Subjects -> BUSINESS AND ECONOMICS (Total: 3830 journals)
    - ACCOUNTING (134 journals)
    - BANKING AND FINANCE (330 journals)
    - BUSINESS AND ECONOMICS (1409 journals)
    - CONSUMER EDUCATION AND PROTECTION (20 journals)
    - COOPERATIVES (4 journals)
    - ECONOMIC SCIENCES: GENERAL (231 journals)
    - ECONOMIC SYSTEMS, THEORIES AND HISTORY (255 journals)
    - FASHION AND CONSUMER TRENDS (20 journals)
    - HUMAN RESOURCES (103 journals)
    - INSURANCE (26 journals)
    - INTERNATIONAL COMMERCE (146 journals)
    - INTERNATIONAL DEVELOPMENT AND AID (103 journals)
    - INVESTMENTS (22 journals)
    - LABOR AND INDUSTRIAL RELATIONS (71 journals)
    - MACROECONOMICS (17 journals)
    - MANAGEMENT (631 journals)
    - MARKETING AND PURCHASING (116 journals)
    - MICROECONOMICS (23 journals)
    - PRODUCTION OF GOODS AND SERVICES (125 journals)
    - PUBLIC FINANCE, TAXATION (42 journals)
    - TRADE AND INDUSTRIAL DIRECTORIES (2 journals)

HUMAN RESOURCES (103 journals)                     

Showing 1 - 101 of 101 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: 46)
Advances in Accounting     Hybrid Journal   (Followers: 14)
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: 48)
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: 32)
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)
HR Future     Full-text available via subscription   (Followers: 4)
Human Relations     Hybrid Journal   (Followers: 65)
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: 90)
Human Resource Management Journal     Hybrid Journal   (Followers: 85)
Human Resource Management Research     Open Access   (Followers: 27)
Human Resource Management Review     Hybrid Journal   (Followers: 64)
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: 50)
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: 36)
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: 13)
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 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: 76)
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: 27)
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
Human Resource Management Research
Number of Followers: 27  

  This is an Open Access Journal Open Access journal
ISSN (Print) 2169-9607 - ISSN (Online) 2169-9666
Published by SAP Homepage  [105 journals]
  • Characteristics of ‘Problem-Based Learning’ in Post-COVID-19
           Workplace

    • Abstract: Publication year: 2020Source: Human Resource Management Research, Volume 10, Number 2Mohamed Buheji, Aisha BuhejiThe COVID-19 pandemic forced many workplaces to adapt to drastic changes in the work environment around the world. Despite the changes in the previous years in relevance to new technologies and digitisation, the abrupt changes of the pandemic require steep-learning. As the world emerges from the lockdown, more collaborative approaches to solving complex problems are needed. Therefore, this paper investigates the requirements of Problem-based Learning (PBL) in the new normal; an era expected in the post-COVID-19 pandemic. This research uses the dimensions of both the new normal demands and the competency to be learned through the analysis of a questionnaire that investigates the need for PBL. The authors illustrate how the utilisation of PBL helps in the selective approach of the types of possible problems to be solved. The implication of this paper is that it shed light into the rising need for PBL as an attitude after COVID-19 and establish early tools to encourage further more in-depth research on the subject.
       
  • Capturing Accumulated Knowledge and Learning of COVID-19 Pandemic from
           Front-Line Nurse

    • Abstract: Publication year: 2020Source: Human Resource Management Research, Volume 10, Number 2Mohamed Buheji, Nawal BuhaidThe novel virus zoonotic virus of COVID-19 pandemic brought new waves of value-added knowledge to all health professionals due to the type and amount of unprecedented challenges they faced in just a few months since the early of 2020. Since most of the healthcare staff are nurses, this value-added knowledge needs to be captured in the right time and then transferred, or retrieved, or reconstructed to a global knowledge that could be shared for the benefit of better global preparedness. This paper investigates the type of nurses COVID-19 knowledge accumulated and then suggests through a framework way of dealing with it. The main limitation of this paper is that it is yet to be tested and refined in a different environment. The paper brings many implications among most important is that it opens a dialogue for the importance of the type of COVID-19 knowledge that needs to be utilized among health workers to the benefit of the world.
       
  • Microaggressions: The Real Thing - or Much Ado about Nothing'

    • Abstract: Publication year: 2020Source: Human Resource Management Research, Volume 10, Number 1Peter KalinaThe pursuit of cultural competence and optimal communication among an increasingly diverse and interconnected world is more important now than ever. This requires empathy and perspective taking. Society must work together and try to distinguish the sometimes subtleties that may exist between the negative connotation of microaggressions from the positive influence of enhanced cultural competence. Microaggressions are subtle indignities, slights or insults whose derogatory nature communicates prejudice, dismissal, denigration, hostility or negativity to a member of a marginalized group. They may appear indirect, casual, innocuous, and insignificant. They are often unconscious and unintentional. They may arise from underlying: prejudice, discrimination, oppression, or bias. Do microaggressions always need to be called out' Can we sometimes ignore them' Are they perhaps occasionally confused with cross-cultural competence' These are all important questions to consider in our “new normal,” post COVID-19 world view.
       
  • Making a Case for the Use of Human Resource Information System in Ghanaian
           Organizations: Views of Employees of Anglogold Ashanti Iduapriem Mine
           Limited

    • Abstract: Publication year: 2020Source: Human Resource Management Research, Volume 10, Number 1Bernard Arpoh-Baah, Daniel Odoom, Augustine Osei Boakye, Isaac Okyere, Christian BoatengThis study examined the contributions of Human Resource Information System (HRIS) to the Ghanaian organizations, with a particular emphasis on Anglogold Ashanti Iduapriem Mine Limited using the quantitative research approach and the descriptive research design. The target population was the employees of the Company, with a total of 201 respondents selected based on simple random sampling method and a response rate of about 60%. A set of questionnaire was used to collect data for the study whilst frequencies and percentages were used to analyze the collected data. The study found that HRIS in the Company has proven to be very useful. For example, time spent on recruiting, training, data inputting, processing of documents, etc. has reduced due to the introduction of HRIS in the Company. Also, HRIS has led to cost savings in the Organization in areas including recruiting, hiring and training of employees, as well as data inputting. Again, HRIS has contributed to effective dissemination and utilization of information in the Company. Further, HRIS has enabled the Company to take effective decisions on issues such as compensation and rewards, promotions, training and development, and recruitment and selection of the best applicants. Based on the findings of this study, the researchers believe that there is a case for the use of HRIS in organizations. It is, therefore, recommended that other organizations in Ghana and beyond should pay increased attention to the use of HRIS due to the benefits they stand to gain.
       
  • How Organizational Justice Makes to Enable Employee Commitment and Voice
           Behavior in a Team Context: A Mediating Process of Ethical Leadership

    • Abstract: Publication year: 2020Source: Human Resource Management Research, Volume 10, Number 1Moonjoo KimThis study investigated the effect of organizational justice as an antecedent of ethical leadership, and tested the effect of ethical leadership on team members’ commitment for team and voice behavior. An empirical study was conducted on 1,057 individuals from 156 teams in 5 Korean companies. As expected, team leaders’ ethical leadership had a positive effect on team members’ commitment for team and voice behavior. In addition, distributive, informational, and interpersonal justice were identified as important antecedents of ethical leadership except for procedural justice. Based on these results, the study offers a profound discussion on practical implications of the effect of team leaders’ ethical leadership and organizational justice for Korean companies and team managers.
       
  • The Implementation of Remuneration Policy and Its Effect on Lecturer
           Performance in Mulawarman University

    • Abstract: Publication year: 2019Source: Human Resource Management Research, Volume 9, Number 2Fajar Apriani, Tuti Minarti, Muhammad Yamin, Tri WahyuniThe urgency of this research is expected to provide practical benefits, to provide answers to problems that arise in the implementation of remuneration policy and its effect on lecturer performance in Mulawarman University, Samarinda, East Kalimantan Province. This research uses a combination of methods with concurrent triangulation design through interviews with key informants from the remuneration team and faculty leaders, distributing questionnaires to lecturers and searching documents. The research results showed that the implementation of the remuneration policy at the Mulawarman University had not been carried out properly because there was no in-depth understanding of a number of elements that actually needed to work in harmony which was marked by interactions between implementers, implementing capacity in reality, information delivery strategies or socialization and organizational capacity. However, the main reason that inhibits the implementation of remuneration at Mulawarman University is the lack of adequate time and funding resources. In addition, the purpose of the remuneration policy at Mulawarman University in the implementation process is unclear due to the tendency of changes in the policy concept of the authorities that are influenced by differences in interests, which causes the implementation of the policy to be a trial and error practice due to the creation of an organizational framework that is not mutually supported. The initial objective to create better welfare and fairness of the performance of the remuneration allowance recipients was not yet in accordance with the performance measurement itself. With regard to these conditions, the implementation of the remuneration policy at Mulawarman University has not yet gained full trust from the policy targets (lecturers), although some policy targets created cognitive dissonance where their performance is not affected by financial motivation through the remuneration policy applied.
       
  • Conflicts Management through Mediation in Public Administration

    • Abstract: Publication year: 2019Source: Human Resource Management Research, Volume 9, Number 2Maria RammataThis paper aims to highlight the impact that conflict management has οn the organizational performance and to propose the introduction of the Mediation procedure as an efficient method to respond quickly and informally to conflict situations in the public sector. It first focuses on the potential sources of conflicts that arise, particularly in the framework of the public sector and concludes that services should be administratively capable to overcome those distortions that result in reduced productivity. Then, the paper depicts the deficiencies of the disciplinary regulatory framework in the Greek public administration that: adopts a sanctioning orientation; leads to the instruction of a hostile working environment; is detrimental to the performance of civil servants; fails to reintegrate civil servants in the administration. The research concluded that there is a great need to tackle more systematically the issue of conflicts by introducing the Mediation as a more informal and flexible process that engages a neutral party to assist the disputing parties in their efforts to reach a mutually acceptable settlement. The analysis is backed up by a quantitative research on 500 officials from the Greek central and the local government that concludes that conflict situations that come with the insufficient performance need to be addressed through training and by introducing an institutionalized Mediation mechanism that will manage divergences and will help install a propitious working environment for the general good and benefit.
       
  • The Effects of Human Resources Practices in Libyan Banks Sector Effects on
           Client Behaviour Intention to Subscribe in Islamic Finance System

    • Abstract: Publication year: 2019Source: Human Resource Management Research, Volume 9, Number 2Khairi Mohamed Omar, Abdullah Hj Abdul Ghanib, Adel Ali Yassin Alzyoud, Belal Sadiq Hamed RababhThis study aims to investigate the human resources practices in Libyan public banks and the moderating effects of the government support on the relationship of human resources practices in Libyan banks sector (service quality) and the intention to subscribe in the Islamic finance system in the banking sector. The study looks into the bank’s human resources management, service quality provided by the banks. The study reported results of surveys taken by Libyan’s bank clients. Using a primary data collection method 400 questionnaires were distributed to target respondents comprising of Libyan banking subscribers from several cities in Libya. 226 questionnaires returned representing 56.5% response rate. The data were analyzed using Structural Equation Modeling (SEM) version 22. The study proposes one direct causal effects and one moderating effect variable in the structural model. Service quality provided by banks found to be significantly affected on clients’ intention, where government support found to be a valid construct in the prediction of the intention to subscribe in the Islamic finance system in the Libyan banking sector. The study results may lack generalizability. Further research need to be considered using different variables.
       
  • An Analysis of Employee Awareness on Green Human Resource Management
           Practices: Evidence from Bangladesh

    • Abstract: Publication year: 2019Source: Human Resource Management Research, Volume 9, Number 1Mohammad Abdullah Al MamunPurpose – The purpose of this study is to examine the extent of awareness of Green Human resource Management among different levels of HR Managers from various organizations in Bangladesh. Design/methodology/approach – A combination of quantitative and qualitative research methods are employed to gather information. Specifically, data are collected from 221 managers in selected firms. Descriptive data analysis is presented with respect to the awareness level and causal research approach executed to find out the significant factors which increase the employees’ awareness on green HRM. Findings – This study provides significant current information on Green HRM though the practice of Green HRM in Bangladesh is insignificant. The findings reveal that Green HRM knowledge depends on various factors. Practical implications – The study identified the awareness level on Green HRM among the Managers from different sectors in Bangladesh. Organizations should employ requisite Green HRM practices to achieve excellent organizational performance. Furthermore, the government may create policies to promote the above practices, since, in the long term, achieving organizational excellence will reflect positively on the economy. All these may be facilitated through proactive organizational and national human resource development initiatives. Originality/value – The significance of the present study stems from the fact that very few studies have explored the awareness level of employees in the field of Green human resource management in Bangladesh. The results provide additional insights into HRM practices in Bangladesh, as an Indian subcontinent country. A region that has been neglected by management researchers and has therefore been less researched. Also, the insights gained from this study contribute to the future development of this line of research, particularly in a non-Western country like Bangladesh.
       
  • Impact of Work Environment on the Professional Development

    • Abstract: Publication year: 2019Source: Human Resource Management Research, Volume 9, Number 1Badji OuyiThis research aims at assessing the link between a staff’s work environment and his professional development. To achieve this, we assumed that the work environment has an impact and influences the professional development of workers. In order to test this hypothesis, the data were collected from seventy (70) employees of the Ministry of Primary, Secondary and Vocational Education using a questionnaire. The quantitative method was used because the employees were not available for the interviews. The data analysis was carried out using the SPSS software. To confirm the relationship between the work environment and the professional development, we used the multiple logistic regression and Pearson’s correlation. The analysis of this data confirmed that a good work environment positively influences the development of the Ministry of Primary, Secondary and Vocational Education staff.
       
 
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