The Effect of Flight Attendant’s High Performance Human Resource Management on Career Management and Career Success

2018 ◽  
Vol 22 (1) ◽  
pp. 389-411
Author(s):  
Seoyoon Han ◽  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Career Success ◽  
High Performance ◽  
Career Management

Best Practices for Building High Performance in Human Resource Management

2013 ◽  
Vol 33 (2) ◽  
pp. 39-50 ◽  
Author(s):  
Ketsaraporn Suttapong ◽  
Suwit Srimai ◽  
Pongsakorn Pitchayadol
Keyword(s):  
Resource Management ◽  
Best Practices ◽  
Human Resource Management ◽  
Human Resource ◽  
High Performance

scholarly journals Hardiness in relation to organisational commitment in the Human Resource Management field

2012 ◽  
Vol 13 (1) ◽  
Author(s):  
Nadia Ferreira
Keyword(s):  
Resource Management ◽  
Career Development ◽  
Human Resource Management ◽  
Human Resource ◽  
Career Success ◽  
Well Being ◽  
Organisational Commitment ◽  
Convenience Sample ◽  
Managerial Implications ◽  
Development Support

Orientation: Employees’ hardiness is increasingly recognised as an aspect of their well-being and feelings of career success. Psychological well-being and feelings of subjective career success have positive implications for the motivation, satisfaction, performance and commitment of young talented staff.Research purpose: The study empirically investigated the relationship between an individual’s hardiness (measured by the Personal Views Survey II [PVS-II]) and organisational commitment (measured by the Organisational Commitment Scale).Motivation for the study: Research on an individual’s hardiness profile as an aspect of their career well-being and success and how these attributes influence their psychological attachment to the organisation, is needed to guide human resource career development support practices aimed at retaining valuable staff.Research design, approach and method: A quantitative survey was conducted on a convenience sample of predominantly Black (92.2%) and female (71%) employed adults (N = 355) at managerial and staff levels in the human resource management field.Main findings: Correlational and multiple regression analyses revealed a number of significant relationships between the two variables.Practical/managerial implications: Managers and human resource practitioners need to recognise how people’s hardiness relates to their sense of psychological attachment to the organisation. Organisations concerned with the retention and well-being of their equity staff members need to find a way to enhance and develop their hardiness and commitment.Contribution/value-add: The research contributes new insights into and knowledge of the factors that influence their employees’ hardiness and how these relate to their organisational commitment. The results may be used to inform career development support interventions that aim to increase employees’ sense of career well-being and success.

scholarly journals El desempeño adaptativo: implicaciones para la gestión de recursos humanos en el sector público

2021 ◽  
pp. 8-29
Author(s):  
Alexander RODRÍGUEZ LÓPEZ ◽  
Nekane BALLUERKA LASA ◽  
Arantxa GOROSTIAGA MANTEROLA ◽  
Imanol ULACIA ARAMENDI
Keyword(s):  
Resource Management ◽  
Public Sector ◽  
Human Resource Management ◽  
Human Resource ◽  
Job Design ◽  
Career Management ◽  
Adaptive Performance ◽  
The Public ◽  
Recursos Humanos

Laburpena: Jardun moldagarria funtsezkoa da erakundeentzat, inguruneko eskaeretara egokitzeko gaitasuna ezinbestekoa delako, batez ere krisi-garaian edo aldaketa teknologiko, ekonomiko edo laboralen garaian. Artikulu honek jardun moldagarria kontzeptuaren berrikuspen teorikoa ematen du, bai eta beste konstruktuekin eta antolaketa-elementuekin duen harremanarena ere, Ployhart eta Bliese-ren (2006) eta Park eta Park-en (2019) ereduetan oinarrituta, bai eta konstruktu hori ebaluatzen duten tresnena ere. Eremu publikoan giza baliabideak kudeatzean jardun moldagarriak dituen inplikazioak aztertzen dira, bereziki hautaketaren, prestakuntzaren, karrera-kudeaketaren eta lanpostuen diseinuaren arloan. Resumen: El desempeño adaptativo es un constructo clave para las organizaciones porque la capacidad de adaptación a las demandas del entorno es vital, especialmente en tiempos de crisis o cambios tecnológicos, económicos o laborales. Este artículo aporta una revisión teórica del concepto de desempeño adaptativo, de su relación con otros constructos y elementos organizacionales en base a los modelos de Ployhart y Bliese (2006) y Park y Park (2019), así como de los instrumentos que evalúan dicho constructo. Se analizan las implicaciones que tiene el desempeño adaptativo para la gestión de recursos humanos en el ámbito público, especialmente en materia de selección, formación, gestión de carrera y diseño de puestos de trabajo. Abstract: Adaptive performance is a key construct for organizations because the ability to adapt to the demands of the environment is vital, especially in times of crisis or technological, economic or labor changes. This paper provides a theoretical review of the concept of adaptive performance, its relationship with other constructs and organizational elements based on the models of Ployhart and Bliese (2006) and Park and Park (2019), as well as the instruments that evaluate the construct. The implications of adaptive performance for human resource management in the public sector are analyzed, especially in terms of selection, training, career management and job design.

The Impact of Human Resource Management on Corporate Social Performance Strengths and Concerns

2016 ◽  
Vol 56 (3) ◽  
pp. 391-418 ◽  
Author(s):  
Sandra Rothenberg ◽  
Clyde Eiríkur Hull ◽  
Zhi Tang
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
High Performance ◽  
Corporate Social Performance ◽  
Social Performance ◽  
Secondary Data ◽  
Third Party ◽  
Corporate Social ◽  
The Impact

Although high-performance human resource practices do not directly affect corporate social performance (CSP) strengths, they do positively affect CSP strengths in companies that are highly innovative or have high levels of slack. High-performance human resource management (HRM) practices also directly and negatively affect CSP concerns. Drawing on the resource-based view and using secondary data from an objective, third-party database, the authors develop and test hypotheses about how high-performance HRM affects a company’s CSP strengths and concerns. Findings suggest that HRM and innovation are important capabilities because they create and enhance other capabilities.

The Oxford Handbook of Human Resource Management

2009 ◽  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
High Performance ◽  
Industrial Relations ◽  
Industrial Psychology ◽  
Teaching And Research ◽  
Current Trends ◽  
Performance Teams

The Oxford Handbook of Human Resource Management aims to provide an authoritative account of current trends and developments in Human Resource Management (HRM). HRM is central to management teaching and research, and has emerged in the last decade as a significant field from its earlier roots in personnel management, industrial relations, and industrial psychology. People Management and High Performance teams have become key functions and goals for managers at all levels in organizations. The text is divided into four parts: foundations and frameworks; core processes and functions; patterns and dynamics; and finally measurement and outcomes.

scholarly journals The effect of high-performance work systems according to AMO model on HRM performance outcomes: An analytical study on the banking sector

2021 ◽  
pp. 1755-1764
Author(s):  
Fatimah Mohamed Mahdy ◽  
Asia Yagoub Alhadi
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
High Performance ◽  
Management Practices ◽  
Performance Outcomes ◽  
Work Systems ◽  
High Performance Work Systems ◽  
Human Resource Management Practices ◽  
The Impact

This research paper aims to study the impact of high-performance work systems (HPWS) according to the AMO includes three human resource management practices which are (Ability-enhancing human resource management practices, motivation-enhancing human resource management practices, and opportunities -enhancing human resource management practices). The authors select a random sample of 400 individuals from 10 banks in Saudi Arabia, Egypt, Sudan to prove the validity of the hypotheses; The study found a set of results and one of them indicate that there is a significant positive relationship among high-performance work systems according to the AMO model on the results of human resource performance.

scholarly journals Enhancing Organisational Performance Through Strategic Human Resource Management Practices

2018 ◽  
Vol 12 (01) ◽  
Author(s):  
Madhurima Lall
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
High Performance ◽  
Management Practices ◽  
Strategic Human Resource Management ◽  
Organisational Performance ◽  
Human Resource Management Practices ◽  
High Performance Work Practices ◽  
Micro Level

In this article, the authors examine how, when and to what extent Strategic Human Resource Practices affect performance at the employee level. As performance is a multi-faceted and complicated concept, its linked with SHRM practices provide insight to what could be termed as high performance work practices. The study is carried on the organizations in and around the Lucknow district. It is a micro-level study, whose findings can be applied to numerous organizations in various diversified sectors.

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