International Journal of Human Resource Studies

Journal Information
EISSN : 2162-3058
Published by: Macrothink Institute, Inc. (10.5296)
Total articles ≅ 634
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Latest articles in this journal

Peter Kalina
International Journal of Human Resource Studies, Volume 11, pp 1-7; https://doi.org/10.5296/ijhrs.v11i3.19017

Abstract:
The culture of an organization has a tremendous influence on outcomes. Culture drives strategy, operations, execution, and priorities. However, when it comes to hiring, culture is often prioritized over more objective criteria. There is a perceived need to make certain everyone hired “fits in.” Achieving workplace diversity begins with recruiting broadly. This paper describes why hiring focused predominantly on cultural fit is misguided and short-sighted. We describe why organizations should keep an open mind about what makes someone the “right” candidate, and why it behooves organizations to hire a few “square pegs.”
Fatema Sultana, Rashedul Islam, S.M. Yusuf Ali
International Journal of Human Resource Studies, Volume 11, pp 83-99; https://doi.org/10.5296/ijhrs.v11i3.17708

Abstract:
The success of any organization mainly depends on employee performance as it leads to the organization's productivity and profitability. To enhance employee performance or let employees’ perform more following their ability, organizations need to motivate their employees. The non-banking financial institutes (NBFIs) have been contributing toward expanding both the quality and amount of monetary administrations and moderating the omissions of existing money-related intermediation to meet the developing needs of various sorts of interest in the nation. This research paper aimed to find out the relationship of motivation and how it impacts employees' performance at non-banking financial institutes of Bangladesh. The focus was on analyzing the motivation theory of Herzberg's two-factor theory. For this reason, a quantitative method was used in order to collect data. Two hundred data were collected from non-banking financial institutes from Dhaka city of Bangladesh. A structured questionnaire was formed includes two-part one is a biographical part, and another was variables-based questions. The Descriptive analysis includes mean, standard deviation, frequency distribution, and percentages; moreover, this Correlation and multi regression analysis are applied to determine the relationship and effects of motivation and employees' performance. The results of this research are positive and significant relations between employee motivation and employees' performance at the non-banking financial institutes of Bangladesh.
Somia Sarwar, Aisha Sarwar, Bahaudin G. Mujtaba, Zia Ur Rehman Sarwar
International Journal of Human Resource Studies, Volume 11, pp 100-117; https://doi.org/10.5296/ijhrs.v11i3.18903

Abstract:
The health emergency and pandemic at the global level was announced in the early months of 2020 due to the Covid-19 corona virus, and healthcare workers have had to perform their duties in risky circumstances. Consequently, the healthcare professionals are more vulnerable to being infected with the Covid-19 coronavirus. Hence, through the lens of the spillover theory, this study investigates the effect of perceptions of Covid-19 related risks on partner (spouse) “social undermining” via emotional exhaustion. Data was collected in two periods with one-week time lag from 237 healthcare professionals and their partners.Results revealed that perceptions of Covid-19 related risks increased partner undermining via employee emotional exhaustion. This study contributes to the literature of the current pandemic by investigating the impact of perceptions of Covid-19 related risks on healthcare workers’ close relatives. Hospital administrators and policymakers need to develop timely interventions to mitigate or minimize this negative spillover effect. Therefore, practical implications are suggested accordingly.
Rafia Gulzar
International Journal of Human Resource Studies, Volume 11, pp 135-147; https://doi.org/10.5296/ijhrs.v11i3.18994

Abstract:
Normative commitment happens when employee feel a sense of obligation towards his organization, even if employee is not happy with tasks and responsibility assigned, or even if employee desires to chase better chances or opportunity. Normative commitment(NC) is one of the three components of Organizational commitment that has received less attention in research than other two components ( Affective and Continuance).The main purpose of this research paper was to critically understand the normative commitment and evaluate the existing relationship between normative commitment and employees performance in “FENDA COMMUNICATION AND IT -KSA”. The Total number of respondents were 68 surveyed and eight statements used to measure the normative commitment, has been developed by Allen and Meyer (1991) and three -statements used for measuring employee performance has been developed by the Williams and Anderson (1991). The data was analyzed that clearly showed that there is a close relationship between normative commitment and employees’ performance in sample study organization.
Hazrina Ghazali, Zulaikha Hizreen Hashim, Maisarah Ishak
International Journal of Human Resource Studies, Volume 11, pp 118-134; https://doi.org/10.5296/ijhrs.v11i3.18818

Abstract:
Job hopping behavior may have an adverse effect on both employers and employees. For the perspective of employee, there are many factors might influence an employee's decision to job hop including salary dissatisfaction or a better offer elsewhere. The issue of job hopping has been a serious concern for many organizations, and the coffee shops industry is no exception. Therefore, the goal of this research is to discover potential factors influencing to job hopping behavior among coffee shops employees, as well as the relationship of identified factors with job hopping. Job satisfaction, financial and perceived organizational support were the three factors investigated in this research. A total of 231 questionnaires were distributed to employees who are currently working in the coffee shops in Klang Valley area and 215 usable responses returned for a response rate of 93.1 percent. The collected data was analyzed by using Statistical Package for Social Sciences (SPSS) latest version. Results of the job satisfaction (mean= 3.5636), financial (m=3.5622) and perceived organization support (mean=3.5601) shows score lean towards agreement level. Additionally, findings showed that the correlation of all the variables were weak correlated. A multiple regression also was run to predict job hopping behaviour with the three independent variables. Results found that only 6.9% of variance in coffee shops’ employees was explained by job satisfaction, financial and perceived organization support (R² = .069). Even though the findings of this research found that these three variables did not have a direct impact on coffee shop employees' decision to job hop, the findings may provide some guidance and alert coffee shop owners or managers to the importance of these three variables in the coffee shops industry in order to minimize job hopping and will be discussed further in this paper.
Sayed Uddin, Adam Andani Mohammed
International Journal of Human Resource Studies, Volume 11, pp 29-41; https://doi.org/10.5296/ijhrs.v11i3.18855

Abstract:
The new coronavirus disease (COVID-19) which spread across the globe has no effective treatment or vaccine and calls for other ways to control its infection are needed. The disease easily spread among people in close contact through cough and/or sneeze. This prompted the World Health Organisation WHO to recommend other ways of controlling the disease to include quarantine, isolation and social distancing where people without the symptoms are distanced from one another. Students may experience loneliness, anxiety, depression, and insomnia due to self-quarantine and other issues like social isolation, perceived dangers, uncertainty in relation to study, physical discomfort, fear of virus infection from others, negative news in the mass media. As such, international students who are far from home were invited as respondents to explore the effect of these control measure on those under self-quarantine. A qualitative online interview protocol was sent to the locations of these students at Sungai Chinchin in Gombak and international student hostel Sabah. To be eligible, respondents should be international students and observing self-quarantine.
Joather Al Wali, Rajendran Muthuveloo, Teoh Ai Ping, Mohammad Bataineh
International Journal of Human Resource Studies, Volume 11, pp 42-66; https://doi.org/10.5296/ijhrs.v11i3.18715

Abstract:
The purpose of this study is to examine the mediating role of innovative work behaviour between compensation system, training and development, information sharing, supervisory support, and job performance among physicians in Iraqi public hospitals. The researcher conducted the study via online questionnaire with a sample size of 173 physicians in Iraqi public hospitals. The data analysis was done via SPSS (or commonly known as Statistical Package for the Social Sciences), IBM SPSS Statistics 23 and Structural Equation Modelling (SEM) (PLS). The data analysis meant to conduct demographic profile of respondents and mean of variables, factor analysis, reliability analysis to measure the repeatability of measuring instrument and regression analysis for hypothesis testing of independent and mediating variables. Results showed that training and development and supervisory support have a positive significant impact on physician’s innovative work behaviour. Compensation system and information sharing have a negative impact on physician’s innovative work behaviour. Innovative work behaviour mediates the relationship between training and development, supervisory support, and job performance. While compensation system and information sharing were not a significant mediating.
Sharizan Sharkawi, Mazlina Suhaimi, Murni Zarina Mohamed Razali
International Journal of Human Resource Studies, Volume 11, pp 16-28; https://doi.org/10.5296/ijhrs.v11i3.18536

Abstract:
Presenteeism is an underreported phenomenon. However, people are slowly beginning to shed more light on it as workplaces become more demanding of their employees. While an employee may think he is doing well by still showing up for work despite being injured, stressed or ill, the opposite is usually true. This paper examined the main influencing factors that affect presenteeism in a local government linked company. The factors examined were job insecurity, job demands and health issues. Quantitative data was collected using the non-probability self-administered questionnaire that consist of questions with 6-points Likert scales distributed to samples of 120 employees in a division within the organisation. The data collected was analysed using Pearson Correlation and Multiple Regression Analysis to determine relationship between different variables. Based on the findings, job insecurity has the strongest and most significant relationship to presenteeism, whilst job demands and health issues were weak and not significant. This study also found that job insecurity as the most influencing factor that affects presenteeism in this local government linked company. The findings have made significant contribution towards developing initiatives focusing on job insecurity which is unique to this organisation to manage future escalation of presenteeism.
Hussain Almawali, Nor Intan Adha Hafit, Narehan Hassan
International Journal of Human Resource Studies, Volume 11, pp 67-82; https://doi.org/10.5296/ijhrs.v11i3.18856

Abstract:
This research examines the relationship between motivational factors, job performance, employee engagement and the impact of motivational factors on job performance function of employee engagement as a mediator in the government sector in the Sultanate of Oman. A quantitative study methodology was used, and six hypotheses were evaluated using 111 representative government employees from the Ministry of Education. This study is a pilot test. This study uses quota sampling, and Statistical Package for the Social Sciences (SPSS) and path analysis techniques were used for the analysis. The study's findings indicate that these factors have a favorable association, that motivational factors have significant positive relationships with employee engagement and job performance, and that employee engagement acts as a partial mediator in the relationship between motivational factors and job performance. This study is critical for leaders and regulators interested in enhancing job performance in Oman's public sector. This is one of the few studies on the mediating function of employee engagement in the link between motivational variables and job performance. This is the first research of its kind in Oman for the public sector. Other motivational variables could be examined and evaluated in the private sector in Future research.
Idris Ali, Fatima Kanis Nayan, Atiqur Rahman Sarker, Tahmidur Rahman Kadery, Yayan Firmansah
International Journal of Human Resource Studies, Volume 11, pp 1-15; https://doi.org/10.5296/ijhrs.v11i3.18428

Abstract:
This study investigates the managerial problems faced by the institutional heads in the area of educational management in Bangladesh. The aim of this article is to recognize the key influences, challenges and barriers of the organizational heads in the education management sectors and to pursue the adequate solution of those complications, which are the strong barriers to achieving the organizational objectives in the field of educational management. For this research, qualitative descriptive methodology was employed to collect secondary data from different authentic sources. In Bangladesh, organizational leaders in education sector face numerous challenges and difficulties in carrying out their managerial activities in the field of educational management. In terms of administrative abilities, they have immense gaps and deficiencies in conducting their respective actions and obligations in the educational institution, such as managing the institutes with supervision, control, assessment, motivation and effective utilization of resources. This study is critically reviewing the Henri Fayol’s 14 principles for application into educational management. This study also recommends Henri Fayol’s principles for developing management skills of academic institutional heads.
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