Subjects -> BUSINESS AND ECONOMICS (Total: 3548 journals)
    - ACCOUNTING (123 journals)
    - BANKING AND FINANCE (305 journals)
    - BUSINESS AND ECONOMICS (1330 journals)
    - COOPERATIVES (4 journals)
    - ECONOMIC SCIENCES: GENERAL (223 journals)
    - HUMAN RESOURCES (83 journals)
    - INSURANCE (26 journals)
    - INTERNATIONAL COMMERCE (133 journals)
    - INVESTMENTS (22 journals)
    - MACROECONOMICS (17 journals)
    - MANAGEMENT (547 journals)
    - MARKETING AND PURCHASING (97 journals)
    - MICROECONOMICS (23 journals)
    - PUBLIC FINANCE, TAXATION (42 journals)

HUMAN RESOURCES (83 journals)

Showing 1 - 84 of 84 Journals sorted alphabetically
Accounting and Business Research     Hybrid Journal   (Followers: 33)
Accounting and the Public Interest     Full-text available via subscription   (Followers: 2)
Accounting Education: An International Journal     Hybrid Journal   (Followers: 23)
Accounting Forum     Hybrid Journal   (Followers: 29)
Accounting, Organizations and Society     Hybrid Journal   (Followers: 46)
Advances in Accounting     Hybrid Journal   (Followers: 9)
Advances in Developing Human Resources     Hybrid Journal   (Followers: 30)
Afro-Asian Journal of Finance and Accounting     Hybrid Journal   (Followers: 8)
American Journal of Finance and Accounting     Hybrid Journal   (Followers: 24)
Annual Review of Organizational Psychology and Organizational Behavior     Full-text available via subscription   (Followers: 44)
Asia Pacific Journal of Human Resources     Hybrid Journal   (Followers: 335)
Attachment & Human Development     Hybrid Journal   (Followers: 12)
Australian Accounting Review     Hybrid Journal   (Followers: 5)
British Accounting Review     Hybrid Journal   (Followers: 11)
Burnout Research     Open Access   (Followers: 9)
Coaching : Theorie & Praxis     Open Access   (Followers: 3)
Contemporary Accounting Research     Full-text available via subscription   (Followers: 30)
Corporate Governance and Organizational Behavior Review     Open Access   (Followers: 1)
Critical Perspectives on Accounting     Hybrid Journal   (Followers: 18)
EURO Journal on Decision Processes     Hybrid Journal   (Followers: 3)
European Accounting Review     Hybrid Journal   (Followers: 18)
FOR Rivista per la formazione     Full-text available via subscription  
German Journal of Human Resource Management     Hybrid Journal   (Followers: 6)
Global Perspectives on Accounting Education     Full-text available via subscription  
HR Future     Full-text available via subscription   (Followers: 3)
Human Relations     Hybrid Journal   (Followers: 59)
Human Resource and Organization Development Journal     Open Access   (Followers: 1)
Human Resource Development International     Hybrid Journal   (Followers: 22)
Human Resource Development Quarterly     Hybrid Journal   (Followers: 27)
Human Resource Development Review     Hybrid Journal   (Followers: 31)
Human Resource Management     Hybrid Journal   (Followers: 86)
Human Resource Management Journal     Hybrid Journal   (Followers: 78)
Human Resource Management Research     Open Access   (Followers: 23)
Human Resource Management Review     Hybrid Journal   (Followers: 63)
Intangible Capital     Open Access   (Followers: 2)
International Journal of Accounting     Hybrid Journal   (Followers: 1)
International Journal of Accounting and Finance     Hybrid Journal   (Followers: 18)
International Journal of Accounting Information Systems     Hybrid Journal   (Followers: 7)
International Journal of Accounting, Auditing and Performance Evaluation     Hybrid Journal   (Followers: 16)
International Journal of Banking, Accounting and Finance     Hybrid Journal   (Followers: 16)
International Journal of Behavioural Accounting and Finance     Hybrid Journal   (Followers: 11)
International Journal of Critical Accounting     Hybrid Journal   (Followers: 3)
International Journal of Economics and Accounting     Hybrid Journal   (Followers: 1)
International Journal of Human Capital and Information Technology Professionals     Full-text available via subscription   (Followers: 4)
International Journal of Human Resource Management     Hybrid Journal   (Followers: 54)
International Journal of Human Resource Studies     Open Access   (Followers: 13)
International Journal of Human Resources Development and Management     Hybrid Journal   (Followers: 29)
International Journal of Management Development     Hybrid Journal   (Followers: 11)
International Journal of Management Education     Hybrid Journal   (Followers: 10)
Journal of Accounting and Economics     Hybrid Journal   (Followers: 47)
Journal of Accounting and Public Policy     Hybrid Journal   (Followers: 8)
Journal of Accounting Education     Hybrid Journal   (Followers: 7)
Journal of Accounting Research     Hybrid Journal   (Followers: 34)
Journal of Contemporary Accounting & Economics     Hybrid Journal   (Followers: 3)
Journal of Corporate Citizenship     Full-text available via subscription   (Followers: 1)
Journal of HR intelligence     Open Access  
Journal of Human Capital     Full-text available via subscription   (Followers: 12)
Journal of Human Development and Capabilities : A Multi-Disciplinary Journal for People-Centered Development     Hybrid Journal   (Followers: 22)
Journal of Human Resource and Sustainability Studies     Open Access  
Journal of Human Values     Hybrid Journal   (Followers: 4)
Journal of International Accounting, Auditing and Taxation     Hybrid Journal   (Followers: 5)
Journal of Marketing and HR     Open Access   (Followers: 3)
Journal of Organizational Culture, Communications and Conflict     Full-text available via subscription   (Followers: 16)
Journal of Professions and Organization     Free   (Followers: 6)
Kelaniya Journal of Human Resource Management     Open Access  
New Horizons in Adult Education and Human Resource Development     Hybrid Journal   (Followers: 11)
Open Journal of Leadership     Open Access   (Followers: 18)
Organizational Behavior and Human Decision Processes     Hybrid Journal   (Followers: 70)
Personality and Individual Differences     Hybrid Journal   (Followers: 28)
Personnel Assessment and Decisions     Open Access  
Professions and Professionalism     Open Access   (Followers: 8)
Psychologie du Travail et des Organisations     Hybrid Journal  
Public Personnel Management     Hybrid Journal   (Followers: 13)
Quarterly National Accounts - Comptes nationaux trimestriels     Full-text available via subscription  
Research in Accounting Regulation     Hybrid Journal   (Followers: 2)
Research in Human Development     Hybrid Journal   (Followers: 5)
Review of Accounting Studies     Hybrid Journal   (Followers: 25)
Review of Public Personnel Administration     Hybrid Journal   (Followers: 11)
Review of Quantitative Finance and Accounting     Hybrid Journal   (Followers: 8)
Revista Gestión de las Personas y Tecnología     Open Access  
Revista Portuguesa e Brasileira de Gestão     Open Access  
South Asian Journal of Human Resources Management     Full-text available via subscription   (Followers: 3)
Southern African Journal of Accountability and Auditing Research     Full-text available via subscription  
Sri Lankan Journal of Human Resource Management     Open Access   (Followers: 1)
Similar Journals
Journal Cover
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

      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)
School of Mathematical and Computer Sciences
Heriot-Watt University
Edinburgh, EH14 4AS, UK
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