scholarly journals The Biographical and Human Resource Management Predictors of Union Membership Engagement of Low- and Middle-Income Workers

2018 ◽  
Vol 10 (1) ◽  
pp. 207
Author(s):  
Molefe Jonathan Maleka
Keyword(s):  
South Africa ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Union Membership ◽  
Quality Of Work Life ◽  
Fringe Benefits ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Study Results

In this study, the researcher investigated the biographical and human resource management (HRM) predictors of union membership. The literature reviewed revealed that there is little research on this topic in the South African context. The literature reviewed also showed that males, permanent employees, employees who are less committed, who have a level of quality of work-life (QWL) and engagement, and those who are satisfied are more likely to be unionized. A cross-sectional survey design was used to address the research questions. One thousand questionnaires were distributed and 874 were completed by the respondents at Marabastad Mall in the City of Tshwane Metropolitan Municipality (CTMM) in South Africa. The study results showed that employment status was the highest predictor ( = -1.782, p<0.05) of union membership, and gender and job satisfaction were not predictors of union members. This study had managerial implications, in the sense that when hiring employees on a part-time basis, having employees who are committed and offering employees QWL (i.e. excellent fringe benefits) will impact negatively on union membership. In terms of policymakers, the study revealed that developing remuneration policies that are pro-employee (i.e. offering excellent working conditions and fringe benefits) would make them satisfied, possibly be productive, and they would engage less in counterproductive industrial actions like strikes, which in South Africa are the amongst highest in the world. 

scholarly journals The Biographical and Human Resource Management Predictors of Union Membership Engagement of Low- and Middle-Income Workers

2018 ◽  
Vol 10 (1(J)) ◽  
pp. 207-216
Author(s):  
Molefe Jonathan Maleka
Keyword(s):  
South Africa ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Union Membership ◽  
Quality Of Work Life ◽  
Fringe Benefits ◽  
Cross Sectional Survey ◽  
Cross Sectional ◽  
Study Results

In this study, the researcher investigated the biographical and human resource management (HRM) predictors of union membership. The literature reviewed revealed that there is little research on this topic in the South African context. The literature reviewed also showed that males, permanent employees, employees who are less committed, who have a level of quality of work-life (QWL) and engagement, and those who are satisfied are more likely to be unionized. A cross-sectional survey design was used to address the research questions. One thousand questionnaires were distributed and 874 were completed by the respondents at Marabastad Mall in the City of Tshwane Metropolitan Municipality (CTMM) in South Africa. The study results showed that employment status was the highest predictor ( -1.782, p<0.05) of union membership, and gender and job satisfaction were not predictors of union members. This study had managerial implications, in the sense that when hiring employees on a part-time basis, having employees who are committed and offering employees QWL (i.e. excellent fringe benefits) will impact negatively on union membership. In terms of policymakers, the study revealed that developing remuneration policies that are pro-employee (i.e. offering excellent working conditions and fringe benefits) would make them satisfied, possibly be productive, and they would engage less in counterproductive industrial actions like strikes, which in South Africa are the amongst highest in the world. 

scholarly journals Why Not Knowledge-Based HRM? Its Direct and Indirect Effect on Innovative Service Offerings

SAGE Open ◽  
2020 ◽  
Vol 10 (4) ◽  
pp. 215824402098300
Author(s):  
Norwan Ahmad ◽  
Ng Siew Imm ◽  
Yuhanis Abdul Aziz ◽  
Norazlyn Kamal Basha
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Dynamic Capabilities ◽  
Management Practices ◽  
Business Service ◽  
Marketing Capability ◽  
Cross Sectional Survey ◽  
Knowledge Based ◽  
Human Resource Management Practices

This article is aimed at examining the effect, direct and indirect, of knowledge-based human resource management on innovative offerings of service small and medium-sized enterprises (SMEs). Knowledge-based human resource management essentially reflects the central role played by the embedded knowledge-centric human resource management practices, which may lead to new or improved services. A cross-sectional survey was implemented involving a sample of 278 business service SMEs from Malaysia and indicated two key findings from the study. First, knowledge-based human resource management was found to positively influence innovative service offerings. Second, dynamic capability in the aspects of entrepreneurial orientation, marketing capability, and technological capability were found to mediate the knowledge-based human resource management–innovative service offerings relationship. This study espouses the potentials of creating innovative service offerings among business service SMEs through embedding knowledge perspective in human resource management practices as well as investment in dynamic capabilities.

scholarly journals Necessity for a comprehensive psychometric policy within an organization

1990 ◽  
Vol 16 (1) ◽  
Author(s):  
T. H. Veldsman
Keyword(s):  
South Africa ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Context ◽  
Psychometric Testing ◽  
Definition Of

Psychometric testing is an important, valuable, widespread and legally protected activity in South Africa. Within the ambit of the organizational context a psychometric policy is required to guide and direct this activity. The purpose of this article is to show how the need for such a policy within an organization can be fulfilled. The article proceeds as follows: firstly, the positioning of a psychometric policy within the overall human resource management of an organization is discussed; secondly, a definition of the term 'psychometric policy' and the aims thereof are given; thirdly, a suggested content for such a policy is outlined; fourthly a method of generating this policy is proposed; and lastly, the role of the psychologist in this regard is indicated.  Opsomming Psigometriese toetsing is 'n belangrike, waardevolle, algemene en wetlik beskermde aktiwiteit in Suid-Afrika. Binne organisatoriese verband word 'n psigometriese beleid benodig om hierdie aktiwiteit te lei en rig. Die doel van hierdie artikel is om aan te toon hoe die behoefte aan sodanige beleid in 'n organisasie vervul kan word. Die artikel verloop soos volg: eerstens, word die plasing van 'n psigometriese beleid binne die algemene menslike hulpbronbestuur van die organisasie bespreek; tweedens, word 'n definisie van die begrip "psigometriese beleid" en die doelwitte daarvan gegee; derdens, word 'n voorgestelde inhoud vir sodanige beleid aan die orde gestel; uierdens, word 'n metode aangedui waarvolgens hierdie beleid daargestel kan word; en laastens, word die rol van die sielkundige in hierdie area aangedui.

Feasibility of implementing the human resource payroll management system based on cloud computing

Kybernetes ◽  
2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Min Zhao ◽  
Kamran Rabiei
Keyword(s):  
Cloud Computing ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management System ◽  
Structural Equation ◽  
Equation Modeling ◽  
Computing Technology ◽  
Cross Sectional ◽  
Content Type

PurposeThe present study is descriptive research in terms of purpose, descriptive analysis in terms of nature and cross-sectional research in terms of time. The study’s statistical population includes all employees and managers of the China City Organization selected as sample members using random sampling method and Krejcie table of 242 people. The questionnaire was modified and revised based on the goals, tasks and mission of the target organization to collect information. In data analysis, due to the normality of data distribution, the structural equation modeling method is used to evaluate the causal model, reliability and validity of the measurement model. Evaluation and validation of the model are done through the structural equation model. Questionnaire-based model and data are analyzed using Smart PLS 3.0. The main purpose of this study is to assess the feasibility of implementing the human resource payroll management system based on cloud computing technology.Design/methodology/approachNew technologies require innovative approaches for creating valuable opportunities in an organization to integrate the physical flows of goods and services and financial information. Today, cloud computing is an emerging mechanism for high-level computing as a storage system. It is used to connect to network hosts, infrastructure and applications and provide reliable services. Due to advances in this field, cloud computing is used to perform operations related to human resources. The role, importance and application of cloud computing in human resource management, such as reducing the cost of hardware and information software in hiring, job planning, employee selection, employee socialization, payroll, employee performance appraisal, rewards, etc., is raised. This way, human resource management teams can easily view resumes, sort candidates and observe and analyze their performance. Cloud computing is effective in implementing human resource payroll management systems. Therefore, the primary purpose of this study is to assess the feasibility of implementing the human resource payroll management system based on cloud computing technology.FindingsTesting the research hypotheses shows that the dimension desirability of ability and acceptance is provided in dimensions related to the minimum conditions required to implement cloud computing technology in the organization. For this reason, the feasibility of implementing the systems based on cloud computing in companies must be considered.Research limitations/implicationsThis study also has some limitations that need to be considered in evaluating the results. The study is limited to one region. It cannot be assured that the factors examined in other areas are effective. The research design for this study is a cross-sectional study. It represents the static relationship between the variables. Since cross-sectional data from variable relationships are taken at a single point in time, they are collected in other periods. As a proposal, future researchers intend to investigate the impact of Enterprise Resource Planning (ERP) systems based on cloud computing.Practical implicationsThe research also includes companies, departments and individuals associated with systems based on cloud computing.Originality/valueIn this paper, the feasibility of implementing the human resource payroll management system based on cloud computing is pointed out, and the approach to resolve the problem is applied to a practical example. The presented model in this article provides a complete framework to investigate the feasibility of implementing the human resource payroll management system based on cloud computing.

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 Research trends in the South African Journal of Human Resource Management

2018 ◽  
Vol 16 ◽  
Author(s):  
Charlotte Pietersen
Keyword(s):  
South Africa ◽  
Resource Management ◽  
Human Resource Management ◽  
South African ◽  
Human Resource ◽  
White Male ◽  
Research Trends ◽  
South African Journal ◽  
Knowledge Type ◽  
African Journal

Orientation: A comprehensive framework for research in human resource management (HRM) in terms of fundamental knowledge orientations was found lacking.Research purpose: The aim was to perform a typological review of research trends in the field of HRM, specifically of publications in the South African Journal of Human Resource Management (SAJHRM).Motivation for the study: No previous research in the field of HRM in South Africa adopted a fundamental theory of knowledge.Research design, approach and method: A qualitative design was followed, consisting of a documentary analysis of articles that were published in the SAJHRM for the period from 2003 to 2015. A detailed content analysis of published articles was performed in terms of a number of criteria, namely knowledge type, race, gender, authorship, author contribution and representation according to author institution and country of origin.Main findings: An analysis of a final selection of 289 articles indicated that research in the SAJHRM was mostly on the following lines: research was mostly of the hypothesis-testing (Type II) knowledge type; involved multiple authorship; and was conducted by mostly white, male researchers, based at a relatively few South African academic institutions.Practical and managerial implications: The SAJHRM should, in partnership with the HRM profession, promote and publish research that more prominently addresses the gap between academic HRM and HRM practice, especially in terms of the participatory or action research (Type IV) mode of knowledge generation.Contribution: The present analysis of research trends in the SAJHRM provides a broader and more nuanced perspective on forms of research required for the HRM field in South Africa.

scholarly journals IMPACT OF STRATEGIC HUMAN RESOURCE MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE (A CASE STUDY OF SAFARICOM)

2016 ◽  
Vol 1 (1) ◽  
pp. 1
Author(s):  
Joyce W. Kariithi ◽  
Dr. Mark Odongo Ogutu
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Strategic Human Resource Management ◽  
Descriptive Statistics ◽  
Superior Performance ◽  
Personal Factors ◽  
Study Results ◽  
Hr Function ◽  
The Impact

Purpose: The purpose of the study is to investigate the impact of strategic human resource practices on performance of Safaricom Ltd  Methodology: The study adopted a cases study research design. Stratified random sampling technique was applied to select the managers from various departments in order to best inform the study results. A questionnaire was the preferred data collection instrument due to its convenience and confidential nature. The data was analyzed using descriptive statistics. Specifically, means, mode and median were the preferred descriptive statistics. The findings were presented in bar charts and graphs.Results: Findings indicated that that the human resource factors, personal factors and firm level factors contributed to the vertical and horizontal firm between strategic human resource management and competitive strategy. Consequently, it was concluded that Strategic Human management impacted on the superior performance of Safaricom Ltd.Unique contribution to theory, practice and policy: Since the study established the presence of horizontal fit among human resource function factors, the researcher recommended that Safaricom should continue to align its human recruitment policy with its motivation policy, compensation policy and training policy. For instance, Safaricom should continue recruiting highly qualified individuals, compensate the individuals highly, motivate the individuals highly and train them effectively. In addition, the Safaricom management should allow the HR function to operate flexibly such that the department is able to exercise all the available options relevant to carrying out human resource activities. Furthermore, the investment budget towards Safaricom HR function should be increased so as to enhance the strategic fit and the consequent superior organization performance. The study further recommended a causal study on the statistical relationship between investment in HR function and the performance of Safaricom using the balanced score card concept advocated by Kaplan and Norton

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