Human resource management research and practice in Asia: Past, present and future

Cooke, Fang Lee; Schüler, Randall S.; Varma, Arup

doi:10.1016/j.hrmr.2020.100778

Cited by 128 publications

(122 citation statements)

References 68 publications

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“…Throughout the COVID-19 pandemic, several companies responded with limitations on work from home which generated the need for updated and changed HRM policies and procedures for employee performance and assessment and training (Cooke, Schuler, & Varma, 2020). The findings might be useful for HR managers and policy makers so that they try to contemplate different FWA strategies demonstrating organizational care for well-being and support of its employees and in return gaining commitment from them.…”

Section: Human Resource Researchmentioning

confidence: 99%

How Flexible Work Arrangements Affects Affective Organizational Commitment, and Work-Life Enrichment in Pakistan’s Service Industry: The Role of Time Planning, Work-Life Conflict, and Engagement

Gill

Siddiqui

2020

HRR

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Work-life balance is now being encouraged in organizations across different cultures. Moreover, amidst the current ‘pandemic’ status of widespread disease COVID-19, its essential for businesses to operate remotely as FWAs response to these challenges. The purpose is to focus on explaining how FWAs induce affective commitment as well as help in achieving work-life enrichment. For this, we proposed a theoretical framework hypothesizing that FWAs reduce work-life conflicts as well as make employees more engaged. The effect of FWAs on these two is also complemented by better time planning. Reduction of conflicts and enhanced engagement would, in turn, increase affective organizational commitment and work-life enrichment. Empirical significance was calculated by performing a survey using a questionnaire to collect data from 300 service sector employees in Pakistan. We determined our results by using structural equation modeling. The results suggested that FWAs are significantly and positively related to affective organizational commitment, engagement, and work-life enrichment, whereas negatively and significantly affect work-life conflict. Moreover, engagement also positively affects enrichment and affective commitment. Surprisingly, work-life conflict seems to positively affect work-life enrichment. Time planning seems to negatively complement the effect of FWAs on work-life conflict whereas, positively affect engagement. This study concludes that positive outcomes are generated by simply providing FWAs and more friendly policies whereby increasing effectiveness and ensuring business success continuity.

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Section: Human Resource Researchmentioning

confidence: 99%

How Flexible Work Arrangements Affects Affective Organizational Commitment, and Work-Life Enrichment in Pakistan’s Service Industry: The Role of Time Planning, Work-Life Conflict, and Engagement

Gill

Siddiqui

2020

HRR

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“…Most companies have come to realize that the human factor is an important prerequisite for success and that reducing risks related to the human factor is important. This means that companies are increasingly striving to create a work environment that enables performance maximization and loss minimization [1].…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Evaluation of the Level of Use of Motivational Factors in SMEs According to Selected Criteria

Kmecová

Tlustý

2021

SHS Web of Conf.

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The research presented in this contribution is an analysis of the level of use of motivational factors in small and medium-sized enterprises (SME) in terms of three criteria, as selected by the authors. The primary goal was to draw conclusions on the basis of the formulated hypotheses concerning the degree of use of motivational factors by SMEs. The literature review outlines the issue of work motivation and motivational factors. The practical part of the contribution presents the course of the specific calculations and the evaluation of the hypotheses. The primary data were obtained using the SAAPM questionnaire, which was created as part of a project by the Slovak Academic Association for Personnel Management (SAAPM). The data are evaluated using the one-sample t-test statistical method. The research sample consists of a total of 610 small and medium-sized enterprises (SMEs) in the Czech Republic.

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“…Проблема оцінки ефективності функціонування системи управління персоналом є широко обговорюваною серед представників міжнародної та вітчизняної професійних спільнот [1][2][3][4][5][6][7]. В ідзначаючи цінні здобутки дослідників у сфері розбудови системи управління персоналом на сучасному етапі, доцільно відмітити, що питання оцінки сучасного стану та ефективності управління персоналом на підприємствах України в контексті реалізації концепції сталого розвитку та запровадження корпоративної соціальної відповідальності потребують більш детального розгляду.…”

Section: Zaichenko Yevheniia O -Graduate Student Of the Department Ounclassified

“…[5] Питання знаходження балансу «робота -життя» та роль менеджера по роботі персоналу в даному процесі Cooke F. L., Schuler R., Varma A. [2] Ретроспективний еволюційний аналіз практики управління персоналом на підприємствах країн Азії; виокремлення перспектив розвитку та ключових викликів Lopez-Cabrales A., Valle-Cabrera R. [1] Дослідження імплементації концепції сталого розвитку 2030 в систему управління персоналом на підприємствах та в умовах реалізації концепції корпоративної соціальної відповідальності Подгородніченко Н., Едгар Ф., МакЕндрю Й.…”

Section: Zaichenko Yevheniia O -Graduate Student Of the Department Ounclassified

The Current State of Human Resources Management at Enterprises: Challenges and Prospects

Zaichenko¹

2020

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HR management provides for the availability of administrative tasks related to hiring and remuneration of employees of the company. As a separate management function, it aims to recruit and maintain the high-quality workforce required by the organization to achieve its goals. The article is aimed at studying the existing experience of development of the human resources management system at enterprises in the conditions of compliance with the principles of corporate social responsibility. In the course of achieving the goal of the study, a number of such tasks were solved, in particular: the directions of research in the sphere of HR management were analyzed; an assessment of existing international framework documents and initiatives in the sphere of HR management was carried out; the changes in the management of activities on work with staff of enterprises were examined; proposals to improve existing HR management trends at enterprises were scientifically substantiated. It is substantiated that the methodological principles of policy development and internal organizational-regulatory documents on HR management and its development require further research. The organization of the manager’s work depends on the organizational structure and type of activity of the enterprise. It is stressed that the responsibility for human rights is a global standard of expected behavior for all enterprises wherever they operate. It exists regardless of the ability and/or willingness of the countries to fulfill their own human rights obligations and does not diminish these obligations. The work of the HR manager is of particular importance at the present stage of implementation of the concept of focus on the creation of human capital as the most valuable asset of enterprise. The main instruments for counteracting the challenges of building up an effective human resources management system at the enterprise are the development of a roadmap of actions with further control over the implementation of the actions and measures; disclosure and transparency of activities to the employees of the enterprise; involving employees in the implementation of certain elements of the human resources management system. The methodological principles of policy development and internal organizational-regulatory documents on HR management and its development require further research.

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Human resource management research and practice in Asia: Past, present and future

Cited by 128 publications

References 68 publications

How Flexible Work Arrangements Affects Affective Organizational Commitment, and Work-Life Enrichment in Pakistan’s Service Industry: The Role of Time Planning, Work-Life Conflict, and Engagement

How Flexible Work Arrangements Affects Affective Organizational Commitment, and Work-Life Enrichment in Pakistan’s Service Industry: The Role of Time Planning, Work-Life Conflict, and Engagement

Evaluation of the Level of Use of Motivational Factors in SMEs According to Selected Criteria

The Current State of Human Resources Management at Enterprises: Challenges and Prospects

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