Research shows offering excellent compensation and job security makes South Korean employees much less likely to quit jobs

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Design Methodology ◽  
Knowledge Workers ◽  
Job Security ◽  
Primary Concern ◽  
Retention Strategies ◽  
Content Type ◽  
South Korean ◽  
Hrm Practices ◽  
Compensation Satisfaction ◽  
Hr Managers

Purpose The researcher wanted to study the effect of HRM practices on turnover in a South Korean context. Previous studies have focused on Western contexts. Design/methodology/approach The author collected data from 310 white-collar and knowledge workers from Seoul. A set of five hypotheses were tested Findings The results showed that offering excellent compensation and job security made employees much less likely to leave. However, the indirect effect of job autonomy was not found to be significant. Originality/value The study has theoretical implications for workplaces. First, the findings show compensation satisfaction is of crucial importance and HR retention strategies should focus on how employees perceive their pay, benefits and pay policies. Second, the results show that HR managers and top-level executives should make job security a primary concern. For example, they should provide accurate and honest information” about the causes and actions.

Employee perceptions of HRM practices and their turnover intentions: evidence from South Korea

2020 ◽  
Vol 8 (2) ◽  
pp. 145-160 ◽  
Author(s):  
Jinuk Oh
Keyword(s):  
Employee Turnover ◽  
Turnover Intentions ◽  
Job Security ◽  
Full Time ◽  
Job Autonomy ◽  
Content Type ◽  
Hrm Practices ◽  
Compensation Satisfaction ◽  
Employee Turnover Intentions ◽  
The Relationship

PurposeThe study sought to provide insight into the affective mechanisms that underlie the relationship between HRM practices and employee turnover intentions from the perspective of Korean employees. The study drew on social exchange theory and used compensation satisfaction, perceived job security and job autonomy to explain how perceptions of HRM practices affect employee turnover intentions.Design/methodology/approachThe data were generated from a survey questionnaire administered to both white-collar and knowledge workers in different organizations in the Seoul Capital Area. The final sample consisted of 310 full-time employees.FindingsThe results show that compensation satisfaction and perceived job security have significant indirect negative effects on employees' intentions to leave their organization in the Korean context, which supports previous studies in Western contexts. However, the indirect effects of job autonomy on employee turnover intention were not significant in the current study.Originality/valueThis study continues the conversation about the important role HRM practices play in retaining valuable employees. This study offers a nuanced view of the relationship between HRM practices and employee turnover in a distinctive research setting. This study also provides realistic and practical suggestions on HRM so that organizations in Korea are able to implement HRM practices that help them retain competent employees.

What determines the adoption of employee empowerment practices by MNE subsidiaries in China?

2020 ◽  
Vol 14 (4) ◽  
pp. 871-894
Author(s):  
Yishuai Yin
Keyword(s):  
Multinational Enterprises ◽  
Design Methodology ◽  
Large Body ◽  
Employee Empowerment ◽  
Institutional Factors ◽  
Hierarchical Regression ◽  
Content Type ◽  
Hrm Practices ◽  
Institutional Forces ◽  
Mne Subsidiaries

Purpose This paper aims to explore how institutional factors determine the adoption of employee empowerment practices by multinational enterprises (MNEs) subsidiaries in China. Design/methodology/approach This paper examines the effects of MNE subsidiaries’ external and internal institutional factors on the degree of employee empowerment practices adopted by these subsidiaries. Using hierarchical regression analysis, hypotheses were tested with a sample of 99 MNE subsidiaries operating in China. Findings The results show that both the informal institutions of the host country and the subsidiary’s characteristics play an important role in shaping the degree of empowerment practices adopted by MNE subsidiaries in China. Originality/value Employee empowerment practices have been increasingly used by MNEs to leverage human resources for organizational competitive advantage. Although a large body of work has studied a bundle of HRM practices as a whole adopted in MNE subsidiaries, there is a paucity of research on the specific empowerment practices in MNE subsidiaries. This research fills this important gap in the literature by investigating the institutional forces that influence the empowerment practices in MNE subsidiaries in China.

scholarly journals HRM practices that support the employment and social inclusion of workers with an intellectual disability

2017 ◽  
Vol 46 (8) ◽  
pp. 1475-1492 ◽  
Author(s):  
Hannah Meacham ◽  
Jillian Cavanagh ◽  
Amie Shaw ◽  
Timothy Bartram
Keyword(s):  
Intellectual Disability ◽  
Intellectual Disabilities ◽  
Social Inclusion ◽  
Well Being ◽  
Case Study Methodology ◽  
Content Type ◽  
Hrm Practices ◽  
Employment Participation ◽  
Recruitment And Selection ◽  
Hr Managers

Purpose The purpose of this paper is to examine how HRM practices enhance and/or impede the employment, participation, and well-being of workers with intellectual disabilities in three hotels located in Australia. Design/methodology/approach The research employs a case study methodology, including interviews with three HR managers, three department managers, 17 workers with intellectual disabilities, and focus groups of 16 supervisors and 24 work colleagues. Findings The research found that the opportunities to participate in work are driven primarily by developing a social climate that enables social cohesion through the altruistic motives of managers/supervisors and reciprocal relationships. Originality/value The findings lend support for the importance of both formal and informal HR practices, such as inclusive recruitment and selection, mentoring, and training and development, as well as individualised day-to-day support provided by supervisors and colleagues, to improve the participation and well-being of workers with an intellectual disability.

Managing millennials: tips for global managers

2018 ◽  
Vol 26 (7) ◽  
pp. 29-31
Author(s):  
Terence P. Malloy
Keyword(s):  
Human Resource ◽  
Design Methodology ◽  
Digital Native ◽  
Content Type ◽  
Effective Strategies ◽  
Hr Managers ◽  
Document Review ◽  
The Impact

Purpose This paper aims to review how millennials, since coming into the workforce in 2004, have faired in several countries worldwide. After a synopsis of how the group is characterized in each country surveyed, suggestions are provided to human resource (HR) directors on how to further manage and motivate this employee sector. Design/methodology/approach The paper opted for document review of research from past 15 years on this sector of the workforce to contrast and compare how these workers had progressed (or not) depending on the areas of the globe in which they reside. Findings The paper provides practical insights on possible ways and means to create productivity from these employees. It suggests that successful managers may have to be more creative in their ways to attract and appeal to this group but also be more deliberate in creating effective strategies tailored toward the digital native. Research limitations/implications Because the data in this group are still not voluminous and theories and conclusions on the impact they have made continue to vary depending on the circumstance, continued analysis to recognize new trends is suggested. Originality/value This paper suggests updated criteria for HR managers to better evaluate and motivate a growing sector of their workforces.

Barriers to Arab female academics’ career development

2017 ◽  
Vol 40 (10) ◽  
pp. 1058-1080 ◽  
Author(s):  
Waed Ensour ◽  
Hadeel Al Maaitah ◽  
Radwan Kharabsheh
Keyword(s):  
Career Development ◽  
National Culture ◽  
Design Methodology ◽  
Social Economic ◽  
Academic Career ◽  
Document Analysis ◽  
Labour Law ◽  
Content Type ◽  
Hrm Practices

Purpose Arab female academics struggle to advance within their universities in both academic and managerial ranks. Accordingly, this study aims to investigate the factors hindering Arab women’s academic career development through studying the case of Jordanian academic women. Design/methodology/approach Data were gathered through document analysis (Jordan constitution, Jordanian Labour Law and its amendments, higher education and scientific research law, Jordanian universities’ law and universities’ HR policies and regulations), interviews with 20 female academics and a focus group with 13 female academics (members of the Association of Jordanian Female Academics). Findings The results indicate female academics as tokens facing many interconnected and interrelated barriers embodied in cultural, social, economic and legal factors. The findings support the general argument proposed in human resource management (HRM) literature regarding the influence of culture on HRM practices and also propose that the influence of culture extends to having an impact on HR policies’ formulation as well as the formal legal system. Originality/value The influence of culture on women’s career development and various HR practices is well established in HR literature. But the findings of this study present a further pressure of culture. HR policies and other regulations were found to be formulated in the crucible of national culture. Legalizing discriminatory issues deepens the stereotypical pictures of women, emphasizing the domestic role of women and making it harder to break the glass ceiling and old-boy network.

Effective feedback for millennials in new organizations

2018 ◽  
Vol 26 (4) ◽  
pp. 25-27
Author(s):  
Prantika Ray ◽  
Manjari Singh
Keyword(s):  
Performance Feedback ◽  
Millennial Generation ◽  
Design Methodology ◽  
Content Type ◽  
Effective Feedback ◽  
Effective Performance ◽  
Hr Managers ◽  
Key Aspects ◽  
Practical Implications

Purpose This paper aims to understand aspects of feedback given to the millennial generation, particularly in new organizations. Design/methodology/approach This paper is based on a review of existing literature from journals and magazines. The perspectives discussed in this paper have been substantiated with discussions with practicing line and HR managers. This paper has been further developed after conducting informal discussions with employees and their supervisors (both millennials and non-millennials). However, the synthesized perspectives expressed here are those of the authors. Findings The millennial generation has characteristics that relate to receiving feedback. Key aspects discussed in this paper are the purpose of feedback, formal versus informal methods, short versus long-term orientation, frequency, hierarchical relationships, and technology. Practical implications With the increasing entry of millennials into the workforce, organizations need to focus on the mechanisms and environments for effective feedback. Originality/value This paper is timely given the rising number of millennials entering the workforce. This work looks into the mechanisms for effective performance feedback, as well as creating a facilitating environment with the focus on employee development.

Interdependent HRM practices as active responses to paradox in Finnish growth enterprises

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sara Lindström ◽  
Minna Janhonen
Keyword(s):  
Content Analysis ◽  
Human Resource ◽  
Design Methodology ◽  
Qualitative Content Analysis ◽  
Work Organization ◽  
Content Type ◽  
Hrm Practices ◽  
Stability Change ◽  
Research Interviews ◽  
Paradox Theory

PurposeBy adopting a paradox lens, the purpose of this study is to explore paradoxes in relation to work organization, recruitment and competence development in growth-oriented companies.Design/methodology/approachThe study is a qualitative content analysis based on research interviews of managers responsible for human resource management (HRM) in Finnish small and medium-sized growth enterprises (SMEs).FindingsThe results show four themes, namely, (1) individualized work, (2) cultural cohesiveness, (3) experimental organization and (4) personal closeness. These identified themes are interpreted as mutually enabling, active responses to the underlying paradoxes of individualism – community and stability – change.Originality/valueThe results contribute to research on tension and paradox in HRM by taking the still unexplored opportunity to apply paradox theory to HRM in SMEs.

Use of 4.0 (I4.0) technology in HRM: a pathway toward SHRM 4.0 and HR performance

foresight ◽  
2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Rajasshrie Pillai ◽  
Shilpi Yadav ◽  
Brijesh Sivathanu ◽  
Neeraj Kaushik ◽  
Pooja Goel
Keyword(s):  
Grounded Theory ◽  
Industry 4.0 ◽  
Design Methodology ◽  
Extensive Literature ◽  
Theory Approach ◽  
Structured Interviews ◽  
Content Type ◽  
Hr Managers ◽  
The Impact ◽  
Grounded Theory Approach

Purpose This paper aims to investigate the use of Industry 4.0 (I4.0) technology and its barriers in human resourcemanagement (HRM) for Smart HR 4.0 and its impact on HR performance. Design/methodology/approach The research has been conducted using the grounded theory approach. Semi-structured interviews were conducted with 122 senior HR officers of national and multi-national companies in India after the extensive literature review. NVivo 8.0 software was used for the analysis of the interview data. Findings I4.0 technology is used for HRM functions by HR professionals. It is revealed that Smart HR 4.0 that emerged from the I4.0 technology has leveraged the HR performance. It is also found that usage barriers, traditional barriers and risk barriers affect the use of I4.0 technology in HRM. Originality/value A model is developed using the grounded theory approach for HR managers to understand the impact of I4.0 on HRM. This study reveals the barriers affecting the use of I4.0 technology in HRM. It also provides the model for HR performance that emerged through the use of I4.0 technology in HR and Smart HR 4.0. The research delivered key insights for the HR professionals, marketers of HR technology and technology developers.

Knowledge content quality, perceived usefulness, KMS use for sharing and retrieval

2018 ◽  
Vol 48 (4) ◽  
pp. 470-490 ◽  
Author(s):  
Khaldoon Jahmani ◽  
Samson Oluwaseun Fadiya ◽  
A. Mohammed Abubakar ◽  
Hamzah Elrehail
Keyword(s):  
Structural Equation ◽  
Design Methodology ◽  
Knowledge Workers ◽  
Collective Learning ◽  
Perceived Usefulness ◽  
Equation Modeling ◽  
Content Type ◽  
Content Quality ◽  
The Social ◽  
Knowledge Content

Purpose Flock leadership theory explores how different collective learning capacities emerge when interacting individuals work through challenges. While research has link other leadership styles with knowledge management systems (KMS), studies examining flock leadership and KMS are largely lacking. This paper aims to investigate the nexus between flock leadership, knowledge content quality, perceived usefulness of KMS, KMS use for sharing and KMS use for retrieval. Design/methodology/approach Using survey data (n = 442) from health-care establishments in Jordan, the authors apply structural equation modeling (SEM). Findings The results show the following: flock leadership influences knowledge content quality; knowledge content quality influences perceived usefulness of KMS; perceived usefulness of KMS influences KMS use for sharing and retrieval; and knowledge content quality and perceived usefulness of KMS mediates the link between flock leadership and KMS use for sharing and retrieval. Originality/value Existing research considered KMS through a narrow lens, without consideration of the social context (collective capacities) that surrounds knowledge workers. This study responds to call for research concerning the motion that says technical and adaptive capacity are the underlying norm that configures flock behaviors. Implications for research and practice are discussed.

scholarly journals Identity, diversity and diversity management

2016 ◽  
Vol 35 (1) ◽  
pp. 48-64 ◽  
Author(s):  
Lotte Holck ◽  
Sara Louise Muhr ◽  
Florence Villesèche
Keyword(s):  
Design Methodology ◽  
Management Practices ◽  
Diversity Management ◽  
Future Research ◽  
Policy Makers ◽  
Content Type ◽  
Hr Managers ◽  
The Relationship ◽  
Practical Implications ◽  
Diversity Research

Purpose – The purpose of this paper is to examine the relationship between the identity and diversity literatures and discuss how a better understanding of the theoretical connections between the two informs both diversity research and diversity management practices. Design/methodology/approach – Literature review followed by a discussion of the theoretical and practical consequences of connecting the identity and diversity literatures. Findings – The authors inform future research in three ways. First, by showing how definitions of identity influence diversity theorizing in specific ways. Second, the authors explore how such definitions entail distinct foci regarding how diversity should be analyzed and interventions actioned. Third, the authors discuss how theoretical coherence between definitions of identity and diversity perspectives – as well as knowledge about a perspective’s advantages and limitations – is crucial for successful diversity management research and practice. Research limitations/implications – The authors argue for a better understanding of differences, overlaps and limits of different identity perspectives, and for a stronger engagement with practice. Practical implications – The work can encourage policy makers, diversity and HR managers to question their own practices and assumptions leading to more theoretical informed diversity management practices. Originality/value – The theoretical connections between identity and diversity literature have so far not been reviewed systematically. The work foregrounds how important it is for diversity scholars to consider identity underpinnings of diversity research to help further develop the field within and beyond the three streams the authors discuss.

Sign in / Sign up

Export Citation Format

Share Document