scholarly journals The role of human resource management in developing tourism industry in Sri Lanka: a proposed conceptual framework

2016 ◽  
Vol 6 (1) ◽  
pp. 63
Author(s):  
Aruna S. Gamage
Keyword(s):  
Resource Management ◽  
Sri Lanka ◽  
Human Resource Management ◽  
Conceptual Framework ◽  
Human Resource ◽  
Tourism Industry

Human resource management practices in creating a committed workforce for fostering knowledge transfer: a theoretical framework

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nurul Amirah Ishak ◽  
Md Zahidul Islam ◽  
Wardah Azimah Sumardi
Keyword(s):  
Resource Management ◽  
Knowledge Transfer ◽  
Human Resource Management ◽  
Conceptual Framework ◽  
Performance Appraisal ◽  
Human Resource ◽  
Management Practices ◽  
Content Type ◽  
Member Exchange

Purpose This paper aims to review existing literature on the role of human resource management (HRM) practices in nurturing employee’s organisational commitment (OC), which subsequently promoting knowledge transfer (KT) within an organisation and propose a conceptual framework for future empirical research. Design/methodology/approach An extensive review of existing literature was undertaken in an attempt to build the conceptual model for KT. Findings The proposed conceptual framework illustrates the role of OC as a focal mediating mechanism in fostering KT. This paper identifies “high commitment” HRM (HCHRM) (e.g. staffing, job design, training and development, performance appraisal and reward system) as the factors influencing the development of OC, which subsequently affecting KT (i.e. knowledge sharing and application). Also, this paper integrates the potential moderating roles of leader-member exchange (LMX) between HCHRM practices-OC, as well as information and communication technology support in the OC-KT linkage into the proposed framework. Research limitations/implications This paper presents a comprehensive view of fostering KT. However, the major limitation of this paper is that it remains at a conceptual level. Further empirical investigations would be helpful to test propositions, hence validating the proposed conceptual framework. Practical implications The proposed conceptual framework could serve as practical guidance for managers and/or practitioners in developing policies that will facilitate KT in business organisations. Originality/value While KT is often viewed as a single phenomenon, this paper considers the KT into two components (i.e, sharing and application) in accordance with the practice-based perspective on knowledge and behavioural approach to KT. In addition, the adoption of the general workplace commitment model in conceptualising KT could further validate its applicability in knowledge management research. Also, the integration of LMX as a moderator in the proposed framework could contribute to the scant research on LMX-related moderation models upon validation.

scholarly journals Sustainability Adoption through Sustainable Human Resource Management: A Systematic Literature Review and Conceptual Framework

2020 ◽  
Vol 5 (6) ◽  
pp. 1014-1031
Author(s):  
Anil Kumar ◽  
Preeti Bhaskar ◽  
Simon Peter Nadeem ◽  
Mrinal Tyagi ◽  
Jose Arturo Garza-Reyes
Keyword(s):  
Resource Management ◽  
Literature Review ◽  
Human Resource Management ◽  
Conceptual Framework ◽  
Human Resource ◽  
Systematic Literature Review ◽  
Raw Materials ◽  
Sustainable Products ◽  
Product And Process

Sustainability is a key aspiration of most businesses as they face pressure from regulatory authorities as well as consumer demand for sustainable products. Sustainability discussion often revolves around the areas of raw materials, product and process design and innovation. However, the role of human resources is least discussed in this regard. This research utilises a systematic literature review approach to explores the concept of Sustainable Human Resource Management (SHRM) and identifies the indicators, drivers, barriers, and benefits of SHRM adoption. Based on the findings, an integrated conceptual framework that can be utilised by organisations for developing a long-lasting sustainability adoption through SHRM is proposed.

Green Human Resource Management (GHRM) Practices and Millennial Employees’ Turnover Intentions in Tourism Industry in Malaysia: Moderating Role of Work Environment

2020 ◽  
pp. 097215092090700 ◽  
Author(s):  
Md Asadul Islam ◽  
Amer Hamzah Jantan ◽  
Yusmani Mohd Yusoff ◽  
Choo Wei Chong ◽  
Md Shahadat Hossain
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Work Environment ◽  
Human Resource ◽  
Turnover Intention ◽  
Tourism Industry ◽  
Green Human Resource Management ◽  
The Relationship ◽  
Moderating Role

This study examines the role of green human resource management (GHRM) practices, such as green recruitment and selection, green training, green performance management, green involvement and green rewards, and pays attention on the turnover intention of the millennial employees working in the hotels (3-, 4- and 5-star). Moreover, the study examines the moderating role of work environment on the relationship between those GHRM practices and turnover intention. Researchers collected 162 useful survey questionnaires from 200 distributed questionnaire among the millennial employees, who work in hotels. Analysis of the data through partial least squares structural equation modelling reveals that the green involvement and green pay and reward only impact on reducing turnover intention of millennials while other GHRM practices do not have direct impact on turnover intention of millennials. Interestingly, this study does not find any moderating effect of work environment on the relationship between GHRM practices and turnover intention of millennials working in hotels in Malaysia. This study extends the literature relating to GHRM and work environment and turnover intention of millennials. Furthermore, this is the first empirical research ever done so far relating to GHRM practices and turnover intention of millennials in hotel industry literature. Implications of the findings, as well as research limitations and directions for future scholars, have been discussed.

scholarly journals CONCEPTUAL FRAMEWORK OF HUMAN RESOURCE MANAGEMENT IN TOURISM EDUCATION OF THE REPUBLIC OF KAZAKHSTAN

2021 ◽  
Vol 38 (4) ◽  
pp. 1005-1010
Author(s):  
Alina PESTOVA ◽  
◽  
Anastassiya GUBARENKО ◽  
Tatyana IMANGULOVA ◽  
Saltanat USSUBALIYEVA ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Conceptual Framework ◽  
Human Resource ◽  
Large Scale ◽  
Business Environment ◽  
Tourism Industry ◽  
Tourism Education ◽  
The Republic ◽  
Hr Competencies

In the article, the authors present an overview of the historical line of development of the human resource management (HRM) system in the Republic of Kazakhstan, define the conceptual framework of modern sustainable development of HR management in tourism, and form focus area in its development. In the course of the research, a survey has been conducted among the entities of the tourism industry of Kazakhstan, which was attended by representatives of the business environment of the near and far abroad countries. The results of the survey among specialists in the tourism industry have formed the basis of large-scale research. The strengths and weaknesses of HRM in tourism of the Republic of Kazakhstan have been identified; the analysis of modern trends in HRM of the country reflected in regulatory and legislative documents, state demands, the business and social environment have been carried out. The authors propose a three-stage model of mastering the HR competencies in the tourism education of the Republic of Kazakhstan.

scholarly journals SHRM Practices Employee and Organizational Resilient Behavior: Implications for Open Innovation

2021 ◽  
Vol 7 (2) ◽  
pp. 159
Author(s):  
Khaliq Ur Rehman ◽  
Mário Nuno Mata ◽  
José Moleiro Martins ◽  
Sabita Mariam ◽  
João Xavier Rita ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Behavior ◽  
Human Resource ◽  
Management Practices ◽  
Strategic Human Resource Management ◽  
Equation Modeling ◽  
Human Resource Management Practices ◽  
Resilient Behavior

The primary objective of this research is to investigate the role of strategic human resource management practices in developing resilient organizational behavior. This research aims to test the mediating function of individual resilient behavior between strategic human resources management practices and resilient organizational behavior. Data was collected from 780 managerial level employees working in small and medium Chinese enterprises in Hubei Province through a self-administrated questionnaire. The Smart partial least square structural equation modeling technique was used for data analysis. The analysis showed a significant positive relationship among SHRM practices, employee resilient behavior, and resilient organizational behavior. Results also show that employee resilient behavior partially mediates the relationship between SHRM practices and resilient organizational behavior. Individual resilient behavior is needed when an organization is in crisis, restructuring, transformation, turbulent, and unfavorable conditions. Without individual resilient behavior, it is difficult for an organization to be resilient. Therefore, strategic human resource management practices are essential to develop an employee’s resilience. This research contributed to the body of knowledge by bringing new concepts together. The main contribution was testing the role of individual resilient behavior between strategic human resource management practices and resilient organizational behavior.

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