International Journal of Human Resource Studies

Journal Information
EISSN : 2162-3058
Current Publisher: Macrothink Institute, Inc. (10.5296)
Total articles ≅ 594
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Latest articles in this journal

Ridwan Mokhtar, Sylvia Nabila Azwa Ambad, Sharifah Nurafizah Syed Annuar, Nelson Lajuni
International Journal of Human Resource Studies, Volume 11, pp 164-178; doi:10.5296/ijhrs.v11i1.18260

The relationship between employee engagement and organisational commitment has been established and documented in past literature. Hitherto, they are still very relevant and remain a pertinent subject to be discussed, especially with the rapid evolution of business and adjustments in the economic setting. However, much of the focus of past studies were surrounding employee engagement divulging organisational commitment. Only a few studies on the impacts of employee engagement on normative commitment have been shown, especially in Malaysia’s oil and gas industry. We do not adequately know how employee engagement is associated with normative commitment. Hence, this study goals to examine the effects of employee engagement on normative commitment. Two hundred fifty offshore employees participated in this study. Subsequently, 234 completed responses were collected, and Partial Least Squared-Structural Equation Modelling were used to analyse the data using SmartPLS 3.3.2 version. The findings advise that employee engagement, particularly organisational engagement dimension, has a positive relationship with both normative commitment dimensions among offshore employees in Malaysia. This study provided oil and gas organisation with an improved insight and understanding of the significance of the organisational engagement aspect in improving employees’ level of normative commitment among offshore employees. Because of the recent pandemic outbreak, future studies should consider the organisational support rendered by the organisation to offshore employees in predicting the new norms for oil and gas companies. Future studies should also utilise the qualitative approach or employ the Partial Least Square-Multi-Group Analysis (PLS-MGA) to examine whether ethnicity, working tenure, and working locations play an essential role in the relationship between employee engagement and normative commitment.
Maria Chovarda, Georgios Theriou
International Journal of Human Resource Studies, Volume 11, pp 374-388; doi:10.5296/ijhrs.v11i1.18343

Employees play a crucial role in delivery of service quality and retention of satisfied and loyal customers. Of the various factors that contribute towards this end, work engagement among employees has gained a great deal of interest from both practitioners and academics in the fields of business, human resource development, and organizational psychology, based on the perspective that engaged employees are likely to display high quality performance in the workplace. Meanwhile, Training and Development (T&D) practices are considered to contribute to the employees’ engagement in their work environment. This paper examines the potential impact of Perceived Training Opportunities (PTO) and Perceived Investment in Employee Development (PIED) on work engagement. A research model has been developed and empirically tested, using primary data from a survey of 185 bank employees working in Greece. Empirical results reveal a strong relationship between PTO and PIED with work engagement. Banks should invest in training and development opportunities as a means to enhance work engagement and gain a competitive edge in delivering high quality services to the customers.
W M I Udayanganie
International Journal of Human Resource Studies, Volume 11, pp 366-373; doi:10.5296/ijhrs.v11i1.18016

We live in an era which is an interval of significant technological as well as economic and social shifts. This is elucidated by the move from a traditional society based on industry to a modern knowledge-based society. Most important aspect of this is not the increase in production volumes and forms. Rather it is the emergence of novel and fundamentally novel knowledge. Above mentioned society would therefore focus on new knowledge to produce new goods and technologies. It also looks into different ways of economic, manufacturing, ecological, humanitarian and social governance. This study explores the potential of translating knowledge, creativity and innovation into an efficient definition of a product. Obviously, the present century is a period of change in quality and lives of people on grounds of creativity and innovation. Two main practices for businesses are knowledge management and innovation. Management of knowledge is regarded as a key management strategy when it comes to the present period of economy which is a knowledge - based one. Ever growing competition, consumer demands and novel avenue for business has created the necessity for innovation by companies. The key position of knowledge management in innovation must be understood due to the fact that it exerts an important impact on innovation. The importance of this work lays on how knowledge management aid organizations to improve innovation of its products and services to achieve competitive advantage. This also aims to add on to literature by providing a working definition of innovation which is outcome-oriented and at the same time based on comprehensive knowledge.
Kwesi Atta Sakyi, Geoffrey K. Mweshi, David Musona, Esnart Mwaba Tayali
International Journal of Human Resource Studies, Volume 11, pp 204-249; doi:10.5296/ijhrs.v11i1.18269

Diversity is a topic which has gained much momentum and currency in modern academic discourse partially because of globalisation and also partially because of the increased use of information technology in global transactions. The complex operations of multinational corporations across the globe require prudent and efficient management of employees from different backgrounds. Management of diversity means many things to many people. In this article, the authors delineate the importance, pros and cons of diversity management for firms, and also they deploy the analysis of some case study videos to bring to the fore the growing importance of the phenomenon of diversity. The authors used secondary data and qualitative analysis in their discourse. The authors reviewed literature from diverse sources to give a theoretical foundation to the article and at the same time they approached the topic in a multi-faceted manner to whet the appetite of both theoreticians and practitioners. The philosophical underpinning of their approach was based on Grounded Theory as it could be seen in the video case study narratives and in their own interpretative narrative of the subject.
Mohamed Fares Brini
International Journal of Human Resource Studies, Volume 11, pp 179-203; doi:10.5296/ijhrs.v11i1.18096

The purpose of this paper was to examine the contribution of workplace spirituality to employee commitment from a multi-focal perspective at the individual, group and organizational levels. Obtained data from a random sample of 111 Tunisian employees were analysed using PLS-SEM to test the proposed hypothesis of the study. The findings revealed that three-dimensional workplace spirituality (meaningful work, sense of community and organizational values) contributed positively and significantly to multiple commitment levels (individual, group and organization levels). Besides, these spiritual dimensions contributed to more than one level and showed that workplace spirituality framework can provide an expanded contribution to the multiple commitment research. In particular, meaningful work had the largest contribution to all commitment levels and can offer unique approach to manage overall commitment within organizations.
Andreas Dimopoulos, Drimpetas Evaggelos, Kostas Zafiropoulos
International Journal of Human Resource Studies, Volume 11, pp 130-145; doi:10.5296/ijhrs.v11i1.18259

Person to organization fit and person to the job fit are considered among many other factors that affect employment outcomes during employee selection process. There is a consensus to a large extent, that both of them as candidate’s qualities have great positive influence and affect recruiters, personnel managers and employers’ decisions, and respectively hiring results. This study aims to assess the level of influence of employee candidates’ qualities of Person-to-Organization fit and Person-to-the Job fit, and their relative affect in recruiters’ hiring decisions on staff selection through interview process. The study also aims to explore if there is a significant difference between the effects that these factors have on hireability-selectability of candidates. The significance of candidate’s Person to Organization Fit and Person to the Job Fit were measured according to three choices of recruiter’s decisions during interview, which were more specifically the possibility to hire them, the possibility to consider them as suitable for the position they applied for, and the possibility of giving them a second chance for another interview. These three measures were consolidated in one indicator with the term hireability-eligibility which has been tested for reliability using Cronbach’s alpha. A field study has been conducted in order to research the importance and relative influence of candidates’ person to organization fit and person to the job fit as well, in recruiters’ hiring decisions, during interview selection process. Findings reveal that both of these candidates’ attributes, Person to Organization fit and Person to the Job fit, have significant effects on recruiters’ decisions and selection outcomes, regarding the hireabilty, eligibility index when they are assessed separately, using simple regression analysis. However, when they are combined in a multiple regression analysis model, only Person to Organization fit has a significant effect on recruiters, employers’ decisions.
Suchuan Zhang, Wenzhao Zhang
International Journal of Human Resource Studies, Volume 11, pp 146-163; doi:10.5296/ijhrs.v11i1.18078

The purpose of this paper is to increase understanding of the influence mechanisms of perceived organizational support (POS) on turnover intention, through job crafting and thriving at work. Two-wave data from 541 full-time employees working in northern China were collected. The hypotheses were tested using hierarchical linear regression analysis with the PROCESS plug-in for SPSS to determine the significance of mediators. The results showed that though job crafting did not mediate the POS-turnover intention relationship alone, it interposed in this relationship by affecting thriving at work. This study suggests that a supportive work environment that inspires employees to redesign their jobs and thrive at work plays an important role in helping retain staff. From an employees’ self-development perspective, this study proposed a serial mediation model to extend understanding of POS - turnover intention relationship.
Muhammad Owais, Danish Ahmed Siddiqui
International Journal of Human Resource Studies, Volume 11, pp 266-305; doi:10.5296/ijhrs.v11i1.18305

The lens through which followers experience the ethical dimension of leadership itself it is argued is likely distorted by a followers’ level in the hierarchy. In this regard, ethical leadership may be better conceptualized as an intermediary through which follower status contributes to these desirable outcomes. This research expands the literature about the causes, consequences, and the unique role of ethical leadership in the workplace. In particular, we examine the mediated model of ethical leadership in the effect of individualism, spirituality, as well as demographics on organizational outcomes like 1. Organization’s fairness climate (CF), 2. Affective commitment (AC), and 3. Career satisfaction (CS). Drawing on the work of Pucic (2015), we argue that demographics like Job, experience, Age, Education, Position, and Working Hour of employees affect their perception of ethical leadership (EL) in the organization, and this perception, in turn, affect the three above mentioned outcomes. In the same way, spirituality and individualistic (IND) cultures also influence these outcomes through EL. Spirituality was further sub-classified into Spiritual Believe (SB), Coping (SC), Experience (SE), and Practices (SP). Empirical validity was established by conducting a survey using a close-ended questionnaire. Data was collected from 500 employees and analyzed using confirmatory factor analysis and structured equation modeling. The results suggested that Ethical leadership, individualistic culture, and years of experience have a positive and significant effect on all three outcomes i.e. AC, CF, CS. Moreover, Education and Spiritual Believe seem to have a positive impact on AC. Similarly, Spiritual Experience also has a positive effect on CF. Surprisingly, position and Spiritual Practices seem to have a negative and significant impact on career satisfaction. Moreover, Education, individualism, and position also seem to be positively impacting ethical leadership. Hence, EL positively mediates the effect of education, individualism, and position on AC, CF, and CS respectively. Implications for theory and practice are discussed.
Tri Widarmanti, Arif Partono Prasetio, Bachruddin Saleh Luturlean
International Journal of Human Resource Studies, Volume 11, pp 306-319; doi:10.5296/ijhrs.v11i1.18124

Human resources play a strategic and important role to achieve company's vision and mission, the quality of human resources will affect the performance and progress of an organization. Commitment is very important for organization, a strong affective commitment encourages employees to contribute better, there are constructive factors of affective commitment such as transformational leadership and job satisfaction. This study wants to examine the relationship between transformational leadership, affective commitment, and job satisfaction and the effect of transformational leadership practices on affective commitment directly and indirectly through the mediating role of job satisfaction in tile rooftop manufacturers at Jatiwangi Indonesia. A quantitative survey approach has been used, and 5 hypotheses were tested with a sample 184 of 350 employees of roof-tile manufactures was selected to answer the questionnaire. Data collected based on descriptive analytics processed by SPSS Software, and the result of this study show that there is a positive relationship between these variables, transformational leadership significant positive relations to job satisfaction and affective commitment and job satisfaction becomes a partial mediator variable in the relationship between transformational leadership with affective commitment, but yet those 4 company still not represent all roof-tile company in Indonesia, future studies could replicate the current one by collecting data from different sources.
Peter Ego Ayunku, Rachel Konyefa Dickson
International Journal of Human Resource Studies, Volume 11, pp 336-350; doi:10.5296/ijhrs.v11i1.18310

This study empirically investigated the impact of inflation rate, exchange rate and remittances inflows on the economic performance of Nigeria using time series data from 1960 to 2018. The study employed econometric techniques such as the Augmented Dickey Fuller (ADF) unit root test, correlation statistics, granger causality testand the ordinary least squares multivariate regression methods to analyze the data. The study finding showed that remittances inflows are a major driver of economic activities and growth in the Nigeria clime. Exchange rate exerted a positive impact on gross domestic product per capita growth in Nigeria. Both remittances inflows and exchange rate maintained a bi-directional causality with the performance of economy of Nigeria. The study concludes that remittances inflows have a correlation with monetary policy transmission mechanisms towards enhancing the performance of the economy of Nigeria. It is therefore recommended that the government needs to create investors’ friendly environment capable of encouraging migrants to channel their resources into the economy. This will help to boost economic activities, reduce unemployment rate, increases savings, with the end goal of engendering economic performance of Nigeria. To reduce the effect of Inflation in Nigeria, this study suggests that the policy monetary authority (CBN) needs to come up with a policy framework that can enhance the country’s capital stock instead of expending it.
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