Human Resource Management Systems and Work Engagement: Exploring the Impact of Employee Paternalistic Values

2020 ◽  
Vol 31 (4) ◽  
pp. 489-509
Author(s):  
Elaine Farndale ◽  
Zipporah Metto ◽  
Samer Nakhle
Keyword(s):  
Resource Management ◽  
Empirical Study ◽  
Human Resource Management ◽  
Human Resource ◽  
Work Engagement ◽  
Moderating Effect ◽  
Hard Work ◽  
Management Systems ◽  
The Impact ◽  
Strong System

Organizations implement high-commitment human resource management (HRM) systems to increase work engagement as they provide employees with a sense of being looked after in the workplace. This relationship is rarely considered alongside the responsibility of management to look after employees beyond the workplace too in return for hard work and loyalty, as represented by paternalistic values. This study, therefore, investigates the effect of high-commitment HRM systems on work engagement, mediated by employees perceiving the HRM system to be distinctive, consistent, and consensual (i.e., a strong system), and moderated by employee belief in paternalistic values. Based on an empirical study of 384 employees, high-commitment HRM is found to increase work engagement as hypothesized. However, HRM system strength does not mediate this relationship as expected and instead is associated with lower levels of work engagement. When testing for the moderating effect of employee belief in paternalistic values, when this is low, high HRM system strength leads to lower levels of work engagement. These findings imply that strong HRM systems may be perceived as intrusive, as paternalism may be, for employees with low belief in paternalistic values.

Linking Work Engagement to Job Performance Through Flexible Human Resource Management

2017 ◽  
Vol 20 (1) ◽  
pp. 72-87 ◽  
Author(s):  
Chandra Sekhar ◽  
Manoj Patwardhan ◽  
Vishal Vyas
Keyword(s):  
Resource Management ◽  
Job Performance ◽  
Human Resource Management ◽  
Employee Engagement ◽  
Human Resource ◽  
Work Engagement ◽  
It Professionals ◽  
It Industry ◽  
Relationship Of ◽  
The Impact

The Problem The Indian information technology (IT) industry has shown a phenomenal growth over the last two decades. These changes such as increased global competition and the shift in the blend and level of the workforce have led to an increasing level of uncertainty in the industry. To overcome this unprecedented change, IT firms need to adopt flexible human resource management (FHRM) that has a direct and/or indirect impact on job performance. Therefore, the purpose of this article is to explore the impact of work engagement on job performance through FHRM among IT professionals in India. The Solution The results indicate that the use of FHRM by the employees is an important mediator between the positive relationship of work engagement and job performance. Both work engagement and FHRM contributed to job performance. The sample firm and responses for the study were limited to IT industry domain only. The results suggest that FHRM should be promoted at the employee and firm levels to boost job performance. The Stakeholders Reflecting on the employee engagement and job performance via FHRM would boost the organizational flexibility in the IT industry. FHRM makes the employee more organization fit and more engaged for their respective job. This study may be helpful in unveiling the importance of flexibility in job performance. To the best of the authors’ knowledge, this is the first study that links work engagement, FHRM, and job performance in the Indian IT industry context. The study helps in the development of theory in FHRM and employee engagement.

The link between e-HRM use and HRM effectiveness: an empirical study

2016 ◽  
Vol 45 (6) ◽  
pp. 1281-1301 ◽  
Author(s):  
Shatha M. Obeidat
Keyword(s):  
Resource Management ◽  
Empirical Study ◽  
Human Resource Management ◽  
Social Influence ◽  
Human Resource ◽  
Policy And Practice ◽  
User Intention ◽  
Content Type ◽  
Performance Expectancy ◽  
The Impact

Purpose The purpose of this paper is to present results from an empirical study at the a Telecommunication company in Jordan on the impact of electronic-human resource management (e-HRM) use on human resource management (HRM) effectiveness. Moreover, by applying the unified theory of acceptance and use of technology, the study seeks to examine the mediating effect of the intention to use e-HRM on the relationship between e-HRM determinants (i.e. performance expectancy, effort expectancy, and social influence) and e-HRM use. This study adds a major contribution to the e-HRM literature by empirically examining the effect of e-HRM use on HRM effectiveness at both the policy and practice levels. Design/methodology/approach Data were collected from employees working in Telecommunication company in Jordan about their perception towards the use of the e-HRM system and HRM effectiveness of policies and practices. Findings The findings provide support for the positive contribution of the use of e-HRM on HRM effectiveness at both the policy and practice levels. It also confirms mediating effects of user intention on the link between e-HRM determinants (both performance expectancy and social influence) and e-HRM use. Research limitations/implications This study emphasises the relevance of e-HRM in increasing HRM effectiveness. limitations of the study include cross-sectional data and the difficulty to form generalisation from the research restricted to a single company. Originality/value This study represent a first attempt to examines the impact of e-HRM use on HRM effectiveness at both levels: policy and practice. It also reveals that relationship between e-HRM determinants and e-HRM use is mediated with e-HRM user intention.

Existenz, Ausgestaltung und Wirkungen von betrieblichen Beschäftigungssystemen in der Perspektive von Praktikern -eine explorative empirische Analyse / Existence, Implementation and Outcomes of Human Resource Management Systems from a Practitioner’s Perspective -An Exploratory Empirical Study

Arbeit ◽  
2012 ◽  
Vol 21 (1) ◽  
Author(s):  
Dorothea Alewell ◽  
Nicola Berg ◽  
Nina Katrin ◽  
Silke Boenigk
Keyword(s):  
Resource Management ◽  
Empirical Study ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Systems ◽  
Empirische Analyse ◽  
Theorie Und Praxis

AbstractTrotz langjähriger Forschungsaktivität zu betrieblichen Beschäftigungssystemen (BS) sind bis heute grundlegende konzeptionelle und empirische Fragen offen geblieben. Hiervon ausgehend präsentieren wir Ergebnisse explorativer Interviews zu Wahrnehmungen von Führungskräften zu betrieblichen BS. Daraus werden Implikationen für Theorie und Praxis abgeleitet.

Supply chain integration in omni-channel retailing: a human resource management perspective

2019 ◽  
Vol 50 (1) ◽  
pp. 101-121 ◽  
Author(s):  
Shaohua Song ◽  
Xianliang Shi ◽  
Guang Song
Keyword(s):  
Supply Chain ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Moderating Effect ◽  
Supply Chain Integration ◽  
Superior Performance ◽  
Dynamic Capability ◽  
Content Type ◽  
The Impact

Purpose The purpose of this paper is to apply the dynamic capability view to identify relationships between human capital (HC), supply chain integration (SCI) and firm’s performance. It also examines the moderating effect of product variety (PV) on these relationships in the context of omni-channel retailing (OCR). Design/methodology/approach An empirical study was conducted based on survey research. In total, 230 retailers in China’s market adopting omni-channel strategy were surveyed to examine the hypotheses proposed in our conceptual model using statistical techniques. Findings This study reveals that HC has a positive impact on SCI, and the impact of employees’ capital is greater on the success of SCI than that of managers’ capital. Moreover, the results confirm that SCI facilitates the achievement of superior performance. Organization integration contributes the most to performance improvement in OCR. Additionally, this study identifies the positive moderating effect of PV on the relationship between HC and SCI, while the moderating effect is insignificant to the influence of SCI on performance. Research limitations/implications We obtained valuable insights for both academicians and practitioners. On the one hand, this could be an early attempt as an interdisciplinary study to empirically analyze supply chain management in OCR from human resource perspective. It reveals the importance of human resource management (HRM) and the contribution of SCI to OC retailers. Therefore, this study fills current research gaps. On the other hand, this study provides several practical insights to top management: the importance of improving an individual’s competency to sustain a retailer’s dynamic capability; and the importance of strengthening the organization’s integration to better achieve effective SCI in OCR. Additionally, this study proposes future research based on its limitations. Originality/value SCI is investigated in the context of OCR from the HRM perspective. Moreover, this study reveals the importance of HRM and discusses the moderator’s effect in OCR.

scholarly journals The possibilities of artificial intelligence in the management of human resources in a free enterprise

2019 ◽  
Vol 6 (3) ◽  
Author(s):  
Tatiana Panteleeva ◽  
Eduard Arustamov ◽  
Artur Maksaev
Keyword(s):  
Artificial Intelligence ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Systems ◽  
Free Enterprise ◽  
Economic Paradigm ◽  
Modern Economic ◽  
The Impact ◽  
Positive Results

This article discusses the impact of artificial intelligence in human resource management in a market economy. The aim of the article is to study the main modern trends in the development and transformation of human resource management systems under the influence of artificial intelligence. It has been established that the use of artificial intelligence (AI) carries both advantages and threats, which requires the modern economic paradigm of being ready for the challenges of digitalization, the possibility of a quick transition to realizing the use of human creative abilities and creating the conditions for a qualitative transformation of the educational sector and labor market. In addition, the use of AI will allow to achieve positive results if clear tasks are formulated before him, and, conversely, it turns out to be unable to fulfill its goals in conditions of uncertainty.

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