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  Subjects -> BUSINESS AND ECONOMICS (Total: 3578 journals)
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    - HUMAN RESOURCES (97 journals)
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    - PUBLIC FINANCE, TAXATION (41 journals)
    - TRADE AND INDUSTRIAL DIRECTORIES (2 journals)

HUMAN RESOURCES (97 journals)

Showing 1 - 97 of 97 Journals sorted alphabetically
Accounting and Business Research     Hybrid Journal   (Followers: 30)
Accounting and the Public Interest     Full-text available via subscription   (Followers: 2)
Accounting Auditing & Accountability Journal     Hybrid Journal   (Followers: 33)
Accounting Education: An International Journal     Hybrid Journal   (Followers: 22)
Accounting Forum     Hybrid Journal   (Followers: 27)
Accounting, Organizations and Society     Hybrid Journal   (Followers: 37)
Advances in Accounting     Hybrid Journal   (Followers: 9)
Advances in Developing Human Resources     Hybrid Journal   (Followers: 29)
Afro-Asian Journal of Finance and Accounting     Hybrid Journal   (Followers: 8)
American Journal of Finance and Accounting     Hybrid Journal   (Followers: 23)
Annual Review of Organizational Psychology and Organizational Behavior     Full-text available via subscription   (Followers: 39)
Asia Pacific Journal of Human Resources     Hybrid Journal   (Followers: 325)
Asian Review of Accounting     Hybrid Journal   (Followers: 2)
Attachment & Human Development     Hybrid Journal   (Followers: 11)
Australian Accounting Review     Hybrid Journal   (Followers: 4)
British Accounting Review     Hybrid Journal   (Followers: 10)
Burnout Research     Open Access   (Followers: 8)
Coaching : Theorie & Praxis     Open Access   (Followers: 2)
Contemporary Accounting Research     Full-text available via subscription   (Followers: 22)
Corporate Governance and Organizational Behavior Review     Open Access   (Followers: 1)
Critical Perspectives on Accounting     Hybrid Journal   (Followers: 16)
EURO Journal on Decision Processes     Hybrid Journal   (Followers: 3)
European Accounting Review     Hybrid Journal   (Followers: 17)
European Journal of Training and Development     Hybrid Journal   (Followers: 13)
Evidence-based HRM     Hybrid Journal   (Followers: 5)
FOR Rivista per la formazione     Full-text available via subscription  
German Journal of Human Resource Management     Hybrid Journal   (Followers: 5)
Global Perspectives on Accounting Education     Full-text available via subscription  
HR Future     Full-text available via subscription   (Followers: 2)
Human Relations     Hybrid Journal   (Followers: 53)
Human Resource Development International     Hybrid Journal   (Followers: 21)
Human Resource Development Quarterly     Hybrid Journal   (Followers: 25)
Human Resource Development Review     Hybrid Journal   (Followers: 29)
Human Resource Management     Hybrid Journal   (Followers: 82)
Human Resource Management Journal     Hybrid Journal   (Followers: 74)
Human Resource Management Research     Open Access   (Followers: 22)
Human Resource Management Review     Hybrid Journal   (Followers: 57)
Intangible Capital     Open Access   (Followers: 1)
International Journal of Accounting     Hybrid Journal   (Followers: 1)
International Journal of Accounting and Finance     Hybrid Journal   (Followers: 17)
International Journal of Accounting Information Systems     Hybrid Journal   (Followers: 6)
International Journal of Accounting, Auditing and Performance Evaluation     Hybrid Journal   (Followers: 15)
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 Ethics and Systems     Hybrid Journal   (Followers: 3)
International Journal of Human Capital and Information Technology Professionals     Full-text available via subscription   (Followers: 3)
International Journal of Human Resource Management     Hybrid Journal   (Followers: 50)
International Journal of Human Resource Studies     Open Access   (Followers: 12)
International Journal of Human Resources Development and Management     Hybrid Journal   (Followers: 28)
International Journal of Management Development     Hybrid Journal   (Followers: 10)
International Journal of Management Education     Hybrid Journal   (Followers: 9)
Journal of Accounting & Organizational Change     Hybrid Journal   (Followers: 6)
Journal of Accounting and Economics     Hybrid Journal   (Followers: 39)
Journal of Accounting and Public Policy     Hybrid Journal   (Followers: 7)
Journal of Accounting Education     Hybrid Journal   (Followers: 7)
Journal of Accounting Research     Hybrid Journal   (Followers: 28)
Journal of Advances in Management Research     Hybrid Journal   (Followers: 2)
Journal of Chinese Human Resource Management     Hybrid Journal   (Followers: 8)
Journal of Contemporary Accounting & Economics     Hybrid Journal   (Followers: 3)
Journal of Corporate Citizenship     Full-text available via subscription  
Journal of Enterprising Communities People and Places in the Global Economy     Hybrid Journal   (Followers: 1)
Journal of Global Responsibility     Hybrid Journal   (Followers: 5)
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: 21)
Journal of Human Resource and Sustainability Studies     Open Access  
Journal of Human Resource Costing & Accounting     Hybrid Journal   (Followers: 5)
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: 15)
Journal of Organizational Effectiveness : People and Performance     Hybrid Journal   (Followers: 9)
Journal of Professions and Organization     Free   (Followers: 4)
Journal of Service Management     Hybrid Journal   (Followers: 9)
New Horizons in Adult Education and Human Resource Development     Hybrid Journal   (Followers: 8)
Open Journal of Leadership     Open Access   (Followers: 18)
Organizational Behavior and Human Decision Processes     Hybrid Journal   (Followers: 67)
Pacific Accounting Review     Hybrid Journal  
Personality and Individual Differences     Hybrid Journal   (Followers: 27)
Personnel Review     Hybrid Journal   (Followers: 17)
Professions and Professionalism     Open Access   (Followers: 7)
Psychologie du Travail et des Organisations     Hybrid Journal  
Public Personnel Management     Hybrid Journal   (Followers: 12)
Qualitative Research in Accounting & Management     Hybrid Journal   (Followers: 7)
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: 21)
Review of Public Personnel Administration     Hybrid Journal   (Followers: 9)
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)
Strategic HR Review     Hybrid Journal   (Followers: 10)
Similar Journals
Journal Cover
International Journal of Human Resource Studies
Number of Followers: 12  

  This is an Open Access Journal Open Access journal
ISSN (Print) 2162-3058
Published by Macrothink Institute Homepage  [40 journals]
  • A Study on the Evaluation Indicators for Developing Regional Tourism and
           Recreational Systems

    • Authors: Shao-Ping Wang, Miao-Sheng Chen, Mou-Jian Li
      Pages: 1 - 8
      Abstract: This study applied the analytic hierarchy process (AHP) to existing literature on developing regional tourism and recreational systems, dividing the evaluation indicators into five main criteria and 19 sub-criteria, including the “selection of geographical location,” “development resources and facilities,” “transport and services,” “destination competitiveness,” and “impact of recreational activities.” Opinions of experts from academia, industry, and the government were collected to analytically weigh each indicator, providing a reference and evaluation basis for relevant institutions. The conclusion shows that Taiwanese people stress the convenience of round-trip transportation and services when making travel decisions.
      PubDate: 2019-03-13
      DOI: 10.5296/ijhrs.v9i2.14322
      Issue No: Vol. 9, No. 2 (2019)
       
  • Voluntary Turnover Factors in Georgia

    • Authors: Tamar Kekutia
      Pages: 28 - 60
      Abstract: The contemporary world has become VUCA (Volatile, Uncertain, Complex and Ambiguous). In the modern world people are quick to change and think quickly. In VUCA world personnel retention is one of the key points for effective, measurable, and successful results of the company’s activity. In rapidly changing environment talents' recruiting and attraction in long-term cooperation is more difficult. Employee resources should be used effectively for the business success and contrary it is important employees’ satisfaction for bilateral relationship and psychological contracting process. The companies should constantly pay attention how to detect personnel drain process effectively to increase business profitability. The best way to avoid personnel job leaving is to identify, analyze, and eliminate the reasons that caused it and try to prevent it. In this research reviewed all the reasons that might have prompted employees to leave the job. In Georgia financial growth and stability of firms depends on the country economic situation. It should be noted that employee financial dissatisfaction is not always the basis searching for a new job. In Georgia environmental macro factors affect to the institutional structure of companies. As time passes the private financially independent companies have staff crisis. The companies have a shortage of qualified candidate in the long run. At the same time continuously search for a new employee, development and professional growth is associated with the new financial expenses. There are different kinds of impact for human encouragement and motivation. The organizations should constantly control how stable human capital they have. There are researchers' opinions that personnel engagement in the modern world has a particular importance and it is easier to keep the employee engaged than satisfied.
      PubDate: 2019-03-21
      DOI: 10.5296/ijhrs.v9i2.14395
      Issue No: Vol. 9, No. 2 (2019)
       
  • Thuman Resources Management Practices and Employees' Performance in
           Bahrain Airport Services Company

    • Authors: Maryam Mohamed AlBastaki, Mohammed Youssif Abu Keir, Ahmed Mohammed Arbab
      Pages: 61 - 79
      Abstract: The objective of the research is to investigate, examine and analyze the impact of human resources management practices on the performance of the employees in the Bahrain Airport Services Company (BAS). The data was collected through a questionnaire that has been designed. The questionnaire was distributed to a random sample consisting of 346 employees representing the researched community. Software package SPSS 22, was used for data analysis. Analytical and descriptive methods were employed to answer the research questions and to test the research hypotheses. The results indicated that there is a statistically significant impact of human resources management practices on the performance of the employees in the Bahrain Airport Services Company (BAS). Finally, some recommendations have been suggested.
      PubDate: 2019-03-21
      DOI: 10.5296/ijhrs.v9i2.14318
      Issue No: Vol. 9, No. 2 (2019)
       
  • The Role of Work-Life Balance and Worker Scheduling Flexibility in
           Predicting Global Comparative Job Satisfaction

    • Authors: Maureen Snow Andrade, Jonathan H Westover, Bernd A Kupka
      Pages: 80 - 115
      Abstract: Prior research has indicated that the nature of work has changed dramatically in recent years in response to economic shifts and an increasingly global economy. In part, this shift has resulted in a greater efficacy of various work-life balance and worker schedule flexibility elements in the experiences of employees in the workplace. However, little is known about the overall comparative quality of work and job satisfaction around the world in response to a shifting and increasingly interconnected global economy. In this study, we use non-panel longitudinal data from the most recent wave of the International Social Survey Program (Work Orientations IV, 2015) to conduct an exploratory comparative analysis of the impact of various workplace conditions, job characteristics, and employee attitudes in relation to comparative job satisfaction across the globe, with a special focus on the role of work-life balance and worker scheduling flexibility. Employees across the globe respond quite differently to work scenarios, which poses challenges for companies operating in multiple countries, requires adjustments to human resource practices to optimize performance levels of employees and reduce turnover expenses, and should caution managers to scrutinize their procedures to adjust to new demands in the workplace. This study adds value by making global comparisons of various workplace factors and their impact on job satisfaction using a database reflecting practices in 37 countries.
      PubDate: 2019-04-03
      DOI: 10.5296/ijhrs.v9i2.14375
      Issue No: Vol. 9, No. 2 (2019)
       
  • The Mediating Effect of Organizational Commitment in the Impact of
           Transformational Leadership Style on Employee Performance: A Study of
           Divisional Secretariats in the Jaffna District

    • Authors: Thaneswary Raveendran, Aruna Shantha Gamage
      Pages: 116 - 139
      Abstract: The purpose of this study is to examine the mediating effects of organizational commitment on the relationship between transformational leadership style and employees’ job performance in the Divisional Secretariats in Jaffna District. 287 employees were selected for this study. Leadership styles were measured using MLQ Rater Form 5-x, employee performance was measured using job performance Scale and organizational commitment was measured using Organizational Commitment Questionnaire. Exploratory factor analysis was performed to get factor structure and confirmatory factor analysis performed to confirm the validly and reliability of the study instruments. The results revealed that transformational leadership has a positive impact on job performance and on organizational commitment. It was also found that organizational commitment doesn’t have a mediating effect in the impact of transformational leadership on employee performance. The findings also revealed that organizational commitment doesn’t have impact on employee performance. This study recommends that the leaders should pay more attention in their leadership style as a way to improve employee performance. This study further suggests that future researchers should cover larger samples and the other public sector organizations to better understand the relationship between the variables. 
      PubDate: 2019-04-07
      DOI: 10.5296/ijhrs.v9i2.14623
      Issue No: Vol. 9, No. 2 (2019)
       
  • An Analysis of HR Certification Value and Demand in Internet Job
           Announcements

    • Authors: Mitchell R. Gee, Tammy G. Hunt, James B. Hunt
      Pages: 140 - 162
      Abstract: As human resources certifications become prominent measures of occupational competency, HR professionals are increasingly curious about the value these credentials provide for individuals and organizations. This study examines connections between the demand for HR certifications and job posting sources, job type, industry, experience, and education requirements. Analyzing data from two job announcement websites, this study determines the worth of HR certifications by using demand for certifications as a signal of value. Expanding the work of Lyons et al. (2011), the present study serves as a temporal benchmark and finds nearly 20% of job announcements require or prefer a form of HR certification. Demand is positively related to experience, higher-level positions and education.
      PubDate: 2019-04-15
      DOI: 10.5296/ijhrs.v9i2.14459
      Issue No: Vol. 9, No. 2 (2019)
       
  • Relationship Between Job Satisfaction And Turnover Intention

    • Authors: Aliya Alam, Muhammad Asim
      Pages: 163 - 194
      Abstract: This study examines the level of job satisfaction and turnover intention among nurses in Karachi. The objectives of this study is to examine the impact and relationship of satisfaction with organizational policies and strategies, satisfaction with supervision, compensation levels, task clarity, and career development on turnover intention. An instrument based on five facets of job satisfaction and turnover intention was developed based on literature reviews to find out the level of job satisfaction and turnover intention. For this purpose data were collected from 400 nurses working in different hospitals of Karachi. The findings shows that satisfaction with organizational policies and strategies, satisfaction with supervision, compensation levels, task clarity, and career development all have significant negative correlation with turnover intention and overall job satisfaction was found to have a significant negative association with turnover intention.
      PubDate: 2019-04-18
      DOI: 10.5296/ijhrs.v9i2.14618
      Issue No: Vol. 9, No. 2 (2019)
       
  • The Effect of Job Analysis on Service Delivery in Federal Airports
           Authority of Nigeria (FAAN) 2005-2014

    • Authors: Igbokwe-Ibeto; C.J
      Pages: 195 - 211
      Abstract: The issue of public service delivery has been a high priority subject for organizational researchers and practitioners alike in Nigeria. However, linking human resource management practices such as job analysis that has received considerable attention in developed western countries as a useful human resource planning tool towards improving service delivery in the country is relatively new and requires scholarly attention particularly in the context of Nigerian public sector organizations. Within the framework of New Public Management (NPM) theory, the study examined the effect of job analysis on service delivery in the Federal Airports Authority of Nigeria (FAAN) 2005-2014. The study was guided by two research questions and hypotheses. The study adopted the survey research design. The study relied on primary and secondary data, and multiple stage sampling technique was used to select the sample population.  Pearson Product Moment Correlation Coefficient and Simple Regression Analyses statistical techniques were used with the aid of Statistical Package for the Social Sciences (SPSS) to test the research hypotheses. Findings of the study show that job analysis has a significant effect on employee commitment in Federal Airports Authority of Nigeria at the 5percent levels. There is also a significant relationship between job analysis and quality of service delivery at the conventional 5percent levels. Given the pivotal role that job analysis plays in the 21st century, FAAN should adopt the conduct of job analysis as a basic human resource management tool for proper personnel utilization and improve quality of service delivery. FAAN should through job analysis, identify and develop proper employee commitment scheme, such as training and retraining, and performance review standards that could enhance service delivery. It should also make expertise available to conduct job analysis. This would assist to ensure that all critical aspects such as skills, knowledge and competencies are taken into consideration thereby eliminate the concept of garbage in garbage out. 
      PubDate: 2019-05-05
      DOI: 10.5296/ijhrs.v9i2.14745
      Issue No: Vol. 9, No. 2 (2019)
       
  • The Impact of TQM on Employee Performance Abu Sheikha Exchange Company:
           Case Study

    • Authors: Aktham Al-Sarayreh, Al-Shatnawi Amal, Al-Madhoun Rasha, Al-Faqeeh Nawal, Mousa Ayoub, Al- Tarawneh Salem, Al-Hlool Mohammad, Smadi Qais, Al-Samoor Mai, Al-Akra Yelena, Sliehat Osama, Hussain Mais, Qowar Musa
      Pages: 212 - 224
      Abstract: The aim of this study is to identify (TQM) implementation, and its effect on employee job performance level at Abu Sheikha Exchange Company. Typical descriptive studies are concerned with the assessment of demographic information, support senior management of the work procedures, expectations and needs and wishes of customers, expectations and needs and wishes of employees, continuous improvement, work procedures and engaging staff in decision-making.The research design is chosen for the current study is the survey research: The target population of this study which consists of all employees in Abu Sheikha Exchange Company.  Sample of (133) employees, a questionnaire is developed to measurement of variables study; TQM implementation variable (reliability coefficient 0.937), and employee job performance variable (reliability coefficient 0.71).The conclusion of the study shows that the senior management support was in Average level, but the senior management adopts a strategic plan to achieve quality in all areas of the company in high level, Customers’ needs and expectations was in High Level, and the result shows that one of the priorities of the company's employees is to satisfy the needs and desires of the customers.
      PubDate: 2019-05-05
      DOI: 10.5296/ijhrs.v9i2.14636
      Issue No: Vol. 9, No. 2 (2019)
       
  • Impact of Socialization on Employee’s Reputation

    • Authors: Arafat Adeel, Muhammad Asim
      Pages: 225 - 238
      Abstract: The aim of this study was to analyze whether the impact of socialization on new employees’ reputation is positive or negative. To aware the potential employees about factors that can help in bringing out constructive rapport in the professional life, it was important to explore the importance of socialization and forming association in the organization. Variables studied were socialization, grouping, relationship with other employees, and new employees’ reputation. A sample size of 250 respondents was taken for data screening to carry out this research through simple random sampling technique. This was correlative research and multiple linear regression analysis was used to check the impact of independent variables on employee’s reputation. It was a quantitative as well as qualitative research and data was collected by distributing questionnaires. The result suggested that socialization and association with your colleagues play a vital role in creating good reputation while grouping will not be that helpful. The employees can be social and perform team building attitude rather than forming a group. The study tells about the importance and the level of overall socialization an employee must pursue to get promotion. The balanced socialization can help employee in building up rapport when he is a new entrant in any organization.
      PubDate: 2019-05-16
      DOI: 10.5296/ijhrs.v9i2.14619
      Issue No: Vol. 9, No. 2 (2019)
       
  • Examining Employee’s Compensation Satisfaction and Work Stress in A
           Retail Company and Its Effect to Increase Employee Job Satisfaction

    • Authors: Arif Partono Prasetio, Bachruddin Saleh Luturlean, Chita Agathanisa
      Pages: 239 - 265
      Abstract: Employees are considered as important asset of business organization.Their satisfaction in doing the job is vital to the performance achievement, both for individual and organization. The retail industry also face similar challenge to develop program that enhance job satisfaction for employee. This study examine the relationship among compensation, work stress, and job satisfaction in a retail company in Samarinda. Questionnaires were distributed to 146 employees and a total of 107 usable responses were returned. Data analysis conducted by using regression with bootstrapping and found that compensation did not have effect on work stress. On the other hand, compensation has significant positive relation towards job satisfaction. Work stress also have effect on job satisfaction but in reverse direction (negative). With this kind of relation, work stress obviously did not mediate the relation between compensation and job satisfaction. Retail organization still need to develop interesting compensation packages to keep the satisfaction level of the employee. If they want to help employee to manage the stress level, compensation is not the right solution. The effect of work stress against job satisfaction is relatively small, which mean organization need to combine compensation with other factors if they want to enhance job satisfaction.
      PubDate: 2019-05-16
      DOI: 10.5296/ijhrs.v9i2.14791
      Issue No: Vol. 9, No. 2 (2019)
       
  • An Analysis of the Relationship Between Work-Life Balance and Productivity
           in Ghana

    • Authors: Ahmed Eid Mohamed Ghareeb
      Pages: 266 - 275
      Abstract: The study examines the relationship between work-life balance and Productivity among Employee in Medium Organizations in Ghana. The study adopts a quantitative research method. The data of 240 Employee respondents were analyzed using different statistical techniques such as reliability survey, descriptive of variable analysis, correlation analysis using the Statistical Package for Social Science (SPSS). The correlation results indicated that work-life balance is positively correlated with Productivity. also, for effective Productivity to be enhanced, the level of motivation needs to be improved.
      PubDate: 2019-05-27
      DOI: 10.5296/ijhrs.v9i2.14840
      Issue No: Vol. 9, No. 2 (2019)
       
  • An Empirical Study on Career Choices Among Undergraduates: A PLS-SEM
           Hierarchical Component Model (HCM) Approach

    • Authors: Siew Chin Wong, Jia Ying Lim, Chui Seong Lim, Kay Tze Hong
      Pages: 276 - 298
      Abstract: This study examines how undergraduates’ personality, parental and peer influences on their career choice. Partial Least Square, hierarchical component model (HCM) was used to measure the formative measurement model of personality construct and reflective measurement models of parent and peer influence constructs on career choices in the study. Data were collected from 218 of undergraduates from local private and public universities. Findings show that there are significant positive relationship between personality, parental and peer influences and career choices. Such insights are useful for HRD practitioners to develop relevant HRD interventions to assist individuals and organizations in career development. Limitations and suggestions for future research are also discussed.
      PubDate: 2019-05-27
      DOI: 10.5296/ijhrs.v9i2.14841
      Issue No: Vol. 9, No. 2 (2019)
       
  • Understanding Push and Pull Powers on Intention to Accept for 3D printer

    • Authors: Wen-Yu Tsao
      Pages: 299 - 319
      Abstract: With recent improvements in innovations, 3D printer is having a gradually to arouse people curiosity and meet their needs, and beginning to offer exciting and helpful new services. Of these innovations with helped people improve their live, such as miniature figurines or rebuild the wounded which is current recently. Nevertheless, are people willing to accept 3D printer with need and curiosity' There is a need to understand individuals push powers (need and curiosity) against pull power (inertia) on intention to accept and. The aim of this study was to build a new luxury acceptance model (LAM) and evaluate the effects of luxury value and pull and push powers on individual willingness to accept in 3D printer. The analytical results showed that no matter pull or push powers were the key factors for intention to accept 3D printer with online questionnaire survey. Further, findings also indicated that the links from push powers to intention to accept were stronger for the low pull power, supporting the moderating role of inertia. Implications and limitations of this study are briefly outlined.
      PubDate: 2019-05-30
      DOI: 10.5296/ijhrs.v9i2.14863
      Issue No: Vol. 9, No. 2 (2019)
       
  • The Significance of Employability Training Courses According to Graduate
           Views: Empirical Research for Greece

    • Authors: Andreas Dimopoulos
      Pages: 320 - 338
      Abstract: There is a consensus that employability isn’t only gathering degrees and other qualifications but rather is a set of various factors such as possessing the right transferable skills, the knowledge of job market, the combination of personal attributes, the ongoing training, self presentation skills, networking and ego drive to navigate yourself effectively in a continuous changing world of work. On the other hand, there is an opinion in general that graduates have a remarkable problem to enter the job market for the first time. They don’t know how to search effectively for new job positions, how to present their skills and abilities towards the recruiters or employers and have no idea how to react in the interview process. Finally, employee candidates after graduation need help and consultancy to enter the job market.This study aims to search the role of training courses in enhancing candidates’ employability outcomes according to their opinion. For this purpose, an empirical research has been conducted in order to explore the view of the candidates’ about the importance of relative courses to enhance their employability. In particular we asked two hundreds and thirteen post graduates students in Greece about their opinion of the usefulness in participating and attaint such courses. Furthermore, combined we asked them how much they agree with particular statements that employability is more than having someone qualifications.Results show that employability training courses could contribute effectively in employability outcomes .Also participants agree to the statements that to be someone employable depends not only on their qualifications but also on other factors such as the effectiveness of utilizing job search methods, self promotion skills, networking etc.
      PubDate: 2019-05-30
      DOI: 10.5296/ijhrs.v9i2.14864
      Issue No: Vol. 9, No. 2 (2019)
       
  • Gamification Techniques to Re-Invent Public Healthcare Services – A
           Case Study

    • Authors: Mohamed Buheji
      Pages: 339 - 351
      Abstract: Interest is growing in gamification of the different public services to enhance the development through engagement of the concerned stakeholders. A review of the gamification applied in healthcare services through inspiration labs is illustrated. The paper investigates how the different gamification constructs and techniques help in re-inventing the public healthcare services.The findings of the study are presented around the opportunities and learning that comes from gamifying the change initiatives. The paper shows how researchers and practitioners can gamify complex public services, as healthcare sectors, and create a change to different activities that would lead to a behavioural change of the targeted community. The study makes a recommendation to considers more in-depth empirical studies that enhance the integration of gamification in more public services.
      PubDate: 2019-06-04
      DOI: 10.5296/ijhrs.v9i2.14888
      Issue No: Vol. 9, No. 2 (2019)
       
  • Analysis of Use of Mobile Media: Reasons of Use and Degree of Satisfaction
           Among Student Users of Mobile Media at Moscow Universities

    • Authors: Dogancay Irina
      Pages: 352 - 367
      Abstract: What is the role of mobile media in public life today' What is its origin' How did it evolve, and how efficient is it in our lives' These are all surging topics research literature in today’s virtually interconnected world. There is no shortage of researchers in the modern world now focusing solely on how mobile media’s role in the world has taken shape, and how powerful it is, what impact it has on humanity, and so on.In this study, before considering reasons of use and the degree of satisfaction students at Moscow universities find in their usage of mobile media in particular, then pans out to discuss how this reflects on more general trends in the usage of mobile media in today’s world, I consider the general picture of the process of using mobile media and examine more closely one particular part of the complex new process of mass communication – analysis the audience of mobile media and the general picture of the process of using mobile media at Moscow universities.
      PubDate: 2019-06-04
      DOI: 10.5296/ijhrs.v9i2.14889
      Issue No: Vol. 9, No. 2 (2019)
       
  • Studying the Reality of Institutional Excellence in Jordanian Government
           Sector: Opportunities and Challenges

    • Authors: Eng.Huda Saad Al Rashidi, Saoud R Al Rashidi
      Pages: 368 - 386
      Abstract: The aim of this study is to assess the state of institutional excellence and the major opportunities and challenges facing it. In order to achieve the objectives of the study, the researcher used the descriptive approach and designed a questionnaire as a tool to study and distribute it to a sample of 30 decision makers from the directors and the heads of departments in three institutions of the Jordanian government sector. The main findings of the study   are the following:There were no statistically significant differences at the level of significance (α0.05) in the impact of institutional excellence and its six dimensions (leadership, strategic planning, customer focus, measurement, analysis and knowledge management, focus on human resources and focus on internal processes) on improving institutional performance through the satisfaction of the recipients of services from citizens from the point of view of managers in Jordanian government institutions.The main recommendations of the study were: the necessity of commitment and focus on excellence in strategic planning, which contributes to the development of solutions and alternatives that weaken the institutional performance and reduce the level of satisfaction of service recipients from citizens, and seek to maximize the basis of benefit gained on the principle of increased fees and evaluation through the development of flexible financial plans.
      PubDate: 2019-06-04
      DOI: 10.5296/ijhrs.v9i2.14770
      Issue No: Vol. 9, No. 2 (2019)
       
  • Impacts of Human Resource Practices on Employee’s Perceived Performance:
           A Study of Private Schools Faculty of Pakistan

    • Authors: Awais Ahmad, Sadia Munir, Khadija Pervaiz, Sehar Fatima, Moaz Ahmad
      Pages: 387 - 397
      Abstract: The current research study determined the result of four human resources practices –compensation, promotion, performance evaluation, and grooming and maturation along the employee perceived performance of private schools of Pakistan. 101 research studies supported our Hypothesis that HR practices have a confident relationship with employee’s perceived performance. The outcomes of this research also demonstrated a significant positive relationship of HR practices with employee’s perceived performance.
      PubDate: 2019-06-04
      DOI: 10.5296/ijhrs.v9i2.14890
      Issue No: Vol. 9, No. 2 (2019)
       
  • The Role and Priorities of the Human Resource Management Function:
           Perspectives of HR Professionals, Line Managers, and Senior Executives

    • Authors: Sunil Ramlall, Becky Melton
      Pages: 9 - 27
      Abstract: How do HR professionals, Line Managers and non-HR Senior Executives view HR strategies' What are the main deliverables of HR activities as viewed by the different groups' What level of importance is placed on HR practices by the respective groups' What are the implications for the HR function' What gaps exist among the stakeholder groups of HR relating to the importance of HR' How can there be more synergy of HR practices among the stakeholder groups'Unlike previous research studies, this study examines a more holistic view of HR and the level of importance placed on the respective strategies. The findings not only identify the major accomplishments of HR and alignment to business strategies but also highlight several key areas in which there is a significant gap in emphasis and importance as viewed by different stakeholders.
      PubDate: 2018-03-13
      DOI: 10.5296/ijhrs.v9i2.14492
      Issue No: Vol. 9, No. 2 (2018)
       
 
 
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