scholarly journals Resistance to change during uncertainty-perspective of covid-19: An empirical investigation into resistance management in the healthcare organizations

2021 ◽  
Vol 22 (2) ◽  
pp. 5-20
Author(s):  
Ali Ahmad ◽  
◽  
Dababrata Chowdhury ◽  
Keyword(s):  
Research Study ◽  
Resistance To Change ◽  
Resistance Management ◽  
Computer Software ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Healthcare Organizations ◽  
Line Managers ◽  
Top Executives ◽  
Resource Managers

Resistance to change is widely recognized as the main reason forfailure whenit comes to any kind of change initiative. Despite its importance, there is still rather limited knowledge concerning the factors that trigger this behaviorinthe workplace. The primary purpose of this research study is to uncover the reason behind the resistance to change during uncertainty (perspective of covid-19). A mixed methodologyapproach was used in this research study to identify the factors that facilitate resistance management in healthcare organizations in Bangladesh. Data collection was semi-structured interviews with purposive sampling to select respondents which included top executives, human resource managers, CEOs,and line managers. To create themes and sub-themes computer software NVIVO has been used and 10 total interviews were recorded by the software. Clustered probability sampling method has been carried out for the questionnaire survey and analyzedthe data with computer software SPSS. The results show that effective communication reduces the intensity of resistance in healthcare organizations.The study also revealed that resistance to change often helps to explore alternative perspectives

scholarly journals Human Resource Managers Views on Implementing Work-Life Balance

1970 ◽  
Author(s):  
Lisa Mohn
Keyword(s):  
Human Resource ◽  
Work Life ◽  
Work Life Balance ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Life Balance ◽  
Tertiary Institutions ◽  
Resource Managers ◽  
Hr Managers ◽  
Stable Categories

This paper focuses on the views of Human Resource (HR) managers about the implementation of work life balance (WLB) initiatives. Increasingly, WLB has become an important part of employment relations discussion and knowledge. The literature presents two key themes in terms of how this is implemented in practice. Firstly there was a corporate theme, where WLB is developed and applied from within the organisation. In the second theme WLB is developed and applied in tripartite partnership. The literature showed the New Zealand (NZ) experience is confused as to which path it is following. Thus, the purpose of this study was to explore the views of HR managers in NZ government funded tertiary institutions about the implementation of WLB practices. The research involved 3 in-depth, semi-structured interviews, which were then transcribed, analysed and compared until stable categories emerged. The findings reflected the confusion found in the literature. Approaches and knowledge of WLB were standardised and essentially uniform; there was much pride and satisfaction in achievements, both individual and corporately: and despite being government funded, the organisations reflected a corporatist theme in their approach to WLB. In summary, regardless of the rhetoric of WLB as positive to workers regaining balance in their lives, the research showed in practice it was 'a wolf in sheep's clothing' -- more beneficial for the organisations in terms of increasing worker productivity, than for the workers.

Investigating Barriers That May Influence the Implementation and Use of E-HRM Tools in the Organization

2021 ◽  
pp. 350-370
Author(s):  
Hamid Agahi ◽  
Sarist Gulthawatvichai
Keyword(s):  
Human Resource ◽  
Selection Process ◽  
Business Sector ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Resource Managers ◽  
Recruitment And Selection ◽  
Study Participants ◽  
Selection Of

Human resource managers (HRMs) can use electronic-human resource management (E-HRMs) tools to improve human resources practices, including recruitment and selection of employees. Grounded in the theoretical framework of a unified theory of acceptance (UTAUT), this present qualitative case study investigated the potential barriers that influence the implementation and use of E-HRMs in Thailand's business sector. Human resource professionals from the business sector, including hotels in Thailand, were the study participants. Semi-structured interviews with open-ended questions were used as data collection instruments. Qualitative data collected was analyzed using thematic content analysis. The challenges impact the recruitment and selection process by making the employment process complex and poor selection of employees. HRMs should support E-HRMs as the advanced technologies to improve recruitment and selection of competent employees. In conclusion, E-HRMs are effective information systems that support electronic recruitment and selection of qualified employees.

Towards a sustainable HRM in Latin America? Union-management relationship in Chile

2019 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Francisca Gutiérrez Crocco ◽  
Angel Martin
Keyword(s):  
Latin America ◽  
Human Resource Managers ◽  
Line Managers ◽  
Content Type ◽  
Labour Relations ◽  
Resource Managers ◽  
Leadership Strategy ◽  
Union Voice ◽  
Union Action ◽  
Labour Disputes

Purpose The purpose of this paper is to discuss why and how the notion of sustainability has been integrated to the practices of HRM in Chile. Especially, it examines how the union‒management relationship shapes and is shaped by the adoption of a sustainable approach. By doing so, it contributes to a broader debate about HRM in Latin America. Design/methodology/approach The paper draws on a case study conducted between 2016 and 2018 in two large companies. In each of these companies, besides the analysis of internal and administrative documentation, human resource managers, line managers and union officers were interviewed. Findings In this paper, two main findings are discussed. First, the sustainable HRM idea installed in Chile has not involved a total renunciation of some old ideological frames, but rather an adjustment of these. The old paternalist managerialism is shaping a path to a new HRM model, willing to yield part of its control to workers, but not less unitarist in its foundations. Second, the sustainable HRM concept adoption by the studied companies is not primarily motivated by economic goals as it may have occurred in other contexts, but by the need of a solution to labour conflicts in a context of union action renewal. Practical implications This research could be used to teach about leadership, strategy and sustainability, highlighting the importance of understanding the contested nature of the employment relations within these processes of changing. To accomplish this, HR practitioners need to get more involved with pluralistic perspectives in labour relations and thus achieve effective sustainable practices in the workplace. It is also relevant that unions recognise and strengthen their ability to influence these policies. Originality/value This paper sheds lights on how the concept of sustainable HRM has been introduced in Latin America, which has been slightly discussed in mainstream scientific literature. It also provides empirical evidence about unexplored and recent changes in HRM and proposes new perspectives for the study of this topic in the region, considering variables as the managerial ideologies, current labour disputes and the relevance of trade union voice.

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 Impact of Social Media Addiction on Employees’ Wellbeing and Work Productivity

2020 ◽  
Author(s):  
Chetna Priyadarshini ◽  
Ritesh Dubey ◽  
YLN Kumar ◽  
Rajneesh Jha
Keyword(s):  
Social Media ◽  
Interpretative Phenomenological Analysis ◽  
Qualitative Data ◽  
Work Productivity ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Media Usage ◽  
Social Media Addiction ◽  
Resource Managers ◽  
Lack Of Sleep

The objective of this study is to gain insights into the experiences of employees regarding their social media usage and consequences of social media overuse at the workplace. Fourteen semi-structured interviews were conducted, audio-recorded, transcribed, and analyzed using the Interpretative Phenomenological Analysis (IPA) procedures. The qualitative data was collected from the employees working in renowned IT/ITES companies in India. The themes that emerged are lack of sleep; backache and eye strain; feeling of envy; lack of depth in the relationships; tendency to seek approvals; not meeting deadlines; compromise with the work quality; distraction from work. The present study intends to assist human resource managers in designing appropriate policies and guidelines pertaining to employees’ social media usage at the workplace.

scholarly journals Managerial Perceptions on Internal Marketing and Employee Commitment in Nepal

2020 ◽  
Vol 9 (1) ◽  
pp. 41-47
Author(s):  
Prakash Shrestha
Keyword(s):  
Commercial Banks ◽  
Employee Commitment ◽  
Internal Marketing ◽  
Insurance Companies ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Major Purpose ◽  
Management Level ◽  
Resource Managers ◽  
Managerial Perceptions

The major purpose of this study is to examine the managerial perceptions on internal marketing and employee commitment in Nepal. This is a qualitative research in nature. It covers management-level employees of covers 30 organizations (including 14 commercial banks and 16 insurance companies) of Nepal. This study is based on discussions with 30 managers ((division chiefs, branch managers, human resource managers, department heads, IT managers, branch managers, officers and managers) of Nepalese commercial banks and insurance companies by using semi-structured interviews and discussions. The results of present study show that the managers are conscious about internal marketing and employee commitment in their organizations. They also realized the important factor of these components. It is suggested that management should be aggressively engaged in internal marketing to arrive at a synergy of satisfied employees and promoted employee commitment. Committed, satisfied and competent employees will make a better impression on customers, benefiting the organization as a whole.

Exploring the organizational socialization of engineers in Taiwan

2015 ◽  
Vol 6 (1) ◽  
pp. 33-51 ◽  
Author(s):  
Russell Korte ◽  
Jessica Li
Keyword(s):  
Interpersonal Relationships ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Content Type ◽  
Personal Learning ◽  
Study Approach ◽  
Relational Structures ◽  
Resource Managers ◽  
Newly Hired ◽  
New Jobs

Purpose – The purpose of this study was to better understand the more complex social, technical and personal socialization experiences of engineers when they started new jobs in Taiwan. Much of the research and practice on the socialization of newly hired employees is narrowly focused on newcomer learning. Design/methodology/approach – The study is a qualitative, case study approach designed to collect in-depth data about the socialization experiences of engineers in Taiwan. Thirteen participants reported their experiences from when they began new jobs, and the researchers collected and analyzed data from semi-structured interviews. The analysis followed qualitative analysis methods for content analysis. Findings – The findings indicated that interpersonal relationships are critical to successful socialization, and the relational structures encountered by newcomers reflect the broader culture of Confucianism and the social interactions of guanxi in the Taiwanese workplace. Three main dimensions of socialization emerged from the data referring to social, technical and personal learning experiences. Practical implications – The findings identify what is working (mentoring) and what is not working well (training). Human Resource managers and supervisors of newcomers can take actions to better manage the multiple dimensions of socialization. Originality/value – Unlike most studies of socialization in Asia, this study took an in-depth, qualitative look into the experiences of newcomers. What emerged from the analysis of the data was a framework composed of three interdependent dimensions of socialization experiences. The findings inform both managers and newly hired employees about socialization experiences and how they can be improved.

scholarly journals An exploration of the perceived relationship between the level of power of stakeholder groups and their resistance to organisational change

2019 ◽  
Vol 40 (2) ◽  
pp. 99-117
Author(s):  
Adrian Van Eeden ◽  
Margie Sutherland ◽  
Caren B Scheepers
Keyword(s):  
Resistance To Change ◽  
Change Agents ◽  
Organisational Change ◽  
Human Resource Managers ◽  
Senior Managers ◽  
Face To Face ◽  
Stakeholder Groups ◽  
Resource Managers ◽  
Power And Resistance ◽  
The Impact

The success of organisational change processes can be significantly enhanced by effectively addressing resistance to change among a range of stakeholders as well as the impact of their resistance. There is, however, limited research on the relationship between stakeholders’ level of power and their propensity to resist change in a certain manner. This study therefore explored the interrelationships between stakeholders’ perceived level of power and their type of resistance, via face-to-face, in-depth interviews with fifteen professional change agents from three sample groups comprising change consultants, internal human resource managers and internal senior managers, all of whom had led change interventions. The findings revealed surprising trends in that certain stakeholder groups showed resistance more actively and overtly than others in direct proportion to their levels of power. These results culminated in a conceptual framework on stakeholders, power and resistance. This article highlights important implications for managers and change practitioners.

Developing a conceptual model for insider threat

2018 ◽  
pp. 1-19 ◽  
Author(s):  
Monica T Whitty
Keyword(s):  
Conceptual Model ◽  
Behavioural Change ◽  
Insider Threat ◽  
Human Resource Managers ◽  
Line Managers ◽  
Security Officers ◽  
Career Criminal ◽  
Resource Managers ◽  
Information Technologists ◽  
The Uk

AbstractThis paper sets out 99 case studies of insider attacks that took place in the UK. The study involved interviewing investigators, heads of security, information technologists, law enforcement, security officers, human resource managers, line managers, and coworkers who knew the insider. The analysis elucidates how to identify insiders and pathways to these attacks. It also highlights examples of archetypal insiders, in addition to the ‘disgruntled employee’ (e.g., ‘the show off’, ‘the career criminal’, ‘the addict’, etc.). In contrast to other studies, this study highlights multiple pathways to an attack. A conceptual model is set out that considers indicators (both physical and cyber) that might be monitored in an insider risk detection programme. The model stressors need to continuously seek out methods to close down opportunities as well as to monitor behavioural change. It also elucidates potential deterrence and prevention strategies for organisations to consider in an ethical and legal manner.

Management, the state and union-weakening practices in Chile: A case study approach of the dual and ambivalent role of the state in a process of democratisation

2020 ◽  
pp. 0143831X2097547
Author(s):  
Daina Bellido de Luna
Keyword(s):  
Trade Unions ◽  
State Intervention ◽  
The State ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Study Approach ◽  
Resource Managers ◽  
Role Of The State ◽  
Informal Labour ◽  
Labour Legislation

The article analyses a range of union-weakening practices developed in three Chilean workplaces. The findings suggest the existence of an ambivalent employment relationship between employers and trade unions where an ongoing informal labour–management partnership simultaneously coexisted with de-collectivising strategies. The article argues that the Chilean state has aided employers in the implementation of such union-weakening practices through the labour legislation. Sixty-nine semi-structured interviews with trade union leaders, human resource managers and field experts inform this research. The legacy of previous forms of state intervention that countered the processes of democratisation is found to be essential in the use of de-collectivisation.

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