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  Subjects -> BUSINESS AND ECONOMICS (Total: 3377 journals)
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HUMAN RESOURCES (83 journals)

Showing 1 - 83 of 83 Journals sorted alphabetically
Accounting and Business Research     Hybrid Journal   (Followers: 32)
Accounting and the Public Interest     Full-text available via subscription   (Followers: 2)
Accounting Education: An International Journal     Hybrid Journal   (Followers: 22)
Accounting Forum     Hybrid Journal   (Followers: 28)
Accounting, Organizations and Society     Hybrid Journal   (Followers: 38)
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: 326)
Attachment & Human Development     Hybrid Journal   (Followers: 11)
Australian Accounting Review     Hybrid Journal   (Followers: 4)
British Accounting Review     Hybrid Journal   (Followers: 11)
Burnout Research     Open Access   (Followers: 8)
Coaching : Theorie & Praxis     Open Access   (Followers: 2)
Contemporary Accounting Research     Full-text available via subscription   (Followers: 24)
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: 5)
Global Perspectives on Accounting Education     Full-text available via subscription  
HR Future     Full-text available via subscription   (Followers: 3)
Human Relations     Hybrid Journal   (Followers: 55)
Human Resource and Organization Development Journal     Open Access  
Human Resource Development International     Hybrid Journal   (Followers: 21)
Human Resource Development Quarterly     Hybrid Journal   (Followers: 26)
Human Resource Development Review     Hybrid Journal   (Followers: 29)
Human Resource Management     Hybrid Journal   (Followers: 83)
Human Resource Management Journal     Hybrid Journal   (Followers: 75)
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: 18)
International Journal of Accounting Information Systems     Hybrid Journal   (Followers: 6)
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: 3)
International Journal of Human Resource Management     Hybrid Journal   (Followers: 52)
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 and Economics     Hybrid Journal   (Followers: 41)
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: 30)
Journal of Contemporary Accounting & Economics     Hybrid Journal   (Followers: 3)
Journal of Corporate Citizenship     Full-text available via subscription  
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: 21)
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: 15)
Journal of Professions and Organization     Free   (Followers: 4)
Kelaniya Journal of Human Resource Management     Open Access  
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)
Personality and Individual Differences     Hybrid Journal   (Followers: 28)
Professions and Professionalism     Open Access   (Followers: 7)
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: 23)
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)
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  [41 journals]
  • A Welfare Model of Street Vendors: Cases from Denpasar, Bali, Indonesia

    • Authors: Desak Putu Eka Nilakusmawati, Made Susilawati, Geoffrey Wall
      Pages: 1 - 20
      Abstract: This study determines the socio-economic characteristics of street vendors in Denpasar, Bali, Indonesia and proposes a welfare model to examine their well-being. The results showed that street vendors in Denpasar are mostly male, married, with an average age of 39. Most are recent migrants who rent their housing. The majority sell food and beverages from carts and work almost 8 hours per day. Most are self-employed and may be assisted by family labor. Most do not do bookkeeping for their business activities and many are not registered businesses. Most have little access to capital and do not participate in empowerment programs in the form of education/training in business skills. Binary logistic regression analysis shows that the incomes of street vendors are related positively to marital status, age, employment status, physical facilities, and presence of bookkeeping.
      PubDate: 2019-06-25
      DOI: 10.5296/ijhrs.v9i3.14973
      Issue No: Vol. 9, No. 3 (2019)
       
  • Influence of Attendance Policy Implementation on Faculty Absenteeism:
           Issues and Prospects for Policy Upgrade

    • Authors: Dassy Jane S. Maquilan, Carl Mark B. Miniano
      Pages: 21 - 36
      Abstract: The study investigated if faculty absenteeism is influenced by the extent of policy implementation on attendance monitoring, reporting, and usage of records. Through the use of Focus Group Discussion, it also determined the issues and prospects surrounding the policy and its implementation, in an attempt to generate inputs for upgrading the attendance policies and procedures in a technological university operating in Quezon City and Manila City in the Philippines. Respondents of the study were comprised of faculty members, attendance checkers, academic heads, and Human Resource Department staff of the said institution. The results revealed that faculty absenteeism is not influenced by the extent of implementing the policy on attendance monitoring, reporting and usage of record. The study also discovered some policy issues such as uncommitted attendance checkers, improper and inconsistent attendance remarks, lenient implementation of the attendance monitoring policy, and lack of coordination among concerned departments.
      PubDate: 2019-07-03
      DOI: 10.5296/ijhrs.v9i3.15026
      Issue No: Vol. 9, No. 3 (2019)
       
  • Between Organization and Performance: When the Firm Meets Information and
           Communication Technologies

    • Authors: Mamadou SYLLA
      Pages: 37 - 54
      Abstract: The implementation of One Capp software within the Middle Office has a very strong impact on the Re-Invoicing Servicing service; the importance of demonstrating the impact of ICT within an organization so that all banks are aware of it and can judge the impact of these tools within the various services. Hence, the contribution to a better understanding, by the employees, of the different techniques to obtain a better productivity within the firm concerned. Thus, the company is used as one of the many references in the field of new technologies.
      PubDate: 2019-07-03
      DOI: 10.5296/ijhrs.v9i3.14789
      Issue No: Vol. 9, No. 3 (2019)
       
  • The Impact of Management Information System on the Employees Performance
           Management in Sultanate of Oman Telecommunication Companies

    • Authors: Said bin Sulaiman Alhosni, Salman Mohammed Abu Lehyeh
      Pages: 55 - 74
      Abstract: The aim of this study is to analysis the impact of MIS on its dimensions in performance management In the Sultanate of Oman. The researcher tested the hypothesis of the study using multiple regression analysis, descriptive statistics, and Several conclusions found in the study; namely: There is an impact of management information systems on managing the performance of employees as a whole in telecommunications companies in the Sultanate of Oman. There is an impact of MIS on the performance management (performance planning) on the telecommunications companies in the Sultanate of Oman. While the results indicated that the software components and networks of management information systems do not affect the employee's performance management concerning performance planning.There is an impact of information management systems (human resources, software, networks) on the employees’ performance management represented the performance audit, and follow-up in the telecommunications companies in the Sultanate of Oman. While the results indicated that the material resources, and the MIS database did not affect the employees’ performance management represented by performance review, and follow-up.There is an impact of MIS (Human Resources, material resources, Software, Database) on the performance management of performance appraisal of telecom companies. While the results indicated that the networking component of MIS did not affect the employees’ performance management represented by performance appraisal.There is an impact of MIS on employee performance management of feedback in the telecoms companies. While the results indicated that the IT component of MIS did not affect the employees’ performance management represented by feedback.
      PubDate: 2019-07-04
      DOI: 10.5296/ijhrs.v9i3.14800
      Issue No: Vol. 9, No. 3 (2019)
       
  • A Review Study of the Human Resource Management Practices on Job
           Satisfaction of Hotel Industry Employees of Malaysia

    • Authors: Md Murad Miah, Intan Adha Hafit
      Pages: 75 - 84
      Abstract: The purpose of this review study to determine the impact of human resource management practices on job satisfaction. In addition, in this research is deeply focusing on job satisfaction, various human resource management practices, hotel industry of Malaysia, providing some prior relevant theoretical model, the relationship between HRM practices and job satisfaction and hypotheses has been developed. Based on this review of existing literature has been identified that there is a lot of HR management lacking in the hotel industry of Malaysia namely; shortage of talented people, high turnover issue, lack of adequate training, lack of motivation and lack of quality services. However, based on the existing literature it is proven that there is a significant relationship between HRM practices and job satisfaction. Therefore, this study will contribute in two ways namely; In practically- helps the management of hotel industry to understand the relationship between HRM practices and job satisfaction, keep motivating and retaining skillful employees, attract talent people and reduce the turnover issue and finally developed the competitive advantage among its rivals. In theoretically- this research will be the reference for the future research on HRM practices and job satisfaction. Other than that, the conceptual framework is plain and simple that is easy to understand for the relationship between HRM practices and job satisfaction which will help other researchers to think wisely about the relationship.
      PubDate: 2019-07-08
      DOI: 10.5296/ijhrs.v9i3.15046
      Issue No: Vol. 9, No. 3 (2019)
       
  • Servant Leadership Impact on Organizational Performance: The Mediating
           Role of Employee Engagement

    • Authors: Rawan Alafeshat, Farida Aboud
      Pages: 85 - 100
      Abstract: The current study, which purposed to examine the mediating role of Employee Engagement (EE) in the relationship of Servant Leadership (SL) with the Organizational Performance (OP), was carried out in Jordan. The researchers distributed a questionnaire to 277 participants working in the private airline sector. The study’s findings showed that SL was positively linked with Employee Satisfaction (ES) and Employee Retention (ER) as indicators for OP. Finally; the findings indicated that EE partially mediates the relationships of SL with employee satisfaction and employee retention. The current research is the first empirical study of the airline sector in Jordan. It is also the first to focus on EE as a mediator of the effect of SL and employee retention using Structural Equation Modeling (SEM) for analyzing the data collected from employees working in the airline sector.
      PubDate: 2019-07-08
      DOI: 10.5296/ijhrs.v9i3.15047
      Issue No: Vol. 9, No. 3 (2019)
       
  • Influence of Compensation and Organizational Culture on Employee
           Performance: A Study on IT Firms of Dhaka, Bangladesh

    • Authors: Afdalin Bin Haque, Arif Al Mahmud, Adnan Hossain
      Pages: 101 - 115
      Abstract: This paper aims to investigate the influence of Employee Compensation inclusive of Salary, Rewards and Incentives, Indirect Compensation and also Organizational Culture on the employee performance of the IT firms based on Dhaka, Bangladesh. A total of 204 employees of different IT firms of Dhaka were randomly selected as sample of the study responding to a structured questionnaire. The study incorporated Pearson Correlation and Multiple Regression analysis to analyze the data. The results exhibit the relationship and also demonstrate the impact of total compensation of employees and organizational culture on employee performance. The core findings of this study will benefit the user especially from the IT sector to identify the factors that increase the performance level of any IT personnel as the cumulative employee performance is the organization’s performance. The study is to be the first to explore the impact of Compensation and Organizational Culture on Employee performance in urban context of Bangladesh.
      PubDate: 2019-07-08
      DOI: 10.5296/ijhrs.v9i3.15048
      Issue No: Vol. 9, No. 3 (2019)
       
  • Organizational Flexibility and Its Impact on the Service Quality: A Survey
           Study on Communication and Information Technology Regulatory Authority in
           Kuwait

    • Authors: Huda Saad Al Rashidi, Aktham A; AL Sarayreh
      Pages: 116 - 134
      Abstract: The current study aimes at recognizing the organizational flexibility and its diminsions mainly (strategic strength exercises, practical flexibility, and structural flexibility). Furthermore, it investigates its impact on the service quality in the General Authority for Communications and Information Technology in the State of Kuwait. In order to achieve the objectives of the study, "Descriptive analysis" approach is used by conducting a study in the General Authority for Communications and Information Technology in the State of Kuwait and the results of the current study. The study finds a significant positive impact of organizational fleixibility on the service quality in the General Authority for Communications and Information Technology in the State of Kuwait. The study basically recommends the following procedures: First of all, the General Authority needs for Communication and Technology Information in the State of Kuwait to improve strategic flexibility through the adoption of methods that contribute to improving capabilities and create a competitive advantage, and away from traditional methods. Secondly, the need for the General Authority to improve the operational flexibility by worling hard to make effective changes in the early stages of the activity , which enhances their ability to adapt with the increase in the volume of operations, commensurate with the demand for those services, and the need to be flexible. Finally, this study recommends that the General Authority has to improve the structural flexibility through following an organizational structure capable of dealing with the growing pressure in the operations of the Authority to continue to develop services.
      PubDate: 2019-07-08
      DOI: 10.5296/ijhrs.v9i3.14797
      Issue No: Vol. 9, No. 3 (2019)
       
  • Antecedents of Job Crafting Behavior within Organizations: The Role of
           Personal Resources, Job Resources and Perceived Opportunities to Craft in
           Employees Proactive Behavior

    • Authors: Jessica van Wingerden, Rob F Poell
      Pages: 135 - 154
      Abstract: This study examines the impact of personal resources and job resources on employees’ perceived opportunities to craft and job crafting behavior. Based on research following the Job Demands and Resources (JD-R) theory, we hypothesize that personal resources (i.e., resilience and self-efficacy) and job resources (i.e., developmental opportunities and feedback) have a positive relationship with employees’ perceived opportunities to craft and actual job crafting behavior in multiple and interrelated ways. We collected data among employees working in various organizations and occupations in The Netherlands (N=810), and tested the hypothesized multiple mediation model using structural equation modelling (SEM) analyses. The outcomes of the study increase our knowledge of the factors affecting  job crafting behavior within organizations – including employee perceptions (perceived opportunities to craft), employee characteristics (personal resources), and work characteristics (job resources). Combining these antecedents, this study may help to better understand and to stimulate job crafting behavior at work.
      PubDate: 2019-07-15
      DOI: 10.5296/ijhrs.v9i3.14908
      Issue No: Vol. 9, No. 3 (2019)
       
  • Perceived Organizational Support: A Literature Review

    • Authors: Li Sun
      Pages: 155 - 175
      Abstract: Perceived organizational support (POS), which reflects the organization’s value on employees’ contributions and concern for employee benefits, is an important tool to help organizations establish favourable relationship with employees and motivate employees work hard. This paper aims to make a review of POS concept and the variables related to POS. Research results showed that perceived organizational support emphasizes organizational commitment to employees and is a unilateral relationship. Perceived organizational support is related to employees’ reduced absenteeism, increased job satisfaction, happiness, organizational citizenship behaviour and organizational performance, and also influenced by organizational fairness, working conditions, HR practices, employee characteristics, leadership, management communication. Besides, this paper summarized the measures to improve perceived organizational support, such as supportive or high commitment HR practices, fairness, superior and co-worker supports, employee empowerment. This study helps researchers understand the latest research progress in perceived organizational support.
      PubDate: 2019-07-15
      DOI: 10.5296/ijhrs.v9i3.15102
      Issue No: Vol. 9, No. 3 (2019)
       
  • Employee’s Performance in a Commission for General Election of Banten
           Province, an Evidence from Indonesia

    • Authors: Syaeful Bahri, Ma’ruf Akbar, Billy Tunas, Sukemi Kadiman
      Pages: 176 - 197
      Abstract: The importance of employee performance research in a Commission for General Election of Banten Province-Indonesia as the main problem in this research based on empirical data that we obtained from the General Election Commission in Banten Provincial Office, data shows that employee performance is not optimal yet. The state of the art of this research can be stated that this study supports the results of other studies conducted previously on the Effect of Leadership Integrity, Team Cohesiveness and Task Commitment on Employee Performance. The purpose of this study is to examine the Effect of Leadership Integrity, Team Cohesiveness and Task Commitment on Employee Performance of the General Election Commission in Banten Province. Quantitative research has been applied to this study, the respondents were employees of the Banten Provincial Election Commission. The random sampling technique was selected. The primary data, questionnaires, and tests were analyzed by path analysis. The research found that there is the Influence of Leadership Integrity, Team Cohesiveness and Task Commitment on the Employee Performance of the General Election Commission in Banten Province, Indonesia. Some recommendations are given a consideration factor in other similar organizations.
      PubDate: 2019-07-22
      DOI: 10.5296/ijhrs.v9i3.15128
      Issue No: Vol. 9, No. 3 (2019)
       
  • Main and Interaction Effects of ‘Power Distance’ and ‘Uncertainty
           Avoidance’ on Innovation in Small and Medium Enterprises in Egypt

    • Authors: Tarek A. El Badawy, Rania M. Marwan, Mariam M. Magdy
      Pages: 198 - 217
      Abstract: The main objective of this study was to investigate the direct and interaction effects of two of Hofstede’s cultural metrics, namely power distance and uncertainty avoidance, on organizational innovation in small and medium enterprises in Egypt. A structured questionnaire adapted from a previous study was distributed amongst employees from different managerial levels. 326 completed questionnaires were collected. Results suggested that the national culture influences the level of strategic innovation in small and medium enterprises operating in Egypt. Power distance enhances strategic innovation; however, uncertainty avoidance inhibits it. Studies on Egyptian enterprises, and Egyptian small and medium enterprises are fundamentally underrepresented in previous literature.
      PubDate: 2019-07-22
      DOI: 10.5296/ijhrs.v9i3.14872
      Issue No: Vol. 9, No. 3 (2019)
       
  • The Determinants of Retail Pharmacists Retention With a Mediating Effect
           of Continuance Commitment

    • Authors: Izzati Azmi, Sharizan Sharkawi, Nor Intan Adha
      Pages: 218 - 229
      Abstract: The turnover of employees is the most challenging issue facing by the organization. Retail pharmacy industry in Malaysia is also facing the same issue, especially for pharmacist position. According to the interview conducted with one of the biggest retail pharmacies in Malaysia, in 2018, 20% of their pharmacists resigned and reluctant to stay even they were offered with a higher salary or better benefits. A skilled and experienced pharmacist is very important in a pharmacy and any other health care center because they are dealing with a patient's health and safety. Newly graduate pharmacist might cause medication errors and increase the risk of patient’s safety. 155 pharmacists will be selected for this study. The sample for this study is the retail pharmacist who works in Negeri Sembilan and Pahang state. This research will focus to identify which factors (transformational leadership, job satisfaction, and procedural justice) have the most significant influences on a retail pharmacist's retention. In addition, this study will also investigate a mediating effect of continuance commitment towards the independent and dependent variables. The descriptive research design will be used as the structure of this research. This study will use the established instruments from the relevant research journal instead of developing own questions. The collected data and information from the respondents will be analyzed by using SPSS software.
      PubDate: 2019-08-06
      DOI: 10.5296/ijhrs.v9i3.14969
      Issue No: Vol. 9, No. 3 (2019)
       
  • Comparative Affect of Candidates’ Physical Attractiveness between Resume
           Screening and Interview Process Outcomes. Empirical Research for Greece

    • Authors: Andreas Dimopoulos
      Pages: 230 - 251
      Abstract: Many factors can affect recruiters, personnel managers or employers during employee selection process such as degrees and other typical qualifications of candidates the possess of the right transferable skills, the knowledge of job market, their working experience, the combination of personal attributes, self presentation skills, personality. Apart of them and many others factors, there is a consensus in a large extent, that candidates’ physical attractiveness can affect recruiters’ decisions during employment selection process, both in first stage of screening their curriculums’ vitae, as well as in the second stage which is the interview hiring process. This study aims to search the role of employee candidates’ physical attractiveness and its comparative impact between first stage of screening applicants according to their resumes and second stage of 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’ physical attractiveness in decisions and selection process outcomes. In particular we asked two hundred and sixty recruiters’, personnel managers’ and employers in Greece about the impact of candidates’ physical attractiveness might have in their recruiting and hiring decisions. Results show that physical attractiveness influence recruiters decisions and affect selection outcomes in both selection stages. The impact is higher and statistically more significant in interview process. Physical attractiveness also compared to resume quality in order to explore relative impact among these factors. Results show a greater influence of resume quality than physical attractiveness.
      PubDate: 2019-08-06
      DOI: 10.5296/ijhrs.v9i3.15226
      Issue No: Vol. 9, No. 3 (2019)
       
  • Beyond the Dyad: Employee Networks, Social Influence, and the Performance
           of Interpersonal Forms of Citizenship Behavior

    • Authors: Randall Settoon
      Pages: 252 - 272
      Abstract: The purpose of this study is to explore the relationship between ICB performance and three network properties theorized to produce behavioral conformance: strong ties, relational embeddedness, and structural equivalence. Results of a multiple regression QAP of sociometric data provided by 33 facilities and maintenance employees of a large medical center showed that structurally equivalent employees performed similar levels of both instrumental and supportive ICB. Additionally, relational embeddedness was associated with similarity in the performance of supportive ICB. Interestingly, the network variables explained variance in ICB beyond that explained by antecedents of high-quality, dyadic exchange. These findings provide evidence that the larger social context can produce conformity in ICB performance through symbolic role-taking and normative compliance processes.
      PubDate: 2019-08-12
      DOI: 10.5296/ijhrs.v9i3.15076
      Issue No: Vol. 9, No. 3 (2019)
       
  • The Effect of Transformational Leadership on Company Innovation Culture:
           Perspectives from the Service Sector of an Emerging Economy

    • Authors: Irene Stella Agyenim-Boateng, Kyeame Ghansah
      Pages: 273 - 297
      Abstract: Focusing on the importance of innovation culture to the growth of firms, the study examined the effect of transformational leadership on the innovation culture of firms in the service industry in Ghana. The study further assessed the moderating role of organizational learning capability and market dynamism. A sample of 210 employees in the telecommunication, banking and insurance, tourism and hospitality sectors were surveyed. A quantitative research approach was employed to test the various relationships. The findings indicated that transformational leadership had a significant and positive relationship with innovation culture. The findings further revealed that the relationship between transformational leadership and innovation culture was positively enhanced by market dynamism. Organizational learning capability which had two dimensions, that is, interaction with external environment and dialogue had a partial moderating effect on innovation culture. The study provides executives with critical insights on the need to allow employees to make some decisions where necessary and also trust in their decision and not always control the work tightly from the top; as such micromanaging could have adverse impact on the firm’s innovation drive and culture. The researcher contributes to extant literature by finding the moderating role of market dynamism and learning capability on the effect of transformational leadership and innovation culture in an organisation specifically in the service industry of an emerging country.
      PubDate: 2019-08-12
      DOI: 10.5296/ijhrs.v9i3.15255
      Issue No: Vol. 9, No. 3 (2019)
       
  • Mediating Role of Work Engagement on the Impact of High Performance Work
           Practices, Service Recovery Performance and Life Satisfaction in Selected
           Restaurants in Turkish Republic of North Cyprus

    • Authors: Madgaline Enow Mbi Tarkang Mary, Ruth Nange yunji, Rawan Alafeshat
      Pages: 298 - 319
      Abstract: Purpose – Drawing from social exchange theory, our study examine Work Engagement as a mediator of the impact of High Performance Work Practices on Service Recovery Performance and Life Satisfaction.Design/methodology/approach – Data obtained from the employees in restaurants in Famagusta region in Turkish Republic of Northern Cyprus. Structural Equation Modeling was used as the main instrument analysis to test the propose relationships.Findings – Work Engagement is one of the immediate outcomes of High performance work practices that engenders the performance of employee and effect on Service Recovery Performance and Life Satisfaction. The findings highlight the influence Work Engagement in the intermediate linkage between High performance work practices, Service Recovery Performance and Life Satisfaction.Practical implications – Work Engagement is a critical variable activating customer-contact employees and performance outcomes. As a suggestion, management need to attract and retain customer-contact employees who are energetic, dedicated, and are absorbed by their work.Originality/value – Most studies on service recovery has been done in Western countries, such as Asia and Australia but little known is in the Middle East, so North Cyprus was selected to be surveyed. Furthermore a comprehensive study of High performance work practices, Work Engagement, Service Recovery Performance and Life Satisfaction is yet to be investigated simultaneously in three cities in Turkish Republic of North Cyprus.
      PubDate: 2019-08-12
      DOI: 10.5296/ijhrs.v9i3.15256
      Issue No: Vol. 9, No. 3 (2019)
       
  • Discovering Pathways for Eliminating NEET and Youth Future Type of Poverty

    • Authors: Mohamed Buheji
      Pages: 320 - 340
      Abstract: When youth and NEET are mentioned together you do not only remember ‘youth not in employment, not in education, or not in training’, but it would also evoke your mind that it is a new type of poverty. Therefore, this paper explores the different possibilities and alternatives of dealing with NEET youth cases either before, or during, or after NEET issues occur and how to keep them away from filling into the new poverty trap.The paper reviews the International Inspiration Economy Project (IIEP) approaches in eliminating possibilities of poverty in relevance to NEET youth. Forty case projects are presented and categorised into three types of ‘intrinsic capacity’ practices that could be established to prevent or treat NEET youth. The framework proposes creating a new wave of thinking on the management of NEET to avoid a sophisticated type of poverty. The common thread of all solutions proposed is the optimisation of ‘visualisation techniques’ which could be established in the life of youth and used to raise their capacity towards eliminating the possibilities of falling into any type of poverty.
      PubDate: 2019-08-12
      DOI: 10.5296/ijhrs.v9i3.15257
      Issue No: Vol. 9, No. 3 (2019)
       
  • Conflict Resolution Towards a Sustainable Peace: A Lesson from The
           Indonesian Military Ordinariate

    • Authors: Rofinus Neto Wuli, Muchlis R Luddin, Thomas Suyatno
      Pages: 341 - 352
      Abstract: The diversity of tribes, religions, races, groups, and cultural expressions in various dimensions make Indonesia one of the most vibrant cultures in the world. However, it cannot be denied, that diversity has the potential to trigger social conflicts that can threaten the unity and unity of the nation and state and disrupt a safe and peaceful shared life. The long history of the Indonesian journey proves that social conflicts often occur due to the differences in ethnic groups, religious, racial background, and inter-group (SARA). Therefore, conflict resolution efforts are a necessity for Indonesia to realize a safe and peaceful shared life. This study was aimed to study the conflict resolution based on the history of the Indonesian Military Ordinariate in mitigating and resolving conflict. In general, there are two approaches to conflict resolution, namely intervention in security or stability and humanitarian intervention. Security interventions (stability) usually use military power to resolve conflicts, whereas humanitarian intervention integrates the strength of culture and local wisdom as a basis for resolving conflicts. Humanitarian intervention in resolving conflicts usually results in sustainable, peaceful reconciliation. A peace that occurs between the parties to the conflict is not due to compulsion under military pressure or State power but is born from the awareness of the parties to create mutually reconciling society.
      PubDate: 2019-08-15
      DOI: 10.5296/ijhrs.v9i3.15274
      Issue No: Vol. 9, No. 3 (2019)
       
 
 
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