scholarly journals Human Resource Selection Approaches and Socially Responsible Strategy

2016 ◽  
Vol 28 (1) ◽  
pp. 106-114 ◽  
Author(s):  
Olga Stariņeca
Keyword(s):  
Human Resource ◽  
Resource Selection ◽  
Scientific Literature ◽  
Concept Development ◽  
Literature Analysis ◽  
Socially Responsible ◽  
Business Sustainability

AbstractThe research focuses on the characterisation of theoretical aspects of human resource (HR) selection approaches and the analysis of these approaches within a socially responsible strategy and in the context of business sustainability creation. The main methods implemented are monographic research, scientific literature analysis, synthesis, and comparison. As a result, the HR selection concept development and application summary was created as well as the importance of HR selection within a socially responsible strategy was characterised.

scholarly journals Interaction Between Social Business Sustainability and Consumer PurchaseDecision: Conceptual Framework

2021 ◽  
pp. 1
Author(s):  
Aurelija Ulbinaitė ◽  
Neringa Raštutytė
Keyword(s):  
Scientific Literature ◽  
Consumer Perception ◽  
Literature Analysis ◽  
Social Business ◽  
Business Sustainability ◽  
The Public ◽  
Community Wellbeing ◽  
Surrounding Environment ◽  
Different Dimensions ◽  
The Relationship

Due to the lack of research in social business sustainability development, it is necessary to investigate this problem, seeking community wellbeing. The goal of this paper is to elucidate the importance of sustainability development in relation to its different dimensions and the relationship between consumer perception and sustainability development. A systematic scientific literature analysis was performed. The results show that although sustainability is one of the main aspirations of companies, it is still difficult to achieve for effective transformation. The framework also reflects that sustainability is a particular change that has to be implemented over time, involving not only the business itself but also the surrounding environment (other systems). Furthermore, to achieve sustainable development it is essential to define which sustainability indicators will be selected, how they will be measured, and how the results will be tracked. A sustainable social business model must not be considered in isolation from its surrounding environment. Moreover, it is relevant to identify the public opinion, i.e., potential consumers, regarding effective sustainability development in order to get a more efficient result.

scholarly journals Klasifikacinių medžių sudarymo metodo taikymas identifikuojant darbuotojo norminio įsipareigojimo organizacijai hierarchinius veiksnius

2015 ◽  
Vol 37 (4) ◽  
pp. 512-520
Author(s):  
Žaneta Kavaliauskienė
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Scientific Literature ◽  
Management Practice ◽  
Staff Retention ◽  
Literature Analysis ◽  
Normative Commitment ◽  
Problem Statement ◽  
Confirmatory Analysis

Focusing on the critical solution of problematic human resource management situations (staff retention, outlook predictions, wages justification, etc.), nowadays agricultural company managers should perceive the antecedents of normatively committed man power as well as their hierarchical dependence. The mentioned hierarchy describes the nature and conditions of employee’s formal commitment to an organization; besides guarantees the validity of the appropriate leadership logic. Scientific problem statement – how to hierarchically classify the antecedents of an employee’s normative commitment. The research objective declared – practicing the Decision trees technique to reveal hierarchical dependence (according to the strongly normatively committed groups of respondents). The research methods applied: scientific literature analysis, synthesis and generalization, as well as exploratory and confirmatory analysis. The latter method identified the hierarchical interactions of the normatively committed man power antecedents. In this article outlined hierarchical interactions among antecedents of an employee’s normative commitment undoubtedly reveal organizational behaviors of individuals, therefore taking into account the strongest motivators of formal commitment are also recommended to be involved into human resource management practice of agricultural companies.

scholarly journals Theoretical insights into expression of leadership competencies in the process of management

2017 ◽  
Vol 15 (1) ◽  
pp. 220-226 ◽  
Author(s):  
Regina Andriukaitienė ◽  
Valentyna Voronkova ◽  
Olga Kyvliuk ◽  
Marina Maksimenyuk ◽  
Aita Sakun
Keyword(s):  
Organizational Development ◽  
Scientific Literature ◽  
Leadership Competencies ◽  
Practical Significance ◽  
Literature Analysis ◽  
The Core ◽  
Career Opportunities ◽  
Analysis And Synthesis ◽  
Research Findings ◽  
Leadership Research

The relevance of the topic is defined through the idea that appropriate leadership competencies and their application in certain activities enabling the followers can ensure the prospects of organizational development and individual career opportunities. To review and summarize the aspects of research findings of leadership science in expression of competencies in managerial processes, highlighting the leadership competencies in the context of general competencies. Methods. In order to formulate analytical findings describing the concept of leadership, generalizing the stages of development of theories, expression of leadership competencies and impact, there were used the methods of scientific literature analysis and synthesis as well as simulation. Results. According to the scientists insights, the article deals with leadership concept analysis, leadership research overview according to development stages. Scientific novelty. The analyzed theme has a scientific novelty, because recently there has been more and more discussion about the importance of leadership, but it is important to analyze the core leadership competencies that would predetermine both the findings of decisions of organizations’ managerial processes and positive changes of individual career in the integration in the activities of organizations. Practical significance. The need in leadership competencies is related to the issues of good leadership in organizations. Aiming to implement ideas of modern leadership in organisations, the leader has to have certain characteristics of leadership expressions, such as ability to communicate effectively, respond to the needs of others, and influence the behavior of the followers directing them towards the achieving of the set goals and implementation of the leader’s vision.

Does User Centered Design, Coherent with Global Corporate Strategy, Encourage Development of Human Resource Intranet Use?

2009 ◽  
pp. 78-91
Author(s):  
Karine Guiderdoni-Jourdain ◽  
Ewan Oiry
Keyword(s):  
Human Resource ◽  
Computer Technology ◽  
Strong Interaction ◽  
Corporate Strategy ◽  
Scientific Literature ◽  
Longitudinal Case Study ◽  
Theoretical Status ◽  
Expected Outcomes ◽  
User Centered

In organizations, researchers as well as professionals have generally observed insufficient use of computer technologies when compared to their expected outcomes before their implementation (Bowers, 1995). Reiterating in detail Orlikowski’s theoretical propositions, the authors try to impart a clear theoretical status and to identify how transformation of the « artifact » can eventually transform uses. Using a longitudinal case study describing uses of a HR Intranet in an aeronautical firm, the authors want to show that: computer technology conception integrating user’s needs, which scientific literature usually calls « user centered » conception, allows use development. However, data gathered in the interviews allows stating that this kind of conception achieved to develop uses only because it was in a strong interaction with corporate policy.

scholarly journals Socially Responsible Human Resource Management and Employee Perception: The Influence of Manager and Line Managers

2018 ◽  
Vol 10 (12) ◽  
pp. 4614 ◽  
Author(s):  
Macarena López-Fernández ◽  
Pedro M. Romero-Fernández ◽  
Ina Aust
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Employee Commitment ◽  
Future Research ◽  
Socially Responsible ◽  
Line Managers ◽  
Hr Managers ◽  
Managerial Employees ◽  
Different Levels

The aim of this article is to contribute to understanding the importance of considering the effect of employees’ perceptions of Socially Responsible Human Resource Management (SR-HRM) on employee commitment. Results, applied to different levels of the organization (HR managers, line managers and employees) show, on one hand, that there is a relationship between a SR-HRM and employee commitment, and on the other hand, that employees’ perceptions have an influence on the extent to which these relationships are developed. HR managers and line managers perceived SR-HRM in a similar way and line managers and non-managerial employees generally did too. The frequency with which line managers disagree with employees’ perceptions about socially responsible practices was low. Suggestions for HRM practice and future research are provided.

The effect of socially responsible human resource management (SRHRM) on frontline employees’ knowledge sharing

2019 ◽  
Vol 31 (9) ◽  
pp. 3646-3663 ◽  
Author(s):  
Xingping Jia ◽  
Shudi Liao ◽  
Beatrice I.J.M. Van der Heijden ◽  
Zhiwen Guo
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Knowledge Sharing ◽  
Human Resource ◽  
Role Conflict ◽  
Role Ambiguity ◽  
Organizational Trust ◽  
Frontline Employees ◽  
Socially Responsible ◽  
Content Type

Purpose This study in the hospitality industry aims to explore the underlying mechanisms through which socially responsible human resource management (SRHRM) affects frontline employees’ knowledge sharing, as well as the moderating effects of role conflict and role ambiguity. Design/methodology/approach Two data waves have been collected from one of the largest restaurant chains in China. Using Mplus 7.0, a structural equation modeling model is empirically tested to investigate the hypothesized moderated mediation model. Findings First, SRHRM appears to foster frontline employees’ perceived respect and organizational trust and further stimulates their knowledge sharing. Second, role conflict is found to weaken the relationship between SRHRM and organizational trust, while role ambiguity seems to weaken the strength of the linkage between SRHRM and perceived respect. Practical implications Managers should make SRHRM policies more visible and implement appropriate SRHRM practices to facilitate employees proactively to share knowledge at work. Furthermore, managers should realize the dark side effects of role conflict and role ambiguity, as they might hinder the positive impact of SRHRM on knowledge sharing. Originality/value This study uncovers the meditating roles of perceived respect and organizational trust through which SRHRM impacts on employees’ knowledge sharing. By incorporating the possible moderating roles of role conflict and role ambiguity, this scholarly work also increases the understanding of possible hindrances in this regard.

scholarly journals Double-Edged Effects of Socially Responsible Human Resource Management on Employee Task Performance and Organizational Citizenship Behavior: Mediating by Role Ambiguity and Moderating by Prosocial Motivation

2019 ◽  
Vol 11 (8) ◽  
pp. 2271 ◽  
Author(s):  
Danping Shao ◽  
Erhua Zhou ◽  
Peiran Gao ◽  
Lirong Long ◽  
Jie Xiong
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Task Performance ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Role Ambiguity ◽  
Citizenship Behavior ◽  
Socially Responsible ◽  
Prosocial Motivation

Previous literature has explored the positive effects of socially responsible human resource management (SRHRM) on employees, leaving potential dark sides largely ignored. By integrating situational-strength theory and motivation literature, this study investigates the double-edged effects of SRHRM on employee performance. Based on a sample of 314 employee–supervisor dyads from three companies, we found that SRHRM could increase employees’ organizational citizenship behavior (OCB) while decreasing their task performance through role-ambiguity mediation. Interestingly, prosocial motivation serves as a significant moderator in strengthening the positive relationship between SRHRM and OCB and the negative association between SRHRM and task performance. Finally, we discuss the theoretical and practical implications of how managers should conduct SRHRM practices among employees.

Sign in / Sign up

Export Citation Format

Share Document