Publisher: Macrothink Institute   (Total: 41 journals)   [Sort by number of followers]

Showing 1 - 41 of 41 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: 45)
Case Studies in Business and Management     Open Access   (Followers: 12)
Education and Linguistics Research     Open Access   (Followers: 5)
Environmental Management and Sustainable Development     Open Access   (Followers: 10)
Intl. Finance and Banking     Open Access   (Followers: 3)
Intl. J. of Accounting and Financial Reporting     Open Access   (Followers: 16)
Intl. J. of Culture and History     Open Access   (Followers: 10)
Intl. J. of Education     Open Access   (Followers: 17)
Intl. J. of English Language Education     Open Access   (Followers: 14)
Intl. J. of Human Resource Studies     Open Access   (Followers: 13)
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 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 Studies     Open Access   (Followers: 5)
J. of Management Research     Open Access   (Followers: 5)
J. of Public Administration and Governance     Open Access   (Followers: 29)
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: 1)
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International Journal of Human Resource Studies
Number of Followers: 13  

  This is an Open Access Journal Open Access journal
ISSN (Print) 2162-3058
Published by Macrothink Institute Homepage  [41 journals]
  • Performance Appraisal as an Antecedent to Innovation: an Analysis of Its
           Relative Importance

    • Authors: Navin Gazanchand Matookchund, Renier Steyn
      Pages: 1 - 20
      Abstract: 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.
      PubDate: 2020-03-18
      DOI: 10.5296/ijhrs.v10i2.16697
      Issue No: Vol. 10, No. 2 (2020)
       
  • Impact of Effective Succession Planning Practices on Employee Retention:
           Exploring the Mediating Roles

    • Authors: SYED NAJAM UL HASSAN, DANISH AHMED SIDDIQUI
      Pages: 21 - 55
      Abstract: 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.
      PubDate: 2020-03-18
      DOI: 10.5296/ijhrs.v10i2.16339
      Issue No: Vol. 10, No. 2 (2020)
       
  • The Effects of Workplace Incivility on Job Satisfaction: Mediating Role of
           Organizational Citizenship Behavior, Intrinsic and Extrinsic Motivation,
           Emotional Exhaustion

    • Authors: Rabbia Jamal, Danish Ahmed Siddiqui
      Pages: 56 - 81
      Abstract: 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.
      PubDate: 2020-03-18
      DOI: 10.5296/ijhrs.v10i2.16389
      Issue No: Vol. 10, No. 2 (2020)
       
  • Applicant’s Self Confidence Influence in Employment Interview Process
           According to Recruiters Perceptions. An Exploratory Study in Greece

    • Authors: Andreas Dimopoulos
      Pages: 82 - 101
      Abstract: 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.
      PubDate: 2020-03-17
      DOI: 10.5296/ijhrs.v10i2.16701
      Issue No: Vol. 10, No. 2 (2020)
       
 
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