scholarly journals EXPLORING THE RELATIONSHIP BETWEEN HUMAN RESOURCES MANAGEMENT PRACTICES IN THE HOSPITALITY SECTOR AND SERVICE INNOVATION IN JORDAN: THE MEDIATING ROLE OF HUMAN CAPITAL

2021 ◽  
Vol 35 (2) ◽  
pp. 507-514
Author(s):  
Rami MAHMOUD ◽  
◽  
Ahmad A. AL-MKHADMEH ◽  
Omar A. ALANANZEH ◽  
Ra’ed MASA’DEH ◽  
...  
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Structural Equation ◽  
Management Practices ◽  
Human Resources Management ◽  
Service Innovation ◽  
Equation Modeling ◽  
Resources Management ◽  
Hospitality Sector ◽  
The Relationship

This study is aimed to explore the relationship between Human Resources Management (HRM) and innovation in services and whether such a relationship is mediated by human capital. The data was gathered from the hospitality sector in Jordan. To evaluate the proposed hypotheses, Structural Equation Modeling (SEM) was used via partial modeling of least squares. The research findings provide clear evidence that the Service Innovation of Jordan's hospitality was positively influenced by HRM activities and human resources. The results show many practical and theoretical effects. Results will help the hospitality sector grow creativity in their services by HRM practices and establish proper use of human capital in their employees through innovation cults. This is one of the few studies that studied the relationship between HRM activities and the sufficient of human capital on hospitality in a developing country, Jordan.

The relationship of human capital to traditional concepts that characterize human labor activity

2021 ◽  
Vol 17 (11) ◽  
pp. 2031-2054
Author(s):  
Sergei A. FILIN
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Human Resources Management ◽  
Highly Qualified ◽  
Resources Management ◽  
Human Labor ◽  
Information Sampling ◽  
Main Factors ◽  
Relationship Of ◽  
The Relationship

Subject. This article raises the urgent problem of developing and increasing Russia's innovation competitiveness by improving the management of human resources in conditions of uncertainty and instability of the external environment associated with the sanctions and economic crisis caused by the COVID-19 pandemic. Objectives. The article aims to propose strategic areas for the development and improvement of Russia's innovation competitiveness, recommendations and a programme to improve human resources management. Methods. For the study, I used the methods of analysis, information sampling and grouping. Results. The article describes the relationship of human capital with traditional concepts that characterize human labor activity and offers certain recommendations for the development and improvement of Russia's innovation competitiveness and human resources management. Conclusions. The provision of highly qualified labor power at all levels of management and categories of staff of organizations, the motivation and forms of work are the main factors in the advancement of the country's competitiveness.

scholarly journals Analyzing the Nature of the Relationship Between Human Resource Management Practices and Personnel Performance

2021 ◽  
Vol 11 (2) ◽  
Author(s):  
Salah Naser Mamdooh Al-Bandawi ◽  
Prof Dr Sadoon Muhsin Salman
Keyword(s):  
Human Resources ◽  
Management Practices ◽  
Human Resources Management ◽  
Contextual Performance ◽  
Work Behavior ◽  
Resources Management ◽  
Human Resource Management Practices ◽  
Independent Variable ◽  
The Relationship ◽  
Positive Work

The aim of this study is to test the effect of human resources management as an independent variable in raising the level of individuals’ performance as a dependent variable and it was applied in the Ministry of Interior - General Directorate of Human Resources Management depending on the descriptive analytical approach in accomplishing the requirements of this research. The human resources management in the performance of individuals directly and indirectly, but at the level of dimensions, contextual performance had a good impact on the performance of tasks and the performance of individuals with human resources management and positive work behavior with contextual performance.

scholarly journals The Mediating Effect of HRM Outcomes (employee retention) on the Relationship between HRM Practices and Organizational Performance

2012 ◽  
Vol 2 (1) ◽  
pp. 75 ◽  
Author(s):  
Fathi Mohamed Abduljlil Aldamoe ◽  
Mohamd Yazam ◽  
Kamal Bin Ahmid
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Employee Retention ◽  
Management Practices ◽  
Human Resources Management ◽  
Mediating Effect ◽  
Resources Management ◽  
Mediating Role ◽  
Hrm Practices ◽  
The Relationship

The matter of human resources activities have been commonly used to observe organizational performance. One of the distinctive features of HRM is that better performance is achieved through the people in the organization. In recent years significant remarks have been recorded in identifying the Human Resources Management (HRM) – performance relationship. The relationship between HRM practices and organizational performance has been well documented by the previous studies. However, authors have called for the interrogation of the mediating role of HRM Outcomes such as employee retention in the relationship between HRM practices and organizational performance. Thus, the major objective of this study is to investigate the mediating effect of HRM Outcomes (employee retention) on the relationship between HRM practices and organizational performance. Based on the evidence derived from the literature, the paper concludes that employee retention is likely to mediate in the relationship between HRM practices and organizational performance. Keywords: Human Resources management, employee retention, Human Resources management practices, organizational performance 

scholarly journals Women-friendly HR management practices and organisational commitment among female professionals: Evidence from Zimbabwe

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Shallone Munongo ◽  
David Pooe
Keyword(s):  
Human Resources ◽  
Structural Equation ◽  
Management Practices ◽  
Human Resources Management ◽  
Empirical Literature ◽  
Research Approach ◽  
Organisational Commitment ◽  
Resources Management ◽  
Hr Management ◽  
Female Professionals

Orientation: Despite the growing feminisation of the global labour market, discrimination against women in the workplace remains entrenched.  Such discrimination of women is largely attributed to human resources management (HRM) policies and management practices which are inherently masculine, designed by men for men.Research purpose: The aim of this study was to explore the influence of human resources management practices on the organisational commitment among female professionals in Zimbabwe.Motivation for the study: Notwithstanding the growing scholarly interest in the factors which can help retain women in the workplaces, there remains a paucity of studies from developing countries on how HRM practices influence female professionals’ organisational commitment in the workplace. Dearth in empirical literature is pronounced in Africa, particularly in a society such as Zimbabwe punctuated by patriarchy and an economy that has been depressed for over two decades.Research design, approach and method: The study adopted a quantitative research approach and employed a cross-sectional survey of 210 female professionals employed in the private and public sectors in Zimbabwe. Structural equation modelling was employed for data analysis using AMOS 25.0.Main findings: The results of the study revealed positive and significant relationships between women-friendly HR management practices and organisational commitment of female employees.Practical/managerial implications: Premised on these findings, the study recommended that it is imperative for HR management to implement non-discriminatory rewards systems, increase family-friendly policies, prioritise continuous training and charter clear progressive career development programs for the female employees.Contribution/value-add: This study provides managers with a better perspective of the predictors of organisational commitment among female professionals in an African context.

scholarly journals The impact of human resource management practices on employee performance and the mediating role of employee commitment

2021 ◽  
Vol 10 (4, special issue) ◽  
pp. 222-234
Author(s):  
Shatha Mahfouz ◽  
Ayu Suriawaty Bahkia ◽  
Noryati Alias
Keyword(s):  
Structural Equation ◽  
Management Practices ◽  
Employee Performance ◽  
Human Resources Management ◽  
Employee Commitment ◽  
Simple Random Sampling ◽  
Equation Modeling ◽  
Hrm Practices ◽  
The Impact ◽  
The Relationship

Employees represent the essential assets of any organization. The best organizations oversee human capital in the most efficient and effective way (Nethmini & Ismail, 2019). Blau (2017) highlighted the relevance between human resources management (HRM) practices and the employees’ success at work through enhanced inspiration and commitment. Hence, employee commitment cannot be overlooked as the degree of employee commitment can decide employee performance (Ahmad, 2014). This paper aims to explore the significance of employee commitment as a mediator in the relationship between HRM practices and employee performance. The target population is employees in the construction industry in Jordan. The respondents were selected utilizing a simple random sampling method. The data was gathered through a self-administered questionnaire and analyzed utilizing structural equation modeling (SEM) in IBM SPSS AMOS 24.0. The researcher obtained an aggregate of 297 usable and completed questionnaires. The study found that: 1) HRM practices have significant effects on employee performance, 2) employee commitment has significant effects on employee performance, 3) HRM practices have significant effects on employee commitment, and more importantly, and 4) employee commitment partially mediates the relationship between HRM practices and employee performance. The implications of the study are also examined.

scholarly journals Principal’s Information Management as a Correlate to their Human Resource Management Practices in Ebonyi State

2018 ◽  
Vol 4 (6) ◽  
Author(s):  
Paul Nwakpa
Keyword(s):  
Staff Development ◽  
Secondary Schools ◽  
Human Resources ◽  
Information Management ◽  
Management Practices ◽  
Human Resources Management ◽  
Sampling Technique ◽  
Resources Management ◽  
Level Of Significance ◽  
The Relationship

The study investigated the relationship between the principals’ information management and their human resources management practices in Ebonyi State Public Secondary schools. The paper focused on the relationship between information management and staff orientation and relationship between information management and staff development. The study was guided by two research questions and two null hypotheses which were tested at 0.05 level of significance. The study adopted correlational research design.The population of the study was 4,500 teachers. The sample size for the study was 450 teachers using proportionate stratified sampling technique which represents 10% of the 4,500 teachers in Ebonyi State Public Secondary schools. Self structured type of questionnaire entitled “Human Resources and Information Management Questionnaire (HRIMQ) was used to elicit responses from the respondents. The instrument was face validated by three experts from the department of Educational Foundations, Ebonyi State University, Abakaliki. A reliability index 0.74 was obtained using cronbach co-efficient. Data collected were analyzed with Pearson product moment correlation coefficient. The study found that a significant positive relationship existed between information management and the two aspects of human resources management studied, via, staff orientation and staff development. Based on the findings of the study some recommendations were made, to include: to upgrade the information resources and facilities of schools for improve service delivery, among others. 

scholarly journals Implementation of enterprise human resources management standards to achieve supply chain excellence in fertilizer companies in Indonesia

2021 ◽  
pp. 107-114 ◽  
Author(s):  
Noer Soetjipto ◽  
Sulastri Sulastri ◽  
Juli Prastyorini ◽  
Soedarmanto Soedarmanto ◽  
Ari Riswanto
Keyword(s):  
Supply Chain ◽  
Human Resources ◽  
Structural Equation ◽  
Career Planning ◽  
Employee Performance ◽  
Human Resources Management ◽  
Partial Least Square ◽  
Least Square ◽  
Equation Modeling ◽  
Resources Management

Employees have collective skills, abilities and experience that contribute to the interests of the company where they work, and can contribute to the success of supply chain and is a resource that is an asset in achieving supply chain excellence. To examine this relationship, this study investigates the role of human resources management (HRM) on the supply chain management of fertilizer companies in Indonesia, which is focused on the distribution and logistics of fertilizer from producer to their network and consumers. This study took samples from two fertilizer companies in East Java, structural equation modeling (SEM) analysis was carried out with the Smart PLS. 18 (Partial Least Square) program, and shows the value of t = 348.825 with p = 0.000 (p < 0.000) which means there is a significant effect of implementing enterprise human resources management (HRM) standards on company supply chain excellence and represents indicators of management strategy, cost leadership, focus on productivity, logistics, distributions, operational effectiveness, differentiation, and cooperation with companies or other institutions that support each other. The results of this study have provided an overview of the application of enterprise capable of supporting human resource management. Enterprise standards in both fertilizer companies are applied regularly, starting from checking the completeness of the employee database, including contact information, details of salary, compensation and benefits; attendance, employee performance, career planning, work relations, socialization, and informal communication so that the company would be able to adapt and be more flexible towards every need in the present and in the future.

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