Subjects -> BUSINESS AND ECONOMICS (Total: 3570 journals)
    - ACCOUNTING (132 journals)
    - BANKING AND FINANCE (306 journals)
    - BUSINESS AND ECONOMICS (1248 journals)
    - COOPERATIVES (4 journals)
    - ECONOMIC SCIENCES: GENERAL (212 journals)
    - HUMAN RESOURCES (103 journals)
    - INSURANCE (26 journals)
    - INTERNATIONAL COMMERCE (145 journals)
    - INVESTMENTS (22 journals)
    - MACROECONOMICS (17 journals)
    - MANAGEMENT (595 journals)
    - MARKETING AND PURCHASING (116 journals)
    - MICROECONOMICS (23 journals)
    - PUBLIC FINANCE, TAXATION (37 journals)

HUMAN RESOURCES (103 journals)                     

Showing 1 - 92 of 92 Journals sorted alphabetically
Accounting and Business Research     Hybrid Journal   (Followers: 20)
Accounting and the Public Interest     Full-text available via subscription   (Followers: 2)
Accounting Auditing & Accountability Journal     Hybrid Journal   (Followers: 26)
Accounting Education: An International Journal     Hybrid Journal   (Followers: 15)
Accounting Forum     Hybrid Journal   (Followers: 22)
Accounting, Organizations and Society     Hybrid Journal   (Followers: 41)
Advances in Accounting     Hybrid Journal   (Followers: 10)
Advances in Developing Human Resources     Hybrid Journal   (Followers: 26)
Afro-Asian Journal of Finance and Accounting     Hybrid Journal   (Followers: 5)
American Journal of Finance and Accounting     Hybrid Journal   (Followers: 22)
Annual Review of Organizational Psychology and Organizational Behavior     Full-text available via subscription   (Followers: 49)
Asia Pacific Journal of Human Resources     Hybrid Journal   (Followers: 208)
Asian Review of Accounting     Hybrid Journal  
Attachment & Human Development     Hybrid Journal   (Followers: 7)
Australian Accounting Review     Hybrid Journal   (Followers: 3)
British Accounting Review     Hybrid Journal   (Followers: 11)
Coaching : Theorie & Praxis     Open Access   (Followers: 3)
Contemporary Accounting Research     Full-text available via subscription   (Followers: 34)
Corporate Governance and Organizational Behavior Review     Open Access  
Critical Perspectives on Accounting     Hybrid Journal   (Followers: 16)
EURO Journal on Decision Processes     Hybrid Journal   (Followers: 1)
European Accounting Review     Hybrid Journal   (Followers: 20)
European Journal of Training and Development     Hybrid Journal   (Followers: 14)
Evidence-based HRM     Hybrid Journal   (Followers: 3)
FOR Rivista per la formazione     Full-text available via subscription  
German Journal of Human Resource Management     Hybrid Journal   (Followers: 4)
Human Relations     Hybrid Journal   (Followers: 60)
Human Resource and Organization Development Journal     Open Access   (Followers: 6)
Human Resource Development International     Hybrid Journal   (Followers: 19)
Human Resource Development Quarterly     Hybrid Journal   (Followers: 29)
Human Resource Development Review     Hybrid Journal   (Followers: 27)
Human Resource Management     Hybrid Journal   (Followers: 73)
Human Resource Management Journal     Hybrid Journal   (Followers: 73)
Human Resource Management Research     Open Access   (Followers: 19)
Human Resource Management Review     Hybrid Journal   (Followers: 59)
Human Resource Research     Open Access  
Intangible Capital     Open Access   (Followers: 1)
International Journal of Accounting and Finance     Hybrid Journal   (Followers: 16)
International Journal of Accounting Information Systems     Hybrid Journal   (Followers: 4)
International Journal of Accounting, Auditing and Performance Evaluation     Hybrid Journal   (Followers: 9)
International Journal of Banking, Accounting and Finance     Hybrid Journal   (Followers: 14)
International Journal of Behavioural Accounting and Finance     Hybrid Journal   (Followers: 9)
International Journal of Critical Accounting     Hybrid Journal   (Followers: 2)
International Journal of Economics and Accounting     Hybrid Journal   (Followers: 1)
International Journal of Ethics and Systems     Hybrid Journal   (Followers: 2)
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: 13)
International Journal of Human Resources Development and Management     Hybrid Journal   (Followers: 24)
International Journal of Management Development     Hybrid Journal   (Followers: 13)
International Journal of Management Education     Hybrid Journal   (Followers: 11)
Journal of Accounting & Organizational Change     Hybrid Journal   (Followers: 3)
Journal of Accounting and Economics     Hybrid Journal   (Followers: 44)
Journal of Accounting and Public Policy     Hybrid Journal   (Followers: 7)
Journal of Accounting Education     Hybrid Journal   (Followers: 6)
Journal of Accounting Research     Hybrid Journal   (Followers: 34)
Journal of Advances in Management Research     Hybrid Journal   (Followers: 1)
Journal of Chinese Human Resource Management     Hybrid Journal   (Followers: 4)
Journal of Contemporary Accounting & Economics     Hybrid Journal   (Followers: 4)
Journal of Enterprising Communities People and Places in the Global Economy     Hybrid Journal  
Journal of Global Responsibility     Hybrid Journal   (Followers: 3)
Journal of HR intelligence     Open Access   (Followers: 2)
Journal of Human Capital     Full-text available via subscription   (Followers: 11)
Journal of Human Development and Capabilities : A Multi-Disciplinary Journal for People-Centered Development     Hybrid Journal   (Followers: 22)
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: 2)
Journal of Organizational Effectiveness : People and Performance     Hybrid Journal   (Followers: 6)
Journal of Professions and Organization     Free   (Followers: 5)
Journal of Service Management     Hybrid Journal   (Followers: 6)
Kelaniya Journal of Human Resource Management     Open Access  
New Horizons in Adult Education and Human Resource Development     Hybrid Journal   (Followers: 11)
NHRD Network Journal     Full-text available via subscription  
Open Journal of Leadership     Open Access   (Followers: 18)
Organizational Behavior and Human Decision Processes     Hybrid Journal   (Followers: 73)
Pacific Accounting Review     Hybrid Journal   (Followers: 2)
Personality and Individual Differences     Hybrid Journal   (Followers: 25)
Personnel Assessment and Decisions     Open Access  
Personnel Review     Hybrid Journal   (Followers: 16)
Psychologie du Travail et des Organisations     Hybrid Journal  
Public Personnel Management     Hybrid Journal   (Followers: 13)
Qualitative Research in Accounting & Management     Hybrid Journal   (Followers: 7)
Research in Human Development     Hybrid Journal   (Followers: 5)
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 Gesti√≥n de las Personas y Tecnolog√≠a     Open Access  
South Asian Journal of Human Resources Management     Full-text available via subscription   (Followers: 3)
Sri Lankan Journal of Human Resource Management     Open Access   (Followers: 1)
Strategic HR Review     Hybrid Journal   (Followers: 6)


Similar Journals
Journal Cover
Sri Lankan Journal of Human Resource Management
Number of Followers: 1  

  This is an Open Access Journal Open Access journal
ISSN (Print) 1800-3036
Published by Sri Lanka Journals Online Homepage  [71 journals]
  • The Impact of Talent Management on Employee Performance: The Mediating
           Role of Job Satisfaction of Generation Y Management Trainees in the
           Selected Public Banks in Sri Lanka

    • Abstract: Development of talent pool is believed to be a source of competitive advantage in today’s dynamic business organisations whereas the middle role of talent management has been emerging with the recognition of significance with its impact on desirable employee level outcomes. The present study aims to fill up the existing research gap by examining the impact of talent management on employee performance in the context of selected public banks in Sri Lanka specifying the generation Y management trainees. Also the study sheds light on the mediation role of job satisfaction with the talent management – employee performance link. Thus, the current study contributes to the literature in the field of talent management, employee performance and job satisfaction. The study was conducted on a sample of 180 generation Y management trainees opted randomly from a sample frame of public banks. The data was mainly analysed using the analytical software SPSS version 23 that provided more meaning and validated results. Further Hayes' PROCESS Macro v3.3 with SPSS was used to measure the mediation effect. The findings reveal that talent management has a significant positive impact over employee performance and job satisfaction. Also, it reveals a significant positive relationship between employee performance and job satisfaction. Importantly, job satisfaction has bridged the gap of talent management – employee performance link through mediation. According to the findings of the study, it is proposed that adopting talent management is worthwhile as it leads to build a satisfied young generation and improved performance at work. Published on 2020-06-30 00:00:00
  • An Instrument to Measure the Practice of Strategic Human Resource
           Management in Private Sector Organizations

    • Abstract: Human Resources in an organization are the type of resources that possess the ability to make decisions, the ability to create and innovate, and the ability to generate and enhance a sustainable competitive advantage. Hence, managing Human Resources strategically has been critical. Similarly, measuring the practices of strategic human resource management has also been difficult. The objective of this paper is to present an instrument to measure the Practice of Strategic Human Resource Management in Private Sector Organizations. A systematic and adequate attempt was made to conceptualize and operationalize the construct of the Practice of Strategic Human Resource Management and the instrument was based on three dimensions i.e., coherence, integration and devolvement. By using 288 Heads of Human Resources and 288 Chief Executive Officers of Sri Lankan listed firms, various forms of validity and reliability were tested and it was found that the instrument possesses adequate degrees of validity and reliability. It is of the belief that the instrument can be utilized for future research studying the Practice of Strategic Human Resource Management in organizations. Published on 2020-06-30 00:00:00
  • The Coronavirus and The Employees: A Study from the Point of Human
           Resource Management

    • Abstract: A highly felt need of knowing specifically the impact of Coronavirus disease on employees from the point of Human Resource Management exists. Hence a conceptual attempt was made to find answers for four specific research questions addressing the meaning of Coronavirus disease and its characteristics, its hazardousness, its impact on employees, and identification of employees who are at greater risk. These research questions were answered by adopting a desk research strategy. The study yielded that Coronavirus disease 2019 is a deadly infectious disease which is shortly called COVID-19. It is a plague that can spread from an infected person-to-person, and spreading occurs between people who are in close contact with one another (within about 6 feet); and via respiratory droplets produced when an infected person coughs or sneezes. It is believed that patients are at their most contagious when they are most symptomatic, and some spread might be possible before people show symptoms. It is so hazardous that it can infect any person of any age living in any place in the world and subsequently cripple proper functioning of organizations of all sizes in all industries in all countries in the world. It has a tremendous negative impact on employees, and 15 specific fears were identified. The resultant stress was labeled as Stress By Corona (SBC). Employees who are at greater risk are health care, security force and police personnel. Published on 2020-06-30 00:00:00
  • Work-Family Balance of Managerial Employees: A Study in a Sri Lankan Firm

    • Abstract: Work-family balance of managers is critical for organizational success as their inability to have the balance can lead to significant bad consequences. An empirical study was carried out to achieve three objectives: (1) to investigate whether the managerial level employees consider the balance between work life and family life as important; (2) to investigate the reasons for their perceptions; and (3) to investigate as to how the managers who work in the organization under the study maintain work-family balance. The qualitative method was adopted and one particular private company was selected for the study purpose. 15 managers who are married and having a family life were considered for the purpose of collecting data to achieve the research objectives. The interview technique was used along with a carefully prepared interview checklist in order to collect data. The findings reveal that to have work-family balance is very important because the life has a family aspect other than the work aspect; therefore there is a need of avoiding work-family conflicts. There are many ways of maintaining the balance between work-life and family life followed by the managers and they have been specifically mentioned in the study. Published on 2020-06-30 00:00:00
  • To Customize or Not' Contextual Factors and High Performance Work
           Systems: A Literature Review

    • Abstract: The burgeoning High Performance Work System (HPWS)literature shows that organizations that implemented HPWSs recorded remarkable success, especially in organizations in the Western world. While these studies are mostly Western-based and it will be interesting to find out whether the impressive results can be applied to non-Western settings since the contextual factors differ between Western firms and Asian firms. This conceptual paper explores the research findings with regard to the contextual impact on the implementation of HPWSs in the world. The paper may be valuable to those who are interested in understanding the phenomenon of contextual impact on the implementation of HPWSs in the world for research purposes. Published on 2019-12-30 00:00:00
  • Presenteeism and Its Conceptualization: A Literature Review

    • Abstract: Presenteeism is a comparatively new phenomenon in the study of occupational behaviors which evolved throughout the past few decades. Increasing interest in managing presenteeism effectively emerged as a new source of competitive advantage in current organizations. With definitional confusion, the most scholarly conception of presenteeism involves the employee’s attending to work while being ill. However, the definition has been more recently extended to include other conditions and events that limit productivity. Now focus is moving from single dimension to multiple dimensions of presenteeism. Accordingly, this conceptual paper traces the development of interest in presenteeism with consideration of its various conceptualizations which are important theoretically and practically. The paper may be useful to those who are interested in understanding the concept of presenteeism for future research studies. Published on 2019-12-30 00:00:00
  • High Performance Work System and Organizational Commitment: A Study of a
           Large State Sector Organization in Sri Lanka

    • Abstract: The objective of this study was to identify the impact of High Performance Work System (HPWS) on organizational commitment in a large state organization engaged in Electricity industry in Sri Lanka. This study used two main variables which were HPWS and organizational commitment. The hypotheses which were used for this study were: High performance work system is positively related to organizational commitment; and the percentage of variability of organizational commitment explained by high performance work system is significant. The data for the present study were collected from 50 respondents and all those respondents were executive level employees in the organization under the study. The standard instruments developed by Chuang and Liao and developed by Meyer, Allan and Smith were utilized to measure HPWS and organizational commitment respectively. The type of investigation of this study was correlational. The study was conducted in the natural environment and the researcher’s interference was minimal. This study was cross sectional rather than longitudinal. Results which were obtained after data analysis supported the acceptance of the two hypotheses. Based on the research findings, practical implications have also been discussed. Published on 2019-12-30 00:00:00
  • The Case for Teaching Human Resource Management in Management Education:
           13 Common Reasons

    • Abstract: This conceptual study is a systematic attempt to fill a gap in the theoretical knowledge about reasoning the need of learning Human Resource Management (HRM) in Management Education (ME) in terms of having a synthesized description of reasoning and presenting a set of reasons to explain the need, and furthermore to solve an intellectual puzzle to uncover why HRM is to be taught in any qualification of Management at any level. Three research questions were formulated and they were answered by adopting a desk research strategy. 30 direct or indirect writings or explanations from 30 textbooks on HRM published by relevant authorities were examined, 13 common reasons were identified and listed, and based on the identified or derived common reasons, a content analysis was done. The study yielded findings consistent with the formulated three research questions and they are: there are at least 17 reasons for the case for teaching HRM in ME; it is possible to identify and list 13 common reasons which derive from or which are included in the writings considered for the study; and the top five reasons are (1) organizational success, (2) sustainable competitive advantage and organizational improvement, (3) every manager’s vital responsibility and contribution to societal success (these two reasons got the same intensity of consideration being the top third reason), (4) enhancing professional life success, and (5) enhancing personal life success. Published on 2019-12-30 00:00:00
  • The Impact of Job Satisfaction and Organizational Commitment on Intention
           to Turnover in the Sri Lankan Hospitality Industry: Perceptions from the
           Generation Y View Point

    • Abstract: This study investigated the impact of job satisfaction and organizational commitment on intention to turnover according to the perceptions from generation Y in the Sri Lankan hospitality industry. The methodological approach of this study was based on the quantitative approach and the type of investigation was correlational. The respondents were limited to 256 generation Y employees who were employed during the period of the study. Data composed of self-administered questionnaire containing 19 closed statements with a five point Likert type scale. The descriptive statistics, correlation and regression analysis were applied among dependent construct and independent constructs. The results of the study revealed that there are a significant impact of job satisfaction (15%), and a significant impact of organizational commitment (4.8%) on intention to turnover, according to the perception of generation Y employees in the Sri Lankan hospitality industry. Further, the findings show that there was a significant joint impact of job satisfaction and organizational commitment on intention to turnover (15.5%). Moreover, the statistical results relating to hypotheses, revealed that there was a moderate negative relationship between job satisfaction and intention to turnover (r =.-0.467 p < 0.01). Also, there was a weak negative relationship between organizational commitment and intention to turnover among generation Y respondents of Sri Lankan hospitality industry (r =.-0.441, p < 0.01). Implications of the findings and suggestions for future research studies have been presented. Published on 2018-12-30 00:00:00
  • Quality of Work Life and Job Performance: Empirical Evidence from Station
           Masters Working at Sri Lanka Railways

    • Abstract: Quality of work life in an organization is a critical factor for deciding employee related outcomes in modern organizations. The main aim of this study is to investigate the relationship between the dimensions of the quality of work life and job performance dimensions through a survey method using a questionnaire administered to a sample of 280 Station Masters who are employed at Sri Lanka Railways. The construct ‘quality of work life’ was measured by using eight dimensions based on Walton’s model developed in 1975. A three component model including task performance, citizenship performance and counterproductive work dimensions was used for measuring job performance. This study used descriptive statistics, correlation and regression analyses to examine the relationship between the two variables. The result indicates that there is a strong, positive and significant relationship between the two variables and are positive and significant associations among the measurement dimensions of the variables. Further, the quality of work life has a substantial influence on job performance. The paper has of importance as it contributes to the existing body of knowledge originally and the contributions have been specified. Published on 2018-12-30 00:00:00
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Heriot-Watt University
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