Subjects -> BUSINESS AND ECONOMICS (Total: 3853 journals)
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    - ECONOMIC SYSTEMS, THEORIES AND HISTORY (259 journals)
    - FASHION AND CONSUMER TRENDS (20 journals)
    - HUMAN RESOURCES (103 journals)
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    - TRADE AND INDUSTRIAL DIRECTORIES (2 journals)

HUMAN RESOURCES (103 journals)                     

Showing 1 - 103 of 103 Journals sorted alphabetically
Accounting and Business Research     Hybrid Journal   (Followers: 37)
Accounting and the Public Interest     Full-text available via subscription   (Followers: 4)
Accounting Auditing & Accountability Journal     Hybrid Journal   (Followers: 35)
Accounting Education: An International Journal     Hybrid Journal   (Followers: 24)
Accounting Forum     Hybrid Journal   (Followers: 31)
Accounting, Organizations and Society     Hybrid Journal   (Followers: 47)
Advances in Accounting     Hybrid Journal   (Followers: 13)
Advances in Developing Human Resources     Hybrid Journal   (Followers: 33)
Afro-Asian Journal of Finance and Accounting     Hybrid Journal   (Followers: 9)
American Journal of Finance and Accounting     Hybrid Journal   (Followers: 25)
Annual Review of Organizational Psychology and Organizational Behavior     Full-text available via subscription   (Followers: 49)
Asia Pacific Journal of Human Resources     Hybrid Journal   (Followers: 331)
Asian Review of Accounting     Hybrid Journal   (Followers: 2)
Attachment & Human Development     Hybrid Journal   (Followers: 12)
Australian Accounting Review     Hybrid Journal   (Followers: 5)
British Accounting Review     Hybrid Journal   (Followers: 11)
Burnout Research     Open Access   (Followers: 10)
Coaching : Theorie & Praxis     Open Access   (Followers: 3)
Contemporary Accounting Research     Full-text available via subscription   (Followers: 33)
Corporate Governance and Organizational Behavior Review     Open Access   (Followers: 1)
Critical Perspectives on Accounting     Hybrid Journal   (Followers: 19)
EURO Journal on Decision Processes     Hybrid Journal   (Followers: 3)
European Accounting Review     Hybrid Journal   (Followers: 22)
European Journal of Training and Development     Hybrid Journal   (Followers: 13)
Evidence-based HRM     Hybrid Journal   (Followers: 6)
FOR Rivista per la formazione     Full-text available via subscription  
German Journal of Human Resource Management     Hybrid Journal   (Followers: 7)
Global Perspectives on Accounting Education     Full-text available via subscription  
HR Future     Full-text available via subscription   (Followers: 4)
Human Relations     Hybrid Journal   (Followers: 66)
Human Resource and Organization Development Journal     Open Access   (Followers: 6)
Human Resource Development International     Hybrid Journal   (Followers: 27)
Human Resource Development Quarterly     Hybrid Journal   (Followers: 31)
Human Resource Development Review     Hybrid Journal   (Followers: 33)
Human Resource Management     Hybrid Journal   (Followers: 91)
Human Resource Management Journal     Hybrid Journal   (Followers: 86)
Human Resource Management Research     Open Access   (Followers: 27)
Human Resource Management Review     Hybrid Journal   (Followers: 65)
Human Resource Research     Open Access   (Followers: 1)
Intangible Capital     Open Access   (Followers: 2)
International Journal of Accounting     Hybrid Journal   (Followers: 2)
International Journal of Accounting and Finance     Hybrid Journal   (Followers: 20)
International Journal of Accounting Information Systems     Hybrid Journal   (Followers: 8)
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: 12)
International Journal of Critical Accounting     Hybrid Journal   (Followers: 3)
International Journal of Economics and Accounting     Hybrid Journal   (Followers: 3)
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: 4)
International Journal of Human Resource Management     Hybrid Journal   (Followers: 57)
International Journal of Human Resource Studies     Open Access   (Followers: 17)
International Journal of Human Resources Development and Management     Hybrid Journal   (Followers: 31)
International Journal of Management Development     Hybrid Journal   (Followers: 13)
International Journal of Management Education     Hybrid Journal   (Followers: 10)
Journal of Accounting & Organizational Change     Hybrid Journal   (Followers: 6)
Journal of Accounting and Economics     Hybrid Journal   (Followers: 51)
Journal of Accounting and Public Policy     Hybrid Journal   (Followers: 8)
Journal of Accounting Education     Hybrid Journal   (Followers: 7)
Journal of Accounting Research     Hybrid Journal   (Followers: 37)
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: 4)
Journal of Corporate Citizenship     Full-text available via subscription   (Followers: 1)
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 HR intelligence     Open Access   (Followers: 1)
Journal of Human Capital     Full-text available via subscription   (Followers: 14)
Journal of Human Development and Capabilities : A Multi-Disciplinary Journal for People-Centered Development     Hybrid Journal   (Followers: 24)
Journal of Human Resource and Sustainability Studies     Open Access   (Followers: 1)
Journal of Human Resource Costing & Accounting     Hybrid Journal   (Followers: 5)
Journal of Human Values     Hybrid Journal   (Followers: 5)
Journal of International Accounting, Auditing and Taxation     Hybrid Journal   (Followers: 5)
Journal of Marketing and HR     Open Access   (Followers: 7)
Journal of Organizational Culture, Communications and Conflict     Full-text available via subscription   (Followers: 18)
Journal of Organizational Effectiveness : People and Performance     Hybrid Journal   (Followers: 9)
Journal of Professions and Organization     Free   (Followers: 6)
Journal of Service Management     Hybrid Journal   (Followers: 9)
Kelaniya Journal of Human Resource Management     Open Access  
New Horizons in Adult Education and Human Resource Development     Hybrid Journal   (Followers: 13)
NHRD Network Journal     Full-text available via subscription  
Open Journal of Leadership     Open Access   (Followers: 19)
Organizational Behavior and Human Decision Processes     Hybrid Journal   (Followers: 77)
Pacific Accounting Review     Hybrid Journal  
Personality and Individual Differences     Hybrid Journal   (Followers: 28)
Personnel Assessment and Decisions     Open Access   (Followers: 2)
Personnel Review     Hybrid Journal   (Followers: 16)
Professions and Professionalism     Open Access   (Followers: 9)
Psychologie du Travail et des Organisations     Hybrid Journal  
Public Personnel Management     Hybrid Journal   (Followers: 14)
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: 6)
Review of Accounting Studies     Hybrid Journal   (Followers: 28)
Review of Public Personnel Administration     Hybrid Journal   (Followers: 12)
Review of Quantitative Finance and Accounting     Hybrid Journal   (Followers: 9)
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: 4)
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: 9)

           

Similar Journals
Journal Cover
International Journal of Human Resource Studies
Number of Followers: 17  

  This is an Open Access Journal Open Access journal
ISSN (Print) 2162-3058
Published by Macrothink Institute Homepage  [47 journals]
  • Exploring Various Leadership Styles to Use Among Nurses Towards Challenges
           Faced Within the 21st Century: A Systematic Review

    • Authors: Lyndon Garvin Augustine
      Pages: 55 - 69
      Abstract: The workforce for registered nurses (RNs) are currently facing unprecedented challenges. Current challenges such as the consequences associated with patient falls and healthcare-associated infections (HAIs) have placed a social and financial burden on the U.S. healthcare system. What’s more, future challenges such as the expected retirement for baby boomers and an expected shortage on the availability of medical physicians has raised many concerns for healthcare organizations on how they will deliver care in the years to come. The conclusion is that these challenges will significantly affect the well-being of the RN workforce. Hence, because of these challenges, the objective of this research was to explore various leadership styles to use among nurses towards challenges faced within the 21st century. By focusing on these challenges, the researcher provided findings around ethics and its impact on decision-making. Thereafter, the researcher highlighted common leadership styles that are used, and then proposed a new leadership theory, servant leadership, as an option for Chief Nursing Officers to use to help guide its nursing workforce going forward.
      PubDate: 2021-01-13
      DOI: 10.5296/ijhrs.v11i1.18063
      Issue No: Vol. 11, No. 1 (2021)
       
  • Article Review: Internship Satisfaction Determinants Among Undergraduates
           in the Service Industry

    • Authors: Syafinaz Ruslan, Siti Fatimah Mohamad, Nurul Hanisah Juhari, Muhammad Shahrim Abdul Karim
      Pages: 70 - 84
      Abstract: An internship program is integrated into higher learning institutions curriculum. It is aimed to cultivate students ability in applying knowledge from classrooms to practices. Internship satisfaction is identified as one of the focal points to assess the effectiveness of an internship program. Nonetheless, only little studies reviewed the determinants of internship satisfaction, particularly within the service-oriented industry. Thus, the main objective of this study was to review factors that influence internship satisfaction in the service industry, particularly the hospitality industry. Besides, the importance of internship in developing self-competencies among students is also discussed. A number of articles were obtained from two different databases, using keywords related to the topic. The articles were carefully examined, derived from relevant disciplines in the service industry: hospitality and tourism, business, sports management, education, and human resource. Main determinants of the internship satisfaction were clustered into five categories: individual factors, job characteristics, organisational environment, contextual factors, and career potential. Besides, the importance of internship experiences in fostering students self-competencies were discussed, including interpersonal skills, problem-solving, self-confidence, and knowledge about the job market. Findings on this paper are anticipated to extend the literature review on internship research and assist internship stakeholders in structuring a well-rounded internship program. As this paper is only based on traditional literature reviews, it has a limitation in its methodology. Hence, future research is recommended to use a structured methodology such as systematic reviews or scoping reviews.
      PubDate: 2021-01-13
      DOI: 10.5296/ijhrs.v11i1.17669
      Issue No: Vol. 11, No. 1 (2021)
       
  • Managers View on Impact of Covid-19 Pandemic: Evidence from Hotel Industry
           in Malaysia

    • Authors: Hazrina Ghazali, Maisarah Ishak
      Pages: 116 - 129
      Abstract: 2020 is an important year which had been waiting for by the hotel industry in Malaysia. With the exciting slogan “Visit Truly Asia Malaysia,” Malaysia was aimed by many to be one of the most chosen countries to be visited. This simultaneously gives a high hope to the hotel industry to generate more revenues. However, the COVID-19 pandemic has changed the hotel industry landscape tremendously. Therefore, the purpose of this research is to explore the impact of COVID-19 on the hotel industry in Malaysia. This study employed qualitative method and six hotel representatives were participated in this study. The interview data revealed experiences, voices, and opinions of the hotel informants on the impact of COVID-19. The informants also shared their immediate strategies and long-term plans in coping with the pandemic. In addition, the informants also shared information on the Tourism Stimulus Package offered by the Government that they have received.
      PubDate: 2021-01-15
      DOI: 10.5296/ijhrs.v11i1.17927
      Issue No: Vol. 11, No. 1 (2021)
       
  • Person to Organization Fit & Person to the Job Fit Impact on Employment
           Interview Decisions. An Exploratory Field Study in Greece

    • Authors: Andreas Dimopoulos, Drimpetas Evaggelos, Kostas Zafiropoulos
      Pages: 130 - 145
      Abstract: Person to organization fit and person to the job fit are considered among many other factors that affect employment outcomes during employee selection process. There is a consensus to a large extent, that both of them as candidate’s qualities have great positive influence and affect recruiters, personnel managers and employers’ decisions, and respectively hiring results. This study aims to assess the level of influence of employee candidates’ qualities of Person-to-Organization fit and Person-to-the Job fit, and their relative affect in recruiters’ hiring decisions on staff selection through interview process. The study also aims to explore if there is a significant difference between the effects that these factors have on hireability-selectability of candidates. The significance of candidate’s Person to Organization Fit and Person to the Job Fit were measured according to three choices of recruiter’s decisions during interview, which were more specifically the possibility to hire them, the possibility to consider them as suitable for the position they applied for, and the possibility of giving them a second chance for another interview. These three measures were consolidated in one indicator with the term hireability-eligibility which has been tested for reliability using Cronbach’s alpha. A field study has been conducted in order to research the importance and relative influence of candidates’ person to organization fit and person to the job fit as well, in recruiters’ hiring decisions, during interview selection process. Findings reveal that both of these candidates’ attributes, Person to Organization fit and Person to the Job fit, have significant effects on recruiters’ decisions and selection outcomes, regarding the hireabilty, eligibility index when they are assessed separately, using simple regression analysis. However, when they are combined in a multiple regression analysis model, only Person to Organization fit has a significant effect on recruiters, employers’ decisions.
      PubDate: 2021-01-29
      DOI: 10.5296/ijhrs.v11i1.18259
      Issue No: Vol. 11, No. 1 (2021)
       
  • A Serial Mediation Model of Perceived Organizational Support on Turnover
           Intention: The Role of Job Crafting and Thriving at Work

    • Authors: Suchuan Zhang, Wenzhao Zhang
      Pages: 146 - 163
      Abstract: The purpose of this paper is to increase understanding of the influence mechanisms of perceived organizational support (POS) on turnover intention, through job crafting and thriving at work. Two-wave data from 541 full-time employees working in northern China were collected. The hypotheses were tested using hierarchical linear regression analysis with the PROCESS plug-in for SPSS to determine the significance of mediators. The results showed that though job crafting did not mediate the POS-turnover intention relationship alone, it interposed in this relationship by affecting thriving at work. This study suggests that a supportive work environment that inspires employees to redesign their jobs and thrive at work plays an important role in helping retain staff. From an employees’ self-development perspective, this study proposed a serial mediation model to extend understanding of POS - turnover intention relationship.
      PubDate: 2021-01-29
      DOI: 10.5296/ijhrs.v11i1.18078
      Issue No: Vol. 11, No. 1 (2021)
       
  • Employee Engagement and Its Relationship Towards Normative Commitment in
           Malaysia Oil and Gas Industry

    • Authors: Ridwan Mokhtar, Sylvia Nabila Azwa Ambad, Sharifah Nurafizah Syed Annuar, Nelson Lajuni
      Pages: 164 - 178
      Abstract: The relationship between employee engagement and organisational commitment has been established and documented in past literature. Hitherto, they are still very relevant and remain a pertinent subject to be discussed, especially with the rapid evolution of business and adjustments in the economic setting. However, much of the focus of past studies were surrounding employee engagement divulging organisational commitment. Only a few studies on the impacts of employee engagement on normative commitment have been shown, especially in Malaysia’s oil and gas industry. We do not adequately know how employee engagement is associated with normative commitment. Hence, this study goals to examine the effects of employee engagement on normative commitment. Two hundred fifty offshore employees participated in this study. Subsequently, 234 completed responses were collected, and Partial Least Squared-Structural Equation Modelling were used to analyse the data using SmartPLS 3.3.2 version. The findings advise that employee engagement, particularly organisational engagement dimension, has a positive relationship with both normative commitment dimensions among offshore employees in Malaysia. This study provided oil and gas organisation with an improved insight and understanding of the significance of the organisational engagement aspect in improving employees’ level of normative commitment among offshore employees. Because of the recent pandemic outbreak, future studies should consider the organisational support rendered by the organisation to offshore employees in predicting the new norms for oil and gas companies. Future studies should also utilise the qualitative approach or employ the Partial Least Square-Multi-Group Analysis (PLS-MGA) to examine whether ethnicity, working tenure, and working locations play an essential role in the relationship between employee engagement and normative commitment. 
      PubDate: 2021-01-28
      DOI: 10.5296/ijhrs.v11i1.18260
      Issue No: Vol. 11, No. 1 (2021)
       
  • Multi-focal Analysis of Workplace Spirituality and Employee Commitment:
           Exploratory Empirical Assessment

    • Authors: Mohamed Fares Brini
      Pages: 179 - 203
      Abstract: The purpose of this paper was to examine the contribution of workplace spirituality to employee commitment from a multi-focal perspective at the individual, group and organizational levels. Obtained data from a random sample of 111 Tunisian employees were analysed using PLS-SEM to test the proposed hypothesis of the study. The findings revealed that three-dimensional workplace spirituality (meaningful work, sense of community and organizational values) contributed positively and significantly to multiple commitment levels (individual, group and organization levels). Besides, these spiritual dimensions contributed to more than one level and showed that workplace spirituality framework can provide an expanded contribution to the multiple commitment research. In particular, meaningful work had the largest contribution to all commitment levels and can offer unique approach to manage overall commitment within organizations.
      PubDate: 2021-01-29
      DOI: 10.5296/ijhrs.v11i1.18096
      Issue No: Vol. 11, No. 1 (2021)
       
  • Synoptic Review of Theory and Practice of Diversity Management

    • Authors: Kwesi Atta Sakyi, Geoffrey K. Mweshi, David Musona, Esnart Mwaba Tayali
      Pages: 204 - 249
      Abstract: Diversity is a topic which has gained much momentum and currency in modern academic discourse partially because of globalisation and also partially because of the increased use of information technology in global transactions. The complex operations of multinational corporations across the globe require prudent and efficient management of employees from different backgrounds. Management of diversity means many things to many people. In this article, the authors delineate the importance, pros and cons of diversity management for firms, and also they deploy the analysis of some case study videos to bring to the fore the growing importance of the phenomenon of diversity. The authors used secondary data and qualitative analysis in their discourse. The authors reviewed literature from diverse sources to give a theoretical foundation to the article and at the same time they approached the topic in a multi-faceted manner to whet the appetite of both theoreticians and practitioners. The philosophical underpinning of their approach was based on Grounded Theory as it could be seen in the video case study narratives and in their own interpretative narrative of the subject.
      PubDate: 2021-02-02
      DOI: 10.5296/ijhrs.v11i1.18269
      Issue No: Vol. 11, No. 1 (2021)
       
  • The Influence of Transformational Leadership on Employee Job Satisfaction
           with Organizational Commitment as Intervening Variable

    • Authors: SITI MUNFAQIROH, HANIF MAULUDIN, ANGGI SUHENDAR
      Pages: 250 - 265
      Abstract: The purpose of this study was to determine the effect of transformational leadership on employee job satisfaction with employee organizational commitment as an intervening. The sample used in this study amounted to 50 employees of PT Andhika Lines. East Java. Indonesia. The data collection method used in this study was a questionnaire. In this study, data analysis used the Partial Least Square (PLS) approach using the Smart PLS software.The results showed that transformational leadership was not proven to have a significant effect on job satisfaction, but transformational leadership had a positive and significant effect on job satisfaction with organizational commitment as an intervening variable. Transformational leaders are believed to be able to bring better change and can improve employee performance. Transformational leadership, is a stage that changes people in a team, leaders who use this style motivate their followers to give and work more than they can or want, even beyond their ability.
      PubDate: 2021-02-02
      DOI: 10.5296/ijhrs.v11i1.18270
      Issue No: Vol. 11, No. 1 (2021)
       
  • Effect of Spirituality, Demographics, and Culture on Career Satisfaction,
           Organizational Fairness Climate, and Affective Commitment in Pakistani
           Organization: The Mediatory Role of Ethical Leadership

    • Authors: Muhammad Owais, Danish Ahmed Siddiqui
      Pages: 266 - 305
      Abstract: The lens through which followers experience the ethical dimension of leadership itself it is argued is likely distorted by a followers’ level in the hierarchy. In this regard, ethical leadership may be better conceptualized as an intermediary through which follower status contributes to these desirable outcomes. This research expands the literature about the causes, consequences, and the unique role of ethical leadership in the workplace. In particular, we examine the mediated model of ethical leadership in the effect of individualism, spirituality, as well as demographics on organizational outcomes like 1. Organization’s fairness climate (CF), 2. Affective commitment (AC), and 3. Career satisfaction (CS). Drawing on the work of Pucic (2015), we argue that demographics like Job, experience, Age, Education, Position, and Working Hour of employees affect their perception of ethical leadership (EL) in the organization, and this perception, in turn, affect the three above mentioned outcomes. In the same way, spirituality and individualistic (IND) cultures also influence these outcomes through EL. Spirituality was further sub-classified into Spiritual Believe (SB), Coping (SC), Experience (SE), and Practices (SP). Empirical validity was established by conducting a survey using a close-ended questionnaire. Data was collected from 500 employees and analyzed using confirmatory factor analysis and structured equation modeling. The results suggested that Ethical leadership, individualistic culture, and years of experience have a positive and significant effect on all three outcomes i.e. AC, CF, CS. Moreover, Education and Spiritual Believe seem to have a positive impact on AC. Similarly, Spiritual Experience also has a positive effect on CF. Surprisingly, position and Spiritual Practices seem to have a negative and significant impact on career satisfaction. Moreover, Education, individualism, and position also seem to be positively impacting ethical leadership. Hence, EL positively mediates the effect of education, individualism, and position on AC, CF, and CS respectively. Implications for theory and practice are discussed.
      PubDate: 2021-02-15
      DOI: 10.5296/ijhrs.v11i1.18305
      Issue No: Vol. 11, No. 1 (2021)
       
  • The Role of Employees Job Satisfaction in the Relationship between
           Transformational Leadership and Affective Commitment at Roof-Tile
           Manufacturing Company

    • Authors: Tri Widarmanti, Arif Partono Prasetio, Bachruddin Saleh Luturlean
      Pages: 306 - 319
      Abstract: Human resources play a strategic and important role to achieve company's vision and mission, the quality of human resources will affect the performance and progress of an organization. Commitment is very important for organization, a strong affective commitment encourages employees to contribute better, there are constructive factors of affective commitment such as transformational leadership and job satisfaction. This study wants to examine the relationship between transformational leadership, affective commitment, and job satisfaction and the effect of transformational leadership practices on affective commitment directly and indirectly through the mediating role of job satisfaction in tile rooftop manufacturers at Jatiwangi Indonesia. A quantitative survey approach has been used, and 5 hypotheses were tested with a sample 184 of 350 employees of roof-tile manufactures was selected to answer the questionnaire. Data collected based on descriptive analytics processed by SPSS Software, and the result of this study show that there is a positive relationship between these variables, transformational leadership significant positive relations to job satisfaction and affective commitment and job satisfaction becomes a partial mediator variable in the relationship between transformational leadership with affective commitment, but yet those 4 company still not represent all roof-tile company in Indonesia, future studies could replicate the current one by collecting data from different sources.
      PubDate: 2021-02-17
      DOI: 10.5296/ijhrs.v11i1.18124
      Issue No: Vol. 11, No. 1 (2021)
       
  • Reflections on Domestic Violence During the Movement Control Order: Case
           Study Evidence from Media Reports

    • Authors: Adam Andani Mohammed, Md. Sayed Uddin, Abdallah Mpawenimana Saidi
      Pages: 320 - 335
      Abstract: The study investigates the incidence of domestic violence as reported by the press under the Movement Control Order MCO during the pandemic. The study also discussed how of issues of domestic violence can be handled now and during future pandemics. Empirical evidence used in this study is based on secondary data and qualitative analysis technique adopted to assess issues of domestic violence. To get relevant data, Google Scholar was used as a tool to access the major databases provided by Springer, IISTE, Tailor and Frances, Emerald, Elsevier, Sage and others. Data were obtained from newspaper articles and news articles from various online news outlets as the only source to access data of incidence of domestic violence in Malaysia during the lockdown. Results indicate a slight decrease in calls on domestic violence immediately after the MCO was implemented on March 18. It is found that the decrease was due to the fact that survivors or victims were trapped with the abusers and could not seek help or escape. The study further found that organizations attending to domestic violence cases reported a serious increase in number of abuse cases in Malaysia in the second week of the MCO thus between 18 and 31 March. The findings are intended to contribute to the narratives on violence against women now and during future disease outbreaks. It may also assist in the future improvement of the provision of services and interventions for victims of domestic violence during pandemic.
      PubDate: 2021-02-17
      DOI: 10.5296/ijhrs.v11i1.18309
      Issue No: Vol. 11, No. 1 (2021)
       
  • Inflation Rate, Exchange Rate, Remittances Inflows and Economic
           Performance in Nigeria: A Granger Causality Approach

    • Authors: Peter Ego Ayunku, Rachel Konyefa Dickson
      Pages: 336 - 350
      Abstract: This study empirically investigated the impact of inflation rate, exchange rate and remittances inflows on the economic performance of Nigeria using time series data from 1960 to 2018. The study employed econometric techniques such as the Augmented Dickey Fuller (ADF) unit root test, correlation statistics, granger causality testand the ordinary least squares multivariate regression methods to analyze the data. The study finding showed that remittances inflows are a major driver of economic activities and growth in the Nigeria clime. Exchange rate exerted a positive impact on gross domestic product per capita growth in Nigeria. Both remittances inflows and exchange rate maintained a bi-directional causality with the performance of economy of Nigeria. The study concludes that remittances inflows have a correlation with monetary policy transmission mechanisms towards enhancing the performance of the economy of Nigeria. It is therefore recommended that the government needs to create investors’ friendly environment capable of encouraging migrants to channel their resources into the economy. This will help to boost economic activities, reduce unemployment rate, increases savings, with the end goal of engendering economic performance of Nigeria. To reduce the effect of Inflation in Nigeria, this study suggests that the policy monetary authority (CBN) needs to come up with a policy framework that can enhance the country’s capital stock instead of expending it. 
      PubDate: 2021-02-16
      DOI: 10.5296/ijhrs.v11i1.18310
      Issue No: Vol. 11, No. 1 (2021)
       
  • Is Perceived Organizational Support an Antecedent of Employee
           Behaviour'

    • Authors: Nor Azima Ahmad, Siti Salwa Salim, Fariza Md Sham
      Pages: 351 - 265
      Abstract: Employee is one of the most valuable asset in an organization. It is important to provide support to the employee to ensure their welfare is guaranteed. This paper measures the impact of perceived organizational support on employee behaviour.  Questionnaire survey data was collected from 114 respondents who are presently employed at a public organization in Malaysia. The partial least squares structural equation model (PLS-SEM) was used to test the hypotheses. There are four findings derived from the data, first: supervisor support negatively correlated with organizational commitment. Second, supervisor support positively correlated with organizational citizenship behaviour. Meanwhile, third procedural justice positively correlated with organizational commitment. Lastly, procedural justice positively correlated with organizational citizenship behaviour. Theoretical and practical implications, as well as limitations, are discussed.
      PubDate: 2021-02-23
      DOI: 10.5296/ijhrs.v11i1.18342
      Issue No: Vol. 11, No. 1 (2021)
       
  • Knowledge - Based Innovation for Sustainable Competitive Advantage

    • Authors: W M I Udayanganie
      Pages: 366 - 373
      Abstract: We live in an era which is an interval of significant technological as well as economic and social shifts. This is elucidated by the move from a traditional society based on industry to a modern knowledge-based society. Most important aspect of this is not the increase in production volumes and forms. Rather it is the emergence of novel and fundamentally novel knowledge. Above mentioned society would therefore focus on new knowledge to produce new goods and technologies. It also looks into different ways of economic, manufacturing, ecological, humanitarian and social governance. This study explores the potential of translating knowledge, creativity and innovation into an efficient definition of a product. Obviously, the present century is a period of change in quality and lives of people on grounds of creativity and innovation. Two main practices for businesses are knowledge management and innovation. Management of knowledge is regarded as a key management strategy when it comes to the present period of economy which is a knowledge - based one. Ever growing competition, consumer demands and novel avenue for business has created the necessity for innovation by companies. The key position of knowledge management in innovation must be understood due to the fact that it exerts an important impact on innovation. The importance of this work lays on how knowledge management aid organizations to improve innovation of its products and services to achieve competitive advantage. This also aims to add on to literature by providing a working definition of innovation which is outcome-oriented and at the same time based on comprehensive knowledge.
      PubDate: 2021-02-24
      DOI: 10.5296/ijhrs.v11i1.18016
      Issue No: Vol. 11, No. 1 (2021)
       
  • The Impact of Training & Development on Work Engagement: A Study in
           the Banking Sector

    • Authors: Chovarda; Maria, Theriou, Georgios
      Pages: 374 - 388
      Abstract: Employees play a crucial role in delivery of service quality and retention of satisfied and loyal customers. Of the various factors that contribute towards this end, work engagement among employees has gained a great deal of interest from both practitioners and academics in the fields of business, human resource development, and organizational psychology, based on the perspective that engaged employees are likely to display high quality performance in the workplace. Meanwhile, Training and Development (T&D) practices are considered to contribute to the employees’ engagement in their work environment. This paper examines the potential impact of Perceived Training Opportunities (PTO) and Perceived Investment in Employee Development (PIED) on work engagement. A research model has been developed and empirically tested, using primary data from a survey of 185 bank employees working in Greece. Empirical results reveal a strong relationship between PTO and PIED with work engagement. Banks should invest in training and development opportunities as a means to enhance work engagement and gain a competitive edge in delivering high quality services to the customers.
      PubDate: 2021-02-23
      DOI: 10.5296/ijhrs.v11i1.18343
      Issue No: Vol. 11, No. 1 (2021)
       
  • The Trend of Research on Transformational Leadership Literature: A
           Bibliometric Analysis

    • Authors: Aminah Ahmad, Sylvia Nabila Azwa Ambad, Syed Jamal Abdul Nasir Syed Mohd
      Pages: 1 - 22
      Abstract: The development of transformational research publication has increased gradually, and the trends were consistently rising. Therefore, the study aims to analyse the scientific literature published in the field of transformational leadership research. Scopus database was utilised to assemble literature on transformational leadership field based on the ‘keywords’ search results, and the study finalised 2,136 valid documents for further analysis.
      Authors then employed VOS viewer for data visualisation purpose. The results show an increase in the literature on transformational leadership from 1987 until now. However, the number was slightly lower in 2015. Various studies have been conducted on transformational leadership involving the collaboration of multi-authors. Most of the publications were published in English, with a total of 161 authors from 96 different countries and 162 institutions.
      PubDate: 2020-12-17
      DOI: 10.5296/ijhrs.v11i1.18074
      Issue No: Vol. 11, No. 1 (2020)
       
  • Impact of Job Insecurity due to COVID-19 on the Psychological Wellbeing
           and Resiliency of Food Delivery Personnel

    • Authors: Aisha Sarwar, Usman Maqsood, Bahaudin G. Mujtaba
      Pages: 24 - 44
      Abstract: This study examines when and why job insecurity due to COVID-19 leads to decreased well-being in hotel (restaurant) delivery personnel. It also examines resiliency as a moderator between job insecurity and employee anxiety. Data was collected in time lags from 253 respondents of food delivery personnel in hotel restaurants. The findings suggest that job insecurity due to COVID-19 decreased an employee’s well-being via financial stress. Moreover, resiliency played a buffering role in mitigating the damaging impact of job insecurity on fanatical stress. Theoretical and practical implications are included in this paper. COVID-19 is considered as most devastating and fatal diseases of this century since it is negatively impacting many industries, including hotels and restaurants. While some researchers have reflected upon the nature of this disease, the arrival of possible vaccine and economic outcomes, the employees’ psychological outcomes are largely ignored areas of research. Hence, this study attempts to fill this gap by adding relevant knowledge to the field. This study contributes to literature in various ways. Firstly, this study proposes and measures employees’ job insecurity due to infectious disease COVID-19 in hotels. Secondly, anxiety is measured as a mechanism to explain the relationship between perceived job insecurity and employees’ psychological well-being.Thirdly, this study proposes and empirically tests the factors which may decrease employees’ well-being during the outbreak of a COVID-19 pandemic. Fourthly, this study examines employees’ personality trait of resiliency as a buffering factor between job insecurity and employee anxiety. Finally, this research validates the conservation of resources theory in terms of external stressor and personal resource in the form of resiliency. Hence this study is a timely response against the current coronavirus pandemic to expand the scope in domain of mental health specifically among hotel employees to provide insights to practitioners. The objective of this paper is to examine the impact of job insecurity on mental health of hotel employees and to recommend a few avenues for practitioners to mitigate its devastating effects.
      PubDate: 2020-12-17
      DOI: 10.5296/ijhrs.v11i1.18075
      Issue No: Vol. 11, No. 1 (2020)
       
  • Factors Affecting the Selection of Human Resources Management as an Area
           of Specialization: A Conceptual Model

    • Authors: Fernando W.S.K, Jayasekara M.K.V.R, Sumanarathne W.G.G.M.J, Senevirathne H.B.M.C, Pathirana G.Y, Weerarathna R.S
      Pages: 45 - 54
      Abstract: In modern times, the trends in students’ choice of specialization in the bachelor’s degree are changing rapidly. Therefore, this research study attempts to build a conceptual framework to uncover the relationship between students’ choice of specialization in Human Resources Management (HRM) and the factors that influence students’ decision making when selecting the area of specialization. This concept paper examines the independent variables (influential factors) which impact the selection of HRM as an area of specialization. The conceptualization supports the theoretical framework created to identify the personal factors, academic factors and social factors which lead to the selection of the area of specialization. The primary importance of this paper is that the conceptual framework can be used in other countries for academic purposes.
      PubDate: 2020-12-23
      DOI: 10.5296/ijhrs.v11i1.18102
      Issue No: Vol. 11, No. 1 (2020)
       
  • Successful Billing Strategies in the Hospital Industry

    • Authors: Samirah Merritt-Myrick, David Harris III
      Pages: 85 - 115
      Abstract: This paper explores the negative impact of changing Medicare regulations have on hospital profitability. Findings indicate that the successful strategies billing managers could use to ensure Medicare reimbursement and profitability include remaining up to date with Medicare changing compliance regulations, enhancing communication with staff, multiple departments, and Medicare, and adopting a robust billing system and other systems that compliment billing. Since the implementation of changes, hospitals continued to foster criterion to ensure successful Medicare reimbursement, thereby remaining in operation to continue to support the healthcare needs of families in the local communities. The biggest obstacle for hospitals is the ever-revolving Medicare reform and the effects it has on lowering reimbursement for the hospital industry. Hospitals that are affected by reform report issues that relate to the Medicare Prospective Payment System (PPS), payment for performance, and value-based payments.
      PubDate: 2020-01-15
      DOI: 10.5296/ijhrs.v11i1.18212
      Issue No: Vol. 11, No. 1 (2020)
       
 
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