Publisher: Macrothink Institute   (Total: 47 journals)   [Sort by number of followers]

Showing 1 - 47 of 47 Journals sorted alphabetically
Aquatic Science and Technology     Open Access   (Followers: 4)
Asian J. of Finance & Accounting     Open Access   (Followers: 16)
Business and Economic Research     Open Access   (Followers: 12)
Business and Management Horizons     Open Access   (Followers: 13)
Business Management and Strategy     Open Access   (Followers: 47)
Case Studies in Business and Management     Open Access   (Followers: 12)
Education and Linguistics Research     Open Access   (Followers: 6)
Environmental Management and Sustainable Development     Open Access   (Followers: 10)
Global J. of Educational Studies     Open Access   (Followers: 1)
Human Resource Research     Open Access   (Followers: 1)
Intl. Finance and Banking     Open Access   (Followers: 3)
Intl. J. of Accounting and Financial Reporting     Open Access   (Followers: 17)
Intl. J. of Culture and History     Open Access   (Followers: 12)
Intl. J. of Education     Open Access   (Followers: 17)
Intl. J. of English Language Education     Open Access   (Followers: 14)
Intl. J. of Global Sustainability     Open Access   (Followers: 1)
Intl. J. of Human Resource Studies     Open Access   (Followers: 14)
Intl. J. of Industrial Marketing     Open Access   (Followers: 5)
Intl. J. of Learning and Development     Open Access   (Followers: 5)
Intl. J. of Linguistics     Open Access   (Followers: 12)
Intl. J. of Management Innovation Systems     Open Access   (Followers: 1)
Intl. J. of Regional Development     Open Access   (Followers: 1)
Intl. J. of Social Science Research     Open Access   (Followers: 14)
Intl. J. of Social Work     Open Access   (Followers: 21)
Intl. Research in Education     Open Access   (Followers: 6)
Issues in Economics and Business     Open Access  
Issues in Social Science     Open Access   (Followers: 5)
J. for the Study of English Linguistics     Open Access   (Followers: 6)
J. of Agricultural Studies     Open Access   (Followers: 2)
J. of Applied Biotechnology     Open Access   (Followers: 2)
J. of Asian Development     Open Access   (Followers: 2)
J. of Biology and Life Science     Open Access   (Followers: 2)
J. of Corporate Governance Research     Open Access  
J. of Education and Training     Open Access   (Followers: 3)
J. of Educational Issues     Open Access  
J. of Entrepreneurship and Business Innovation     Open Access   (Followers: 7)
J. of Environment and Ecology     Open Access   (Followers: 10)
J. of Food Industry     Open Access   (Followers: 1)
J. of Food Studies     Open Access   (Followers: 6)
J. of Management Research     Open Access   (Followers: 5)
J. of Public Administration and Governance     Open Access   (Followers: 29)
J. of Safety Studies     Open Access   (Followers: 1)
J. of Social Science Studies     Open Access   (Followers: 13)
J. of Studies in Education     Open Access   (Followers: 4)
Research in Applied Economics     Open Access   (Followers: 3)
Research in Business and Management     Open Access   (Followers: 1)
World J. of Business and Management     Open Access   (Followers: 2)
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International Journal of Human Resource Studies
Number of Followers: 14  

  This is an Open Access Journal Open Access journal
ISSN (Print) 2162-3058
Published by Macrothink Institute Homepage  [47 journals]
  • Internal Consistency and Concurrent Validity for the Critical
           Hire-Personality Assessment: A Replication Study with Correctional

    • Authors: Tony Tatman
      Pages: 1 - 9
      Abstract: 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.
      PubDate: 2020-06-15
      DOI: 10.5296/ijhrs.v10i3.16907
      Issue No: Vol. 10, No. 3 (2020)
  • Influence of Demographic Variables on Immigrants Health Status

    • Authors: Md. Sayed Uddin, Adam Andani Mohammed
      Pages: 10 - 21
      Abstract: 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.
      PubDate: 2020-06-15
      DOI: 10.5296/ijhrs.v10i3.17192
      Issue No: Vol. 10, No. 3 (2020)
  • Assessing Construct Reliability of Human Resources Management Practices
           (HRM) and Employee Loyalty: A Preliminary Evidence from the Omani Logistic

    • Authors: AbdulQader Al Saiari, Fadilah Puteh, Abdul Jalil Mohamed Ali
      Pages: 22 - 57
      Abstract: 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.
      PubDate: 2020-06-18
      DOI: 10.5296/ijhrs.v10i3.16876
      Issue No: Vol. 10, No. 3 (2020)
  • When Police Behave-A Transformation Program That Reshapes Police-Community
           Relationships Based on Problem Solving and Values

    • Authors: Mohamed Buheji
      Pages: 58 - 76
      Abstract: 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.
      PubDate: 2020-06-24
      DOI: 10.5296/ijhrs.v10i3.17237
      Issue No: Vol. 10, No. 3 (2020)
  • Influence of Ethical Leadership and Talent Management on Employee
           Performance: Does Employee Commitment Matter in Malaysian Hotel

    • Authors: Muhammad Rajbul Asik bin Abdul Hamid, Noor Fareen Abdul Rahim, Yashar Salamzadeh
      Pages: 77 - 97
      Abstract: Purpose-The purpose of this study is to examine the influences of ethical leadership and talent management on hotel front desk employees’ performance. This study also tests the mediating effect of employee commitment in the relationship between ethical leadership, talent management and employee performance. Leader member exchange theory and social exchange theory has been used as the underlying theories for the framework in this study.Methodology-Data is collected through online questionnaire distributed to front desk employees working in One-star, two- star and three-star hotels around Malaysia particularly in Penang and Kuala Lumpur. 150 usable questionnaires are collected from the targeted respondents. Sample size have been identified using G power software and Partial Least Square (PLS) is used to analyze data.Findings - The findings of this study show that the ethical leadership does not have significant relationship with employee commitments, while talent management has a positive and significant relationship with employee commitments. This study also confirms the mediating effect of employee commitments between the relationship of talent management and employee performance.Contribution -The current study contributes towards the body of knowledge by incorporating leader member exchange theory and social exchange theory. This study also contributes by proving the mediating effect of employee commitment in the hotel industry. The study provides information for hotel managers about why and under what circumstances employees perform better.
      PubDate: 2020-06-29
      DOI: 10.5296/ijhrs.v10i3.17266
      Issue No: Vol. 10, No. 3 (2020)
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