Vol. 6 No. 1 (2024)
This issue's highlight is the research on human resource management in the hotel industry, which includes compelling discussions on employee employability, leadership, and employer attractiveness. These articles indicate the characteristics of human resource management in the hotel sector and how to improve it.
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Open Access
Editorial
Article ID: 3472
Editorial for Human Resources Management and Services (Volume 6, Issue 1)by Eucidio Pimenta Arruda
Human Resources Management and Services, Vol.6, No.1, 2024; 95 Views, 52 PDF Downloads
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.
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Open Access
Article
Article ID: 3388
Entrepreneurial motivation as a determinant of women success in micro small and medium enterprises: A case of Jambi City of Indonesiaby Heriberta Heriberta, Nurdiana Gaus, Muhammad Ridwansyah, Dwi Hastuti, Ade Octavia
Human Resources Management and Services, Vol.6, No.1, 2024; 502 Views, 232 PDF Downloads
Entrepreneurial motivation has been one psychological factor that determines the success of MSMEs as it interacts with external factors. However, this has been scarcely studied in relation to women and the success of MSMEs. This study aims to analyze the effects of motivation and external factors on the success of women running MSMEs in the province of Jambi, Indonesia. A survey research methodology through the distribution of questionnaires on the motivation scale and the success of the MSMEs scale that were constructed by the authors was applied. The rating scale of the questionnaires was rated on a five-point Likert scale. A total of 325 women running MSMEs in Jambi City were given and returned the questionnaires. The results showed that motivation, which is comprised of self-confidence, risk-taking, results-orientedness, intelligence, and skills, has a significant effect on the success of MSMEs. Meanwhile, the success of MSMEs is significantly more affected by time and length of effort than loans or funds due to the decreasing trend of demand for goods and services.
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Open Access
Article
Article ID: 3369
Structural equation models in proactive coping, organizational resource and work engagement of Chinese social workersby Mo Kitty Yuen-han, Jian Hu, Chan On Fat
Human Resources Management and Services, Vol.6, No.1, 2024; 145 Views, 84 PDF Downloads
Proactive coping behavior has been considered an important personal job resource for employees. Organizations have paid considerable attention to the proactive coping behavior of employees to maintain their competitive advantage. The purpose of the current study is to discover the relationship between organizational job resources, work engagement, and proactive coping using structural equation modeling. The participants were 340 licensed Chinese social workers. In the rapidly growing social work sector in China, social work organizations require psychologically connected and dedicated social workers. Findings include the effect of organizational job resources and work engagement on proactive coping. Based on the results, impacts on organizational management are discussed.
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Open Access
Article
Article ID: 3348
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 unionizationby Steven Cates, Jason Jackson, Carrie O’Hare
Human Resources Management and Services, Vol.6, No.1, 2024; 169 Views, 59 PDF Downloads
This research study was undertaken to complete a comparative study of the seminal work conducted by Anderson and Ruderman on procedural and distributive justice systems versus unionization. This research was conducted in 2023. The main focus of this research effort was to determine if current U.S. organizations were utilizing any form of justice system in protecting employees’ rights and providing processes that would prevent employees from having a desire to join a union for its protections. Parts of the original survey used by Anderson and Ruderman were used in this study to address the research questions and hypotheses posed for this study. A statistical analysis of the data was conducted, and the results indicated employees have a need for protection in their employment relationship. It is suggested that procedural and distributive justice systems be implemented as an alternative to unionization of employees to meet these employee protections.
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Open Access
Article
Article ID: 3399
Exploring the employees’ behavioral intention towards disruptive technologies: A study in Malaysiaby Kiran Kumar Thoti
Human Resources Management and Services, Vol.6, No.1, 2024; 893 Views, 324 PDF Downloads
The study focuses on the employees’ behavioral intentions towards the usage of disruptive technology in the industry. The digital technology application in consumer, retail, and hospitality, education and training, financial services, the health sector, infrastructure, government, and airports. The study objectives were to explore the possible adoption of innovation and creativity changes and their acceptance by the employees in the organization. To identify the variables impacting behavioral intention and analyze how these variables relate to perceived usefulness, attitude, perceived ease of use, facilitating conditions, and technology optimism. A structured questionnaire was used to collect data from 335 respondents, who were selected based on their relevance to the study objectives. The questionnaires were distributed through the Google Forms application, and the data were collected and analyzed periodically. The findings of the study provide valuable insights into the behavioral intention towards disruptive technologies in Kuala Lumpur and Putrajaya locations in Malaysia and highlight the significance of factors such as perceived usefulness, attitude, perceived ease of use, facilitating conditions, and technology optimism. The research contributes to the existing body of knowledge on Industry 4.0 by providing empirical evidence and practical implications for organizations seeking to leverage disruptive technologies in their operations management.
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Open Access
Article
Article ID: 3421
Articulating a model to enhance the effect of e-HRM on sustainable competitive advantageby Musa Nyathi
Human Resources Management and Services, Vol.6, No.1, 2024; 97 Views, 86 PDF Downloads
Purpose: This paper articulates a model that maximizes the use of e-HRM to achieve sustainable competitive advantage. It examines the indirect effects of e-HRM use on sustainable competitive advantage, through job satisfaction, employee performance, and perceived organizational politics. Design/methodology/approach: A survey approach was used to collect data from 30 organizations. A purposive sampling technique was used to select the study sample. The SPSS PROCESS Macro for running mediation analysis was used to analyze data. Findings: The findings show the indirect effect of e-HRM on sustainable competitive advantage through job satisfaction, employee performance, and perceived organizational politics. Job satisfaction has the biggest effect on achieving strategic outcomes. For organizational excellence, e-HRM use should complement other HRM practices. Practical implications: Management should pay attention to employee outcomes during the implementation of e-HRM. This study broadens the scope of the interaction between e-HRM use and sustainable competitive advantage. This study was conducted in a developing economy and demonstrated that the effects of e-HRM use on sustainable competitive advantage are not limited to developed economies. Originality/value : This study is one of the pioneering efforts to develop a model that maximizes organizational outcomes in developing countries. In addition, this study contributes to the understanding of intervening variables necessary to enhance information technology’s potential within the HR function.
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Open Access
Article
Article ID: 3422
Impact of corporate social responsibility on employees’ attractiveness in hospitality industryby Saba Riaz, Kashif Saleem
Human Resources Management and Services, Vol.6, No.1, 2024; 285 Views, 116 PDF Downloads
This study begins the conversation on the impact that applicant CSR orientation has on a major phase of workforce development—employer attractiveness. There is also virtually no research that investigates CSRO and workforce development. Meanwhile, this present research effort provides evidence that there is some basic relationship between CSRO and employer attractiveness. The data comes from 280 participants who are interested in joining the hospitality and tourism industries in Pakistan. Structural equation modeling was used to analyze the data. The results showed that all four dimensions are significant predictors of employers‘ attractiveness. More specifically, the ethical aspect of CSR has a stronger impact on employers’ attractiveness, whereas discretionary behavior in CSR has the least impact. The implications for academicians, researchers, and managers in the hospitality industry are given in detail.
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Open Access
Article
Article ID: 3416
Age and job expectations—A study from the IT industryby Muamer Bezdrob
Human Resources Management and Services, Vol.6, No.1, 2024; 160 Views, 73 PDF Downloads
In a time of a growingly age-diverse workforce, modern organizations are facing the challenge of simultaneously maintaining job satisfaction for both younger and older workers. In that regard, this study aims to analyse and further explore the difference in job expectations of employees from the IT industry who belong to different age groups. Based on the extant literature, an appropriate research model was designed, which was subsequently tested using the data gathered through the surveys conducted over the past fourteen years. The research results show that the main difference between younger and older employees within the IT industry is related to professional and personal growth. Specifically, younger employees primarily look for personal development and rapid professional advancement, which are of minor importance to their older counterparts. Intriguingly, the obtained results showed no difference between the younger and older employees regarding the work environment, including its competitiveness.
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Open Access
Article
Article ID: 3483
Leader ‘leadership’ perceptions within a luxury hotel environmentby Greta Marinotti , Alan Johnston
Human Resources Management and Services, Vol.6, No.1, 2024; 147 Views, 124 PDF Downloads
This study considers the role of leadership within the hospitality sector as a key tool in raising performance levels. Hospitality is unique in its service-based approach, which relies on employees to ensure effective service. Post-COVID-19 and Brexit, the hospitality sector has seen a shift in reliance towards a home workforce, and as such, retention has become an area of greater importance. This case study investigation adopted a qualitative approach to consider the perceptions of six managers within a UK-based luxury hotel. Semi-structured interviews were used to draw out their experience of approaches used to ensure effective delivery in their areas of responsibility. The research concludes that a shift in leadership approach (from autocratic to democratic) is a necessity to retain staff, particularly as the shift to a greater reliance on a home workforce due to COVID-19 and Brexit starts to impact the sector. There does, however, remain a need to be more autocratic in certain situations to ensure the quality of service. Subsequently, communication becomes critical in the building of relationships. The research considers leadership approaches from a managerial perspective and is based on individual perceptions. Traditionally, research has been conducted from an employee perspective.
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Open Access
Review
Article ID: 3385
Employability skills as perceived by hotel employees: An overviewby Salla Vijay Kumar
Human Resources Management and Services, Vol.6, No.1, 2024; 285 Views, 116 PDF Downloads
Background: The hotel industry is labor-intensive. Both technical and behavioral aspects of quality are considered to ensure service quality and customer satisfaction among the internal and external customers as a whole, creating a competitive advantage. Significance: Recruiting and selecting the right people is paramount to the success of the hospitality industry in the sense that the best delivery will be enhanced if proper procedures are used and the right people are selected who can handle their tasks to the best satisfaction of the customer. Method: The goal of the research was to explore the recruiting and selection practices/methods used in the hotel industry, as well as their employability. The study aims to explore the differences in the mix of recruitment and selection methods implemented in 4- and 5-star and different category hotels. As an enterprise, HRD comprises change, learning, and performance. Results: Based on the findings, it is imperative to invest in human resources as a capital asset to boost staff entities in terms of knowledge and capabilities, thereby contributing to better service quality and enhanced customer satisfaction. This would help fulfil the organizations’ objectives. Conclusion: The study concludes that the selected candidates are being analyzed properly and effectively. It is very important to note that the results of this study cannot be generalized as it deals with a restricted clientele, and this could only add on variables and instances to form a common standpoint for the other hotel managers.
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Open Access
Review
Article ID: 3392
A review of human resource management practices and their impact on school performance (2012–2022)by Kazi Enamul Hoque, Mohamed Atheef
Human Resources Management and Services, Vol.6, No.1, 2024; 766 Views, 308 PDF Downloads
The purpose of this study was to investigate the published literature on human resource management and school performance from January 2012 to December 2022. Numerous literature evaluations have been conducted on human resource management and organizational performance, but school or teacher performance has received less attention than organizational performance. The PICOC (population, intervention, comparison, outcome, and context) technique is integrated into each stage of the PSALSAR framework to assure the study’s objective and comparability. This in-depth research is conducted in three stages: identifying pertinent keywords, screening pertinent papers, and selecting pertinent publications for review utilizing the PRISMA (Preferred Reporting Items for Systematic Reviews and Mata Analysis) technique. This made a final database with 44 publications that met the study’s requirements for inclusion. This study reveals that HRM practices and school performance are correlated. The results of the research identify the eight most essential HRM practices for improving school performance, which included planning, organizing, recruitment and selection, training and development, performance management, employee relations and involvement, reward and compensation, health, safety, and work-life balance. Leadership style, motivation, satisfaction, productivity and task performance, competency, culture and climate, empowerment, and commitment were among the performance-influencing elements.
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Open Access
Commentary
Article ID: 3381
Addressing employee misfit—A crucial HR concern for organizational successby Zahid Hussain Bhat
Human Resources Management and Services, Vol.6, No.1, 2024; 197 Views, 89 PDF Downloads
In the rapidly evolving landscape of contemporary business, the strategic alignment of employees with their designated roles is a pivotal determinant of organizational success. Employee misfit, characterized by a misalignment between employees’ skills, interests, and assigned roles, poses formidable challenges to individual and collective performance. This comprehensive research report delves into the intricate implications of employee misfit, explores evolving trends in career consciousness among job seekers, outlines the multifaceted challenges HR managers face, and fervently advocates for implementing a comprehensive selection process to address this prevalent issue effectively. The report underscores the proactive role of management in cultivating a supportive work environment, fostering diverse career pathways, and embedding an inclusive selection framework to confront and mitigate the persistent issue of employee misfit.