Subjects -> BUSINESS AND ECONOMICS (Total: 3510 journals)
    - ACCOUNTING (127 journals)
    - BANKING AND FINANCE (297 journals)
    - BUSINESS AND ECONOMICS (1231 journals)
    - COOPERATIVES (4 journals)
    - ECONOMIC SCIENCES: GENERAL (202 journals)
    - HUMAN RESOURCES (103 journals)
    - INSURANCE (26 journals)
    - INTERNATIONAL COMMERCE (145 journals)
    - INVESTMENTS (22 journals)
    - MACROECONOMICS (17 journals)
    - MANAGEMENT (586 journals)
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    - MICROECONOMICS (23 journals)
    - PUBLIC FINANCE, TAXATION (37 journals)

HUMAN RESOURCES (103 journals)                     

Showing 1 - 92 of 92 Journals sorted by number of followers
Asia Pacific Journal of Human Resources     Hybrid Journal   (Followers: 222)
Human Resource Management     Hybrid Journal   (Followers: 77)
Organizational Behavior and Human Decision Processes     Hybrid Journal   (Followers: 75)
Human Resource Management Journal     Hybrid Journal   (Followers: 74)
Human Relations     Hybrid Journal   (Followers: 61)
Human Resource Management Review     Hybrid Journal   (Followers: 60)
International Journal of Human Resource Management     Hybrid Journal   (Followers: 53)
Annual Review of Organizational Psychology and Organizational Behavior     Full-text available via subscription   (Followers: 52)
Journal of Accounting and Economics     Hybrid Journal   (Followers: 46)
Accounting, Organizations and Society     Hybrid Journal   (Followers: 44)
Journal of Accounting Research     Hybrid Journal   (Followers: 34)
Contemporary Accounting Research     Full-text available via subscription   (Followers: 34)
Review of Accounting Studies     Hybrid Journal   (Followers: 29)
Human Resource Development Quarterly     Hybrid Journal   (Followers: 28)
Accounting Auditing & Accountability Journal     Hybrid Journal   (Followers: 26)
Human Resource Development Review     Hybrid Journal   (Followers: 25)
Accounting Forum     Hybrid Journal   (Followers: 24)
Advances in Developing Human Resources     Hybrid Journal   (Followers: 24)
Personality and Individual Differences     Hybrid Journal   (Followers: 24)
American Journal of Finance and Accounting     Hybrid Journal   (Followers: 23)
Accounting and Business Research     Hybrid Journal   (Followers: 23)
Journal of Human Development and Capabilities : A Multi-Disciplinary Journal for People-Centered Development     Hybrid Journal   (Followers: 22)
International Journal of Human Resources Development and Management     Hybrid Journal   (Followers: 22)
European Accounting Review     Hybrid Journal   (Followers: 20)
Human Resource Management Research     Open Access   (Followers: 19)
Human Resource Development International     Hybrid Journal   (Followers: 18)
Open Journal of Leadership     Open Access   (Followers: 18)
International Journal of Accounting and Finance     Hybrid Journal   (Followers: 17)
Critical Perspectives on Accounting     Hybrid Journal   (Followers: 16)
Accounting Education: An International Journal     Hybrid Journal   (Followers: 16)
Personnel Review     Hybrid Journal   (Followers: 15)
International Journal of Banking, Accounting and Finance     Hybrid Journal   (Followers: 15)
European Journal of Training and Development     Hybrid Journal   (Followers: 14)
Review of Public Personnel Administration     Hybrid Journal   (Followers: 14)
Public Personnel Management     Hybrid Journal   (Followers: 14)
International Journal of Management Development     Hybrid Journal   (Followers: 13)
International Journal of Human Resource Studies     Open Access   (Followers: 13)
Advances in Accounting     Hybrid Journal   (Followers: 12)
British Accounting Review     Hybrid Journal   (Followers: 12)
International Journal of Management Education     Hybrid Journal   (Followers: 11)
New Horizons in Adult Education and Human Resource Development     Hybrid Journal   (Followers: 11)
International Journal of Behavioural Accounting and Finance     Hybrid Journal   (Followers: 11)
Review of Quantitative Finance and Accounting     Hybrid Journal   (Followers: 10)
Journal of Human Capital     Full-text available via subscription   (Followers: 10)
International Journal of Accounting, Auditing and Performance Evaluation     Hybrid Journal   (Followers: 9)
Journal of Accounting and Public Policy     Hybrid Journal   (Followers: 7)
Journal of Accounting Education     Hybrid Journal   (Followers: 7)
Qualitative Research in Accounting & Management     Hybrid Journal   (Followers: 7)
Human Resource and Organization Development Journal     Open Access   (Followers: 7)
Attachment & Human Development     Hybrid Journal   (Followers: 7)
Strategic HR Review     Hybrid Journal   (Followers: 6)
Journal of Service Management     Hybrid Journal   (Followers: 6)
Journal of Human Resource Costing & Accounting     Hybrid Journal   (Followers: 6)
Journal of Professions and Organization     Free   (Followers: 5)
Afro-Asian Journal of Finance and Accounting     Hybrid Journal   (Followers: 5)
Journal of Human Values     Hybrid Journal   (Followers: 5)
Journal of International Accounting, Auditing and Taxation     Hybrid Journal   (Followers: 5)
Research in Human Development     Hybrid Journal   (Followers: 5)
German Journal of Human Resource Management     Hybrid Journal   (Followers: 5)
Journal of Contemporary Accounting & Economics     Hybrid Journal   (Followers: 4)
South Asian Journal of Human Resources Management     Full-text available via subscription   (Followers: 4)
Journal of Organizational Effectiveness : People and Performance     Hybrid Journal   (Followers: 4)
Australian Accounting Review     Hybrid Journal   (Followers: 4)
Corporate Governance and Organizational Behavior Review     Open Access   (Followers: 4)
International Journal of Accounting Information Systems     Hybrid Journal   (Followers: 4)
Journal of Chinese Human Resource Management     Hybrid Journal   (Followers: 4)
Coaching : Theorie & Praxis     Open Access   (Followers: 3)
Journal of Accounting & Organizational Change     Hybrid Journal   (Followers: 3)
Evidence-based HRM     Hybrid Journal   (Followers: 3)
Journal of Global Responsibility     Hybrid Journal   (Followers: 3)
International Journal of Human Capital and Information Technology Professionals     Full-text available via subscription   (Followers: 3)
International Journal of Ethics and Systems     Hybrid Journal   (Followers: 2)
Journal of HR intelligence     Open Access   (Followers: 2)
Pacific Accounting Review     Hybrid Journal   (Followers: 2)
International Journal of Critical Accounting     Hybrid Journal   (Followers: 2)
Journal of Marketing and HR     Open Access   (Followers: 2)
Accounting and the Public Interest     Full-text available via subscription   (Followers: 2)
International Journal of Economics and Accounting     Hybrid Journal   (Followers: 1)
Sri Lankan Journal of Human Resource Management     Open Access   (Followers: 1)
Intangible Capital     Open Access   (Followers: 1)
Journal of Advances in Management Research     Hybrid Journal   (Followers: 1)
EURO Journal on Decision Processes     Hybrid Journal   (Followers: 1)
Journal of Human Resource and Sustainability Studies     Open Access   (Followers: 1)
NHRD Network Journal     Full-text available via subscription  
Human Resource Research     Open Access  
Personnel Assessment and Decisions     Open Access  
Kelaniya Journal of Human Resource Management     Open Access  
Revista Gestión de las Personas y Tecnología     Open Access  
Psychologie du Travail et des Organisations     Hybrid Journal  
FOR Rivista per la formazione     Full-text available via subscription  
Journal of Enterprising Communities People and Places in the Global Economy     Hybrid Journal  
Asian Review of Accounting     Hybrid Journal  


Similar Journals
Journal Cover
Kelaniya Journal of Human Resource Management
Number of Followers: 0  

  This is an Open Access Journal Open Access journal
ISSN (Online) 1800-1793
Published by Sri Lanka Journals Online Homepage  [71 journals]
  • Determinants of E-government Adoption: A Systematic Literature Review

    • Abstract: The adoption of E-government has significant benefits for both citizens and governments. The objectives of this study were to (1) find out the common areas investigated in the empirical research landscape on E-government adoption from 2015 to 2020, as well as (2) the areas that need more focus for research. The systematic literature review methodology was used in this study. Fifty-five empirical articles published during the 2015-2020 period in journals were extracted from the Scopus database. The review’s article selection and findings are published following the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) guidelines. According to the findings, the perceived usefulness, perceived easiness, trust, and perceived risk of Technology Acceptance Models (TAM) and performance expectancy, effort expectancy, social influence, and facilitating conditions of the Unified Theory of Acceptance and Use of Technology (UTAUT) model have all been extensively studied. They are the determinants for E-government adoption. Additionally, citizen awareness, cost of services, citizen satisfaction, digital inequality, and individual motivators are determinants of E-government adoption. The research implications and future research agendas are also provided. Published on 2022-11-08 00:00:00
  • Human Resource Skills Adjustment and Organisational Resilience in Times of
           Global Crisis

    • Abstract: Covid-19 pandemic has changed the structures and methodologies of both service and manufacturing organisations across the globe. Thus, to resuscitate these organisations, human resource managers need to upskill and reskill the human resource who are saddled with the responsibility of driving the vehicle conveying the goals of the organization. It is based on this premise that this study examines the effects of human resource skills adjustment on organizational resilience in times of global crisis. Twenty manufacturing companies serves as the target population. Questionnaire was used as instrument for data collection. Operations Managers, Middle Managers, HR Managers, and Supervisors represent the participants. Linear regression was used to analyse the hypotheses. Result of the study showed that human resource skill adjustment has significant effect on organizational resilience. Based on the findings, the study concludes that human resource skills adjustments measured in terms of upskilling and reskilling enhances organisatiaonal resilience. Published on 2022-10-20 02:02:53
  • Determinants of Operational e-HRM Adoption Behavior of the Firms in Sri
           Lanka: An Integrated Model

    • Abstract: Compared to firms in developed economies, e-HRM adoption of firms in emerging economies indicates relatively a slow adoption rate, as they experience specific challenges pertaining to e-HRM implementation. This study explores the determinants of operational e-HRM adoption behaviors of the firm in emerging economies, Sri Lanka. To realize the objective, this study develops an integrated model to explain operational e-HRM adoption behavior of firms incorporating innovation, individual, organizational, and environmental contextual factors. The research model was built by integrating Diffusion of innovation theory (DIT) and Theory of Planned Behavior (TPB). Data were collected through self-administered questionnaire employing three types of data collection tools: mail survey, personal interviews, e-mail survey. Data were collected from 212 firms. PLS-SEM used to test the research model due to its complexity, non-normal data distribution, and sample size requirements. Findings revealed that all the innovation context variables excluding trialability determine the intention of operational e-HRM adoption. Subjective norm of profession was a significant driver of explaining the intention of operational e-HRM adoption. Competition which was specified under environmental context also found empirical support. When it comes to organizational context financial resource, top management support found as significant driver of predicting extent of operational e-HRM adoption. Moreover, as TPB proposed, this study found that intention to adopt operational e-HRM adoption is positively related to the extent of operational e-HRM adoption. From a theoretical perspective, this study extends DIT by including organizational and environmental contextual factors as potential predictors of firms’ operational e-HRM adoption. Moreover, TPB is extended by including innovation contextual factors that determine operational e-HRM adoption behaviors of firms. Published on 2022-10-20 02:01:45
  • Influence of Employee’s Anxiety on Human Factor Dimensions and
           Successful Change Implementation: Evidence from Nigeria

    • Abstract: This study investigated the moderating effects of employees’ anxiety on the relationship between human factor dimensions and the success of change implementation initiatives. The study employed a cross-sectional survey research design and administered a structured questionnaire to employees of four selected food and beverage firms in Lagos State, Nigeria. The findings showed that employees’ anxiety has a statistically insignificant moderating effect on the relationship between human factor dimensions and change implementation success. The study concluded that employees' anxiety has multifaceted effects on change implementation in organisations. It may negatively impact the success of change implementation and may have an insignificant effect on change initiatives. therefore, it is recommended that in order to enhance the success of change initiatives, employees’ anxiety should be given adequate consideration at the planning staged of the change implementation. Published on 2022-10-20 02:01:38
  • Happiness at Work: Case of Apparel Industry in Sri Lanka

    • Abstract: The objectives of the study were to; examine the differences in happiness at work among white-collar and blue-collar workers in the apparel industry and to explore the main contributing organizational level factors to happiness at work. Following the case study method, a sample of blue and white-collar employees, selected from a large organization in the apparel industry were used to collect data. A structured questionnaire was used to collect data related to happiness and its determinants. Both ANOVA and ANCOVA models together with qualitative analysis were used to analyze data. It was found that blue-collar workers are happier at work than white-collar workers. Furthermore, it was discovered that job inspiration and work-life quality are the most significant contributors to the happiness of blue-collar employees; job inspiration, leadership, and work quality contribute to the happiness of white-collar employees. Published on 2022-10-20 02:01:31
  • List of Reviewers - Vol, 17(1) 2022

    • Abstract: N/A Published on 2022-10-20 00:00:00
  • Employee Turnover and Retention Strategies: A Case of Damro Furnitures

    • Abstract: This qualitative case study aims to explore the reasons behind the high employee turnover in Damro Group by evaluating the current employee retention strategies. The data have been collected by conducting semi-structured interviews with fifteen employees who have already left the company and another three employees, including the Human Resource manager currently working for Damro. The purposive sampling method was applied to pick participants in the study. Four themes related to causes for employee turnover emerged from thematic analysis: less employee compensation, less recognition and appreciation, lack of training and career development opportunities, and work stress. However, employee compensation was the driving force in retaining employees. A comprehensive compensation and benefits package and intangible benefits are proven strategies to reduce turnover. By understanding what strategies reduce turnover and how to implement them, furniture industry managers could create positive social change through practical strategies to reduce voluntary and non-voluntary employee turnover and contribute to employees' wealth. Well-developed retention strategies can become stable employment for employees, consequently maintaining the replacement costs at the least and improving organisational performance. Published on 2021-12-30 00:00:00
  • Transformational Leadership and Work Performance of Teachers: A Study of
           Private Schools in Colombo District, Sri Lanka

    • Abstract: Transformational leadership behavior is recognized as the principal contributor for the realization of outcomes in schools. The objective of the current study was to examine the impact of transformational leadership on teacher performance and the mediating effect of affective commitment between the variables. This study was conducted in private schools in Colombo District. A sample of 183 teachers participated in the study and the samples were selected based on random sampling technique. A quantitative survey method was employed. Transformational leadership was measured using Multi-factor Leadership Questionnaire. Affective commitment was measured using Organizational Commitment Questionnaire whereas teachers’ performance was measured by Five Factor Performance Scale. The regression analysis was performed to test the hypotheses. The results revealed that the transformational leadership style significantly and positively impacts performance as well as affective commitment of teachers. The study further revealed that affective commitment mediates the impact of transformational leadership on teachers’ performance. The study emphasizes that the school administrators should adopt transformational leadership to enhance teachers’ performance and affective commitment. Published on 2021-12-30 00:00:00
  • Role of Human Resource Management in Recruitment and Providing Decent Work
           for Persons with Disabilities in Sri Lanka

    • Abstract: Although the eighth goal of sustainable development emphasizes to promote employment and decent work for all, and the availability of Sri Lankan and international rules, legislation and policies encourage persons with disabilities (PwDs) to work in organizations having decent work, the literature shows that the majority of economically active PwDs in Sri Lanka still face barriers in employment (regarding equal employment opportunities, receiving disability-related services, rejections in recruitments etc.). This study explores the perceptions of Human Resource professionals and PwDs (employed and unemployed) about recruitment and providing decent work for PwDs in Sri Lanka. The study used the qualitative method and thematic analysis technique to analyze the gathered data through interviews from 21 respondents under three categories: 07 HR professionals, 14 economically active PwDs including 07 employed PwDs and 07 unemployed PwDs. The selected sample of PwDs contained the most prevalent difficulties such as difficulties in seeing, hearing, walking and communication. The results revealed that the negative attitude of employers about employed PwDs directly connects with the negative perception of Human Resource professionals towards recruiting PwDs, which leads to creating deficiencies in providing decent work for them. Further, human resource professionals keep refraining from recruiting PwDs due to the lack of disability-friendly arrangements in workplaces. These deficiencies create a negative perception of employed PwDs towards receiving decent work, and it impacts the decision of unemployed PwDs to apply for such companies. A negative impact on this case could lead PwDs to engage in vulnerable employment. Hence, in addition to increasing the recruitments, it is also vital to change the negative attitude of employers about PwDs and establish disability-friendly arrangements in workplaces to provide them decent work. Published on 2021-12-30 00:00:00
  • Training and Its Impact on the Performance of Operational Level Employees
           in Selected Apparel Companies

    • Abstract: Training is a vital function in an ever-changing and fast-moving corporate world. The need for managers to have a high-performing workforce through proper placement of the training and development process to survive new business challenges is curtailed. The general research objective of this study is to investigate the impact of training on employee performance in selected apparel companies in Sri Lanka. Specific research objectives of the study are to investigate the impact of training need analysis on employee performance, to investigate the impact of training design on employee performance, to investigate the impact of training implementation on employee performance, and finally to investigate the impact of training evaluation on employee performance in selected apparel companies in Sri Lanka. The study population was 600 operational employees from three selected apparel companies in the Panadura area. The sample size was 200 operational level employees considered 1/3 of the population in selected apparel companies located in the Panadura area. A paper-based structured questionnaire was administered to collect data Based on the regression analysis, training design, training implementation, and training evaluation in the workplace have shown significant association with employee performance. The study proved a positive relationship between independent variables and employee performance. Published on 2021-12-30 00:00:00
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Heriot-Watt University
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