scholarly journals Development of Community Pharmacy Characteristics Questionnaire: Application of Cognitive Interviewing

2018 ◽  
Vol 9 (3) ◽  
pp. 3 ◽  
Author(s):  
Megan Smith ◽  
Stefanie Ferreri ◽  
Rachel Stafford ◽  
Benjamin Teeter ◽  
Kea Turner ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Community Pharmacy ◽  
Human Resource ◽  
Pharmacy Practice ◽  
Future Research ◽  
Cognitive Interviewing ◽  
Original Research ◽  
Response Options ◽  
Business Operations

  Background: A questionnaire specific to community pharmacy characteristics, such as staffing models for clinical activities and business operations, does not exist.  As community pharmacy practice expands, it is important to characterize how pharmacies are changing for outcomes research. The aim of this study was to conduct cognitive interviewing with community pharmacists to gain feedback on the formatting, readability, and content of items measuring community pharmacy characteristics to develop such a questionnaire. Methods: National surveys and previously developed survey work were reviewed to identify the following question categories: business operations, human resource management, division of clinical responsibilities, technology, and enhanced services.  Questions for each domain were drafted and assessed for applicability across different states and level of importance by researchers in 3 different states. Using the “think aloud” method of cognitive interviewing to evaluate clarity in instructions, question items and response entry, an iterative process was established that included 3 rounds of interviews with discussion and modifications made by the research team between each round. Results: A total of thirteen cognitive interviews across 3 rounds were conducted via telephone and lasted between 30 and 60 minutes. Time for participant pharmacists to complete the questionnaire ranged from 12 minutes to 30 minutes. The interviews revealed areas of ambiguity, and missing response options for the variety of business structures. The question categories with the most problematic items were business operations, human resource management, and division of clinical responsibilities. Conclusion: Using cognitive interviewing, a community pharmacy questionnaire focusing on operational characteristics was developed. Future research is warranted to test the organizational characteristics defined in this paper with a larger sample size representing multiple states. Article Type: Original Research

scholarly journals Literature Review on Good Governance in the Organizations through Human Resource Management: A Corporate Level Analysis

2016 ◽  
Vol 9 (8) ◽  
pp. 14 ◽  
Author(s):  
Anthonypillai Anton Arulrajah
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Good Governance ◽  
Future Research ◽  
Economic Basis ◽  
Effectiveness And Efficiency ◽  
The Relationship ◽  
Corporate Level ◽  
Level Analysis

<p>The objective of this review is to analyze the contribution of human resource management (HRM) in creating good governance in the organizations. A theoretical framework concerning the characteristics of good governance and the contribution of human resource management based on those characteristics were developed. The relationship between human resource management and creating good governance in the organizations, which is based on social, ethical, democratic, and economic basis, involves some important aspects concerning people management aspects such as participation, consensus orientation, accountability, transparency, responsiveness, effectiveness and efficiency, equity and inclusiveness, and following the laws and regulations. The integration of characteristics of good governance with possible approaches and practices of HRM leads to developing a model which underpins the contribution of HRM to create and practice good governance in the organizations. Based on this model, propositions and recommendations for future research on this theme are presented.</p>

Local isomorphism and multinational enterprises’ human resource management practices: Extending the research agenda

2018 ◽  
pp. 1-16 ◽  
Author(s):  
Desmond Tutu Ayentimi ◽  
John Burgess ◽  
Kantha Dayaram
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Trade Unions ◽  
Multinational Enterprises ◽  
Management Practices ◽  
Institutional Setting ◽  
Future Research ◽  
Local Isomorphism ◽  
Human Resource Management Practices

AbstractLocal isomorphism constitutes the regulatory, cognitive and normative profile of a host country. The regulatory institutional setting reflects the rules and legislation governing collective bargaining agreements, trade unions, local content laws and employment relationships. The cultural or cognitive dimension supports the widely held cultural and social knowledge and the normative profile acknowledges the influences of social groups and organizations on acceptable normative behaviour. Earlier literature lends support to the importance of institutional profile and its influence on the design and implementation of multinational enterprises’ human resource management policies and practices. This paper seeks to advance the concept of local isomorphism and highlight the implications of local isomorphism for future research on the transfer of multinational enterprises’ human resource management practices across and between subsidiaries.

scholarly journals Research status of human resource management in China based on scientific knowledge map

2021 ◽  
Vol 251 ◽  
pp. 03096
Author(s):  
Kun Qian ◽  
Yingxue Li ◽  
Yuenan Lv ◽  
Xiaonan Yang
Keyword(s):  
Cluster Analysis ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Scientific Knowledge ◽  
Visual Analysis ◽  
Future Research ◽  
Knowledge Map ◽  
Management Research ◽  
And Cluster Analysis

In order to accurately grasp the current research frontier of human resource management, according to certain retrieval conditions, 2724 literatures published from 2011 to 2021 were retrieved from CNKI database as data samples. CiteSpace software was used for visual analysis, CO citation analysis and cluster analysis were carried out on these literature data, and the corresponding knowledge map was drawn. The objective of this paper is to show the hot topics and cutting-edge trends of human resource management research in China and draw the current situation of human resource management research in China, in order to provide reference for future research.

Workplace Spirituality in HRM

2021 ◽  
Vol 138-139 (1-2) ◽  
pp. 173-194
Author(s):  
Joanna Samul
Keyword(s):  
Cluster Analysis ◽  
Resource Management ◽  
Literature Review ◽  
Human Resource Management ◽  
Human Resource ◽  
Web Of Science ◽  
Workplace Spirituality ◽  
Future Research ◽  
Shed Light ◽  
The Web

The paper presents the main topics of research in the field of workplace spirituality in the context of human resource management (HRM). The study is based on a literature review and bibliometric analysis of publications in order to determine the main topics undertaken in this field and their importance for human resource management. In total, 123 publications from the Web of Science database from the years 1999–2020 were analyzed using cluster analysis applying the VOSviewer method. The paper provides definitions and dimensions of workplace spirituality, and considers the significance of spirituality in human resource management. The contribution of the research is to shed light on the concept of a spiritual workplace in HRM and to indicate directions for future research in this field.

Green human resource management

2019 ◽  
Vol 27 (7) ◽  
pp. 2005-2027 ◽  
Author(s):  
Jing Yi Yong ◽  
M.-Y. Yusliza ◽  
Olawole Olanre Fawehinmi
Keyword(s):  
Resource Management ◽  
Literature Review ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Level ◽  
Future Research ◽  
Content Type ◽  
Individual Level ◽  
Online Databases ◽  
Green Human Resource Management

Purpose Green or environmental human resource management (HRM) has in recent years attracted much attention from academia and practitioners all over the world. However, a thorough analysis of green or environmental HRM has not been made so far. To address this gap, the present study provides a systematic and comprehensive literature review. The purpose of this paper is threefold: to review Green HRM literature of various scopes, approaches and contexts; to identify different focus areas in the Green HRM literature; and to propose areas for future research. Design/methodology/approach The paper follows a systematic literature review approach. The selected journal articles are categorized on the basis of five focus areas in the Green HRM derived from the extant literature. Findings Research has grown significantly over the past 12 years that has focused on Green HRM. A total of 70 articles were reviewed and most of these articles employed quantitative method and were carried out in developing countries. Based on the five focus areas identified in this literature review, the performance outcome of Green HRM at both the organizational level and individual level received the greatest attention from the researchers. Research limitations/implications This paper is limited to a review of academic articles obtainable from online databases, containing the words “Green human resource management”, “Green HRM”, “Green human resource”, “Environmental HRM”, “Green training” and “Environmental training” in the title. Additionally, only papers from high quality, peer-reviewed journals were evaluated. Other academic sources such as books and conference papers were not included in this study. Originality/value The paper presents a structural overview of 70 peer-reviewed articles published in leading academic journals from 2007 until early 2019. This review provides an increased understanding of the existing state of current research, trends and future research directions in the Green HRM discipline.

scholarly journals Towards Extending the Ethical Dimension of Human Resource Management

2016 ◽  
Vol 9 (10) ◽  
pp. 151 ◽  
Author(s):  
Viruli A. de Silva ◽  
H. H. D. N. P. Opatha ◽  
Aruna S. Gamage
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Well Being ◽  
Three Dimensions ◽  
Future Research ◽  
Social Aspect ◽  
Positive Trend ◽  
Ethical Orientation ◽  
Ethical Dimension

Enduring interest in the ‘social’ aspect of the ethical dimension of Human Resource Management (HRM) on employees and society is a positive trend towards humanity. To maintain justice, fairness and well-being towards its stakeholders, it is necessary for an organization to perform HRM functions ethically. Authors identified two possible meanings to the ethical dimension of HRM. In addition to the above, a second possible connotation was recognized, and labeled as ‘Ethical Orientation of HRM or EOHRM’. This is ‘to direct HRM functions to create, enhance and maintain ethicality within employees, to make an ethical workforce in the organization’. EOHRM is conceptualized based on three dimensions: acquire, develop and retain. Elements of EOHRM are the functions of these three HRM fields. Ethical characteristics would be embedded into elements and question items of the instrument, in order to measure EOHRM. It seems that this concept has been unexplored by scholars in the existent HRM literature. This article attempts to bridge this knowledge gap to a significant extent. EOHRM is offered as a novel concept to HRM architecture, and it gives favorable directions towards future research.

scholarly journals Hospital contextual factors affecting the use of health technologies: a systematic review

2019 ◽  
Vol 29 (Supplement_4) ◽  
Author(s):  
A Grossi ◽  
I Hoxhaj ◽  
I Gabutti ◽  
E Carini ◽  
A M Pezzullo ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Leadership Styles ◽  
Human Resource ◽  
Information And Communication Technologies ◽  
Contextual Factors ◽  
Future Research ◽  
Hospital Level ◽  
Health Technologies ◽  
Financial Factors

Abstract Background Healthcare systems are facing great challenges due to increased share of aging population, growing health needs and economic restraints. To keep a high quality of assistance it is important to invest in health technologies (HTs) that have the potential of improving health outcomes. Even though a lot of guidance does exist on how HTs should be introduced, used and dismissed, there is a surprising gap in literature concerning the awareness of hospitals in the actual utilization of HTs, namely utilization in daily practice after formal adoption. Methods We performed a systematic literature review of qualitative and quantitative studies aimed at investigating hospital contextual factors that influence the actual utilization of HTs at hospital level. PubMed, Scopus, Web of Science, Econlit and Ovid were searched to retrieve studies published in English from 1st January 2010 to 31st May 2018. Results A total of 33 studies were included mostly addressing information and communication technologies (ICTs). Findings suggest that contextual factors that impact on actual utilization of HTs at hospital level are ascribable to four main families: financial factors, leadership styles, human resource management and hospital infrastructure. It emerges also that involving professionals at all levels and planning people’s work and competencies are major determinants of HTs actual utilization. Conclusions The evidence suggests that several contextual factors play a major role in HTs actual utilization at hospital level even though data are mostly referred to ICTs being the other HTs unexplored. Indeed, findings from this study suggest that numerous items should be evaluated when considering to use a new HTs at hospital level. Nevertheless, evidence regarding actual utilization of medical and surgical HTs is still lacking and future research is needed. Key messages Financial factors, leadership styles, human resource management, hospital infrastructure are relevant determinants of actual utilization of new HTs at hospital level. The evidence on contextual factors that influence actual utilization of HTs is mostly referred to ICTs and further research is indeed deserved.

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.

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