International Journal of Human Resource Studies
EISSN : 21623058
Current Publisher: Macrothink Institute, Inc. (10.5296)
Total articles ≅ 555
Latest articles in this journal
Published: 24 June 2020
International Journal of Human Resource Studies, Volume 10, pp 58-76; doi:10.5296/ijhrs.v10i3.17237
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.
Published: 18 June 2020
International Journal of Human Resource Studies, Volume 10; doi:10.5296/ijhrs.v10i3.16876
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.
Published: 15 June 2020
International Journal of Human Resource Studies, Volume 10; doi:10.5296/ijhrs.v10i3.16907
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.
Published: 15 June 2020
International Journal of Human Resource Studies, Volume 10; doi:10.5296/ijhrs.v10i3.17192
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.
Published: 2 June 2020
International Journal of Human Resource Studies, Volume 10, pp 308-329; doi:10.5296/ijhrs.v10i2.16915
The Performance Management System (PMS) is one of the most critical systems within the context of public organizations. Without proper implementation of the PMS, these organizations will encounter challenges to deliver their services. Ideally, the PMS framework might cover several fields, including strategic planning and goals setting, strategies and plans, performance appraisal, the reward and punishment system, and performance information. Due to limitations in the existing literature about the PMS in the developing countries, this paper aims to reflect on the implementation of the PMS in the Greater Amman Municipality (GAM) in Jordan because it is one of the biggest employers of the Jordanian public sector in the Middle East region, which is an integral part of the developing contexts. To this end, a descriptive analysis of the secondary data has been conducted, including the related literature, published documents, and archival data. According to Otley’s (1999) framework and the analysis of the experiences of the PMS of public entities in the developing world, the GAM system has failed to implement the performance indicators formulation. Also, its indicators are excessively reliant on archival measures. The GAM system is missing out on two major processes, which are appraising performance and the reward and punishment system. The findings revealed that the GAM system has failed to consider the results of the community satisfaction survey as a valuable source of performance for the performance inputs and planning process. Accordingly, a comprehensive framework of PMS has been synthesized and introduced in this paper.
Published: 2 June 2020
International Journal of Human Resource Studies, Volume 10, pp 297-307; doi:10.5296/ijhrs.v10i2.16939
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.
Published: 2 June 2020
International Journal of Human Resource Studies, Volume 10, pp 330-354; doi:10.5296/ijhrs.v10i2.17139
Innovation becomes widely perceived as the most significant ingredient of socioeconomic development, for all types of organizations, at all spatial levels. This study aims to examine how a specific category of business people understand the phenomenon of innovation in relation to the dimensions of Human Resource Management (HRM) and intra- and external business education and training. It explores in particular how the firms of a less developed regional business ecosystem perceive this triangle of innovation-education-human resources, what is their current image and how this comprehension evolves over the last years. Through field research in firms located in the Greek region of Eastern Macedonia and Thrace, we highlight these qualitative correlations between innovation, workforce management, training, and education. Our findings suggest that the “image” of these entrepreneurs to these issues lacks interpretive depth and practical cohesion, which is related to pathogenies caused and causing the overall relative socioeconomic underdevelopment in the region. The originality of this research derives from the presentation and analysis of specific firms’ and professionals’ perceptions of innovation, which are relatively far from the standards set by the corresponding modern scientific literature and practice.
Published: 25 May 2020
International Journal of Human Resource Studies, Volume 10, pp 252-279; doi:10.5296/ijhrs.v10i2.17086
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.
Published: 24 May 2020
International Journal of Human Resource Studies, Volume 10, pp 280-296; doi:10.5296/ijhrs.v10i2.16860
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.
Published: 19 May 2020
International Journal of Human Resource Studies, Volume 10, pp 220-237; doi:10.5296/ijhrs.v10i2.17054
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.