JournalTOCs

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

Number of Followers: 31

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

[450 journals]

Predictors for strategic HR management in German small and medium-sized
enterprises: what it takes to install a strategic HR architecture as a
contributor to success
- Authors: Martin Hirsch, Jens Nachtwei
  Pages: 187 - 211
  Abstract: In Germany the requirements for strategic HR operations are predominantly to be found in large enterprises, the aim being an increased contribution to added value. As far as German small and medium-sized enterprises (SMEs) are concerned however, this subject seems to hardly exist. Theories of knowledge-based competition focus on internal resources as the source of value creation. To this end an analysis is carried out that leads to an identification of predictors for a strategic HR architecture for SMEs. This architecture is then intended to enable optimum use of internal resources and thus contribute to the company's success. To achieve this, the status quo must first be analysed of how the strategic landscape of HR departments in German SMEs is structured. In this context, a qualitative survey of 60 personal interviews with HR managers, executives and HR consultants is conducted. This paper outlines the results and discusses the implications accordingly.
  Keywords: human resources strategy; strategic human resources management; HR role; qualitative research method; theories of knowledge-based value creation; resource-based view; contribution to corporate success; strategic HR landscape; small and medium
  Citation: International Journal of Human Resources Development and Management, Vol. 20, No. 3/4 (2020) pp. 187 - 211
  PubDate: 2020-07-01T23:20:50-05:00
  DOI: 10.1504/IJHRDM.2020.107987
  Issue No: Vol. 20, No. 3/4 (2020)
The role of principals' values and leadership styles in developing
organisational commitment among Arab teachers in Israel
- Authors: Aaron Cohen, Ibrahem Abd El Majid
  Pages: 212 - 230
  Abstract: In this study, the relationship between: 1) values of the principals; 2) transformational leadership; 3) dimensions of organisational commitment (OC) was examined in a sample of 1,268 teachers and 64 principals employed in Arab schools in Israel. Through questionnaires, the principals reported their values, and the teachers reported their leadership style and OC. Specifically, the authors posited that the principals' values are transmitted to the teachers and thereby affect their OC. The results of hierarchical linear modelling (HLM) showed that the principals' values, particularly those of tradition and benevolence, were related to two forms of commitment, affective and normative. The dimension of continuance commitment was uninterpretable in the current sample. Contrary to expectations, the principals' positive evaluation of teacher achievement affected both forms of the teachers' commitment. The findings also showed a strong positive relationship between transformational leadership and the two forms of commitment. However, this strong relationship did not eliminate the effect of the principals' values on teacher achievement. The authors conclude the paper by suggesting several directions for future research on the relationship between values and commitment.
  Keywords: organisational commitment; principals' values; transformational leadership; Israeli educational system; Israel
  Citation: International Journal of Human Resources Development and Management, Vol. 20, No. 3/4 (2020) pp. 212 - 230
  PubDate: 2020-07-01T23:20:50-05:00
  DOI: 10.1504/IJHRDM.2020.107941
  Issue No: Vol. 20, No. 3/4 (2020)
The effects of social capital and psychological resilience on
employees' positive work attitudes
- Authors: Asghar Afshar Jahanshahi, Tahereh Maghsoudi, Khaled Nawaser
  Pages: 231 - 251
  Abstract: This study analyses the antecedents and consequence of employees' psychological resilience (PR) in the workplace. We first examined the three dimensions of the effects of social capital (structural, relational and cognitive) on employees' PR. Then, we tested the effects of PR on employees' positive work attitudes. A cross-sectional survey data from 204 employees working in an Iranian state-owned organisation supports the positive effects of three dimensions of employees' social capital on their psychological resilience. We also found that PR contributes to increasing positive work attitudes toward the achievement of organisational goals among employees.
  Keywords: psychological resilience; social capital; positive work attitudes of employees; goal achievement; Iran
  Citation: International Journal of Human Resources Development and Management, Vol. 20, No. 3/4 (2020) pp. 231 - 251
  PubDate: 2020-07-01T23:20:50-05:00
  DOI: 10.1504/IJHRDM.2020.107956
  Issue No: Vol. 20, No. 3/4 (2020)
Benefits, barriers and risks – the role of technology in e-HRM
implementations in public sector organisations: evidence from Bangladesh
- Authors: Mushfiqur Rahman, Erhan Aydin
  Pages: 252 - 268
  Abstract: This paper aims at understanding the role of technology in e-HRM implementations by considering the focus of human agents and structural constraints of technology. In this respect, benefits-barriers-risks of technology is deemed to create a framework that demonstrates agency and structure relations based on the structuration theory of Giddens. A qualitative study was conducted. The data came from 30 semi-structured interviews that come from two different ministries in Bangladesh. The findings demonstrated that the focus of a human agent in implementing e-HRM and structural constraints of technology are the key findings based on the structuration theory of Giddens. The main contribution of this research is to bring a new perspective to e-HRM as considering barriers and risks of technology in addition to the benefits of it through adopting structuration theory. Thus, this research makes a comprehensive contribution to the e-HRM field that focuses on only benefits.
  Keywords: structuration theory; e-HRM; Bangladesh; public sector organisations; technology
  Citation: International Journal of Human Resources Development and Management, Vol. 20, No. 3/4 (2020) pp. 252 - 268
  PubDate: 2020-07-01T23:20:50-05:00
  DOI: 10.1504/IJHRDM.2020.107976
  Issue No: Vol. 20, No. 3/4 (2020)
Works councils, training activities and innovation: a study of German
firms
- Authors: Ipsita Roy, Uwe Cantner, Wolfgang Gerstlberger
  Pages: 269 - 294
  Abstract: Building on the distinction between general and technical human capital proposed by Becker (1962), the authors undertake a cross-sectional analysis on the role of works councils in the provision of workplace human resource training for innovative management in medium and large-size private sector establishments in Germany. Results from the first part of the empirical analysis confirm theoretical predictions that works councils are strongly and positively correlated with the provision of general training, while no such relation is found with respect to technical training. Addressing next the potential endogeneity issue, results from an instrumental variable estimation on the correlation between training types and innovation performance provide support that works councils are an effective instrument for promoting general training for incremental innovation in establishments, whereas technical training is found to correlate significantly with radical innovation when instrumented by the share of apprentices.
  Keywords: general training; technical training; works councils; instrumental variable; innovation
  Citation: International Journal of Human Resources Development and Management, Vol. 20, No. 3/4 (2020) pp. 269 - 294
  PubDate: 2020-07-01T23:20:50-05:00
  DOI: 10.1504/IJHRDM.2020.107981
  Issue No: Vol. 20, No. 3/4 (2020)
Employability of the disabled people: a Brazilian case in the light of the
theory of social learning for sustainability
- Authors: Lucilia Notaroberto, Marcia Juliana D'Angelo
  Pages: 295 - 321
  Abstract: This study aimed to identify how several social actors – government, universities, non-governmental organisations (NGOs) and firms – are socially learning to engage in promoting the recruitment, retention and advancement of people with disabilities, in Brazil. This is a case study in a NGO and the unit of analysis was the social project entitled 'Employment of people with disabilities – overcoming and autonomy'. The results show that, in Brazil, the recruitment, retention and advancement of people with disabilities is a complex situation. The various social actors are still socially learning to deal with it, since it involves daily living with restrictive, cooperative and leverage factors. Therefore, discuss the ontological, epistemological and practical implications for all involved social actors. In addition, a detailed process of social learning for sustainability, anchored in circularity, is shown in various stages, which is suggested to apply to several dimensions: environmental, social, economic, political, cultural, spiritual, geographical etc.
  Keywords: social learning for sustainability; employability; people with disabilities; restrictive factors; cooperative factors; leverage factors
  Citation: International Journal of Human Resources Development and Management, Vol. 20, No. 3/4 (2020) pp. 295 - 321
  PubDate: 2020-07-01T23:20:50-05:00
  DOI: 10.1504/IJHRDM.2020.107988
  Issue No: Vol. 20, No. 3/4 (2020)
Beyond organisational boundaries: the complex relationship between
transformational leadership, organisational justice, and work-family
conflict
- Authors: IvÃ¡n D. SÃ¡nchez, Juan M. Andrade, Mauricio Losada-OtÃ¡lora
  Pages: 322 - 348
  Abstract: Several studies have examined the direct relationship between transformational leadership and work-family conflict, but only few have explored the mechanisms that explain this relationship. We hypothesise that perceptions of procedural and interactional justice can mediate said relationship. We collect data on 466 employees from three organisations located in three different economics sectors. Using structural equation modelling and a bootstrapping regression-based approach, our results reveal that the only factor that mediates the relationship between transformational leadership and work-family conflict is the perception of interactional justice. Thus, we conclude that organisational leaders should be more aware and take greater care with respect to their interactions with employees at work, as their behaviours "go beyond the organisational boundaries" and often affect their employees' family lives. Transformational leaders seem to allow employees to better manage the interface of their work and family lives given the perceptions of justice that their behaviours produce.
  Keywords: transformational leadership; work-family conflict; WFC; procedural justice; interactional justice; organisational justice; psychological mechanism; human resources; management
  Citation: International Journal of Human Resources Development and Management, Vol. 20, No. 3/4 (2020) pp. 322 - 348
  PubDate: 2020-07-01T23:20:50-05:00
  DOI: 10.1504/IJHRDM.2020.107990
  Issue No: Vol. 20, No. 3/4 (2020)
What comes in the way of engagement? Moderation analysis of stress on
women marketing executives' work life balance
- Authors: Tanusree Chakraborty, Daisy Gohain, Raiswa Saha
  Pages: 349 - 368
  Abstract: The aim of the present paper is to understand the nature of the relationship between work-life balance (hereafter, WLB) and employee engagement (hereafter, EE) among women marketing executives working in the (FMCG) sector. The paper attempted to understand the link between WLB and EE through different stress factors that pertains to woman's life. For this purpose, 350 women marketing executives from FMCG sector across India, in the age range of 25-45 years were taken as sample. Data collection was done through questionnaire administration in person, as well as, use of online Google forms. After statistical analysis, the results revealed that overall WLB has a positive relation to EE of the women marketing executives. Stress due to workload, stress due to child care, stress due to unmet career aspirations and stress due to family dissatisfaction moderates the relation between WLB and EE of the women marketing executives. Managers, psychologists and human resource practitioners of the day need to pay attention to the women workforce into marketing. Woman employees' need for autonomy and flexibility in addressing their stress factors and WLB is of utmost importance.
  Keywords: work life balance; employee engagement; stress; marketing executives; women
  Citation: International Journal of Human Resources Development and Management, Vol. 20, No. 3/4 (2020) pp. 349 - 368
  PubDate: 2020-07-01T23:20:50-05:00
  DOI: 10.1504/IJHRDM.2020.107991
  Issue No: Vol. 20, No. 3/4 (2020)