scholarly journals Towards Extending the Ethical Dimension of Human Resource Management

2016 ◽  
Vol 9 (10) ◽  
pp. 151 ◽  
Author(s):  
Viruli A. de Silva ◽  
H. H. D. N. P. Opatha ◽  
Aruna S. Gamage
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Well Being ◽  
Three Dimensions ◽  
Future Research ◽  
Social Aspect ◽  
Positive Trend ◽  
Ethical Orientation ◽  
Ethical Dimension

Enduring interest in the ‘social’ aspect of the ethical dimension of Human Resource Management (HRM) on employees and society is a positive trend towards humanity. To maintain justice, fairness and well-being towards its stakeholders, it is necessary for an organization to perform HRM functions ethically. Authors identified two possible meanings to the ethical dimension of HRM. In addition to the above, a second possible connotation was recognized, and labeled as ‘Ethical Orientation of HRM or EOHRM’. This is ‘to direct HRM functions to create, enhance and maintain ethicality within employees, to make an ethical workforce in the organization’. EOHRM is conceptualized based on three dimensions: acquire, develop and retain. Elements of EOHRM are the functions of these three HRM fields. Ethical characteristics would be embedded into elements and question items of the instrument, in order to measure EOHRM. It seems that this concept has been unexplored by scholars in the existent HRM literature. This article attempts to bridge this knowledge gap to a significant extent. EOHRM is offered as a novel concept to HRM architecture, and it gives favorable directions towards future research.

Sustainable human resource management: a systematic review of a developing field

2020 ◽  
Vol 11 (3) ◽  
pp. 295-324
Author(s):  
Alex Anlesinya ◽  
Pattanee Susomrith
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Research Agenda ◽  
Well Being ◽  
Future Research ◽  
Research Attention ◽  
Content Type ◽  
Hrm Practices ◽  
Future Research Agenda

Purpose This study aims to systematically review sustainable human resource management (HRM) research with the aim of establishing its research themes, methods and contextual focus to develop a better understanding of the state of the field and the gaps in the research, as well as to propose a future research agenda. Design/methodology/approach This study uses a systematic literature review method that involves the use of 122 studies from six reputable databases covering January 2003 to March 2020. Findings There is an over-concentration on the ecological perspective of sustainable HRM and managers dominate the examined population. Moreover, there are geographical imbalances in sustainable HRM research. More so, the idea of bundling sustainable HRM practices together has received scanty research attention relative to the individual sustainable HRM best practices. Consequently, from a strategic HRM perspective, the authors highlight various ways to bundle sustainable HRM practices together. Also, the authors suggest that the ability-motivation-opportunity enhancing (AMO) theory’s perspective provides particularly useful means for this investigation. Furthermore, the findings suggest that sustainable HRM can influence organisations to become more competitive and effective in their quests to ensure economic prosperity, social well-being and ecological outcomes for their stakeholders. Practical implications The evidence reveals that there are significant gaps in the literature on the topic and confirms that the field is still at its developmental stage. Hence, there is a need for more rigorous research on the topic to help develop a better understanding of this new field. Originality/value This study contributes by providing the first comprehensive review of sustainable HRM themes, methods and contextual focus and by proposing future research agenda. It, therefore, offers a valuable point of departure for those moving into the sustainable HRM domain, as well as valuable insights for those already working in this space.

scholarly journals The Influence of Management on Teacher Well-Being and the Development of Sustainable Schools

2021 ◽  
Vol 13 (5) ◽  
pp. 2909
Author(s):  
Esther Pagán-Castaño ◽  
Javier Sánchez-García ◽  
Fernando J. Garrigos-Simon ◽  
María Guijarro-García
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Negative Impact ◽  
Well Being ◽  
Structural Equations ◽  
Mediating Effect ◽  
Educational Performance ◽  
And Performance ◽  
The Relationship

Teaching is one of the professions with the highest levels of stress and disquiet at work, having a negative impact on teachers’ well-being and performance. Thus, well-being is one of the priorities in human resource management (HRM) in schools. In this regard, this paper studies the relationship between HRM, well-being and performance, observing the incidence of leadership and innovation in these relationships. The objective is to measure the extent to which it is necessary to encourage sustainable environments that promote the well-being of teachers and, by extension, students. The study used the methodology of structural equations and a sample of 315 secondary school teachers. The work validates the influence of leadership by example and information management on HRM and performance. In addition, we confirm the significant effect of human resource management on educational performance. The relationship is observed both directly and through the mediating effect on the improvement of well-being. On the other hand, the positive influence of innovation on performance, both in schools and in the classrooms, is reaffirmed. These results suggest the need to zero in on the human resources policies in schools linked to the improvement of teacher well-being and educational performance. They also highlight the role of school and classroom innovation as a key element in maintaining educational quality.

scholarly journals Literature Review on Good Governance in the Organizations through Human Resource Management: A Corporate Level Analysis

2016 ◽  
Vol 9 (8) ◽  
pp. 14 ◽  
Author(s):  
Anthonypillai Anton Arulrajah
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Good Governance ◽  
Future Research ◽  
Economic Basis ◽  
Effectiveness And Efficiency ◽  
The Relationship ◽  
Corporate Level ◽  
Level Analysis

<p>The objective of this review is to analyze the contribution of human resource management (HRM) in creating good governance in the organizations. A theoretical framework concerning the characteristics of good governance and the contribution of human resource management based on those characteristics were developed. The relationship between human resource management and creating good governance in the organizations, which is based on social, ethical, democratic, and economic basis, involves some important aspects concerning people management aspects such as participation, consensus orientation, accountability, transparency, responsiveness, effectiveness and efficiency, equity and inclusiveness, and following the laws and regulations. The integration of characteristics of good governance with possible approaches and practices of HRM leads to developing a model which underpins the contribution of HRM to create and practice good governance in the organizations. Based on this model, propositions and recommendations for future research on this theme are presented.</p>

Local isomorphism and multinational enterprises’ human resource management practices: Extending the research agenda

2018 ◽  
pp. 1-16 ◽  
Author(s):  
Desmond Tutu Ayentimi ◽  
John Burgess ◽  
Kantha Dayaram
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Trade Unions ◽  
Multinational Enterprises ◽  
Management Practices ◽  
Institutional Setting ◽  
Future Research ◽  
Local Isomorphism ◽  
Human Resource Management Practices

AbstractLocal isomorphism constitutes the regulatory, cognitive and normative profile of a host country. The regulatory institutional setting reflects the rules and legislation governing collective bargaining agreements, trade unions, local content laws and employment relationships. The cultural or cognitive dimension supports the widely held cultural and social knowledge and the normative profile acknowledges the influences of social groups and organizations on acceptable normative behaviour. Earlier literature lends support to the importance of institutional profile and its influence on the design and implementation of multinational enterprises’ human resource management policies and practices. This paper seeks to advance the concept of local isomorphism and highlight the implications of local isomorphism for future research on the transfer of multinational enterprises’ human resource management practices across and between subsidiaries.

scholarly journals Hardiness in relation to organisational commitment in the Human Resource Management field

2012 ◽  
Vol 13 (1) ◽  
Author(s):  
Nadia Ferreira
Keyword(s):  
Resource Management ◽  
Career Development ◽  
Human Resource Management ◽  
Human Resource ◽  
Career Success ◽  
Well Being ◽  
Organisational Commitment ◽  
Convenience Sample ◽  
Managerial Implications ◽  
Development Support

Orientation: Employees’ hardiness is increasingly recognised as an aspect of their well-being and feelings of career success. Psychological well-being and feelings of subjective career success have positive implications for the motivation, satisfaction, performance and commitment of young talented staff.Research purpose: The study empirically investigated the relationship between an individual’s hardiness (measured by the Personal Views Survey II [PVS-II]) and organisational commitment (measured by the Organisational Commitment Scale).Motivation for the study: Research on an individual’s hardiness profile as an aspect of their career well-being and success and how these attributes influence their psychological attachment to the organisation, is needed to guide human resource career development support practices aimed at retaining valuable staff.Research design, approach and method: A quantitative survey was conducted on a convenience sample of predominantly Black (92.2%) and female (71%) employed adults (N = 355) at managerial and staff levels in the human resource management field.Main findings: Correlational and multiple regression analyses revealed a number of significant relationships between the two variables.Practical/managerial implications: Managers and human resource practitioners need to recognise how people’s hardiness relates to their sense of psychological attachment to the organisation. Organisations concerned with the retention and well-being of their equity staff members need to find a way to enhance and develop their hardiness and commitment.Contribution/value-add: The research contributes new insights into and knowledge of the factors that influence their employees’ hardiness and how these relate to their organisational commitment. The results may be used to inform career development support interventions that aim to increase employees’ sense of career well-being and success.

scholarly journals Research status of human resource management in China based on scientific knowledge map

2021 ◽  
Vol 251 ◽  
pp. 03096
Author(s):  
Kun Qian ◽  
Yingxue Li ◽  
Yuenan Lv ◽  
Xiaonan Yang
Keyword(s):  
Cluster Analysis ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Scientific Knowledge ◽  
Visual Analysis ◽  
Future Research ◽  
Knowledge Map ◽  
Management Research ◽  
And Cluster Analysis

In order to accurately grasp the current research frontier of human resource management, according to certain retrieval conditions, 2724 literatures published from 2011 to 2021 were retrieved from CNKI database as data samples. CiteSpace software was used for visual analysis, CO citation analysis and cluster analysis were carried out on these literature data, and the corresponding knowledge map was drawn. The objective of this paper is to show the hot topics and cutting-edge trends of human resource management research in China and draw the current situation of human resource management research in China, in order to provide reference for future research.

Workplace Spirituality in HRM

2021 ◽  
Vol 138-139 (1-2) ◽  
pp. 173-194
Author(s):  
Joanna Samul
Keyword(s):  
Cluster Analysis ◽  
Resource Management ◽  
Literature Review ◽  
Human Resource Management ◽  
Human Resource ◽  
Web Of Science ◽  
Workplace Spirituality ◽  
Future Research ◽  
Shed Light ◽  
The Web

The paper presents the main topics of research in the field of workplace spirituality in the context of human resource management (HRM). The study is based on a literature review and bibliometric analysis of publications in order to determine the main topics undertaken in this field and their importance for human resource management. In total, 123 publications from the Web of Science database from the years 1999–2020 were analyzed using cluster analysis applying the VOSviewer method. The paper provides definitions and dimensions of workplace spirituality, and considers the significance of spirituality in human resource management. The contribution of the research is to shed light on the concept of a spiritual workplace in HRM and to indicate directions for future research in this field.

Human Resource Management in Post-Bureaucratic Organizations

2017 ◽  
pp. 252-273
Author(s):  
Gabriele Gabrielli ◽  
Francesca Zaccaro
Keyword(s):  
Social Sciences ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Well Being ◽  
New Organizational Forms ◽  
Human Resource Management Practices ◽  
Bureaucratic Organizations

The topic of human resource management is considered to be one of the most ancient in the domain of social sciences and different issues have been widely addressed by the time. However, society and markets evolution and the rise of new organizational forms invite new problems, as well as new perspectives on how to manage people at work. This chapter will deal with how the role of HRM has evolved in post-bureaucratic organizations and what can be done to sustain different people's motivation and engagement. Post-bureaucratic organizations may require a new human resource philosophy and the reconsideration of human resource management practices in order to guarantee employees' well-being, dignity together with organizational success.

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