Vol. 6 No. 3 (2024)

Open Access

Article

Article ID: 3423

Employees’ deviant workplace behavior, employee external prestige, and job satisfaction: Evidence from Nigeria

by Paul Dung Gadi, Anthony Sambo Mailumu, Peter Musa Wash

Human Resources Management and Services, Vol.6, No.3, 2024; 196 Views, 114 PDF Downloads

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.

Open Access

Article

Article ID: 3427

Beyond borders: Understanding the inclusion challenges and motivators of foreign employees: Suggestions for sustainable human resources practices

by Eva Švejdarová

Human Resources Management and Services, Vol.6, No.3, 2024; 289 Views, 144 PDF Downloads

This study critically examines the multifaceted dynamics of foreign employee integration within the Czech Republic, with a specific focus on the Mladá Boleslav region. Conducted prior to the Ukrainian crisis, this research serves as a crucial baseline for understanding integration in a pre-crisis context and provides comparative insights into the evolving challenges and opportunities amid the subsequent migration movements. The study explores various aspects of integration and inclusion, drawing upon migration theories, economic factors, and sociological perspectives to understand the motivators and challenges faced by foreigners, particularly in light of the majority society’s perception, which often leans towards skepticism and negativity. The research methodology builds on grounded theory and integrates both quantitative and qualitative approaches, utilizing surveys and semi-structured interviews to explore the experiences of foreign nationals, with an emphasis on immigrant women. A key finding of the study is the significant role of employers in facilitating integration. The paper discusses how businesses, through inclusive policies and practices, can profoundly influence the integration experience. Cooperation between employers, local integration centers, and other relevant organizations emerges as vital, providing additional resources and support systems to enhance the integration process. The study concludes by emphasizing the critical role of various stakeholders, particularly employers, in shaping sustainable human resources practices that foster a more inclusive and harmonious society.

Open Access

Article

Article ID: 3405

Mediating effect of job satisfaction on talent engagement and employees’ commitment in the Nigerian Civil Service

by Aminu Abdulrahman Anas, Ejikeme Emmanuel Isichei

Human Resources Management and Services, Vol.6, No.3, 2024; 268 Views, 131 PDF Downloads

The Nigerian Civil Service faces ongoing challenges in optimizing employee commitment, which is fundamental for efficient service delivery and societal progress. Hence, this paper focuses on the mediating effect of job satisfaction on talent engagement and employee commitment in the Nigerian Civil Service. The study adopted a quantitative approach, which allowed for a survey design to be adopted. A sample of 198 middle- and lower-level managers in the civil service was used. Questionnaires were used for data collection, and SmartPls 3.9 was used for data analysis. The result showed that talent engagement significantly predicts employee commitment and that job satisfaction is a good mediator in the relationship between talent engagement and employee commitment in the Nigerian Civil Service. The findings suggest that creating an engaged workforce through talent engagement can have a positive influence on employee commitment within the public sector, which can result in improved public services and contribute to overall societal development.

Open Access

Article

Article ID: 3425

Human resource practices and performance in information technology projects

by Saba Riaz, Zeshan Ali Haider, Kashif Saleem

Human Resources Management and Services, Vol.6, No.3, 2024; 166 Views, 91 PDF Downloads

This quantitative survey was non-experimental and had two goals. An evaluation of predictor variables of empowerment, motivation, teamwork, interpersonal skills, and training and development in project environments was one goal to help explain the industry’s high project failure rate. Second, this research tested Bandura’s social learning theory and tested the hypothesis that empowerment and motivation boost performance. Using a survey-based questionnaire, the data was collected from 212 employees working in different IT companies in Pakistan. The results revealed that empowerment, motivation, teamwork, and training and development have a significant impact on project performance. Using the results, this study proposes theoretical implications for the researchers and managerial implications for the organizations.

Open Access

Article

Article ID: 3397

Re-contextualising human resource management in the 4IR: Lessons for Lesotho

by Mildred Mahapa, Maletsoela Ellen Mahao, Lenyora Sesinyi

Human Resources Management and Services, Vol.6, No.3, 2024; 307 Views, 180 PDF Downloads

Indeed, the 4th industrial revolution (4IR) has redefined the world of work. A new set of skills needs to be defined and made available to organisations. Human resource management practices now operate in a complex, interconnected, unpredictable, and evolving environment. The question that one needs to answer is: how can HR align its functions to meet the demands of the fourth IR? It is prudent that human resource functions evolve quickly and adapt to changing demands. Research purpose : This paper seeks to unpack the changes that have been brought about by the 4IR and suggest ways in which HR professionals in Lesotho can align with this inevitable era of digitalisation. Motivation for the study : Due to the dynamics and transformations that have been brought about by the 4IR, this study was motivated by the need to understand the effects of the 4IR in small economies on the HR function and offer lessons to embrace change. Research approach : The research was qualitative in nature, and data was collected purposefully from journal articles, newspapers, and book chapters. Content analysis was used for the data analysis. Research findings : The effects of the 4IR through digitalisation disruptions have been felt across all corporate functions, and HR is no exception. It has had a massive influence on both the economy and the labour force and impacted employee roles in terms of health, mobility, working hours, personal life, and general administration. HR leaders play a critical role in ensuring that businesses are able to successfully adopt and deploy new technologies. Contributions : The research unpacks the effects of 4IR and gives practical lessons for HR professionals in Lesotho.

Open Access

Article

Article ID: 3482

Exploring the bright side of dark personalities: The dark triad as predictors of innovative work behavior in managers

by Marium Arslan Zuberi, Arif Khattak

Human Resources Management and Services, Vol.6, No.3, 2024; 140 Views, 146 PDF Downloads

There has been a growing interest in studying dysfunctional personality traits in the workplace. In line with this trend, this study examines how the Dark Triad personalities (Machiavellianism, narcissism, and psychopathy) can predict innovative work behavior. Additionally, the study builds on Trait Activation Theory and proposes a moderating effect of training satisfaction on this relationship. The purpose of this study is to understand if the Dark Triad traits predict innovative behavior while simultaneously examining the role of training satisfaction in channeling these traits toward innovative behavior. A questionnaire-based survey was conducted on the five largest telecommunication companies in Pakistan. The data gathered was analyzed using structural equation modeling. Results established a positive relationship between each trait of the Dark Triad and innovative work behavior. Moreover, training satisfaction was found to moderate the relationship between the psychopathy trait and innovative work behavior. In light of these findings, the study contributes to personality-behavior research in organizations by demonstrating that the Dark Triad predicts innovative work behavior in managers and that the innovative behaviors associated with the psychopathy trait can be enhanced in the presence of training satisfaction.

Open Access

Article

Article ID: 3480

Optimizing ecosystem of educational institutions: Elevating via positive organizational behavior to enhance employee performance

by Asifa Younas

Human Resources Management and Services, Vol.6, No.3, 2024; 103 Views, 50 PDF Downloads

This study examined the correlations between highly entangled variables such as leadership, work environment, effective communication, reward fairness, and physical facilities for faculty members. The data was gathered from faculty members of educational institutions in Pakistan using a survey questionnaire, and the sampling method was purposive sampling. For this study, data was obtained from a varied group of education professionals from several places in Pakistan, each with a distinct degree of education and experience. This study demonstrates how independent factors affect faculty performance and can have a further impact on organizational productivity. The findings indicated that good organizational behavior had a considerable favorable influence on faculty performance. The paper reviews significant literature on the proposed factors and makes recommendations for further research.

Open Access

Article

Article ID: 3485

About the personnel problem in modern Russia

by E. P. Tavokin

Human Resources Management and Services, Vol.6, No.3, 2024; 78 Views, 42 PDF Downloads

According to official data, modern Russia has the lowest unemployment rate. However, there is still a huge contingent of hidden unemployment, many times higher than the official level. This situation is paradoxically combined with an acute and continuously growing shortage of qualified production personnel. Using a lot of factual material, the author reveals the causes of this phenomenon. The main one is the depopulation of the indigenous population, which is being replaced by people of other ethnic groups with the lowest qualification level. At the same time, due to the destruction (“optimization”) of the education system, the intellectual and qualification level of the indigenous population is continuously decreasing. The other is the various types and waves of growing emigration of “brains” and “golden hands.” As a result, for more than thirty years, the contingent of old engineering and technical personnel has exhausted itself, while new ones have not been trained in the required volume and quality. A huge personnel “hole” has formed. The author proposes to close this “hole” on the basis of a radical reorientation of the entire Russian education system, starting with kindergarten, school, etc. It is also necessary to reformat the public consciousness accordingly, especially the mass consciousness of young people.

Open Access

Article

Article ID: 3490

Evaluating the effectiveness of human resources practices on teaching and learning outcomes in primary education

by Ifeoma Chinyere Umeji

Human Resources Management and Services, Vol.6, No.3, 2024; 85 Views, 61 PDF Downloads

This study evaluates the effectiveness of human resources (HR) practices on teaching and learning outcomes in primary education. The research was guided by four research questions and two research hypotheses. The study utilized a survey design via Google Forms for efficient data collection on human resources practices’ effectiveness in primary education. The questionnaire, validated by experts, garnered 60 responses within a month. Data analysis in Statistical Package for the Social Sciences (SPSS) included descriptive statistics and analysis of variance (ANOVA) techniques, adhering to ethical standards. The findings highlight the importance of HR practices that accommodate diversity, support inclusivity, and foster a sense of belonging for all students. Challenges in implementing inclusive HR practices are also identified, emphasizing the need for ongoing efforts to promote inclusivity and equity in primary education. The study concludes by advocating for the development and implementation of effective HR strategies to enhance teaching and learning outcomes in primary education.

Open Access

Article

Article ID: 3478

Conceptual aspects of cognitive ergonomics and job design

by Tinatin Sabauri

Human Resources Management and Services, Vol.6, No.3, 2024; 71 Views, 123 PDF Downloads

The study of cognitive ergonomics and correct job design is a contemporary topic. This article defines and presents the main issues that ensure effective management of cognitive ergonomics and job design.

Open Access

Review

Article ID: 3403

A balanced treatment of perceived organizational politics: A review of the positive influences

by Musa Nyathi

Human Resources Management and Services, Vol.6, No.3, 2024; 239 Views, 139 PDF Downloads

The purpose of this paper is to review literature in the area of perceived organizational politics (POPs) and to present a model that explains the positive role of the phenomenon in the workplace. This involves understanding how POPs have evolved from playing a much-publicized destructive role to an emerging constructive one. Design/methodology/approach: An integrative review method was used to review articles on POPs published over the last 13 years (2010–2022). The primary sources of information were several databases, such as ISI Web of Science, Google Scholar, and Scopus. Specific search terms were considered to find relevant articles, leading to 7803 articles (3894 hits on Scopus, 1723 hits on Google Scholar, and 2186 hits on Web of Science). These studies were further examined for their relevance to this study, and 103 articles were identified. The application of exclusion criteria funneled them to 66 studies. The articles, employing quantitative, mixed, and qualitative approaches were coded. The themes were subsequently determined. Findings: The review notes that the POPs literature emphasis is shifting from a negative and dysfunctional approach to one where positive organizational outcomes are possible. The review concludes that POPs have functional consequences too. The phenomenon could illuminate favorable workplace outcomes if viewed as an enhancer rather than a hindrance. POPs should be viewed as a phenomenon that for all purposes is essentially neutral. It is individuals who label the otherwise neutral construct as negative (negative POPs) or positive (positive POPs). Practical implications: The paper reveals how antecedents help organizational members label politics as positive. Perceived organizational politics is largely a neutral construct until the perceiver decides to label it otherwise. A positive perception of politics is significant in predicting important employee outcomes such as motivation, employee satisfaction, and job performance. Management needs to invest in antecedents and moderators to help employees label the construct as positive rather than negative. Originality/value : The study is an original review of the positive POPs literature to identify the significant antecedents, moderators, and work outcomes, vital to organizational success.

Open Access

Review

Article ID: 3481

Adoption of HR analytics to enhance employee retention in the workplace: A review

by Kamalesh Ravesangar, Sivachandran Narayanan

Human Resources Management and Services, Vol.6, No.3, 2024; 975 Views, 788 PDF Downloads

Human resources (HR) analytics is garnering increasing interest each year and is set to play a pivotal role in the development of human resources. In the present era, numerous companies are harnessing the power of analytics to gain a competitive advantage by comprehending all the vital aspects of their workforce by enhancing employee retention through leveraging HR analytics to inform strategic HR choices. Many companies are now incorporating analytical tools into their HR function as a fact-based approach to develop relevant strategies and make informed decisions in managing their workforce more effectively. However, HR faces several challenges in implementing data analytics. Talent management commonly utilizes data analytics to enhance employee engagement, including retention rates, recruitment, job satisfaction, and happiness. This paper discusses the adoption of HR data analytics to enhance employee retention in the workplace. This study delves into the significance of HR data analytics in the realm of employee retention, aiming to assess the efficacy of data-driven decisions. A thorough examination of scholarly publications was undertaken, encompassing both indexed and non-indexed papers sourced from reputable electronic databases to gain insights into the present understanding of HR analytics and its influence on employee retention. The discussion uncovers that HR analytics has a noteworthy impact on improving employee retention in the workplace.

Open Access

Review

Article ID: 3477

Leadership theories and styles—A systematic literature review and the narrative synthesis

by T. S. Nanjundeswaraswamy, P. Nagesh, Sindu Bharath, K. M. Vignesh

Human Resources Management and Services, Vol.6, No.3, 2024; 550 Views, 454 PDF Downloads

This paper explores diverse conceptualizations of leadership, emphasizing its profound impact on individuals and organizations. Leadership’s influence on followers’ daily lives, necessitating adaptation to modern complexities. Various theories offer distinct perspectives: distributed leadership emphasizes shared expertise. While charismatic leadership focuses on vision alignment. Authentic leadership promotes ethical climates, while Emotional Intelligence theory emphasizes emotional competencies. Ethical leadership underscores moral conduct. Five Domains Leadership highlights talent management and strategy execution, while Leadership Transition Theory discusses dynamic changes. Other theories include direct/indirect leadership, entrepreneurial leadership, and leader-member exchange. Participative leadership explores decision-making styles, and situational leadership aligns styles with follower maturity. Trait and behavioral theories focus on inherent traits and learned behaviours. This review underscores leadership’s complexity, offering insights into its diverse conceptualizations and practical implications across contexts.

Open Access

Perspective

Article ID: 3417

The call for hybrid work arrangement post-pandemic

by Amani Fadzlina Abdul Aziz, Tiffanie Ong

Human Resources Management and Services, Vol.6, No.3, 2024; 338 Views, 232 PDF Downloads

COVID-19 has led to abrupt changes in work norms and practices. Despite receding pandemic restrictions, the popularity of remote or hybrid work has not subsided. As employees around the world continue to call for more flexibility and autonomy in the way they work, human resource leaders must continuously consider and evaluate decisions based on ever-changing sentiment, balancing the interests of employees and employers alike. In this perspective article, we review the current state of work in the Southeast Asian region, focusing on Malaysia, Singapore, Indonesia, the Philippines, and Thailand, and present preliminary results from a region-wide mental health assessment that was conducted in late 2022. We argue for the continuation of hybrid work in the region and elaborate on the mental health risks that come with remote working.