scholarly journals Cultural Factors Influencing Psychological Contract (PC) Experiences Among Survivor Managers

2021 ◽  
Vol 9 (2) ◽  
pp. 22-48
Keyword(s):  
Thematic Analysis ◽  
Psychological Contract ◽  
Banking Sector ◽  
Cultural Factors ◽  
Qualitative Approach ◽  
Developing Economy ◽  
Human Resource Managers ◽  
Family Obligations ◽  
Factors Influencing ◽  
Resource Managers

Most researches on psychological contract are conducted in the banking sector while limited local enquiries focused on the experiences of the survivor-managers in developing economy particularly in Nigeria. This study therefore, examines the cultural factors influencing PC experiences and responses among survivor-managers in Nigeria. The study adopted a qualitative approach and more specifically interviews. Data were analysed using empirically driven thematic analysis. The findings revealed that; unemployment, values of dependency, corruption, family obligations, beliefs, spirituality among others shape attitudes and responses of the survivor-managers' with respect to downsizing exercise. Therefore, human resource managers who are part of the downsizing exercise should embrace open and transparent process as well as being sensitive to the wellbeing of the victims and survivors to reduce the negative psychological contract experiences and responses among Survivor-managers. In addition, the research created awareness on the need to diversify research in terms of methods adopted.

EMPLOYER BRANDING OF MICRO, SMALL AND MEDIUM ENTERPRISES (MSMES) IN INDONESIA

2019 ◽  
Vol 4 (1) ◽  
pp. 165-174
Author(s):  
Ambara Purusottama ◽  
Teddy Trilaksono ◽  
Ari Ardianto
Keyword(s):  
Financial Constraints ◽  
Small And Medium Enterprises ◽  
Human Resources Management ◽  
Qualitative Approach ◽  
Human Resource Managers ◽  
Employer Branding ◽  
Resources Management ◽  
Resource Managers ◽  
Medium Enterprises ◽  
Depth Interviews

This study attempts to narrow the gaps that exist in the literature about branding in the context of micro, small and medium enterprises (MSMEs). The research method used is a qualitative approach through in-depth interviews with Owners, Managing Directors, and Human Resource Managers in MSMEs. The results of this study indicate that the UMKM employer branding is still limited to intention. It can be seen from the absence of programs or activities that support employer branding programs that are felt directly by their employees. This is induced by the focus of MSME businessmen who are still on fundamental issues such as financial constraints and the absence of loyal consumers. The results of this study can be used by educators or stakeholders in Indonesian MSMEs as a reference for formulating employer branding approaches and strategies that are in line with the characteristics of MSMEs in Indonesia. Keywords: Employer branding, Human resources management, Micro, small and medium enterprises

Effect of Prejudice and References on Employee Selection Process: Empirical Evidence from Pakistan

2019 ◽  
Vol 20 (6) ◽  
pp. 1344-1360
Author(s):  
Abdul Waheed ◽  
Jianhua Yang
Keyword(s):  
Banking Sector ◽  
Selection Process ◽  
Employee Selection ◽  
Final Analysis ◽  
Primary Data ◽  
Human Resource Managers ◽  
Analytic Hierarchy ◽  
Line Managers ◽  
Resource Managers ◽  
Research Findings

Hiring is likely a more critical process for an organization, which might be possible through distinct procedures. Simultaneously, employee selection process has vital importance in which organizations adopt numerous methods and techniques to assess the dynamic individual. Many researchers have claimed that there are diverse factors that affect the employee selection process. Despite, this study investigates the effect of prejudice and references on the employee selection process within the context of banking sector in Pakistan. To this end, primary data were collected through questionnaire distribution among 400 human resource managers of all levels, that is, top, middle and first-line managers within the period of October 2015 to May 2016. Subsequently, 310 surveys were acquired for final analysis that indicates 78 per cent accuracy in the response rate. Furthermore, descriptive statistics, correlation analysis and analytic hierarchy process (AHP) techniques were applied to research findings using Statistical Package for the Social Sciences (SPSS. 20.0). It is revealed that prejudice (P) and reference (R) have a significant correlation on the employee selection process. However, the levels of intensity are quite different in each sub-attribute as thereafter demonstrated hierarchically. Finally, our research proposes few future studies for the research scholars and practitioners.

scholarly journals Employers' perceptions of the Labour Contract Law: regulatory responses in the small and medium-sized enterprise sector in China

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shaoheng Li ◽  
Christopher J. Rees
Keyword(s):  
Human Resource ◽  
Management Practices ◽  
Contract Law ◽  
Qualitative Approach ◽  
Western China ◽  
Human Resource Managers ◽  
High Turnover ◽  
Employment Practices ◽  
Content Type ◽  
Resource Managers

PurposeThe purpose of this paper is to explore employers' perceptions of China's Labour Contract Law (LCL) and its influence on employment relations and human resource management practices in small and medium-sized enterprises (SMEs).Design/methodology/approachThis paper adopts a qualitative approach based on 24 interviews with owners and human resource managers of 23 privately owned SMEs in eastern and western China.FindingsMixed levels of reported compliance with the provisions of the LCL legislation indicate that the regulatory adoptive behaviours of SME employers are partially explained by the coercive mechanism. Various strategies adopted by employers suggest that when under the pressure of law, SMEs are formalising their employment practices while simultaneously seeking to maintain a degree of informality in respect these practices.Research limitations/implicationsThe adopted qualitative approach may limit the findings to be explorative within broader national contexts.Practical implicationsThe move towards more formalised practices helps to address issues such as high turnover and widespread labour shortage in SMEs. The paper is likely to be of interest to policymakers seeking to gain insights into employers' perceptions as a means to develop more effective labour regulations.Originality/valueUnlike most of existing literature examining the general compliance to the LCL and workers' perspectives, this paper reports the views of SME employers; as such, it offers an original contribution to understanding of the role and behaviours of SME employers in regulatory responses in the studied context.

scholarly journals Psychological Contract and Attrition in Information Technology Sector

2019 ◽  
Vol 8 (12) ◽  
pp. 3951-3956
Keyword(s):  
Information Technology ◽  
Human Resource ◽  
Psychological Contract ◽  
Research Work ◽  
Principal Component ◽  
Human Resource Managers ◽  
Contract Breach ◽  
Factors Affecting ◽  
Resource Managers ◽  
And Control

What causes attrition and break of psychological contract in Information Technology (IT) sector, why they pose a serious problem to human resource managers and how they can be arrested are focal points of the present study. In any organisation the only living resources are human resources. This animate resource has the ability of rational and independent thinking. So, more the gap between employees’ expectations prior to their entry and what they actually get , the more is the chance of attrition. Organisations based on Information Technology are, in fact, skill-based industry. So, in such organisations attrition means loss of skill and expertise. Present researchers have found out the factors of psychological contract-breach and psychological contract violation leading to attrition. Forecasting attrition is indeed very difficult. Therefore, two sets of factors have separately been identified in the present article – a) factors responsible for breaking psychological contract and b) factors behind attrition. Attempts have been made here to find out the common factors affecting both psychological contract and attrition. In doing so, they at first have taken the help of previous literatures. Then through questionnaire they have collected the responses of 266 respondents of a Kolkata-based IT organization to find out causes of attrition. Method of Principal Component Analysis (PCA) has been used for the purpose. Five significant components of attrition-problem have been found similar to the factors of breaking psychological contract. Finally, the researchers have introduced a new factor i.e., effect of technological change on psychological contract and attrition. This research work will help human resource managers to identify and control causes of breaking psychological contract and of attrition. There is a scope for future studies on the newly introduced factor.

scholarly journals THE ANALYSIS OF SCHOOL OPERATIONAL SUPPORT FUNDS’ EFFECTIVENESS

2018 ◽  
Vol 16 (1) ◽  
Author(s):  
Esti Rahayu ◽  
Mimin Nur Aisyah
Keyword(s):  
Data Collection ◽  
Internal Control ◽  
Swot Analysis ◽  
Qualitative Approach ◽  
Human Resource Managers ◽  
Fund Management ◽  
National Education ◽  
Descriptive Research ◽  
Resource Managers ◽  
Collection Methods

This research aims to determine the effectiveness of the use of BOS funds in SMK Negeri 2 Magelang in 2016 and its SWOT analysis. It was a descriptive research with quantitative and qualitative approach. Data collection methods used were interview and documentation. The research found that the use of BOS funds in SMK Negeri 2 Magelang in 2016 amounted to Rp1,279,348,659.00 from the planned Rp1,614,911,317.00 with the effectiveness of 79%. According to the criteria of the Ministry of National Education (2009), the use of BOS funds is categorized as very effective because the percentage exceeds 70%. The SWOT analysis provides several strategies, including : (1) using BOS funds to improve the competence of students and teachers and thus enhancing school’s existence and achievement (S-O strategy), (2) administering training and capacity building of human resource managers (W-O strategy), (3) improving the internal control and communication with government related to BOS fund management (S-T strategy), and (4) increasing the supervision on the management of BOS funds (W-T strategy). Keywords: Effectiveness, BOS funds, SWOT analysis, BOS strategy

scholarly journals العقود النفسية لدى أعضاء هيئة التدريس الجامعي: دراسة حالة على جامعة مصراتة

2019 ◽  
pp. 22-42
Author(s):  
أميمة سليم جهيمي ◽  
نبيل محمد الجعيدي
Keyword(s):  
Research Design ◽  
Thematic Analysis ◽  
Psychological Contract ◽  
Qualitative Data ◽  
Academic Staff ◽  
Case Study Research ◽  
Theoretical Framework ◽  
Qualitative Approach ◽  
Structured Interviews

يتطرق هذا البحث إلى تحليل ومناقشة مفهوم العقد النفسي لدى أعضاء هيئة التدريس بجامعة مصراتة كأحد المفاهيم الحديثة والمؤثرة نظرياً وعملياً في أداء الموظفين. يسعى البحث إلى إطار عمل مفاهيمي (Theoretical Framework) لتفسير ظاهرة العقد النفسي (Psychological Contract) والخصائص (Characteristics) المميزة له من وجهة نظر أعضاء هيئة التدريس (Academic Staff) بجامعة مصراتة. إجرائياً، يستند البحث على التساؤل التالي: ماهي الخصائص المميزة لمفهوم العقد النفسي لدى أعضاء هيئة التدريس بجامعة مصراتة؟. سعياً إلى توليد معرفة قيِمة وعميقة حول التفسيرات المحتملة للقعد النفسي، تم تبني تصميم منهجية دراسة الحالة (Case study Research Design)، اعتماداً على المدخل النوعي (Qualitative Approach) من خلال تجميع بيانات نوعية (Qualitative data) عن طريق المقابلات الشخصية شبه المهيكلة (Semi-Structured Interviews) بعدد (21)، والتي تم اختيارها وفق اسلوب المعاينة القصدية (Purposive Sampling) وتحليلها وفق تحليل الموضوع (Thematic Analysis). من خلال تحليل البيانات تم التوصل إلى عدد من الاستنتاجات؛ كما يلي: وجود ثلاثة تصنيفات للعوامل المؤثرة على مستويات التوقعات لدى أعضاء هيئة التدريس، هي: المقارنات، الوظائف السابقة، والواقع الحالي للأزمة الليبية. كما تم استنتاج أن التوقعات المكونة للعقود النفسية تتضمن: الالتزامات والوعود كعناصر اساسية. وأخيراً، وجود ظاهرة اختراق العقود النفسية لدى أعضاء هيئة التدريس. لذلك فقد تم عرض آليات عمل أمام إدارة جامعة مصراتة أهمها: مقابلة المستويات المرتفعة من التوقعات، توفير البيانات والمعلومات التي تخفض مستويات التوقع في حالة عدم القدرة على تلبية تلك التوقعات، مما يقود إلى إتجاهات وسلوكيات إيجابية في العمل. الكلمات المفتاحية: العقد النفسي، بحث نوعي، دراسة حالة، مقابلات شبه مهيكلة، جامعة مصراتة، أعضاء هيئة التدريس.

scholarly journals Penegakan Hukum atas Pelanggaran Pemanfaatan Sempadan Sungai di Wilayah Kabupaten Sidoarjo

2017 ◽  
Vol 4 (2) ◽  
pp. 195
Author(s):  
Dwi Prastiandiani
Keyword(s):  
Law Enforcement ◽  
Data Collection ◽  
Cultural Factors ◽  
Qualitative Approach ◽  
Community Factors ◽  
Criminal Sanctions ◽  
Factors Influencing ◽  
Municipal Police ◽  
The Government ◽  
Administrative Sanctions

The purpose of this study to describe and analyze law enforcement in violating the border river in Sidoarjo Regency that in terms of criminal and administrative sanctions. The method used qualitative approach through normative juridical approach. The results showed that the government of Sidoarjo Regency has made several steps in order to control at the Border Wilayut River included coordination offices/agencies, dissemination, data collection, as well as strikes I, strikes II, strikes III from municipal police a period of seven days. Law enforcement in violating the border river in Regency Sidoarjo through administrative sanctions and criminal sanctions. Factors influencing of law enforcement included law factors, facility factors, community factors, as well as cultural factors.

scholarly journals The Impact of the Saudization Policy on Recruitment and Retention: A Case Study of the Banking Sector in Saudi Arabia

2016 ◽  
Vol 1 (5) ◽  
pp. 01 ◽  
Author(s):  
David Edgar ◽  
Areej Azhar ◽  
Dr. Peter Duncan
Keyword(s):  
Banking Sector ◽  
Working Hours ◽  
White Collar ◽  
Human Resource Managers ◽  
Specific Training ◽  
Recruitment And Retention ◽  
The Public ◽  
Resource Managers ◽  
The Impact

<p>To reduce unemployment and reliance on expatriate workers, the Saudi Arabian government has been implementing a Saudization programme to replace expatriates with Saudis. This has succeeded in the public sector, but not in the private sector, except in banking, which is perceived as a white-collar occupation and acceptable in Saudi society. As such, this study investigates the impact of Saudization on recruitment and retention in the banking sector to see what lessons have been learned and what action is required. A systematic literature review was conducted, followed by questionnaires with 48 branch managers, and interviews with 12 Human Resource managers of key banks.</p><p>The findings show that Saudization has an impact on several aspects of recruitment and retention in the banking sector, in particular, banks must provide specific training to Saudi recruits, revise working hours and promote the attractiveness of the post. Adopting such practices can benefit Saudi banking and contribute to the fulfillment of Saudization.  </p>

scholarly journals Sleepy but creative? How affective commitment, knowledge sharing and organizational forgiveness mitigate the dysfunctional effect of insomnia on creative behaviors

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dirk De Clercq ◽  
Renato Pereira
Keyword(s):  
Knowledge Sharing ◽  
Affective Commitment ◽  
Banking Sector ◽  
Negative Relationship ◽  
Human Resource Managers ◽  
Cross Sectional ◽  
Content Type ◽  
Narrow Scope ◽  
Resource Managers ◽  
Cross Sectional Design

PurposeThis study investigates how employees' experience of suffering from insomnia might reduce the likelihood that they perform creative activities, as well as how this negative relationship might be buffered by employees' access to resources at three levels: an individual resource (affective commitment), a relational resource (knowledge sharing with peers) and an organizational resource (climate of organizational forgiveness).Design/methodology/approachQuantitative data came from a survey of employees in the banking sector.FindingsInsomnia reduces creativity, but this effect is weaker when employees feel a strong emotional bond to their organization, openly share knowledge with colleagues and believe that their organization forgives errors.Research limitations/implicationsThe limitations of this research include its relatively narrow scope by focusing on one personal stressor only, its cross-sectional design, its reliance on subjective measures of insomnia and creativity and its single-industry, single-country design.Practical implicationsThe findings indicate different, specific ways in which human resource managers can overcome the challenges associated with sleep-deprived employees who avoid productive work behaviors, including creativity.Originality/valueThis study adds to extant scholarship by specifying how employees' persistent sleep deprivation might steer them away from undertaking creative behaviors, with a particular focus on how several pertinent resources buffer this process.

Sign in / Sign up

Export Citation Format

Share Document