Journal of Human Resource and Sustainability Studies

Journal Information
ISSN / EISSN : 2328-4862 / 2328-4870
Published by: Scientific Research Publishing, Inc. (10.4236)
Total articles ≅ 226
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Bin Zhang, Wasin Phromphitakkul
Journal of Human Resource and Sustainability Studies, Volume 09, pp 355-368; https://doi.org/10.4236/jhrss.2021.92022

Abstract:
Intellectual capital (INC) is an important source for organizations to create value and gain sustainable competitive advantage. Intra organization trust (IOT) can maintain a good atmosphere within the organization, and ensure the harmony of work relationships. From the perspective of university management, how to efficiently allocate resources such as intellectual capital and intra organization trust is an important topic for university management in the era of knowledge economy. This paper uses a combination of quantitative and qualitative research methods, taking universities in Henan Province as an example, and finds that intellectual capital has a significant positive impact on the intra organization trust and the work performance of university teachers (WPT); intra organization trust has a significant positive impact on the performance of university teachers; when intellectual capital affects the work performance of university teachers, intra organization trust plays an intermediary role.
Babu Karan Charles, Oluoch Mercy Florah
Journal of Human Resource and Sustainability Studies, Volume 09, pp 451-469; https://doi.org/10.4236/jhrss.2021.93029

Abstract:
This independent conceptual study paper discusses a critical review of literature on employment selection tests. The objectives are: to establish whether employment selection tests are the panacea of getting the right people for the right job. Secondly, to identify and classify employment selection tests and indicate weightings for different job fits. Finally to advance a critical analysis of employment selection test types and grey areas for recommendations to potential employers based on available research findings by various scholars. The paper further focusses on the various types of employment tests, definitions of tests, role of tests and the basis on which employment tests are determined; methods, objectives and aptitude as a process in Human Resource hiring by various organizational sectors. The paper also covers several areas in detail to give in-depth review and analysis of testing as a means of identifying the right people on right jobs namely employee selection, purpose of selection, employee selection styles and stages thereon. The paper discusses types of tests namely; attitude tests, achievement tests, personality tests, objectives tests, projective tests, situation tests, interest tests and the process namely; recruitment, methods and objectives are also highlighted. The critical review of this paper captures a section on review of theories relevant to the concept of selection tests for employment process and placement of Human Resource personnel in organizations.
Tsitsi Tariro Chigudu
Journal of Human Resource and Sustainability Studies, Volume 09, pp 276-290; https://doi.org/10.4236/jhrss.2021.92017

Abstract:
The paper focuses on developing a competency model for middle class managers at Weaverly Clothing Company in Zimbabwe. A mixed approach and case study design were used in this study. The targeted population of 30 managers was used with a sample of 25 middle managers. Methods: An open and closed ended questionnaire was used as a data collection tool. Findings: A competency model for middle class managers at Weaverly Clothing Company is a key tool that contributes to employee performance. A competency model with a set of eight competencies was developed and the elements are as follows: financial competences; leadership competences; communication competences; technical competency; strategic competences; team building competences; professional competencies; and networking competences. Challenges: Middle class managers at Weaverly Clothing Company faces some challenges and these are: inability to network with others; lack of interpersonal competences; lack of technical competences and lack of strategic competences and lack of leadership competences. Recommendations: Weaverly Clothing Manufacturing Company must add value either through merit compensation or promotion opportunities. Without the organization valuing the competencies, employees and supervisors will not pay the appropriate attention to competency development; there is also a need for an integrated approach to leadership and management selection and development use the developed competency model for middle class managers in order to reduce training costs, reduce staff turnover or increase employee productivity, enhance performance, and as well invest in the competencies of individuals working in the organization in order to increase performance.
Sugarsuren Enkhbaatar, Battuvshin Gurbazar, Baasandash Choijil
Journal of Human Resource and Sustainability Studies, Volume 09, pp 159-172; https://doi.org/10.4236/jhrss.2021.92011

Abstract:
Organizations have different approaches to attract and retain desired employees based on the company values, goals, and capacity. However, the turnover rate is increasing worldwide and Mongolia is not an exception. To succeed we should manage each employee individually. However, in real life companies do not have that capacity and resources. To manage more effectively, companies might need to group employees by their needs. Some research materials show that generations share similar values. Therefore, solution to that issue could be dividing employees by their birth generation. This paper aims to identify differences and similarities of X and Millennial generations job satisfaction factors of Mongolian employees. To effectively manage individual’s need, questionnaire of this work was developed based on previous works on job satisfaction aspect, which distributed to 389 employees from Mongolia working in Mongolia, USA, Canada and Australia. The sorting criterion was affiliation to the generational cohort, Baby Boomers generation 2.8%, Generation X 36%, Generation Y 57.1% and Generation Z 4.1% respectively. Respondents geographical location: Ulaanbaatar (Capital of Mongolia) 68.1%, Aimags (Rural areas of Mongolia) 27.5% and abroad (USA, Canada, Australia) 4.4% respectively. This study reveals that employee engagement factor importance and reward program effectiveness differ by generations. Overall, company reputation, job security, benefits are rated differently by generations in regards to their importance level. Furthermore, generations prefer government award programs significantly different. The research results might serve companies and organizations to customize their program to attract and retain desired Mongolian employees based on their specific needs. To the best of the author’s knowledge, there is no study conducted regards to job satisfaction and employee engagement factors of Mongolian employees by their generation.
Chengyi Le, Peipei Li, Ya Zeng
Journal of Human Resource and Sustainability Studies, Volume 09, pp 1-19; https://doi.org/10.4236/jhrss.2021.91001

Abstract:
The exchange and sharing of user knowledge in the brand virtual community is an important way for enterprise product innovation. Therefore, how to encourage users to share their knowledge continuously in the brand virtual community is a key issue. Based on evolutionary game theory, this paper analyzes the influence of various factors on user’s knowledge sharing behavior from the aspects of individual factors, mutual factors and community factors. Through simulation, it is found that there exist two evolutionary stability strategies, that is, (knowledge sharing, knowledge sharing) and (no knowledge sharing, no knowledge sharing). And which direction this system evolves depends on the initial probability and critical points of knowledge sharing. Results show that user’s knowledge level in individual level, the ability to transform and absorb knowledge, the degree of knowledge sharing, the innovation degree of knowledge sharing and the incentive coefficient in community level have a positive impact on the user’s knowledge sharing behavior. Meanwhile, the cost of knowledge sharing between individuals, the homogeneity of knowledge and the spillover effect in mutual level have a negative impact on the behavior of user knowledge sharing. What’s more, there is an optimal coefficient of collaborative profit distribution, which makes the system most likely to evolve in the direction of (knowledge sharing, knowledge sharing).
Dalia Mohamed ElNakib, Mohamed A. Ragheb, Rasha Abd ElAziz Youssef, Abdel Nasser Ghanem
Journal of Human Resource and Sustainability Studies, Volume 09, pp 173-192; https://doi.org/10.4236/jhrss.2021.92012

Abstract:
The purpose of this paper is to present the findings of Pilot Study applied on Vodafone Egypt to examine the Validity and Reliability of HRIS Adoption Impact on Firm’s Performance. The Pilot Study is applied through 60 questionnaires responses from 60 participants in Vodafone Egypt in order to test the validity and reliability of Cronbach’s alpha to be measured in internal consistency. Through testing research Validity, researcher found; the minimum Spearman’s Rho is 0.752, and the maximum Spearman’s rho is 0.949. All have P-Value less than 0.05. Moreover, through testing Research Research Reliability, the researcher found; the minimum Cronbach’s Alpha coefficient is 0.921, the maximum Cronbach’s Alpha coefficient is 0.974 and the overall Cronbach’s Alpha coefficient is 0.985 for the 31 items that were analysed together. Therefore, this indicates that the research instrument used for this study is highly reliable as it is more than the generally accepted reliability score of 0.7. The results of this pilot study are in line with previous studies, somehow they are similar.
Jacques Touma
Journal of Human Resource and Sustainability Studies, Volume 09, pp 20-29; https://doi.org/10.4236/jhrss.2021.91002

Abstract:
It has been a fact that sustainability and employee turnover in corporations rely heavily on the different styles of management practiced at given companies nowadays. This paper addresses both theories X and Y of Mc Gregor in economic crisis, where X is the one that might get the poor results focusing on instrumental, physiological values comparing to theory Y where managers are effective leaders with better performance and terminal values promoting self-esteem and actualities. The purpose of this paper is to analyze both theories and determine the effective way to reach the ultimate results. Mc Gregor’s philosophy insists on two fundamental approaches to manage people while combining additional factors other than human nature such as the human relations can play a positive role for effective change. This paper combines a realistic management style to the traditional known autocratic (X) and democratic (Y) styles during economic crisis. Theory X and Y are two different management styles with certain philosophy interpreted by each style manager. They both look at ways and means on how to motivate employees and therefore have a feel of characters of their workers. Each theory tackles its philosophy from its end, for example, theory X believes pushing employees to work by having punishment and rewards can actually be a motivational factor, while theory Y promotes the self-management, self-esteem, management by objective leading to intrinsic and extrinsic rewards.
Yoganandham Govindharaj, Elanchezhian Govindasamy, Govindaraj Arumugam
Journal of Human Resource and Sustainability Studies, Volume 09, pp 122-133; https://doi.org/10.4236/jhrss.2021.91009

Abstract:
Over the past few years, the Indian mobile market has documented an exponential growth that has topped the authority’s projections. Client Consummation is a measurement of consumer attitudes regarding products, services and products. Consumer Loyalty comprises of loyalty manners which is the act of customers making repeat purchases of current brands, rather than selecting competitor products. Client Constancy in Indian Mobile Telecommunication Services Sector Marketing Indian companies has been forced to adopt superiority organization platforms. Client consummation and future purchase purposes. Hostility in the broadcastings world in India is precise firm product moving of customers is also very high. That’s why each provider trying to provide the best for its customers so that they can be loyal to the same provider. Customer loyalty is defined as a relationship between customer with a particular brand name, and company exemplified by their purchase of the customer or consumer buying behavior towards a consistent and profitable brand and measured as recommended to other consumers. In India, there are ten mobile telecom providers operating in the market. The main aim of this research is to study the Client Consummation and Commitment on JIO Mobile Network in Vellore District of Tamil Nadu in Economic perspectives. The foundation of this study is to know the customer loyalty of JIO customers towards JIO after free services time was over. The research question stated for the study is, whether customers are continuing the JIO mobile network or not? To know overall consummation of clienteles towards services of JIO mobile network, what are the factors which considered selecting JIO mobile network? This research paper is purely based on the primary survey conducted in the study area with help of pre-determined and well-structured interview schedule. The area of the study is Vellore District of Tamil Nadu. The sample size for this research paper is determined as 80 households in the study area.
Yaying Li
Journal of Human Resource and Sustainability Studies, Volume 09, pp 30-42; https://doi.org/10.4236/jhrss.2021.91003

Abstract:
Based on the socioemotional selectivity theory, this research discusses the relationship between occupational future time perspective and employee self-development, occupational future time perspective and cyberloafing, and their mechanisms. The results show that there is a dual effect of occupational future time perspective on employee’s behaviors. High occupational future time perspective can positively predict employee self-development, which can be partly mediated by the eudaimonic motive. Low OFTP negatively predicted cyberloafing, which can also be partly mediated by the hedonic motive. This study not only enriches the research of OFTP, but also provides some management enlightenments for the organization.
A. N. M. Zakir Hossain, Mosa Shrabony Sheikh
Journal of Human Resource and Sustainability Studies, Volume 09, pp 304-316; https://doi.org/10.4236/jhrss.2021.92019

Abstract:
Inequality is growing all over the world. As literature shows, two determinants are repeatedly mentioned, responsible for this inequality: incomes and jobs. The growing international trade and technological advancement direct this change as machines are increasingly replacing jobs. Nowadays, Bangladesh is gaining progress in transforming the rural-based agrarian economy approaching modern urban-based manufacturing and service-based economy, contributing a sound basis for further transformation. Simultaneously, it was an agricultural country from its genesis, and agriculture played a dominant role in the economy regarding income generation and employment opportunities. Education is pertinent in this regard as it has significant implications in human capital and the labor market. This study strives to identify the influence of governance in higher education and the labor market and focuses on exploring the significant determining factors of inequality in the existing society. It also tries to answer why the research on higher education and the labor market is essential in Bangladesh for self-sustaining and how the research could be executed. In this global era, institutions produce a bias in favor of the status quo. This study focuses on knowing how this bias will change through research on governance in education and the labor market in the future. Finally, the study concludes by expecting the practical outcomes of further research on higher education and the labor market for sustainable growth and development.
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