Brief introduction to Volume 5, Issue 1

Vitalina Butkaliuk

doi:10.18282/hrms.v5i1.3471

Brief introduction to Volume 5, Issue 1

Vitalina Butkaliuk Department of Economic Sociology, Institute of Sociology of the National Academy of Sciences of Ukraine, 01021 Kiev, Ukraine

Ariticle ID: 3471

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DOI: https://doi.org/10.18282/hrms.v5i1.3471

Abstract

Human resource management needs to be studied by combining multiple factors, such as economic, political, and cultural factors, and, as a comprehensive science, involves knowledge of multiple disciplines. This issue offers an in-depth examination of several facets of human resource management along with an engaging discourse on a wide range of issues pertaining to human resource management across several sectors, including the healthcare, services, and educational sectors. More specifically, the papers in this issue highlight common and contemporary issues in human resource management and offer solutions. They also elaborate on the impact of numerous elements on different behaviors or performance related to human resource management.

References

Human resource management (Chinese). Available online: https://wiki.mbalib.com/wiki/%E4%BA%BA%E5%8A%9B%E8%B5%84%E6%BA%90%E7%AE%A1%E7%90%86%E5%AD%A6 (accessed on 24 October 2023).

Human resource management (Chinese). Available online: https://baike.baidu.com/item/%E4%BA%BA%E5%8A%9B%E8%B5%84%E6%BA%90%E7%AE%A1%E7%90%86/23644?fr=ge_ala (accessed on 24 October 2023).

Aydın AG, Baykal E. The impact of organizational strategic trends on individual-based resilience with a digital transformation perspective. Human Resources Management and Services 2023; 5(1): 3359. doi: 10.18282/hrms.v5i1.3359

Zuberi MA, Mahmood A, Qureshi NM. Organizational cognitive neuroscience: A step ahead in understanding counterproductive workplace behavior. Human Resources Management and Services 2023; 5(1): 3356. doi: 10.18282/hrms.v5i1.3356

Zainal N, Din NN, Munusami C. Relationship between human resource management practices and employee’s job performance in selected private Health Care Sector, Selangor, Malaysia. Human Resources Management and Services 2023; 5(1): 3344. doi: 10.18282/hrms.v5i1.3344

Published

2023-10-31

How to Cite

Butkaliuk, V. (2023). Brief introduction to Volume 5, Issue 1. Human Resources Management and Services, 5(1). https://doi.org/10.18282/hrms.v5i1.3471

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Issue

Vol. 5 No. 1 (2023)

Section

Editorial

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Vision statements are seen as important factors that come before the development of strategies. They excel in encapsulating the strategic direction of a company, clearly defining its scope, boundaries, and the process of creating value. Vision statements function as comprehensive frameworks that guide the development of several strategic elements, including mission, strategic capabilities, strategic intent, objectives, goals, core values, standards of behavior, and business models. However, research on thissubject remains scanty, particularly within academia. Therefore, this study examined the impact of university vision on staff effectiveness building on the transformational leadership theory and the strategic leadership theory. The study adopted positivist research philosophy. The research employed a cross-sectional study design. This study employed a descriptive research design. Questionnaires were devised by the researcher to collect data from a randomly selected group of 186 academic personnel from the four colleges in a private university using stratified sampling. Data obtained was subject to validity checks using composite reliability, average variance extracted (AVE) estimate, and Cronbach Alpha coefficient. The findings reveal that the vision of theuniversity had a significant but weak impact on the effectiveness of staff. Based on the findings and conclusions, the study suggests that the University’s organizational vision should be consistently improved and effectively conveyed to staff members to direct their efforts toward achieving the university’s vision.

The goal of this study is to examine how external prestige (PEP) affects workplace deviations, which are mediated by job satisfaction. The study’s sample consisted of 310 respondents who work in the hospitality industry in Nigeria, and data was collected using the purposive sampling method. Structural Equation Model (SEM) tests were performed. According to the study’s findings, job satisfaction is positively influenced by PEP, but it has a negative impact on deviant conduct in the workplace. It is clear that job satisfaction plays a detrimental role in mediating the harmful impacts of perceived external status on deviant behavior at work.