies across the country. Therefore, the NDF should seek to prioritize their training and development (T&D) programmes based on the training budget and avoid random cost cutting.
Ho Thi Hoa, Pham Van Hieu, Nguyen Thanh Thao, Hoang Hai Ninh, Le Thi Thuy
International Journal of Human Resource Studies, Volume 10, pp 206-222; doi:10.5296/ijhrs.v10i3.17538

Abstract:
Inequality of income is considered an important issue of social inequality in general, the subject is mentioned in many studies around the world. Actually, differences in income inequality are considered both causes and resulfs of the other inequalities. In particular, income inequality by gender is matter of special interest to create conditions for both men and women have equal opportunities in economic development - social and human resources development. This study will analyze the income inequality by gender in Vietnam, which propose a number of recommendations in order to implement the goals of equity im the distribution of income and work towards equality by gender in Vietnam in the future.
Mohamed Buheji
International Journal of Human Resource Studies, Volume 10, pp 58-76; doi:10.5296/ijhrs.v10i3.17237

Abstract:
The escalation of the global events that followed the death of George Floyd in USA Minneapolis, Minnesota on May 25th of 2020, and what followed from demonstrations in all over the world; despite the presence of a global pandemic, shows the importance and the complications of an event that started with police miss-behaviour. ‘I can’t breathe’ a slogan carried by Floyd and many others earlier, carries within it, lots of meaning, however, one of the most important of meanings is the police brutality and the way they behave in certain times. This paper reviews the modern policing and specifically the values expected to be embedded in the police culture and the way they behave even in challenging times.The literature review goes into exploiting the importance of police and community engagement through problem-solving programs and the accumulative collective impact on ‘empathetic policing’ that lead to ‘social dialogue’. The case study in this paper focuses on the ‘police inspiration labs’ and how it gave a chance for more police with community engagement towards solving essential society problems. Besides, the paper shows the difference between (systems-driven vs behaviours-driven) police development programs. The paper carries important implication for developing further the role of the police in the ‘quality of life’ and support the government to transform the budget of policing into grey areas, i.e. area where the police are encouraged to execute more efforts towards preventing and developing instead of correcting and reacting towards community incidences and challenges.
Lateef Damilare Olusesi , Abdulmaleek Olawale AbdulAzeez, Abidemi Eniola Ajimotokan
International Journal of Human Resource Studies, Volume 10, pp 297-307; doi:10.5296/ijhrs.v10i2.16939

Abstract:
Stress has been denoted has a state of mental or emotional draining or tension consequential from adverse or demanding circumstances. The study has investigated the influence of occupational stress on employees’ performance among national union of road transportation workers in Ilorin Metropolis, Kwara State, Nigeria. The objectives of the study are to examine the influence of occupational stress (time pressure, workload, lack of motivation and role ambiguity) on employees’ performance. The study population consists of random selection of commercial drivers in Ilorin Metropolis. A structured questionnaire was administered to the commercial drivers to solicit their options on the variable concerned. A total number of 200 questionnaire are administered but only 171 questionnaires were fully filled representing 86% response rate. The structured questionnaire includes the demographic information’s and statements to measure the four independent variable examined on employees’ performance. Linear regression analysis was carried out to examine the dependent and independent variables using SPSS. The hypotheses revealed that that time pressure and role ambiguity have significant and negative influence on employees’ performance while the two other variables of workload and lack of motivation do not have any significant influence on employee performance. Therefore, it was concluded that increasing time pressure and role ambiguity would reduce employees’ performance in all aspects. Therefore it is important for managers to ensure role ambiguity is minimized and clear roles are given and communicated to the employees if they wish to enhance employees’ performance. Government should encourage the use of ministry of transportation (MOT) for testing vehicles; this will force and compel the owners to maintain their vehicles as adopted by UK government. Also government should provide good road facilities and good road networks.
International Journal of Human Resource Studies, Volume 10, pp 197-219; doi:10.5296/ijhrs.v10i2.17053

Abstract:
In personal perceptions and evaluations, job insecurity is one of the facts that threaten employment and assurance to stay at work as a result of the ever-changing conditions of working life beyond finding a job. The negative results of the processes that cannot be coped with in the working life also constitute burnout. Like job insecurity, burnout emerges as a multi-dimensional and chronic response of personalized and failed efforts to manage various negative stress conditions. The purpose of this study is to examine the relationship between job insecurity and burnout. The hypothesis of the research was tested on 224 teachers working in the public sector. In addition, the sample group was asked if they had experienced unemployment and life changes that occurred when they experienced unemployment were also determined. The results of the study confirmed the relationship between job insecurity and burnout and revealed that teachers were less affected by burnout as their employability increased.
International Journal of Human Resource Studies, Volume 10, pp 151-174; doi:10.5296/ijhrs.v10i2.17016

Abstract:
Social assistance, as in the world today is an important mechanism in the fight against poverty in Turkey. Social assistance and solidarity foundations in Turkey are active institutions that provide the functionality of this mechanism. Although these foundations are important in terms of social policy; it is possible to evaluate the profiles, career problems, communication skills and benevolence attitudes of the personnel of the foundation with the human resources discipline. This research has been created based on the question of what kind of relationship is between the profiles and benevolence attitudes of foundation personnel. Turkey Sakarya in all a foundation within the sixteen districts of the province in total personnel made a qualitative research data analysis provided by in-depth interviews and findings have been obtained by combining the coding method similar answers. The study was shaped in the field research process of a thesis that was not published with the qualitative research method in the context of social policy when a foundation staff emphasized the need to look at the subject from their viewpoint. Interview questions were reconsidered and this study was directed with the idea that sufficient information was provided, and analyses and evaluations were made.
Marian Stephanie Davis, Matilda Arko Mensah
International Journal of Human Resource Studies, Volume 10, pp 175-196; doi:10.5296/ijhrs.v10i2.16409

Abstract:
The study sought to examine the performance appraisal of employees in tertiary institutions: a case of University of Education, Winneba (Winneba Campus). The descriptive survey design with quantitative approach was applied. Stratified and proportionate sampling were used to select respondents which included junior, senior staff and senior members of the university. Questionnaires were used to collect data for the study and the responses were analysed by frequency and percentages, line graphs, pie charts, means and standard deviations. The study revealed challenges such as fairness of evaluation decisions and lack of knowledge and skills of appraisers affect the conduct of performance appraisal. Also, employees‟ performance and developmental needs contribute to making performance appraisal effective. Evaluating employees‟ performance is ranked higher in performance appraisal. Again it was revealed that motivation affects performance appraisal and that the UEW appraises its staff annually. HODs are the highest appraiser category in the UEW. Lastly, the findings showed that performance appraisal in the University has succeeded in identifying staff performance needs as very moderate. Recommendations were made based on the prompt implementation of effective staff performance appraisal systems and the need to improve on the mechanism to address and meet the performance needs of employees.
International Journal of Human Resource Studies, Volume 10, pp 280-296; doi:10.5296/ijhrs.v10i2.16860

Abstract:
Over the last era of the twentieth century, rapidly drastic changes in the economic environment have occurred. These changes have led to increasing the intensity of global competition. Therefore, the organizations’ success and survival are nowadays dependent on their rapid response to adapt to the ongoing changes. This paper mainly aims to examine the relationship between organizational excellence, quality of work-life, and organizational commitment. It also aims to identify differences among the respondents’ perceptions about their awareness of organizational excellence, the quality of work-life, and organizational commitment. To this end, the descriptive and analytical approaches were adopted to achieve the objectives of the study through collecting, describing, and analyzing data to examine the hypothesized relationships between the variables of the study. Data from published research, journals, and periodicals, in addition to data based on a field study, were used for analysis. The respondents of the study included employees in the health sector (government hospitals) in Taif City, namely doctors, nursing staff, and managers of medical departments. The results showed that there is a statistically significant effect of organizational excellence on both the quality of work-life and organizational commitment. It was found that there is no significant difference among the respondents’ perceptions about their awareness of organizational excellence, the quality of work-life, and organizational commitment according to their profession. Accordingly, it is recommended to emphasize the requirements of organizational excellence requirements regarding the leadership of the Saudi health institutions and review strategies, which are developed based on the standards of excellence.
International Journal of Human Resource Studies, Volume 10, pp 252-279; doi:10.5296/ijhrs.v10i2.17086

Abstract:
Successful business trends in the 21st century cover new factors where economic viability and sustainability should address not only the economic criterion, but also the human managerial one. This leads to the creation of effective sustainable work systems including remuneration systems as a part of sustainable human resource management. The basic research object of sustainable work systems is work intensity, which covers many possible approaches including remuneration systems of organizations. Effective remuneration systems enhance the performance and contribution of employees by controlling labor cost, motivating employees and involving them in organizational processes. Nevertheless, there is a lack of evidence for the sustainability of both theoretical and empirical research of remuneration systems. This article pursues validating theoretical concepts related to sustainable human resource management (SHRM) and remuneration systems by empirical disclosure of the expression of SHRM principles in the characteristics of remuneration systems. The purpose of this paper is to reveal the characteristics of remuneration systems of organizations in real SHRM in enterprises in Lithuania. In order to achieve this, a qualitative study was conducted using semi-structured interviews with 21 corporate HR managers. The study empirically substantiated the relationship between the principles of sustainable human resource management and remuneration characteristics. Results disclosed that as many as 10 of the 12 SHRM principles allow to identify the remuneration system as a sustainable work system. All the identified characteristics of the remuneration system reveal various principles of SHRM through different features and indicators. Furthermore, it confirms the economic, social and environmental nature of sustainable remuneration systems.
International Journal of Human Resource Studies, Volume 10, pp 1-20; doi:10.5296/ijhrs.v10i2.16697

Abstract:
Literature suggests that performance appraisal (PA) contributes to innovation. However, the absolute and relative importance of PA to innovation, the different aspects of PA which drive innovation, as well as PA as a precursor among other antecedents to innovation, has not been adequately described. The aim of the study is to provide clarity on the drivers of innovation, specifically contextualising the impact of PA within the South African context. This study used a cross-sectional survey design, where only quantitative data was collected from full-time employees across private sector, parastatal, and government organisations. The respondents represented a broad cross-section of South African employees. PA and three other known antecedents to innovation, as well as innovation itself, were measured. It was found that PA (as a single variable) was responsible for 5.7% of the variance in innovation. Items in the PA scale with a clear link to innovation were identified, and thematically integrated. It was further found that, when PA was combined with other antecedents of innovation, leading to 26.6% of the variance in innovation being explained, the role of PA was significant, though mostly secondary. Proactive personality was the most dominant predictor of innovation. The importance and relative importance of PA as an antecedent to innovation in the workplace has thus been established. The outcomes of this study may assist managers and human resource practitioners to focus on appropriate, evidence-based information when attempting to enhance innovation.
International Journal of Human Resource Studies, Volume 10, pp 220-237; doi:10.5296/ijhrs.v10i2.17054

Abstract:
Nowadays the modern business operates in an ever-changing environment that is strongly influenced by technological, political, social, economic and scientific developments. Its future and success are based on its ability to manage properly and to develop its human resources that are the most important and at the same time the most difficult resource.Because of the economic crisis that started on 2008 the work environment worldwide changed in a great number of organizations. This sudden change of organization generated new topics in the field of organizations. Leadership and motivation in the workplace are two of them.The current work paper focuses on the in-depth analysis of a small group of employees (qualitative research) in a workplace with a strong influence from the Greek economic crisis, although in the last years was one of the main sectors of the economy.In the first part is presented the social and working face of Greece, the timeline of Greek crisis and its consequences. An empirical research conducted within the changing environmenent, its results, conclusions and recommendations complete the current paper. The outcome highlights the need of Great leadership, communication and inside motivation within the economic crisis environment.
Oscar Dousin , Pei Sung Toh, Arsiah Bahron, Iklima Husna Abdul Rahim
International Journal of Human Resource Studies, Volume 10, pp 117-130; doi:10.5296/ijhrs.v10i2.16635

Abstract:
Turnover intention is becoming a critical issue in most organization. Employees’ are leaving their job due to an alternative job offer with an attractive salary and employment benefits, supportive supervisors and a better work environment. The study examines the relationship between job satisfaction on employee turnover intention as well as the mediating effect of person-organization (P-O) fit among insurance agents in Malaysia. The study adopts a quantitative research methodology by surveying 184 insurance agents in Sabah, Malaysia in 2019. Four hypotheses were tested with validated measures of job satisfaction (pay, supervision and communication), turnover intention and person-organization fit. The study revealed that job satisfaction (pay and supervision) has a significant and negative impact to turnover intention. In addition, job satisfaction (communication in organization) has a significant and positive impact to turnover intention. However, person-organization fit found to be not significantly mediates the relationship. The study suggested that organizations should acknowledge the importance of pay, supervision and communication in organization to improving employees’ motivation and retention in organization. The three elements of job satisfaction could improve and promote harmonious and positive work environment.
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