Description

Human Resources Management and Services (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.

HRMS welcomes articles based on original research, reviews, case reports, perspectives, etc. HRMS also publishes editorials reflecting the official opinions of the journal's editorial office. Submissions to HRMS can be interdisciplinary around the topic of human resource management. Examples of some related topics are as follows:

  • Human resource planning;
  • Organizational management;
  • Human capital;
  • Training and development;
  • Sustainable human resource practices;
  • Employee efficiency and performance management;
  • Labor relations;
  • Employee well-being;
  • Policy formulation;
  • Job satisfaction;
  • Psychological issues;
  • Social issues;
  • Fairness in employment.

Latest Articles

  • Open Access

    Article

    Article ID: 3576

    How recruitment ad informativeness influence application intentions: Mediating role of perceived fit and moderating role of employment experience

    by Esra Alniacik, Umit Alniacik

    Human Resources Management and Services, Vol.7, No.1, 2025; 96 Views

    Business organizations use job advertisements to find and attract the high-quality workforce they need. Skillfully crafted job advertisements not only provide job-related information to job seekers but also help develop a strong employer brand in the employee market. Based on signaling theory and person-environment fit theory, we propose that the content and specificity of information provided in job advertisements influence job advertisement effectiveness through various mechanisms. In a scenario-based experiment on 310 young job seekers, we probed the direct and indirect effects of job advertisement informativeness on job pursuit intentions. Using structural equations modelling and multi-group path analysis, the mediating roles of perceived job appropriateness and ad truthfulness, along with the moderating role of previous employment experience, were examined. By manipulating the information content of a hypothetical job advertisement, we demonstrated that: a) both advertisement informativeness and perceived job appropriateness had positive direct effects on application intentions, while the latter had a greater effect; b) perceived job appropriateness mediated the relationship between advertisement informativeness and job pursuit intentions; c) the indirect (mediated) effect of advertisement informativeness on application intentions was moderated by previous employment experience; d) perceived ad truthfulness did not exert any significant effect on application intentions. These findings imply that HR practitioners should provide specific information in job postings to help candidates, especially those with less work experience, evaluate how well the job suits them and increase their motivation to apply.

  • Open Access

    Article

    Article ID: 3489

    Investigating the impact of human resource empowerment on the establishment of green human resources management in Tehran’s 14th district municipality

    by Sahar Shetaban, Esmaeil Kavousi

    Human Resources Management and Services, Vol.7, No.1, 2025; 24 Views

    This study explores the influence of human resource empowerment on the establishment of green human resource management (GHRM) within Tehran’s 14th district municipality. Utilizing a descriptive-analytical research approach, the study targets the practical implications of empowerment strategies on GHRM implementation. The research population consists of 1500 employees from the 14th district, based on the 2017 census. A sample of 306 respondents was selected using Morgan’s table. Data were collected via a structured questionnaire developed from the study’s conceptual framework and research hypotheses. The questionnaire’s validity and reliability were confirmed through expert review and Cronbach’s alpha (0.9). Descriptive statistics outline the background and primary variables, while inferential statistics, particularly the Pearson correlation test, were used to evaluate the hypotheses. Results indicate that human resource empowerment positively affects the establishment of GHRM in Tehran’s 14th district municipality.

  • Open Access

    Article

    Article ID: 3585

    Power, politics and job satisfaction among employees in Wolaita Sodo Polytechnic College, South Ethiopia

    by Shimelis Tamirat, Zerihun Ayenew

    Human Resources Management and Services, Vol.7, No.1, 2025; 43 Views

    When power is exercised, it results in political behavior in organizations. Excessively held organizational politics can hurt an organization and its members though some consider wisely used political behavior as positive. This study was conducted at Wolaita Sodo Polytechnic College (WSPTC) to investigate the effect of power and political dynamism on employee job satisfaction. Cross-sectional survey design was used to collect data from stratified, randomly selected 146 informants. The Rahim Leader Power Inventory (RLPI), Interpersonal Power Inventory (IPI), Perception of Organizational Politics (POP), and Minnesota Satisfaction Questionnaire (MSQ) were employed to collect data. Descriptive and inferential statistical analyses were made using statistical packages (SPSS version 23). The findings revealed that when managers legitimate, coercive, and reward power bases are higher, then organizational politics becomes higher. Power concentration at higher positions results in increased organizational politics than when it was shared. Regression analysis uncovered that 47% (R-squared 0.468) of variations in job satisfaction were explained by POP and power dynamics. Hence, it is recommended that having power sharing, empowering subordinates, and moderate political maneuvering in the use of power and politics will be helpful in maintaining constructive relationships and job satisfaction.

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Announcements

Welcome 2025!

2025-01-09

As we step into the new year of 2025, it is with great pleasure that we announce the commencement of new terms for the Editorial Board members of Human Resource Management & Services. To all the esteemed experts, scholars, reviewers, and authors in our field, we extend our warmest New Year greetings. We sincerely hope to continue receiving your unwavering encouragement and support.

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Notification of updates to the journal's editorial and ethics policies!

2024-06-13

The editorial and ethical policies are crucial for the academic quality control and the development of a journal. HRMS continuously improves its editorial and publishing policies, and strives to create a fair, objective and scientific communication platform for scholars around the world by strictly controlling its editorial quality. Therefore, the policies of HRMS will be updated regularly, including but not limited to: Authorship, Conflict of Interest, Ethics, Peer Review Process, Advertising, Open Access, Language, Misconduct, Post-Publication, Data Policy, Copyright, Privacy, and Disclaimer. Before submitting a manuscript, please focus on and comply with the journal’s policies.

Read more about Notification of updates to the journal's editorial and ethics policies!