Human Resources Management and Services https://ojs.piscomed.com/index.php/HRMS <table> <tbody> <tr style="vertical-align: top;"> <td style="text-align: justify;"> <p><strong><em>Human Resources Management and Services</em></strong> (HRMS) is an international open access journal on theoretical and practical research in the field of human resource management. HRMS adopts a double-blind peer review model and publishes high-quality articles. It is committed to disseminating unique and insightful insights and promoting the development, innovation and understanding of human resource management. Potential readers of HRMS include scholars, practice managers, and policy makers in the field.</p> </td> <td><img src="/public/site/images/admin/HRMS_cover_12.png"><br> <div id="issn_section"><br><span class="issn_num"><span class="issn_num">ISSN: 2661-4308 (O</span></span><span class="issn_num">)</span><br><br><img src="/public/site/Open_Access.png" alt=""></div> </td> </tr> </tbody> </table> en-US hrms-editorial@piscomed.com (Ailill Wong) it@piscomed.com (IT Support) Mon, 11 Aug 2025 03:32:46 +0000 OJS 3.1.2.4 http://blogs.law.harvard.edu/tech/rss 60 Features and trends in the development of HR management in Ukraine https://ojs.piscomed.com/index.php/HRMS/article/view/4627 <p>Ukrainian Human Resource (HR) practices have multiple difficulties from economic changes combined with digital transformation and workforce instability brought on by the war in 2022. The study examines Ukrainian HR practices between 2015 and 2024, focusing on the digitalization of HR systems, talent development, staff engagement, and hiring strategies. It considers the effects of organizational size and industry type. The study combined interviews with 30 HR professionals and surveyed 150 organizations from different industry groups and sizes. Our data required both quantitative statistical tests and manual content breakdown with codes. Research has shown significant differences between Information Technology (IT) and farming firms, as 89% of IT businesses have integrated artificial intelligence (AI)-powered HR tools. In comparison, only 15% of agricultural companies have adopted them. Small and medium-sized enterprises (SMEs) showed less commitment to digital transformation and European Union (EU) requirements than large enterprises, which adopted these systems at rates of 75% and 88%, respectively. Western Ukraine first established mental health initiatives during the crisis, and Eastern Ukraine moved toward decentralized administration. Digitalization assistance for small businesses, along with EU and local human resources frameworks, should form the basis of our suggestions. This research calls for flexible people management methods to boost the Ukrainian workspace’s ability to recover from shocks.</p> Oleksandr Borovykov, Oksana Khilukha, Iryna Sochynska-Sybirtseva, Ihor Oliinyk, Stanislav Shevchenko Copyright (c) 2025 Author(s) https://creativecommons.org/licenses/by/4.0/ https://ojs.piscomed.com/index.php/HRMS/article/view/4627 Mon, 11 Aug 2025 03:33:13 +0000 How internal brand management enhances brand citizenship behavior via brand identification under leader-member exchange effects https://ojs.piscomed.com/index.php/HRMS/article/view/4685 <p>In an era of intensified market competition, internal brand management (IBM) has emerged as a critical strategy for aligning employee behavior with brand values. This study investigates how IBM influences brand citizenship behavior (BCB) among front-line restaurant employees in Macao, emphasizing the mediating role of brand identification (BI) and simultaneously testing the moderating effect of leader-member exchange (LMX). Drawing from Social Identity Theory and Social Exchange Theory, the structural equation modeling (SEM) was used to test the model using data from 315 employees across 11 Macao restaurant companies. Analyzing via software package Smart-Pls 4.1, we found that IBM significantly enhances BI, which in turn strongly predicts BCB. While IBM directly impacts BCB, the effect is mediated by BI. Furthermore, LMX moderates the IBM-BI relationships, underscoring the role of leadership in internal branding effectiveness. These findings contribute to the internal branding literature by validating BI as a key psychological mechanism and LMX as a boundary condition. Practically, the study provides insights for restaurant industry seeking to foster brand-aligned behaviors through internal brand management.</p> Chiowa Ieong, Wei Hong Copyright (c) 2025 Author(s) https://creativecommons.org/licenses/by/4.0/ https://ojs.piscomed.com/index.php/HRMS/article/view/4685 Tue, 12 Aug 2025 00:43:59 +0000 Digital HR strategies and evaluation of their effectiveness in private enterprises under remote work: Evidence from Chongqing, China https://ojs.piscomed.com/index.php/HRMS/article/view/5401 <p>The rapid digitalisation of business processes and the widespread adoption of remote work since the COVID‑19 pandemic have forced private enterprises to re‑examine the role of human resource management (HRM). Drawing on the resource‑based view, this study investigates how digital HR strategies—covering recruitment &amp; selection, training &amp; development, performance management and digital employee services—affect employee engagement and firm performance in a context where a significant portion of the workforce operates remotely. Using survey data from 150 employees and managers in 50 privately owned firms in Chongqing, China, supplemented by semi‑structured interviews with HR leaders, we develop a digital HR adoption index and test its impact on remote work effectiveness and organisational performance. The results show that higher levels of digital HR adoption positively influence employee engagement, reduce perceptions of relative deprivation and cyberloafing, and enhance remote work effectiveness. Regression analysis further indicates that remote work effectiveness mediates the relationship between digital HR adoption and organisational performance. Qualitative insights highlight the importance of leadership support, training and the integration of platforms such as WeChat Work, DingTalk and Tencent Meeting for managing remote teams. Our findings offer evidence‑based recommendations for private enterprises in emerging economies to align digital HR strategies with remote working arrangements, support employee well‑being and sustain performance.</p> Ling Yang, Li Zhang Copyright (c) 2025 Ling Yang, Li Zhang https://creativecommons.org/licenses/by/4.0 https://ojs.piscomed.com/index.php/HRMS/article/view/5401 Tue, 23 Sep 2025 00:00:00 +0000 The influence of incentives as mediators in the relationship between antecedent factors and worker productivity: A systematic literature review https://ojs.piscomed.com/index.php/HRMS/article/view/4543 <p>In today’s changing world of work, Strategic Human Resource Management (SHRM)) still focuses on making workers more productive. This study systematically examines the mediating function of incentives both monetary and non-monetary between antecedent characteristics (e.g., leadership, organizational culture) and employee productivity using a systematic literature review (SLR) of papers published from 2010 to 2024. The review adheres to PRISMA principles and integrates 18 peer-reviewed studies chosen through a stringent screening and quality evaluation process from Scopus and Google Scholar. The results show that the success of incentives depends a lot on things like the ideals of the business, the style of leadership, and the demographics of the workforce. Thematic analysis, informed by the Ability-Motivation-Opportunity (AMO) theory and Strategic Human Resource Management (SHRM) frameworks, delineates four principal processes by which incentives affect productivity: goal alignment, perceived equity, motivational pathways, and cultural congruence. The research emphasizes the necessity of customizing incentive systems to specific organizational contexts and offers practical guidance for HR professionals. Recognizing limitations and publishing bias, suggestions for future incentive system design are presented.</p> Irmohizam Ibrahim, Norhasni Zainal Abiddin Copyright (c) 2025 Author(s) https://creativecommons.org/licenses/by/4.0 https://ojs.piscomed.com/index.php/HRMS/article/view/4543 Tue, 16 Sep 2025 03:00:20 +0000