JournalTOCs

International Journal of Human Resources Development and Management
Journal Prestige (SJR): 0.162

Number of Followers: 24

Hybrid journal (It can contain Open Access articles)
ISSN (Print) 1465-6612 - ISSN (Online) 1741-5160
Published by Inderscience Publishers

[451 journals]

HR training practices and innovative work behaviour: a moderated
mediation model
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  Authors: Carlo Odoardi, Nicola Cangialosi, Adalgisa Battistelli
  Pages: 1 - 18
  Abstract: The present study aims to explore the relationship between HR training practices, proactivity, learning goal orientation and innovative behaviours in work contexts. It is hypothesised that proactivity plays a mediating role in the relationship between HR training practices and innovative behaviour and that learning goal orientation positively interacts with training practices, increasing the strength of the association with proactivity and innovative behaviour. Data were collected on a sample of 384 workers from 15 SMEs in central Italy. The results showed that HR training practices can facilitate innovative work behaviours partly through proactivity and that learning goal orientation moderates the relationship between HR training practices and innovative behaviours. Advancing from the existing studies, this article introduces a mechanism and a condition through which HR training practices influence innovative work behaviours, through the activation of proactivity processes and interacting with learning goal orientation.
  Keywords: human resource management; HRM; training practices; learning goal orientation; LGO; proactivity; innovative work behaviour; IWB
  Citation: International Journal of Human Resources Development and Management, Vol. 22, No. 1/2 (2022) pp. 1 - 18
  PubDate: 2022-03-04T23:20:50-05:00
  DOI: 10.1504/IJHRDM.2022.121320
  Issue No: Vol. 22, No. 1/2 (2022)
Work-leisure conflict and facilitation: a study based on the
JD-R model
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  Authors: Shih-Hao Liu, Jehn-Yih Wong, Tzu-Ching Lai, Chien-Chu Wang
  Pages: 19 - 38
  Abstract: It is important to understand the interactions between an individual's work and leisure life domains. This study aimed to examine the relationship between work and leisure interaction (including work-to-leisure conflict, leisure-to-work conflict, work-to-leisure facilitation, and leisure-to-work facilitation) and the job demand-resource model. A quantitative research design was also conducted. A questionnaire was used for data collection. A total of 473 valid responses were retained, and the effective response rate was 86%. Structured equation modelling was used for data analysis and hypothesis testing. The results indicate that job demand is positively related to work-to leisure conflict and negatively related to work-to-leisure facilitation, and job resources are positively related to work-to-leisure facilitation and leisure-to work facilitation but negatively related to work-to-leisure conflict and leisure to-work conflict. Based on the findings, suggestions were provided to human resource managers.
  Keywords: work-to-leisure conflict; leisure-to-work conflict; work-to-leisure facilitation; leisure-to-work facilitation; job demand; job resource; job-demand resource model; tourism industry; leisure industry; work characteristics
  Citation: International Journal of Human Resources Development and Management, Vol. 22, No. 1/2 (2022) pp. 19 - 38
  PubDate: 2022-03-04T23:20:50-05:00
  DOI: 10.1504/IJHRDM.2022.121318
  Issue No: Vol. 22, No. 1/2 (2022)
Human resource mobilisation and management in health systems of Africa: a
comparative study of health insurance scheme and health facilities in
Ghana
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  Authors: Shih-Hao Liu, Jehn-Yih Wong, Tzu-Ching Lai, Chien-Chu Wang
  Pages: 39 - 55
  Abstract: This paper analyses the human resource mobilisation and management in the health systems of Africa. It compares five health organisations from public-private sectors in terms of how they mobilise and manage human resources in the implementation of Ghana's health insurance scheme. It adds to comparative research on HRM practices and organisational culture in a developing world context. It makes two unique contributions: from public-private organisational perspectives and employees/workers and clients perspectives on HR practices to improve workers skills/knowledge and meet clients' health needs. A multi-actor research methodology was adopted with in-depth interviews, focus group discussions, on-site direct observations and documents with a sample size of 107. The results reveal some ironies in public-private organisational behaviour, faith-based, profit-client oriented styles of HRM practices and how such factors affect clients' access to services. It found organisations with more bureaucracies/red tape and professionalism were the least preferred as clients experienced more waiting times.
  Keywords: human resource; public-private organisations; health insurance clients; National Health Insurance Scheme; NHIS; Ghana; Africa
  Citation: International Journal of Human Resources Development and Management, Vol. 22, No. 1/2 (2022) pp. 39 - 55
  PubDate: 2022-03-04T23:20:50-05:00
  DOI: 10.1504/IJHRDM.2022.121317
  Issue No: Vol. 22, No. 1/2 (2022)
HR practices, affective commitment and creative task performance: a review
and futuristic research agenda
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  Authors: Srinivas Subbarao Pasumarti, Manoj Kumar, Pooja K. Singh
  Pages: 56 - 74
  Abstract: Knowledge-driven dynamism and adaptability toward the change in the present volatile and ambiguous business environment have become the prerequisite to achieve organisational success. Nowadays, organisations are striving to find out the best possible enucleation on how human resource (HR) practices can be linked to enriching employee commitment and performance outcomes for accomplishing predetermined goals. This study aims to review the linkages among HR practices, affective commitment, and creative task performance. The present study conceptualises a framework adjoining tri-dimensional (skill, motivation, and empowerment) enhancing HR practices and explicates its significance in enabling employees' affective commitment and creative task performance. Previous literature has been retraced to elucidate the proposed linkages and a systematic review approach has been followed to prove the conceptual dimensions undertaken for the study. Present study findings are consistent with existing research and insinuate toward validation of proposed positive linkages. Managerial implications, limitations and future research suggestion have also been discussed.
  Keywords: human resource management; HRM; HR practices; affective commitment; creative task performance; sustainability; growth; organisational success; excellence
  Citation: International Journal of Human Resources Development and Management, Vol. 22, No. 1/2 (2022) pp. 56 - 74
  PubDate: 2022-03-04T23:20:50-05:00
  DOI: 10.1504/IJHRDM.2022.121312
  Issue No: Vol. 22, No. 1/2 (2022)
Lean Six Sigma deployment in HR: enhancing business performance
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  Authors: Srinivas Subbarao Pasumarti, Manoj Kumar, Pooja K. Singh
  Pages: 75 - 97
  Abstract: Organisations grow and flourish because of the capability and expertise of their human resources (HR). HR is the central focus of an organisation, as it enhances the organisation's performance. Six Sigma, Lean, and Lean Six Sigma (LSS) are process improvement methodologies widely used by organisations. LSS approach is based on the synergy of Lean and Six Sigma and hence, increases process throughput and accuracy. The research provides diverse case studies of successful LSS deployment in HR. The case studies highlight various benefits of LSS deployment in HR, such as enhancing quality and consistency in services, reducing employee attrition, enhancing training effectiveness, improving quality of recruitment, managing talent acquisition, and reducing overall costs. Research develops various LSS deployment frameworks and also provides direction for future research.
  Keywords: lean; Six Sigma; Lean Six Sigma; HRM; employee turnover; compensation and rewards; training; efficiency; effectiveness; recruitment
  Citation: International Journal of Human Resources Development and Management, Vol. 22, No. 1/2 (2022) pp. 75 - 97
  PubDate: 2022-03-04T23:20:50-05:00
  DOI: 10.1504/IJHRDM.2022.121314
  Issue No: Vol. 22, No. 1/2 (2022)
HRM practices and innovation synergy: an intra-organisational
perspective
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  Authors: Motasem Thneibat, David Weir, Bryan McIntosh, Lynsey Walker-Smith
  Pages: 98 - 118
  Abstract: This paper examines an aspect of employees' perceptions towards HRM practices and innovation. Approaches towards innovation (open vs. closed) and degree of innovativeness (radical vs. incremental) and organisational climate (structure, performance, knowledge and culture) are central pillars of this paper. The paper considers whether employees in different departments have different perceptions. The data was collected using questionnaires from 129 employees in a telecommunication company in Amman-Jordan which was then analysed using hierarchal multiple regression. The findings noted that HRM practices and specifically in HPWs, motivation and communication demonstrated significant impact on radical innovation and open innovation. However, hygiene factors were significant for open innovation and not significant for radical innovation. Organisational climate (structure, performance, knowledge and culture) imposed a significant impact on both radical innovation and open innovation. The results observed no significant role of departments, and the various HRM practices do not differ based on the departments as a result of the reduced impact of the hierarchical model.
  Keywords: innovation; intra-organisational; human resource management; HRM; high performance work; HPWs; organisational climate
  Citation: International Journal of Human Resources Development and Management, Vol. 22, No. 1/2 (2022) pp. 98 - 118
  PubDate: 2022-03-04T23:20:50-05:00
  DOI: 10.1504/IJHRDM.2022.121327
  Issue No: Vol. 22, No. 1/2 (2022)