The Effects of Team Human Resource Acquisition on Employee Well-Being

2018 ◽  
Vol 42 (4) ◽  
pp. 177-197
Author(s):  
Hee Young Lim ◽  
Na Young Kwon ◽  
Min Soo Kim
Keyword(s):  
Human Resource ◽  
Well Being ◽  
Resource Acquisition

scholarly journals Research on the Influence of Energy Utilization and Economic Development on Human Well-Being in Qinghai-Tibet Plateau

2020 ◽  
Vol 13 (1) ◽  
pp. 196
Author(s):  
Mengmeng Meng ◽  
Weiguo Fan ◽  
Jianchang Lu ◽  
Xiaobin Dong ◽  
Hejie Wei
Keyword(s):  
Economic Development ◽  
Well Being ◽  
Resource Acquisition ◽  
Energy Utilization ◽  
Western China ◽  
Tibet Plateau ◽  
Four Dimensions ◽  
Generalized Matrix ◽  
Qinghai Tibet Plateau ◽  
Means Of Production

Qinghai-Tibet Plateau is a typical resource-rich but economically backward region in western China, and it is of great urgency to improve human well-being. Combined with previous scholars’ research and the characteristics of Qinghai-Tibet Plateau, this paper constructs an index system of human well-being including four dimensions: income and consumption, means of production, means of subsistence, and resource acquisition ability. Then, it uses generalized matrix method estimations to measure the influence of energy utilization and economic development on human well-being and makes a regression analysis on the influence of energy utilization and economic development on human well-being in various provinces in this region. It is found that per capita GDP and coke utilization promote the well-being of all dimensions, while the urban registered unemployment rate only promotes the well-being of means of subsistence. The utilization of gasoline and natural gas promotes income and consumption and inhibits the means of subsistence and resource acquisition ability, but they have opposite effects on means of production. The impacts of energy utilization and economic development in different provinces on human well-being are different. This study is of great significance to the related research aiming at improving people’s livelihood and promoting regional development.

scholarly journals The Influence of Management on Teacher Well-Being and the Development of Sustainable Schools

2021 ◽  
Vol 13 (5) ◽  
pp. 2909
Author(s):  
Esther Pagán-Castaño ◽  
Javier Sánchez-García ◽  
Fernando J. Garrigos-Simon ◽  
María Guijarro-García
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Negative Impact ◽  
Well Being ◽  
Structural Equations ◽  
Mediating Effect ◽  
Educational Performance ◽  
And Performance ◽  
The Relationship

Teaching is one of the professions with the highest levels of stress and disquiet at work, having a negative impact on teachers’ well-being and performance. Thus, well-being is one of the priorities in human resource management (HRM) in schools. In this regard, this paper studies the relationship between HRM, well-being and performance, observing the incidence of leadership and innovation in these relationships. The objective is to measure the extent to which it is necessary to encourage sustainable environments that promote the well-being of teachers and, by extension, students. The study used the methodology of structural equations and a sample of 315 secondary school teachers. The work validates the influence of leadership by example and information management on HRM and performance. In addition, we confirm the significant effect of human resource management on educational performance. The relationship is observed both directly and through the mediating effect on the improvement of well-being. On the other hand, the positive influence of innovation on performance, both in schools and in the classrooms, is reaffirmed. These results suggest the need to zero in on the human resources policies in schools linked to the improvement of teacher well-being and educational performance. They also highlight the role of school and classroom innovation as a key element in maintaining educational quality.

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 Research in Medicine: Essentials for Developing Countries

2014 ◽  
Vol 1 (1) ◽  
pp. 1-2
Author(s):  
Yusuf Yakupogullari ◽  
Adam KOSE
Keyword(s):  
Developing Countries ◽  
Research Ethics ◽  
Human Resource ◽  
Well Being ◽  
Current Treatment ◽  
The Other ◽  
Data Recording ◽  
Human Resource Research ◽  
The Earth ◽  
Resource Research

(Extract) The well-being has been the highest topic for humanity throughout the adventure of mankind on the earth. Therefore, extensive efforts have been performed on the science of medicine, and glorious advances have been gained especially in the last two centuries. Research is essential for medicine to develop new therapeutic methods and to monitor the results of the current treatment given to the patient. These are possibly the simplest reasons for investigations in medicine. On the other hand, qualified human resource, research ethics, financial supports, regular data recording and analysis, and publication are important issues for improvement of the medical researches in the developing countries.

Employee Well-being through Internal Branding: An Integrated Approach for Achieving Employee-based Brand Outcomes

2018 ◽  
Vol 21 (4) ◽  
pp. 1065-1086
Author(s):  
Asha Binu Raj
Keyword(s):  
Human Resource ◽  
Organizational Effectiveness ◽  
Brand Image ◽  
Integrated Approach ◽  
Well Being ◽  
Organizational Outcomes ◽  
Internal Branding ◽  
Creation Process ◽  
Services Sector ◽  
Branding Strategies

Internal branding is considered as an Human Resource (HR) construct for creating, implementing and measuring the employee-based brand image in organizations. The purpose of this study was to empirically analyse the influence of internal branding initiatives on overall workplace well-being in which every stakeholder feels included, valued and respected. A study conducted on a sample of 443 respondents across four different Indian services sector examined how internal branding strategies help in psychological, physical, spiritual, financial and social well-being of employees. A conceptual framework based on the hypotheses was tested to establish correlations among internal branding, employee well-being and employee-based brand outcomes at individual and organizational levels. It shows that internal branding is an integral part of overall well-being programme and supports individual and organizational outcomes. Organizations can use this framework to improve their well-being strategies based on their internal brand creation process and also benefit from the increased organizational effectiveness.

Cross-sector insights from China on boosting employee well-being

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Organizational Justice ◽  
Human Resource ◽  
Design Methodology ◽  
Reading Time ◽  
Management Practices ◽  
Well Being ◽  
Content Type ◽  
Human Resource Management Practices ◽  
Pertinent Information ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This research paper concentrates on how human resource management practices (HRMPs) impact employee well-being (EWB), and how integrity leadership and organizational justice shape this relationship. The three HRMP dimensions – ability-enhancing, motivation-enhancing, and opportunity-enhancing HR practices – all positively impacted the trio of EWB dimensions, namely job well-being, psychological well-being, and life well-being. Organizational justice proved to enhance the ability of HRMPs to boost EWB, and integrity leadership was an EWB catalyst in all of these interrelationships. HR teams are therefore advised to invest clear and genuine efforts into boosting the integrity of leaders, for example through rigorous recruitment screening. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

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