International Journal of Human Resource Studies
EISSN : 21623058
Current Publisher: Macrothink Institute, Inc. (10.5296)
Total articles ≅ 537
Latest articles in this journal
Published: 30 March 2020
International Journal of Human Resource Studies, Volume 10, pp 102-116; doi:10.5296/ijhrs.v10i2.16776
The aim of this research is to study the three dimensions of organizational behavior (evaluation of the worker’s personality, the motives of the worker, its interactivity within the work team) and the dimensions of organizational citizenship (altruism, general compliance, conscience awareness and civilizational behavior) among Bemo Saudi Fransi employees. (163) questionnaires were distributed to those who accepted to participate in the study and based on the approval and direction of the relevant departments in Bemo Saudi Fransi Bank, where the number of the sample's employees is (690) employees, and it was concluded that there was a statistically significant effect of the organizational behavior variables (evaluation of the worker’s personality, The motivations of the worker) while there is no relation to the variable (interactivity within the work team) in the behavior of organizational citizenship towards the management of the bank (altruism) and the presence of a statistically significant effect of organizational behavior variables (evaluation of the worker’s personality, worker motivations, the ability of the worker to interact within the work team) in the behavior of Organizational citizenship towards bank management (A. Compliance with the public, awareness of conscience and civilized behavior). It was also found that there are fundamental differences attributable to the gender variable of the sample, as the males volunteer to carry out the tasks that are not required of them except that they take breaks that they do not deserve and do not spend their time working without making an effort, while the females help others who were absent from their work and seek accuracy in their work times while the absence of fundamental differences Regarding the variables of organizational behavior and organizational citizenship in relation to the variable of the academic level of the sample. It was recommended that employees should be involved more in the management of a bank by setting up awareness sessions for them and doing some administrative matters within the management of a bank and opening means and channels of communication with management continuously and periodically, and trying to support the sense of creativity and innovation for workers in Bemo Saudi Fransi Bank and to conduct training courses and that By training employees to improve the image of a bank’s management and to perform the job with perfection and dedication.
Published: 18 March 2020
International Journal of Human Resource Studies, Volume 10, pp 21-55; doi:10.5296/ijhrs.v10i2.16339
Succession planning (SP) and employee retention (ER) are mutually reinforcing. Meaning ineffective succession planning leads to turnover, and that would, in turn, make the succession plan ineffective. Hence the big challenge is to find how SP affects ER. For this, we proposed a model explaining the mediation effect of various factors on SP-ER nexus. We hypothesize that proper Succession planning produces a positive effect on Performance Goal Orientation, Supervisor Support, Working Environment, Rewards, Work-life Policies, Career Development, and Job Security. And these factors, in turn, lead to employee retention. We further assumed that the ER would lead to Organizational Effectiveness. To establish its empirical validity, we conducted a survey using a close-ended questionnaire. Data was gathered from 300 respondents who are serving in the middle and lower level of management in the private organizations in Pakistan. Data analysis was done through the descriptive statistics, partial least square (PLS), and Structural Equation Modeling (SEM) with the help of SmartPLS3. The findings indicated that effective succession planning practices had a meaningful, favorable connection with employee retention and out of seven mediators, only three mediators i.e. job security, rewards, and supervisor support significantly mediated the association between effective succession planning practices and employee retention. Succession planning also seems to significantly affect the working environment, work-life policies, and career development. Results also exhibited that there’s an insignificant link between effective succession planning practices and organizational effectiveness and also there is no positive relationship between employee retention and organizational effectiveness.
Published: 18 March 2020
International Journal of Human Resource Studies, Volume 10, pp 56-81; doi:10.5296/ijhrs.v10i2.16389
Scholars have baptized for investigation relating to the antecedents and sways of workplace incivility and means to condense it. To address this concern, this study proposes a theoretical framework that explains the linkages of workplace incivility (WI) with Job satisfaction (JS). We theorized that incivility decreases employees’ motivation, increases emotional exhaustion and further leads to restricted OCB. These factors, in response, confine employees’ job satisfaction. Further ahead, age, and gender moderates the effect of incivility on job satisfaction. Hence, OCB, exhaustion, and motivation mediate incivility and job satisfaction nexus. These relationships were theorized in a singular model to portray the overall impact of the variables occurring at once. Empirical validity was established through a survey conducted through close-ended questionnaire from 272 employees working in Karachi. Results proposed that there is a negative mediatory impact of emotional exhaustion, whereas, OCB, extrinsic and intrinsic motivation had no mediatory effect on experienced incivility and job satisfaction. With regards to instigated incivility, it doesn’t cause any significant or material job dissatisfaction, however, intrinsic motivation and emotional exhaustion play a negative mediatory role. Witnessed incivility directly affect JS as its coefficient was negative and significant, however, no mediatory role was found.
Published: 18 March 2020
International Journal of Human Resource Studies, Volume 10, pp 1-20; doi:10.5296/ijhrs.v10i2.16697
Literature suggests that performance appraisal (PA) contributes to innovation. However, the absolute and relative importance of PA to innovation, the different aspects of PA which drive innovation, as well as PA as a precursor among other antecedents to innovation, has not been adequately described. The aim of the study is to provide clarity on the drivers of innovation, specifically contextualising the impact of PA within the South African context. This study used a cross-sectional survey design, where only quantitative data was collected from full-time employees across private sector, parastatal, and government organisations. The respondents represented a broad cross-section of South African employees. PA and three other known antecedents to innovation, as well as innovation itself, were measured. It was found that PA (as a single variable) was responsible for 5.7% of the variance in innovation. Items in the PA scale with a clear link to innovation were identified, and thematically integrated. It was further found that, when PA was combined with other antecedents of innovation, leading to 26.6% of the variance in innovation being explained, the role of PA was significant, though mostly secondary. Proactive personality was the most dominant predictor of innovation. The importance and relative importance of PA as an antecedent to innovation in the workplace has thus been established. The outcomes of this study may assist managers and human resource practitioners to focus on appropriate, evidence-based information when attempting to enhance innovation.
Published: 17 March 2020
International Journal of Human Resource Studies, Volume 10, pp 82-101; doi:10.5296/ijhrs.v10i2.16701
Self confidence, self esteem and self efficacy are widely common terms in job search effectiveness according to literature. There is a consensus in a large extent that candidates’ self confidence during interview process has significant influence and affects recruiters’ decisions and respectively hiring results. This study aims to search the significance of employee candidates’ self confidence and its relative impact in recruiters, employers, hiring decisions during employment interview. For this purpose, an empirical research has been conducted in order to explore the importance and relative impact of candidates’ self-confidence in a sample of two hundred and sixty recruiters’, personnel managers’ and employers in Greece about the impact of candidates’ self confidence, might have in their hiring decisions, during interview selection process. The significance of candidates self confidence was measured according to three specific dimensions of the recruiters decisions, which were in particular, the possibility of hiring them, the possibility of consider them as suitable for the position they applied for, and thirdly for the possibility of giving them a chance for a second interview. The three measures were analysed each one individually, and then unified in one, with the term hireability- sellectability. The new index has been tested for cronbach’s alpha measure of reliability, taking high acceptant value. Results show that employee candidates’ self confidence has significant influence and affect recruiters’ decisions and selection outcomes regarding this index. There is also significant impact of candidate’s self confidence, in all three of interviewers’ decisions options as in particular, to hire the candidates, to consider them suitable for the position and to invite them in a second interview.
Published: 4 March 2020
International Journal of Human Resource Studies, Volume 10, pp 369-379; doi:10.5296/ijhrs.v10i1.16178
This research aims at investigating the inequality practices against women in Jordanian commercial banking sector. To reach this objective, the research studied both HRP and inequalities faced women. The questionnaire was used as a tool to collect data. The HRP used as independent variable, while the inequalities resulted used as dependent variable. Simple random sample was selected of female bankers. The results showed that inequality practices existed in banking workplace. These inequalities resulted from both, the HRP and managers’ evaluation of women in baking sector. The results showed the inequality practices are source of minimizing women empowerment in banking sector.
Published: 26 February 2020
International Journal of Human Resource Studies, Volume 10, pp 349-368; doi:10.5296/ijhrs.v10i1.16548
This study aims to explore the impact of industry-university collaboration on enterprises’ intellectual capital. From the perspective of industry-university collaboration relationship management, to explore the influence of different industry-university collaboration relationship on the enterprises’ intellectual capital. Survey was used to collect the data from 406 Zhejiang province hi-tech enterprises’ entrepreneur and senior executives of the industry-university collaboration project using purposive sampling. Quantitative methods were used to analyze the variables and to test hypothesis.Industry-university collaboration itself is a systematic project that needs close collaboration and coordination between the society and relevant units. The relationship between universities and enterprises plays an important role in collaboration. It has become an important obstacle of industry-university collaboration and a restriction factor of knowledge transfer. Therefore, industry-university collaboration cross-organizational management has gradually become a research hotpots for scholars. Taking high-tech enterprises in Zhejiang province as an example, this study studies the different effects of industry-university collaborative relations on enterprises’ intellectual capital from the perspective of industry-university collaborative relations, and improves enterprises’ intellectual capital through scientific and effective management of industry-university collaborative relations. On the basis of Tijssen, Perkmann, Walsh and other research achievements, this study divides the industry-university collaboration into two types of relationship: related type and transactional type. Quantitative research method is adopted to analyze the variables and verify the hypothesis. According to the data analysis results, draw a conclusion: Industry-university collaboration relationship should be based on the related relationship, the enterprise with strong related relationship has higher intellectual capital performance. Finally, according to the research results, some Suggestions on the management of industry-university collaborative relationship are put forward for the reference of local governments and future researchers.
Published: 26 February 2020
International Journal of Human Resource Studies, Volume 10, pp 332-348; doi:10.5296/ijhrs.v10i1.16332
Banking sector of Bangladesh has been playing a pivotal role in the journey towards achieving sustainable development goal. To keep contributing to the economy it is necessary for the banks to hire and retain effective and efficient human resources. Thus, job analysis became an important strategic tool through which the banks can maintain an effective human resource management while influencing the overall performance of the bank. Hence, this study was designed to evaluate the current job analysis process practiced in the private commercial banks of Bangladesh. The study used both primary and secondary data to assess the job analysis process. A total number of 223 private bank employees from 12 banks were surveyed. A structured questionnaire with 5 point Likert scale was used to collect information from the respondents. The data was analyzed using descriptive statistics such as frequency, percentile, skewness, kurtosis and inferential statistical techniques such as, Exploratory factor analysis, Confirmatory Factor Analysis, Structural Equation Modeling and Multiple regression analysis. Results show that factors such as, data collection process and employee involvement, data authenticity and proper documentation, and training job analyst and developing job analysis method are significantly related to the overall evaluation of job analysis in private commercial banks of Bangladesh. Thus, the study recommends that HR managers of the banks should focus more on developing effective job analysis method, data collection process, maintain data authenticity and training the job analysts for getting maximum benefit from job analysis.
Published: 24 February 2020
International Journal of Human Resource Studies, Volume 10, pp 305-331; doi:10.5296/ijhrs.v10i1.15741
The fast-food industry is one of the booming industries in Pakistan with rapidly developing human resources. However, quick growth has become impeded by numerous human resource management challenges. The purpose of this study is to investigate factors/variables that cause stress among employees in the workplace which consequently affect their performance. Pakistan’s fast-food sector has been taken into account and a comprehensive study has been carried out to find out which variables result in employee stress and affect their overall job performance. Primary data was collected through three hundred and fifty questionnaires disseminated throughout various areas of Lahore, Karachi and Islamabad including Emporium Mall, Packages Mall and Dolmen Mall, Lucky One Mall, Centaurus, and key areas popular for fast-food in those cities. Several statistical tools including; Reliability and Validity Analysis, Factor Analysis, Regression analysis, KMO, Cronbach Alpha and the Bartlett Test, are used for data analysis on SPSS and Smart PLS. Results of the analysis show that Work Overload, Job Insecurity (independent variable) and Employee Stress (mediating variable) have a significant impact on Employee Performance (dependent variable). The relationship of Job Security and Work Overload with Employee Stress is positive. Similarly, the relationship between Employee Stress and Employee Performance is also positive and significant. The study described in this paper thoroughly focuses on all the major causes of employee’s stress and its impact on employee performance, it also suggests how Fast-food sector of Pakistan should consider these factors in order to address these issues and provide favorable workplace environment.
Published: 17 February 2020
International Journal of Human Resource Studies, Volume 10, pp 276-304; doi:10.5296/ijhrs.v10i1.16488
With the rise of globalization, labor migration is estimated to increase in the future as developed countries will experience shortages in skills of certain age brackets of the working population, thus, requiring more migrant labor in order to address this gap. Filipinos represent a considerable number of expatriates around the world. By 2018, there were 2.3 million Overseas Filipino Workers (OFW), and 24.3 % (558,900) of them worked in Saudi Arabia. These expatriates pursue economic opportunities in the Kingdom due to better job prospects and higher earning potential despite the cross-cultural adjustment challenges. This study aims to explore the influence of Cultural and Emotional intelligence in the cross-cultural adjustment of Filipino expatriates in Saudi Arabia. A survey was conducted on 483 male OFWs, both descriptive and correlational research methods were used to test the hypotheses. Correlation results showed the significant positive associations with moderately strong correlations between cultural intelligence (CQ) and the cross-cultural adjustment of Filipino expatriates in Saudi Arabia. Behavioral and motivational CQ could significantly predict the cross-cultural adjustment of Filipino expatriates. Emotional intelligence (EQ) and the expatriate Filipino’s cross-cultural adjustment in Saudi Arabia showed significant association, with Appraisal and Recognition of Emotion in Others as its strongest predictor. The Filipino expatriates’ status, first time or seasoned, significantly moderated the association between EQ factors and their cross-cultural adjustment degree. This study suggests that high CQ and EQ levels along with previous experience with the host country could serve well as important considerations in international careers. This paper contributes a new perspective to the literature on Filipino expatriate management and cross-cultural adjustment.