Editorial for Human Resources Management and Services (Volume 6, Issue 1)

Eucidio Pimenta Arruda

doi:10.18282/hrms.v6i1.3472

Editorial for Human Resources Management and Services (Volume 6, Issue 1)

Eucidio Pimenta Arruda Faculty of Education, Federal University of Minas Gerais, Belo Horizonte, MG 31270-901, Brazil

Ariticle ID: 3472

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DOI: https://doi.org/10.18282/hrms.v6i1.3472

Abstract

Volume 6, Issue 1 covers a wide range of fields, mainly discussing issues related to human resource management in enterprises, hotels, schools and organizations; spanning Indonesia, the United States, China, Malaysia and several other countries. By reading these articles, readers can gain a broader understanding of the status and development trends of human resource management and services in various fields and countries in today’s society.

References

Cates, S., Jackson, J., & O’Hare, C. (2024). Is there a need for employee protection processes in U.S. organizations today? A comparative study to assess the progress of procedural and distributive justice systems today versus unionization. Human Resources Management and Services, 6(1), 3348. https://doi.org/10.18282/hrms.v6i1.3348

Heriberta, H., Gaus, N., Ridwansyah, M., et al. (2024). Entrepreneurial motivation as a determinant of women success in micro small and medium enterprises: A case of Jambi City of Indonesia. Human Resources Management and Services, 6(1), 3388. https://doi.org/10.18282/hrms.v6i1.3388

Yuen-han, M. K., Hu, J, & Fat, C. O. (2024). Structural equation models in proactive coping, organizational resource and work engagement of Chinese social workers. Human Resources Management and Services, 6(1), 3369. https://doi.org/10.18282/hrms.v6i1.3369

Zhao, S., Zhang, M., & Zhao, Y. (2019). A review on the past 100 years of human resource management: Evolution and development. Foreign Economics & Management, 41(12), 50–73. https://doi.org/10.16538/j.cnki.fem.2019.12.003

Published

2024-03-11

How to Cite

Arruda, E. P. (2024). Editorial for Human Resources Management and Services (Volume 6, Issue 1). Human Resources Management and Services, 6(1). https://doi.org/10.18282/hrms.v6i1.3472

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Issue

Vol. 6 No. 1 (2024)

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.