scholarly journals Impacts of supportive HR practices and organisational climate on the attitudes of HR managers towards gender diversity – a mediated model approach

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kumar Biswas ◽  
Brendan Boyle ◽  
Sneh Bhardwaj
Keyword(s):  
Survey Data ◽  
Human Resource ◽  
Leadership Roles ◽  
Human Resource Managers ◽  
Content Type ◽  
Organisational Climate ◽  
Affective Attitudes ◽  
Resource Managers ◽  
Hr Managers ◽  
Organisational Factors

PurposeUsing the theoretical lens of the behavioural perspective on HRM, this study examined a mediated model to understand the extent to which organisational factors such as supportive human resource management policies and practices (SHRPP) and organisational climate (OC) can influence the affective attitudes of HR managers towards promoting women into organisational leadership roles. Survey data collected from 182 human resource managers in Bangladesh were analysed using partial least squares–based structural equation modelling (PLS-SEM) and the PROCESS macro to test mediating effects. The results reveal that the adoption of SHRPP is positively associated with OC, which in turn shapes the attitudes of HR managers leading to implementing unbiased promotional practices for organisational leadership roles.Design/methodology/approachQuantitative survey data collected from 182 human resource managers in Bangladesh were analysed using PLS-SEM and PROCESS macro.FindingsThe results reveal that the adoption of SHRPP is positively associated with OC which in turn shapes the attitudes of HR managers leading to implementing unbiased promotional practices for organisational leadership roles.Research limitations/implicationsSelf-report, cross-sectional survey data may contribute to the methodological bias such as common method bias (CMB). Harman's single-factor test revealed that no single component explained a major portion of the total variance. Furthermore, partial correlational analysis using a marker variable coupled with an assessment of social desirability indicates that common method variance is unlikely to have any CMB risks to the validity of the study results.Practical implicationsFrom a practical point of view, the findings of this study suggest that supportive HR practices may create a positive organisational climate that leads to creating a healthy work environment ensuring an equal opportunity for everyone to grow and excel irrespective of their socio-cultural backgrounds and gender identity; thus, facilitating the organisation to take advantage of creativity and innovation offered by their talents, a critical factor for the organisation to survive and flourish in the dynamic market.Social implicationsThe study findings provide insights into why organisations should adopt fair and transparent HR policies to create a congenial work climate impacting on positive social attitudes towards acceptance of a gender-balanced empowered society.Originality/valueTo the best of author's knowledge, this is the first study that examined a mediated model to understand how organisational factors such as SHRPP and OC can impact on the affective attitudes of HR managers towards promoting women in the organisational leadership roles.

Automobile industry managers' views on their roles in environmental sustainability: a qualitative study

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kavitha Sathasivam ◽  
Rosmawani Che Hashim ◽  
Raida Abu Bakar
Keyword(s):  
Human Resource ◽  
Automobile Industry ◽  
Environmental Sustainability ◽  
Negative Impact ◽  
Human Resource Managers ◽  
Content Type ◽  
Hrm Practices ◽  
Resource Managers ◽  
Hr Managers ◽  
Practical Implications

PurposeThis paper focusses on the roles and experiences of the human resource managers and safety, health and environment managers in promoting environmental sustainability in automobile industry.Design/methodology/approachThe exploration uses the data generated from ten in-depth interviews with human resource managers as well as safety, health and environment (SHE) managers from three automobile companies.FindingsThree main themes were derived from the inductive analysis in support of environmental sustainability. They comprised environment-oriented perspectives, green human resource management (HRM) practices and supportive mechanisms. These findings served as insights for the HR managers who played a supportive role in environment sustainability. This study also found that Green HRM practices within the automobile industry were confined to green training and development, green rewards, green employee involvement and green orientation.Research limitations/implicationsThe outcome of this study carries implications for managers and businesses in designing a more sophisticated framework for Green HRM practices for their companies so as to achieve a more progressive sustainable goal. For instance, HR managers who are environment-oriented can play a more active role in environmental sustainability. They can participate directly in developing policies by co-partnering with their SHE colleagues. They can encourage and motivate their employees to apply green practices both at work and in their homes. This integration would eventually create a cascading effect that could reduce the industry's negative impact on environment, thereby developing a more environmentally-friendly society.Practical implicationsThis study provided practical implications for both the HR and SHE managers in taking up responsibilities in environmental sustainability. This study also indicated the practical implications for the top management in the automobile industry, especially in the designing of the environmental sustainability framework.Originality/valueThis study contributes to the Green HRM area by understanding and comparing the roles of the HR managers and their counterpart, the SHE managers, in support of environmental sustainability. The comparison would provide a clearer picture on how the implementation of Green HRM can be implemented within the automobile industry.

scholarly journals Human Resource Managers Views on Implementing Work-Life Balance

1970 ◽  
Author(s):  
Lisa Mohn
Keyword(s):  
Human Resource ◽  
Work Life ◽  
Work Life Balance ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Life Balance ◽  
Tertiary Institutions ◽  
Resource Managers ◽  
Hr Managers ◽  
Stable Categories

This paper focuses on the views of Human Resource (HR) managers about the implementation of work life balance (WLB) initiatives. Increasingly, WLB has become an important part of employment relations discussion and knowledge. The literature presents two key themes in terms of how this is implemented in practice. Firstly there was a corporate theme, where WLB is developed and applied from within the organisation. In the second theme WLB is developed and applied in tripartite partnership. The literature showed the New Zealand (NZ) experience is confused as to which path it is following. Thus, the purpose of this study was to explore the views of HR managers in NZ government funded tertiary institutions about the implementation of WLB practices. The research involved 3 in-depth, semi-structured interviews, which were then transcribed, analysed and compared until stable categories emerged. The findings reflected the confusion found in the literature. Approaches and knowledge of WLB were standardised and essentially uniform; there was much pride and satisfaction in achievements, both individual and corporately: and despite being government funded, the organisations reflected a corporatist theme in their approach to WLB. In summary, regardless of the rhetoric of WLB as positive to workers regaining balance in their lives, the research showed in practice it was 'a wolf in sheep's clothing' -- more beneficial for the organisations in terms of increasing worker productivity, than for the workers.

Managing employees with chronic illness

2018 ◽  
Vol 26 (1) ◽  
pp. 7-10 ◽  
Author(s):  
Maninder Singh ◽  
P.S. James ◽  
Shirshendu Ganguli
Keyword(s):  
Chronic Illness ◽  
Human Resource ◽  
Design Methodology ◽  
Empirical Studies ◽  
Chronically Ill ◽  
Human Resource Managers ◽  
Future Directions ◽  
Content Type ◽  
Resource Managers ◽  
Practical Implications

Purpose The purpose of this paper is to identify future directions for human resource managers to provide work accommodations to chronically ill employees. Design/methodology/approach The authors researched empirical studies in management, occupational health journals, and reports on chronically ill employees. Findings The paper provides research-based practical insights for human resource practitioners to deal with the growing number of chronically ill employees. Practical implications The paper highlights solutions for human resource managers to create an inclusive workplace for employees with chronic illness. Originality/value The authors identified effective human resource and health practices for chronically ill employees, which would help to increase their productivity.

A multiple-criteria approach to human resource management assessment in organizations with respect to industry

Kybernetes ◽  
2017 ◽  
Vol 46 (3) ◽  
pp. 419-432 ◽  
Author(s):  
Vesna Čančer ◽  
Simona Šarotar Žižek
Keyword(s):  
Factor Analysis ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Multiple Criteria Decision Making ◽  
Multiple Criteria ◽  
Human Resource Managers ◽  
Holistic Model ◽  
Content Type ◽  
Resource Managers

Purpose This paper aims to develop a multiple-criteria model for the assessment of human resource management (HRM), focusing on groups of organizations with respect to industry. Design/methodology/approach The approach presented in this paper follows the framework procedure for multiple-criteria decision-making based on the Quantified Dialectical Systems Theory. It considers the factor analysis results in structuring the problem. By considering several experts’ judgments already when measuring the importance of criteria, it enables respondents to omit those sets of criteria for which they are neither experts nor responsible. Findings The paper shows that the factor analysis results can also be used in structuring the multi-dimensional concept in multiple-criteria model for assessing HRM – a step forward to multi-methodology. The obtained aggregate values show human resource managers the key success and failure factors to adopt an integrated/requisitely holistic and innovated strategy related to HRM in organizations. Research limitations/implications The approach presented in this paper helps managers in developing and implementing a requisitely holistic model of HRM, adapted to several groups of organizations, such as with respect to their industry, in any country. Practical implications This paper provides recommendations for HRM in organizations. Originality/value This paper fills the gap in the research on multiple-criteria HRM assessment in organizations with respect to their industry by developing a multiple-criteria model for the assessment of HRM in groups of organizations, with application based on their industries.

Accountant’s Writing Skills: A Needs Analysis

2017 ◽  
Vol 1 (1) ◽  
Author(s):  
Noraziah Azizan ◽  
Nora Harun
Keyword(s):  
Human Resource ◽  
Writing Skills ◽  
Accounting Students ◽  
Human Resource Managers ◽  
Kuala Lumpur ◽  
Resource Managers ◽  
Bank Staff ◽  
Points Of View ◽  
Hr Managers ◽  
English Subject

The purpose of the present study is to examine the importance of key writing skills needed by accounting executives at the workplace. The results may benefit the syllabus designer to plan and to specify the syllabus content for English subject to enable accounting students to function well in their potential workplaces later. The study investigates from two different points of view; the opinions and expectations of HR managers and the opinions of employees/ staff (their experiences). Questionnaires were distributed to Human Resource Managers at 37 bank headquarters in Kuala Lumpur and 38 bank staff from selected banks. The findings show significant differences in the opinions of HR managers and employees regarding the writing needs of accountants at the workplace.

scholarly journals Employers' perceptions of the Labour Contract Law: regulatory responses in the small and medium-sized enterprise sector in China

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shaoheng Li ◽  
Christopher J. Rees
Keyword(s):  
Human Resource ◽  
Management Practices ◽  
Contract Law ◽  
Qualitative Approach ◽  
Western China ◽  
Human Resource Managers ◽  
High Turnover ◽  
Employment Practices ◽  
Content Type ◽  
Resource Managers

PurposeThe purpose of this paper is to explore employers' perceptions of China's Labour Contract Law (LCL) and its influence on employment relations and human resource management practices in small and medium-sized enterprises (SMEs).Design/methodology/approachThis paper adopts a qualitative approach based on 24 interviews with owners and human resource managers of 23 privately owned SMEs in eastern and western China.FindingsMixed levels of reported compliance with the provisions of the LCL legislation indicate that the regulatory adoptive behaviours of SME employers are partially explained by the coercive mechanism. Various strategies adopted by employers suggest that when under the pressure of law, SMEs are formalising their employment practices while simultaneously seeking to maintain a degree of informality in respect these practices.Research limitations/implicationsThe adopted qualitative approach may limit the findings to be explorative within broader national contexts.Practical implicationsThe move towards more formalised practices helps to address issues such as high turnover and widespread labour shortage in SMEs. The paper is likely to be of interest to policymakers seeking to gain insights into employers' perceptions as a means to develop more effective labour regulations.Originality/valueUnlike most of existing literature examining the general compliance to the LCL and workers' perspectives, this paper reports the views of SME employers; as such, it offers an original contribution to understanding of the role and behaviours of SME employers in regulatory responses in the studied context.

Effects of Green HRM and CEO ethical leadership on organizations' environmental performance

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shuang Ren ◽  
Guiyao Tang ◽  
Susan E. Jackson
Keyword(s):  
Human Resource ◽  
Ethical Leadership ◽  
Environmental Performance ◽  
Chief Financial Officers ◽  
Human Resource Managers ◽  
Upper Echelon ◽  
Content Type ◽  
Resource Managers ◽  
Organizational Condition ◽  
Green Human Resource Management

PurposeThis study proposes and tests a model grounded in resource-based theory to describe how the formal rules embedded in an organization's green human resource management (GHRM) combine with informal cues communicated by members of the firm's upper echelon, including the CEO and members of the top management team (TMT), to affect a firm's environmental performance.Design/methodology/approachMulti-source data were collected from 240 human resource managers, chief financial officers and CEOs in 80 firms.FindingsThe results show that CEO ethical leadership moderates the positive relationship between GHRM and TMT green commitment, which in turn mediates the relationship between GHRM and firms' environmental performance.Originality/valueThe tested importance of CEO ethical leadership as an organizational condition that amplifies the effectiveness of strategically aligned HRM systems offers new theoretical insights to advance HRM scholarship.

Human Resource Managers’ Attitudes Toward Utility Analysis

2013 ◽  
Vol 12 (3) ◽  
pp. 152-156 ◽  
Author(s):  
Cornelius J. König ◽  
Flurin Bösch ◽  
Amir Reshef ◽  
Silvan Winkler
Keyword(s):  
Human Resource ◽  
Human Resource Managers ◽  
Utility Analysis ◽  
Resource Managers ◽  
Utility Information ◽  
Hr Managers

Although utility analysis (UA) could be an important tool to show the utility of human resource (HR) activities, little is known about its usage. Only Macan and Highhouse (1994) showed that it is used by nearly half of the surveyed US industrial/organizational psychologists and HR professionals. As an extended and refined update of this study, we surveyed Swiss HR managers about their UA usage. Furthermore, we tried to replicate the predictors of the attitude toward UA indicated by Macan and Highhouse’s exploratory results, and used previous theorizing to add predictors. The results revealed that only 8% HR managers used UA. The demand for utility information, the plausibility of UA, and the nonuse of other utility approaches were significant predictors.

How effective are disability sensitization workshops?

2018 ◽  
Vol 40 (1) ◽  
pp. 58-74 ◽  
Author(s):  
Mukta Kulkarni ◽  
K.V. Gopakumar ◽  
Shivani Patel
Keyword(s):  
Human Resource ◽  
Design Methodology ◽  
Prior Experience ◽  
Behavioral Changes ◽  
Organizational Level ◽  
Human Resource Managers ◽  
Negative Attitudes ◽  
Content Type ◽  
Group Boundaries ◽  
Resource Managers

Purpose Organizations are increasingly investing in disability-specific sensitization workshops. Yet, there is limited understanding about their hoped outcomes, that is, increased knowledge about disability-related issues and behavioral changes with respect to those with a disability. The purpose of this paper is to examine the effectiveness and boundaries of disability-specific sensitization training in organizations. Design/methodology/approach This is an interview-based study where 33 employees from five industries across India were interviewed over the span of a year. Findings The findings suggest that sensitization workshops are successful with regard to awareness generation. Paradoxically, the same awareness also reinforced group boundaries through “othering.” Further, workshops resonated more so with individuals who already had some prior experience with disability, implying that voluntary sensitization is likely attracting those who have the least need of such sensitization. The findings also suggest that non-mandated interventions may not necessarily influence organizational level outcomes, especially if workshops are conducted in isolation from a broader organizational culture of inclusion. Originality/value The present study helps outline effects of sensitization training initiatives and enhances our understanding about how negative attitudes toward persons with a disability can be overcome. The study also indicates how such training initiatives may inadvertently lead to “othering.” Finally, this study offers suggestions to human resource managers for designing impactful disability sensitization workshops.

Conflict resolution styles and personality

2016 ◽  
Vol 65 (6) ◽  
pp. 792-810 ◽  
Author(s):  
Leila Canaan Messarra ◽  
Silva Karkoulian ◽  
Abdul-Nasser El-Kassar
Keyword(s):  
Conflict Resolution ◽  
Personality Traits ◽  
Human Resource ◽  
Moderating Effect ◽  
Human Resource Managers ◽  
Content Type ◽  
Conflict Resolution Styles ◽  
Resource Managers ◽  
Conflict Handling ◽  
The Relationship

Purpose – Conflict in the workplace creates a challenge for many of present day managers. The purpose of this paper is to explore the moderating effect of generations X and Y on the relationship between personality and conflict handling styles. Design/methodology/approach – The study is conducted using a sample of 199 employees working in the electronic retail sector in a non-Western culture. The five-factor model of personality traits is used to measure personality, while conflict styles are measured using Rahim’s Organizational Conflict Inventory II. Findings – Results indicate that generations X and Y moderate the relationship between specific personality traits and conflict handling styles. Research limitations/implications – This study investigated the moderating effect of generations X and Y on a sample of employees within the electronic retail service sector in Lebanon. It is recommended that future research examine such a relationship in other sectors and cultures for generalizability. Since generation Z (born in the late 1990s) will soon be entering the job market, further studies should include this cohort when investigating the relationships. Finally, for a deeper understanding of the relationship, it is advisable to use both qualitative and quantitative data collection methods. Practical implications – The understanding of what influences an individual’s choice regarding his/her choice of conflict resolution styles is of great use to supervisors in general and human resource managers in particular. This will assist in developing training programs that help employees acquire the appropriate skills necessary to control their impulses in a conflict situation. Training should comprise conflict resolution and communication skills that could help bridge the gap between generations. Effectively managing generational conflict in the workplace can positively contribute to the level and frequency of future conflicts, which in turn, can lead to favorable organizational outcomes. Originality/value – Earlier research that examined the relationship between personality and conflict management styles have found varying results ranging from weak to strong relationships. The understanding of what influences an individual’s choice of which management style he/she chooses is of great use for managers in general and human resource managers in particular. This study showed that the inconsistency could be the result of some factors that moderate this relationship. The age of individuals contributes to the strength or the weakness of the various relationships between personality and conflict handling styles. Findings suggest that generations X and Y do not moderate the relationships among the personality traits and the dominating and obliging conflict styles. They do, however, have varying moderating effects on the relationships between specific personality traits and the integrating, avoiding, and compromising styles.

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