Changing management history, gender moderating pay to job satisfaction for IS users

2014 ◽  
Vol 20 (3) ◽  
pp. 311-332
Author(s):  
Bassem E. Maamari
Keyword(s):  
Job Satisfaction ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
User Participation ◽  
Social Implications ◽  
Content Type ◽  
Novel Technologies ◽  
The Impact ◽  
Practical Implications

Purpose – This paper aims to investigate the impact of pay on job satisfaction. Moreover, it studies the changes in the structure of the work force, as well as in the way work is done, on the pay to job satisfaction relationship. Design/methodology/approach – A confirmatory survey is conducted, and results are presented. Findings – The study suggests that gender is a variable affecting the relationship of pay to employees’ job satisfaction. It highlights the roles of education and training in user participation and system usage. The study investigates the current situation in Lebanese commercial banks. Research limitations/implications – The outcome of the study could have significant implications on managerial decision-making in the process of implementing novel technologies in banks. It also points to policy changes needed at the human resource management levels. Practical implications – The study findings suggest a needed change at the policy-making levels of corporate human resource management, as more and more employees are becoming extensive information system users on the job. Social implications – If the suggested practical implications are applied, the social implications derived therefrom will generate a social drift in attitude toward gender differentials. Originality/value – The paper is based on a large sample collection from the services sector, commercial banking in Lebanon. The quantitative survey results highlight a number of correlations and tests a suggested model. It puts forth a linear relationship between the different variables under consideration and suggests recommendations for practitioners.

The value of employees who go the extra mile

2014 ◽  
Vol 22 (4) ◽  
pp. 29-32
Author(s):  
Randall P. Bandura ◽  
Paul R. Lyons
Keyword(s):  
Job Satisfaction ◽  
Resource Management ◽  
Human Resource Management ◽  
Organizational Behavior ◽  
Work Environment ◽  
Human Resource ◽  
Positive Reinforcement ◽  
Design Methodology ◽  
Content Type ◽  
Practical Implications

Purpose – The purpose of this paper is to present the concept of voluntary, helpful organizational behavior and offer a discussion of research that aims to help managers to encourage such behavior among their employees. Design/methodology/approach – This paper discusses voluntary, helpful organizational behavior based on a review of recent research, as well as findings from the authors’ research. Findings – This paper explains that voluntary, helpful organizational behavior could include, for example, taking the initiative to increase one’s knowledge about the job, technology, tools, industry, competitors and so on; making constructive suggestions; taking the initiative to help solve unexpected problems; working diligently to meet some deadlines; and volunteering to help with some tasks that are not part of one’s normal task duties. Practical implications – The authors reveal that for voluntary, helpful organizational behavior to flourish, manager or supervisor supportiveness is important; management should provide and reinforce procedural justice in the workplace; managers should help employees in attaining job satisfaction; and managers should use positive reinforcement. Social implications – A set of behaviors that can be useful not only in the work environment but also in society as a whole has been described. Originality/value – This paper points out that there is little information in practitioner journals addressing the behaviors in pragmatic terms. It also offers practical suggestions for human resource management.

The impact of human resource management practices on job satisfaction and affective commitment in Hurghada resort hotels

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Faten Mohamed Hussien ◽  
Yasser Ibrahim ◽  
Haitham Abdelrhman Naser
Keyword(s):  
Job Satisfaction ◽  
Human Resource Management ◽  
Human Resource ◽  
Affective Commitment ◽  
Management Practices ◽  
Content Type ◽  
Human Resource Management Practices ◽  
The Impact ◽  
Resort Hotels ◽  
Practical Implications

PurposeThe primary purpose of this study is to evaluate the positive influence of human resource management practices (HRMPs) on job satisfaction (JS) and affective commitment (AC).Design/methodology/approachData were collected through a self-administrated questionnaire disseminated in 19 resort hotels in Egypt’s Red Sea region. The structural equation modeling results indicate that HRMPs significantly affect JS and AC through mediation effects.FindingsThis study highlights the importance of a hotel’s behavior in fulfilling its HRMPs obligations on employee attitudes and behaviors. Effective HRMPs (i.e. recruitment and selection, training and socialization and security) positively influence employee outcomes like JS and AC. JS has a significantly positive relationship with AC and a mediating effect on the link between HRMPs and AC.Research limitations/implicationsThese results cannot be generalized to the overall Egyptian hospitality sector context. The survey data are self-reported, so future research should investigate hotel managers and guests through interviews or focus groups.Practical implicationsEffective HRMPs should increase JS and AC. human resource managers should emphasize the critical role of HRMPs in enhancing JS and AC and motivating hotel employees to remain with their hotels. They should also develop a robust framework to improve JS and AC with HRMPs effectively. This study provides a conceptual model for researchers in the HRM literature.Originality/valueTo the best of authors’ knowledge, this is the first study to empirically investigate the impact of HRMPs on JS and AC in the Red Sea region, with significant academic and practical implications. This research is unique in presenting a conceptual model exposing the AC of organizational commitment.

Can you grow your supply chain without skills? The role of human resource management for better supply chain management in Latin America

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Andrea Stefano Patrucco ◽  
Liliana Rivera ◽  
Christopher Mejía-Argueta ◽  
Yossi Sheffi
Keyword(s):  
Job Satisfaction ◽  
Latin America ◽  
Supply Chain ◽  
Supply Chain Management ◽  
Resource Management ◽  
Human Resource Management ◽  
Knowledge Acquisition ◽  
Human Resource ◽  
Chain Management ◽  
Content Type

PurposeIn line with the knowledge-based view of organizations, this paper aims to analyze how supply chain (SC) employees contribute to the creation of competitive advantage through knowledge acquisition and utilization activities. The authors consider SC employees' skills and competencies, their external network of relationships, their job satisfaction and company investments in training and test how they relate to SC-level outcomes (i.e. SC growth).Design/methodology/approachThe authors design a research model including the aforementioned variables, and the authors apply structural equation modeling (SEM) to survey data collected from 246 SC professionals in Latin America. The authors also use multi-group analysis to evaluate how the relationships between these variables change with different levels of company investment in training.FindingsThe results show that a broad professional network of relationships contributes to increasing the skills and competencies of SC professionals, which, in turn, impact job satisfaction and SC performance. This reinforces the value of investing in skilled human talent, who can contribute to knowledge acquisition, utilization, and, ultimately, to SC competitiveness. Companies that invest more in training to develop their SC employees benefit from stronger SC outcomes.Originality/valueThis study contributes to broadening the understanding of the impact of human resource management (HRM) on supply chain management (SCM). One of the added original foci of this research is the emphasis on developing countries where these HRM-to-SCM performance relationships have not been studied before.

Mina makes the most of human‐resource management

2013 ◽  
Vol 21 (1) ◽  
pp. 26-27 ◽  
Author(s):  
Antonios Panagiotakopoulos
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Customer Service ◽  
Strategic Human Resource Management ◽  
Employee Empowerment ◽  
Small Companies ◽  
Content Type ◽  
Practical Implications ◽  
Conditions Of Employment

PurposeThe purpose of this paper is to describe how strategic human resource management has transformed the fortunes of three Greek micro‐enterprises.Design/methodology/approachThe paper explains the problems faced by Mina mini‐market, Franco leather manufacturing and Yiannis Hair Care, and how they overcame them.FindingsThe paper highlights the key role that training can play in improving product quality and customer service and setting a struggling company back on the track to success.Practical implicationsThe paper reveals that training can go hand in hand with new bonus schemes, employee empowerment and better conditions of employment.Social implicationsThe paper details a number of approaches that small companies can adopt to help them to survive in a challenging economic context.Originality/valueThe paper recounts how three Greek micro‐businesses have achieved organizational change against the background of difficult economic circumstances.

Human resource management studies in hospitality and tourism domain: a bibliometric analysis

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Elbeyi Pelit ◽  
Esra Katircioglu
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Bibliometric Analysis ◽  
Current Status ◽  
Current Position ◽  
Future Directions ◽  
Content Type ◽  
Hospitality And Tourism ◽  
Practical Implications

Purpose Bibliometric analysis allows examining a large volume of bibliometric data within an objective perspective. The purpose of this study is to conduct a bibliometric analysis to reveal the current status of human resource management (HRM) studies while exploring research trends and future directions. Design/methodology/approach Web of Science was chosen to identify studies in the field. In total, 1,404 articles were selected for bibliometric analysis. The VOSviewer program was used to analyze and visualize obtained data. Findings The findings revealed that the most frequently used keywords were job satisfaction, hospitality, tourism, HRM and work engagement. Karatepe and Baum were the most cited authors and Inoue (2011), Felps (2009), Shaw (2011), Gursoy (2008) and Cooper (2006) were the most cited documents in HRM studies in the hospitality and tourism domain. Research limitations/implications The study provides some theoretical and practical implications. The study findings can give researchers and practitioners insights into the current position of HRM studies and trend topics. Besides, it can be used as a practical guide for determining potential gaps in the literature. Originality/value This study contributes to the literature by bringing HRM studies in the hospitality and tourism fields together and revealing the current position of the inquiry by determining the most cited authors, articles, journals, organizations and collaborations among authors.

The mediating effects of psychological contracts on the relationship between human resource management systems and organisational performance

2015 ◽  
Vol 36 (7) ◽  
pp. 1012-1033 ◽  
Author(s):  
Anastasia A. Katou
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Structural Equation ◽  
Psychological Contracts ◽  
Cross Sectional ◽  
Content Type ◽  
The Impact ◽  
The Relationship

Purpose – The purpose of this paper is to investigate the impact of human resource management (HRM) systems (expressed by content, process and climate) on organizational performance through the mediating role of psychological contracts (expressed by employer and employee promises fulfilment). Design/methodology/approach – The study examines theoretical relationships in the Greek context, based on structural equation modelling (SEM) estimation, using a sample of employees from both private and public sector organizations. Findings – The study finds that the impact of HRM content on organizational performance is less strong compared to its impact through HRM process. Additionally, the study finds that psychological contract partially and positively mediates the HRM – performance relationship, where the impact of HRM on organizational performance through employee promises fulfilment is stronger than that through employer promises fulfilment. Research limitations/implications – The study does not allow for appropriately investigating dynamic causal inferences due to the cross-sectional nature of data. Additionally, considering that Greece is experiencing a severe economic and financial crisis, the findings from this unique context may not generalize across borders. Practical implications – For improving organizational performance, managers and decision makers should make their HRM systems more visible, understandable, legitimate and relevant. At the same time they should make HRM systems more instrumental, valid and consistent of HR messages. Originality/value – Investigations into the relationship between HRM systems and organizational performance have become increasingly common. Nevertheless, empirical studies that measure the influence of HRM systems, which integrate both content and process, on organizational performance are still rare. This paper partially fills this gap.

scholarly journals Human resource management (HRM) and public service motivation (PSM)

2016 ◽  
Vol 37 (5) ◽  
pp. 746-763 ◽  
Author(s):  
Fabian Homberg ◽  
Rick Vogel
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Public Service ◽  
Meta Analysis ◽  
Public Service Motivation ◽  
Content Type ◽  
Hr Practices ◽  
Bibliometric Review ◽  
The Impact

Purpose – The purpose of this paper is to provide an introduction to the special issue on public service motivation (PSM) and human resource management (HRM). The authors analyse and review how the literatures on HRM and PSM relate to each other. Design/methodology/approach – The paper combines two complementary studies: a bibliometric analysis of the interrelationships between the two literatures and a meta-analysis of the impact of HR practices on PSM. Findings – Although HRM is among the core subject categories to which the literature on PSM refers, the pre-eminence of HR topics self-reported by PSM researchers indicates large room for further transfer. Intrinsic HR practices show positive and significant effects on PSM, while no such association was found for extrinsic HR practices. Originality/value – The editorial is a complement to a recent bibliometric review of PSM research, focusing more particularly on the interrelationships with HRM and applying hitherto unused techniques. It is also the first meta-analysis of the association between HR practices and PSM.

Impact of human resource management on performance in competitive priorities

2016 ◽  
Vol 36 (2) ◽  
pp. 114-134 ◽  
Author(s):  
Jorge Andrés Vivares-Vergara ◽  
William Ariel Sarache-Castro ◽  
Julia Clemencia Naranjo-Valencia
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Empirical Evidence ◽  
Human Resource ◽  
Management Practices ◽  
Manufacturing Companies ◽  
Competitive Priorities ◽  
Content Type ◽  
Hrm Practices ◽  
The Impact

Purpose – Human resource management (HRM) is considered an important issue in operations strategy (OS). Furthermore, OS effectiveness depends on performance in competitive priorities (CP). However, little empirical evidence exists about the relationship between them. Thus, the purpose of this paper is to investigate the impact of HRM on performance in CP. Design/methodology/approach – The research was conducted by surveying a sample of medium and large manufacturing companies in the Colombian coffee region. Three groups of variables were studied: performance in CP, HRM practices and factors related to employees. A regression analysis was conducted to test the hypotheses. Findings – No significant relationship was found between HRM practices and performance in CP. Regarding the factors related to employees, two findings were relevant: first, when the companies involve features about the individuals in OS decision making (motivations, personal goals, abilities, etc.) better performance can be observed in CP; second, when employees reach a higher level of satisfaction and job performance, the performance in CP improves as well. Practical implications – Considering the importance of HRM practices, appropriate adjustment and application should be sought to improve company performance. Furthermore, factors related to employees (features about the individuals, job satisfaction and employee performance), must be properly aligned with the OS. Originality/value – The paper addresses an issue supported by little empirical evidence. Because few studies have considered the total set of CP identified in the literature review, the authors applied an indicator to establish the global performance of the production system according to the market requirements. Traditionally, HRM has been studied from the perspective of management practices, giving little attention to employees. In this research, the authors consider not only this perspective but also the effects of factors related to employees on performance in CP when they are aligned with the OS.

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