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HUMAN RESOURCES (97 journals)

Showing 1 - 97 of 97 Journals sorted alphabetically
Accounting and Business Research     Hybrid Journal   (Followers: 31)
Accounting and the Public Interest     Full-text available via subscription   (Followers: 2)
Accounting Auditing & Accountability Journal     Hybrid Journal   (Followers: 32)
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: 8)
Advances in Developing Human Resources     Hybrid Journal   (Followers: 26)
Afro-Asian Journal of Finance and Accounting     Hybrid Journal   (Followers: 8)
American Journal of Finance and Accounting     Hybrid Journal   (Followers: 22)
Annual Review of Organizational Psychology and Organizational Behavior     Full-text available via subscription   (Followers: 36)
Asia Pacific Journal of Human Resources     Hybrid Journal   (Followers: 315)
Asian Review of Accounting     Hybrid Journal   (Followers: 2)
Attachment & Human Development     Hybrid Journal   (Followers: 11)
Australian Accounting Review     Hybrid Journal   (Followers: 3)
British Accounting Review     Hybrid Journal   (Followers: 10)
Burnout Research     Open Access   (Followers: 8)
Coaching : Theorie & Praxis     Open Access   (Followers: 1)
Contemporary Accounting Research     Full-text available via subscription   (Followers: 23)
Corporate Governance and Organizational Behavior Review     Open Access  
Critical Perspectives on Accounting     Hybrid Journal   (Followers: 16)
EURO Journal on Decision Processes     Hybrid Journal   (Followers: 2)
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: 3)
Global Perspectives on Accounting Education     Full-text available via subscription  
HR Future     Full-text available via subscription   (Followers: 2)
Human Relations     Hybrid Journal   (Followers: 46)
Human Resource Development International     Hybrid Journal   (Followers: 19)
Human Resource Development Quarterly     Hybrid Journal   (Followers: 25)
Human Resource Development Review     Hybrid Journal   (Followers: 27)
Human Resource Management     Hybrid Journal   (Followers: 77)
Human Resource Management Journal     Hybrid Journal   (Followers: 69)
Human Resource Management Research     Open Access   (Followers: 19)
Human Resource Management Review     Hybrid Journal   (Followers: 50)
Intangible Capital     Open Access   (Followers: 1)
International Journal of Accounting     Hybrid Journal   (Followers: 1)
International Journal of Accounting and Finance     Hybrid Journal   (Followers: 15)
International Journal of Accounting Information Systems     Hybrid Journal   (Followers: 5)
International Journal of Accounting, Auditing and Performance Evaluation     Hybrid Journal   (Followers: 14)
International Journal of Banking, Accounting and Finance     Hybrid Journal   (Followers: 15)
International Journal of Behavioural Accounting and Finance     Hybrid Journal   (Followers: 9)
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: 47)
International Journal of Human Resource Studies     Open Access   (Followers: 12)
International Journal of Human Resources Development and Management     Hybrid Journal   (Followers: 26)
International Journal of Management Development     Hybrid Journal   (Followers: 10)
International Journal of Management Education     Hybrid Journal   (Followers: 8)
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: 6)
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: 6)
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: 11)
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: 4)
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: 8)
Journal of Professions and Organization     Free   (Followers: 5)
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: 15)
Organizational Behavior and Human Decision Processes     Hybrid Journal   (Followers: 58)
Pacific Accounting Review     Hybrid Journal  
Personality and Individual Differences     Hybrid Journal   (Followers: 26)
Personnel Review     Hybrid Journal   (Followers: 16)
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: 2)
Southern African Journal of Accountability and Auditing Research     Full-text available via subscription  
Sri Lankan Journal of Human Resource Management     Open Access  
Strategic HR Review     Hybrid Journal   (Followers: 10)
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]
  • Employee Engagement: A Literature Review

    • Authors: Li Sun, Chanchai Bunchapattanasakda
      Pages: 63 - 80
      Abstract: Employee engagement is an important issue in management theory and practice. However, there are still major differences in the concept, theory, influencing factors and outcomes of employee engagement, and there is still no authoritative standard. This paper attempts to review and summarize previous research results on employee engagement. Two kinds of definitions of employee engagement are identified: employee engagement as a multi-faceted construct (cognition, emotions and behaviors) and as a unitary construct (a positive state of mind, a dedicated willingness, the opposite of burnout). Three theoretical frameworks are used to explain the varying degrees of employee engagement: Needs-Satisfaction framework, Job Demands-Resources model and Social Exchange Theory. The influencing factors of employee engagement are divided into three categories: organizational factors (management style, job rewards, etc.), job factors (work environment, task characteristics, etc.) and individual factors (physical energies, self-consciousness, etc.). Employee engagement is found to have a positive relationship with individual performance (organizational commitment, positive behavior, etc.) and organizational performance (customer satisfaction, financial return, etc.) The research findings show that there are three shortcomings in previous studies: lack of research on demographic variables, personality differences and cross-cultural differences in employee engagement, lack of research on the mediating or moderating role of employee engagement, and lack of intervention mechanism for employee engagement.
      PubDate: 2019-01-03
      DOI: 10.5296/ijhrs.v9i1.14167
      Issue No: Vol. 9, No. 1 (2019)
  • Culture Shock and Job Expectations Adjustment among Nigerian
           Self-Initiated Expatriates in the United Kingdom

    • Authors: Oluwadare; Sunday Victor
      Pages: 81 - 98
      Abstract: Purpose: A great number of people in the world today, live and work outside the shores of their nations of origin. It is imperative to investigate how they are faring in the face of job satisfaction/dissatisfaction and the divergent cultural environment of their sojourn in order to correctly harness their inter-cultural usefulness across the globe. This research investigated the factors that influenced the relocation of Nigerians to the United Kingdom and sustained them there, in spite of their job experiences and culture shock.Methodology/Approach: Methodology triangulation of both questionnaire survey on seventy-six participants and six in-depth interviews was employed. Reflexivity, thick description and grounded theory were the approaches engaged in the data analysis and Interpretation of results.Findings: The findings revealed that multiple reasons like education, economic, socio-political and personal, are ‘pushing’ Nigerians from home and ‘pulling’ them to the United Kingdom. It was also discovered that the Nigerians in the United Kingdom, are experiencing different forms of job dissatisfaction and culture shock but for some salient reasons, they adjust fairly well to the environment.Keywords: Self-initiated expatriates, job expectations, culture shock, and socio-cultural adjustment.
      PubDate: 2019-01-15
      DOI: 10.5296/ijhrs.v9i1.13865
      Issue No: Vol. 9, No. 1 (2019)
  • The Impact of Level of Education, Teaching Experience and Gender on
           Professionalism and Performance: The Case Study of Universitas
           Muhammadiyah Palembang’s Academic Teaching Staffs

    • Authors: Muhammad Idris, R. A. Lindrayeni
      Pages: 99 - 117
      Abstract: This study investigates the impact of education level, teaching experience and gender on professionalism and performance of academic teaching staffs at the University of Muhammadiyah Palembang. In 2017, there are 431 academic teaching staffs across seven faculties and one graduate study program as the population study and the sample size is 355 respondents. This study uses survey research method to collect the data using closed-ended questionnairre. Professionalism is measured using the sertification status and the performance is measured using the number of publication during the last three years. Education level is measured using the degree qualification such as master degree, doctoral degree and professorship. Teaching experience is measured using the length of teaching experience and the gender is measured as sex status such as male and female academic teaching staffs. The data is analysed using ordinary least square (OLS). The result shows that there is a significant impact of education level, teaching experience and gender on professionalism and performance of academic teaching staffs.
      PubDate: 2019-01-15
      DOI: 10.5296/ijhrs.v9i1.13727
      Issue No: Vol. 9, No. 1 (2019)
  • Destination or Decision Caused by Promotional Mix

    • Authors: Iwan Budiherwanto, Tri Wahyudi, Rudy Pramudyanto
      Pages: 118 - 125
      Abstract: This study aims to analyze the media advertising, individual sales, sales promotions and public relations to the decision to stay at the hotel. The population and sample are hotel visitors, the census sampling technique used to determine 70 respondents. This type of research is descriptive exploratory using primary and secondary data. The results of this study are advertising media, individual sales, sales promotions and public relations contributing to increasing hotel visitors.
      PubDate: 2019-01-15
      DOI: 10.5296/ijhrs.v9i1.13980
      Issue No: Vol. 9, No. 1 (2019)
  • The Impact of HR Practices on Employee Retention; A Case of BPO Sector,
           Sri Lanka

    • Authors: N.R.A.S.S. Wijesiri, G.S. Paranagama, M.M.A.S. Sirirwardhana, D.L.N.C. Thilakarathna, R.S Weerarathna, U.P.G.Y Pathirana
      Pages: 1 - 21
      Abstract: In today’s business world, employee retention is one of the much debated topics and identifying the reasons for employee turnover and implementing the necessary policies to retain employees can be crucial. Thus, all organizations expect to minimize the employee turnover to best possible level. Therefore, the intention of this research is to study the impact of Human Resource practices on employee retention, conducted on the Business Process Outsourcing (BPO) sector in Sri Lanka. BPO sector is recognized as an emerging sector in Sri Lanka, and this sector is well known as an under-researched area. This study is significant as such research projects have been sparse in the Sri Lankan context and in order to fill that gap this research have been conducted for three companies namely Company A, B and C. The analysis was mainly based on 237 executive level employees from Company A, B and C respectively 108, 32 and 97 selected through simple random sampling. Primary data were collected using a self-administrated questionnaire and analyzed through deductive approach. According to the results obtain through regression analysis all three companies indicated that there is less impact of HR practices on employee retention. As a conclusion when management of BPO sector formulate the policies in their organizations with regard to employee retention, they should consider not only the HR practices but also, they have to concern about other factors that can effect on employees.
      PubDate: 2018-12-12
      DOI: 10.5296/ijhrs.v9i1.14050
      Issue No: Vol. 9, No. 1 (2018)
  • The Factors Enhancing Work Passion of Family Successors in the Life
           Insurance Business in Thailand: An Appreciative Inquiry Approach

    • Authors: Wasita Boonsathorn, Pariwat Sirakiatsakul
      Pages: 22 - 41
      Abstract: The purpose of this study was 1) to understand the successors’ attitude toward working in the insurance business with family members, and 2) to explore the factors that enhance work passion of successors in working collaboratively with their family members in the life insurance business. This study employed qualitative methodology with the use of the appreciative inquiry (4D-Dialogue) approach. Using triangulation of data sources, 36 key informants were recruited, 18 were successors that work with their parents, and 18 were parents of these successors. All of the participants worked together in one life insurance company in Thailand. Data were collected using focus group semi-structured interviews. Content analysis with analytic induction was used as the analytical tool. Trustworthiness was built through data triangulation, member checking, and peer debriefing. The results indicated that, for the first objective, the successors’ attitude toward working in the insurance business with their family consisted of four attitudes: 1.1) against; 1.2) unwilling; 1.3) willing, but lost; and 1.4) willing and successful. Regarding the second objective, five factors were found: 2.1) Goals: support of personal goals, help with self-development, enhancing the family happiness, and showing gratitude for family kindness; 2.2) Content: work aligned with expertise or educational background, and work being meaningful; 2.3) Coaching: appropriate coaching strategy, systematic professional coaching strategy, fairness, sharing pride in success; 2.4) Family: encouragement without pressure and caring; and 2.5) Organization: organization’s image, favorable work environment, and experience of positive outcomes from the life insurance business. Then, for the Design phrase, the action plan “FAMILY,” which comprised of F-Finale with Family; A-Attitude and Ability through Activities; M-Motivating Appropriately; I-Ideal People/Team; L-Leading through Vision/Leading through Coaching; and Y-Yes Club of the future, was offered. To summarize, a 4D-Dialogue for the appreciative inquiry was proposed.
      PubDate: 2018-12-24
      DOI: 10.5296/ijhrs.v9i1.13759
      Issue No: Vol. 9, No. 1 (2018)
  • Factors Influencing Employee Retention: A Karachi Based Comparative Study
           on IT and Banking Industry

    • Authors: Shahtaj Yousuf, Danish Ahmed Siddqui
      Pages: 42 - 62
      Abstract: The purpose of this study is to explain the factors that help in retaining employees in IT and banking industry. These factors include performance appraisals, training and development and workplace environment. It is important to learn how different organizations use these variables as tools to keep their employees satisfied and preserved. In order to carry out this research, a count of 120 questionnaires were distributed among the respective officials in various IT companies and banks. SPSS software was used to analyse the received data to find the relationship between employee retention and these three factors. The study explains that some variables such as performance appraisal, training and development and work environment largely affect the rate of employee retention. Results showed that performance appraisal has a significantly more impact on the retention rate of the employees working in IT sector whereas in banking sector training and development has more influence on retention rate. And through conducting a survey from employees working in these sectors, it is verified that banking and IT industries are also focusing on employee retention management. The academic implication of this research is that academicians should introduce the separate course of employee retention or retention management for the students of HR major as this area is gaining attention of not only researchers, but also of corporate world practitioners. And the practical implication of this research includes the importance of employee retention in the local and global competitive market. The practitioners must understand the worth of retention factors so that they can compete nationally and globally by effectively implementing them in retention strategies. They must work out for their employees as employees are the organization’s prior customers and satisfied employees can satisfy the organization’s customers.
      PubDate: 2018-12-24
      DOI: 10.5296/ijhrs.v9i1.14111
      Issue No: Vol. 9, No. 1 (2018)
School of Mathematical and Computer Sciences
Heriot-Watt University
Edinburgh, EH14 4AS, UK
Tel: +00 44 (0)131 4513762
Fax: +00 44 (0)131 4513327
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