International Journal of Human Resource Studies

Journal Information
EISSN : 21623058
Current Publisher: Macrothink Institute, Inc. (10.5296)
Total articles ≅ 568
Archived in
SHERPA/ROMEO
Filter:

Latest articles in this journal

Ibrahim Hassan Barrow
International Journal of Human Resource Studies, Volume 10, pp 1-11; doi:10.5296/ijhrs.v10i4.17702

Abstract:
Various clans in Bay region have had conflicts over time onwards with the pastoral communities taking the lead. More specifically, Baidoa district has been registered several inter-clan conflicts within Digil and Mirifle tribe and sub tribes fighting over resources and political issues. This paper examines Inter-Clan Conflicts in Somalia with special reference to Baidoa district community. The study used descriptive research design. The target populations of this study were communities in Baidoa district. The study distributed questionnaire and purposive sampling due to security issue with 103 respondents of male and female who were more familiar with the background of inter-clan conflicts in Baidoa district. The data analyzed with SPSS version of 16.0. The findings show that land ownership dispute, pastures, water, and political power sharing and many other subjects are the major drivers of the inter-clan conflict amongst the communities in Baidoa district. Besides, the results also revealed that lack of rule of law and uncontrollable urbanization including internal displaced people has been frontline frequently rising of inter-clan conflicts due to occupying illegal lands without getting any permission by the land owner/state and many other unmanaged matters are still exist in Baidoa. Currently, the security situation in Baidoa district is quite good but not reliable because of Baidoa outskirts is under control of Al-Shabab militant. Peace is the heart and pillar upon with every life’s meaningful progress, security and social harmonize could be reach and continued in each nation’s life.
Abdul Basit, Danish Ahmed Siddiqui
International Journal of Human Resource Studies, Volume 10, pp 291-341; doi:10.5296/ijhrs.v10i3.17318

Abstract:
Organizations to engage in strategic change initiatives to remain competitive. Leadership is the top determinant of successful change. This study investigated the factor affecting the employee’s openness to change during process of change and how leadership affects that. We proposed a theoretical framework, modifying (Yue, Men, & Ferguson, 2019) by incorporating Authentic in place of transformational Leadership. We hypothesized that authentic leadership affect organisational trust during change both directly, as well as by inducing transparent communication. Trust would in turn positively affect openness to change. Authentic leadership included 1. Self-Awareness, 2. Relational Transparency, 3. Balanced Processing, and 4. Internalized Moral Perspective, dimensions. Whereas, transparent communication consisted of 1. Participation, 2. Substantiality, 3. Accountability, Factors. Empirical validity was established by conducting a survey using close ended questionnaire. Data was collected from 310 employees working across different service industry in Karachi, and analyzed using confirmatory factor analysis and structured equation modeling. The finding revealed that transparent communication and authentic leadership have significance direct and indirect relationship with employees’ openness to change. Organizational trust has significant relationship with employees’ openness to change during change process. However Authentic leader has weak direct relation with transparent communication and there is no significance relationship between authentic leadership and trust with mediating role of transparent communication. However, trust significantly mediate all the factors of authentic leadership except Self-Awareness, and Openness to Change. Similarly, trust also mediated Substantiality, and Accountability factors of communication, and openness. Lastly, substantiality also offered a partial mediatory role between authentic leadership and trust.
Digo Thalattaniralage Kingsley Bernard, Muhammed Asjad Rahaman, Haridhakshan Sivaharan, Harrunprasadh Gunasekaran, Weerappulige Sanuji Supunma Shanthakumar, Amarasinghe Arachchilage Sumudu Namali Munasinghe
International Journal of Human Resource Studies, Volume 10, pp 275-290; doi:10.5296/ijhrs.v10i3.17616

Abstract:
Smoking is a process in which a cigarette is burnt and the resulting smoke is inhaled. A total of 96% of tobacco users are cigarette smokers. With nearly eight million people killed in the world annually, the levels are expected to rise. Despite having a basic knowledge of its adverse effects, the psychology of individuals still prompts them to go towards cigarette consumption causing health and social harms. The purpose of this paper is to review the existing literature to identify the smokers' psychological factors, which enables to comprehend what drives an individual towards smoking. Further, the article focuses on the awareness element of a smoker concerning how it has an overall effect on smoking consumption. With the backing of literature, the paper reasons that awareness can have a significant impact on the consumption levels and must be considered along with the consumer psychology component in order to find more accurate results and interpretations.
Sylvia Bisela Simiyu, Muganda Munir Manini, Victor Lusala Aliata
International Journal of Human Resource Studies, Volume 10, pp 263-274; doi:10.5296/ijhrs.v10i3.17607

Abstract:
The Occupational Safety and Health Act No. 15 of 2007 and reread in 2010, offers for the safety health and benefit of personnel and all individuals lawfully current at places of employment in Kenya. Despite this workers have continued to face occupational health and safety challenges which expose them to a wide range of accidents which eventually pull down their performance. According to ILO statistics on safety and health at work of 28th April 2016, 6300 individuals succumb daily due to occupational accidents or employment associated ailments and deaths exceeding 2.3 million yearly. The study was purposed to investigate the effect of occupational health and safety (OHS) on employee performance in Sugar Industries in Western Kenya. The explicit objective was to determine the effects of occupational environment on employee performance in sugar industries in Western Kenya. The target population comprised 8801 staff in all the sugar firms in Western Kenya. Stratified random sampling technique was used to select a sample of 383. Primary data was gathered by use of questions which were validated through a pilot study of 10 staff prior to the main research. Cronbach alpha coefficient with a threshold of 0.70 was used to test the reliability of the research instrument. The study findings revealed that: occupational environment contributed to employee performance β=0.585. The R2 change after incorporating Top Management Support was 0.290, P=0.000 implying that TMS statistically moderates the relationship between occupational health and safety and employee performance. Study concluded that: Occupational environment has a significant effect on employee performance while TMS has a significant moderator and influences the relationship between OHS and employee performance.
Anthony Frank Obeng, Prince Ewudzie Quansah, Eric Cobbinah, Stephen Abiam Danso
International Journal of Human Resource Studies, Volume 10, pp 238-262; doi:10.5296/ijhrs.v10i3.17395

Abstract:
Engaging employees and being supportive in enhancing their well-being in an organization is very paramount. Past studies show that these practices and policies are beneficial to the commitment level of the employer and the employee in the attainment of employee performance. This study was then conceptualized to examine the moderating effect of perceived organizational support on the relationships between organizational climate and organizational commitment and organizational commitment and employee performance. Also, the mediating effect of organizational commitment in the relationship between organizational climate and employee performance. Drawing on employees from the power generation companies in Ghana, a systematic sampling method was employed in choosing 371 respondents for the study. Hierarchical regression in SPSS software (version 23) was employed to analyze the hypotheses. It was observed that organizational commitment partially mediated the relationship between organizational climate and employee performance. However, perceived organizational support had no moderation effect on the relationship between organizational climate and organizational commitment. Furthermore, perceived organizational support had no moderation effect on the relationship between organizational commitment and employee performance. These results suggest that with an effective organizational climate, organizational support does little to strengthen or weaken employee performance. The practical implication is also discussed.
Murat Çolak, Melce Elegel
International Journal of Human Resource Studies, Volume 10, pp 223-237; doi:10.5296/ijhrs.v10i3.17596

Abstract:
Corporate governance is a concept that emphasizes sustainable growth and stability in order to successfully transfer businesses to future generations. It also allows businesses to be well managed under a professional, transparent, fair and accountable management approach. Corporate governance is closely related to the human resources practices carried out by the businesses and the institutionalization levels of the businesses. The lack of any initiative on human resources practices in enterprises or the lack of these practices constitutes the biggest obstacle to the institutionalization of businesses. The study created for this purpose is structured to examine the impact of human resources practices on corporate governance understanding. The study sample was prepared in a business in the food and beverage industry with 66 branches operating in Turkey. Qualitative research method based on the interview, document review and observation techniques was applied. According to the findings, successful human resource management practices were found to be closely related to the levels of corporate governance and institutionalization. It was determined that the deficiencies in human resources practices on the researched business prevented the formation of institutionalization and then prevented the corporate governance understanding.
Ho Thi Hoa, Pham Van Hieu, Nguyen Thanh Thao, Hoang Hai Ninh, Le Thi Thuy
International Journal of Human Resource Studies, Volume 10, pp 206-222; doi:10.5296/ijhrs.v10i3.17538

Abstract:
Inequality of income is considered an important issue of social inequality in general, the subject is mentioned in many studies around the world. Actually, differences in income inequality are considered both causes and resulfs of the other inequalities. In particular, income inequality by gender is matter of special interest to create conditions for both men and women have equal opportunities in economic development - social and human resources development. This study will analyze the income inequality by gender in Vietnam, which propose a number of recommendations in order to implement the goals of equity im the distribution of income and work towards equality by gender in Vietnam in the future.
Tarjo Tarjo
International Journal of Human Resource Studies, Volume 10, pp 190-205; doi:10.5296/ijhrs.v10i3.15744

Abstract:
This study was to examine and explain the effect of service quality and facilities on patient satisfaction in the Tanah Sepenggal Community Health Center in Bungo Regency, Jambi Province. The research method used is cross-sectional. The study population was all patients while the sample was 120 respondents but 98 respondents could be tested because there were 22 instruments that were not filled in completely so they were not included in the analysis. The sampling technique uses confinance sampling. The data analysis method uses multiple linear regressions with the help of the IBM SPSS Statistics version 20 of the software.The statistical test results partially service quality variables consisting of tangible (X1), reliability (X2) responsiveness (X3) assurance (X4) empathy (X5) have no significant effect on patient satisfaction and facilities (X6) have a significant positive effect on patient satisfaction. Statistical test results simultaneously have a positive and significant effect on patient satisfaction.
Larysa Botha, Renier Steyn
International Journal of Human Resource Studies, Volume 10, pp 134-152; doi:10.5296/ijhrs.v10i3.17495

Abstract:
Background: Voice, as an important employee behaviour, channels ideas, concerns, and suggestions upward in the organisation and is often the only way for managers to become aware of issues and problems that, potentially, may be detrimental to the organisation’s performance. Aim: The aim of this article is to present a review on the conceptualisation of voice, with the focus on the different ways in which the concept is defined, categorised and measured. This is required as a comprehensive and contemporary operationalisation of voice and will ensure that future research is linked to the dominant body of knowledge. Setting: Literature presents employee voice behaviour in divergent ways, which applies to the definition, typologies and measurement of voice. This divergence poses a challenge for researchers and practitioners alike. Method: A comprehensive literature review was conducted to obtain a large spectrum of definitions, categorisations and assessments of voice. These were examined for breadth of adoption, consensus in terms of elements and, in the case of assessment, the acceptability of psychometric properties of measuring instruments. Results: After reviewing a substantial number of the articles published in peer-reviewed journals between the years 1970 and 2019, the three most popular definitions of voice are presented, the three most common conceptualisations on the forms/types of voice identified, and three most-used measuring scales with acceptable validity and reliability acknowledged. The definition, typologies, and measuring instrument proposed by Maynes and Podsakoff (2014) seems to be the standard in voice research. Their theorising on all three aspects is well accepted and forms the basis for many recent studies on voice. Conclusion: Building on previous research, and considering recent publications, the comprehensive conceptualisation of voice is best described by the seminal work of Maynes and Podsakoff (2014), which integrates the extant knowledge on the topic and how it is operationalised. Managerial implications: Researchers and practitioners are now aware of most adopted and authoritative conceptualisations of employee voice behaviour, which should provide them with greater confidence to engage in discussions on the topic as well as in facilitating research in the future.
Ingrid Zemburuka, Fanuel Dangarembizi
International Journal of Human Resource Studies, Volume 10, pp 153-189; doi:10.5296/ijhrs.v10i3.17496

Abstract:
The study focused on assessing the impact of training and development on employee performance in the Namibia Defence Force (NDF) at Okahandja. Since its inception, the NDF has been providing continuous training and development programs to pursue the organizational mission & vision. Sadly, for the past two (2) years when the organization started facing financial challenges; it suspended most of its training activities both internal and external. This, in turn, has affected employees’ performance who should be continuously trained during peacetime to upgrade their skills, knowledge, and competencies needed to perform their duties professionally. The study employed descriptive research design to draw a sample of 100 employees from a population of 500 employees. Correlation analysis was used to establish relationship between training, development, and employee’s performance. The study found out that there was positive relationship between training and development with employee’s and NDF performance. It also revealed that employee’s performance increased the way the NDF staffs works with other government agencies across the country. Therefore, the NDF should seek to prioritize their training and development (T&D) programmes based on the training budget and avoid random cost cutting.
Back to Top Top