International Journal of Human Resource Studies

Journal Information
EISSN : 2162-3058
Current Publisher: Macrothink Institute, Inc. (10.5296)
Total articles ≅ 582
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Latest articles in this journal

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

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.
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

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

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.
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

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.
Orly Yeheskel, Shlomo Globerson
International Journal of Human Resource Studies, Volume 10, pp 255-267; doi:10.5296/ijhrs.v10i4.17954

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.
Nan Lin
International Journal of Human Resource Studies, Volume 10, pp 220-233; doi:10.5296/ijhrs.v10i4.17795

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”.
International Journal of Human Resource Studies, Volume 10, pp 149-167; doi:10.5296/ijhrs.v10i4.17641

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.
Anjeline Akinyi Omondi
International Journal of Human Resource Studies, Volume 10, pp 208-219; doi:10.5296/ijhrs.v10i4.17915

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

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.
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

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
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