Abstract:Purpose
The purpose of this paper is to research the impact of one of HRM activities, employees’ development, on the level of organizational innovative performances. HR development techniques that organizations use in order to develop employee’s knowledge, skills and abilities and their impact on the perceived level of organizational innovativeness was set in the focus of research, with the intent of determining which development techniques influence organizational innovative performance.
Design/methodology/… Show more
“…Stressors related to career/job insecurity affect self-esteem [43], and they can lead to serious health complications: organizational factors-organizational structure, culture, changes, communication, and performance [44]. Stress is a partial mediator in the relationship between the challenges in the work-home relation and job satisfaction [45].…”
This article provides guidelines for optimizing organizational management styles and achieving a balance between life and work. Contributing to sustainable human development will contribute to the psychology of sustainability and sustainable development. The main purpose of the paper is to determine the relations between the preferences of management styles, working styles and lifestyles, and exposure to stress in the managerial population in order to achieve harmonization. A correlation study was conducted on a sample of 618 subjects using the Blanchard test of situational leadership, the Four-Dimensional Symptom Questionnaire for determining the stress levels, the modified Allport–Vernon–Lindsay Scale of Values, and Julie Hay’s Working Styles Questionnaire. The paper provides insight into the contribution of management styles to the balance of private and professional areas of life, as well as to stress reduction in managers.
“…Stressors related to career/job insecurity affect self-esteem [43], and they can lead to serious health complications: organizational factors-organizational structure, culture, changes, communication, and performance [44]. Stress is a partial mediator in the relationship between the challenges in the work-home relation and job satisfaction [45].…”
This article provides guidelines for optimizing organizational management styles and achieving a balance between life and work. Contributing to sustainable human development will contribute to the psychology of sustainability and sustainable development. The main purpose of the paper is to determine the relations between the preferences of management styles, working styles and lifestyles, and exposure to stress in the managerial population in order to achieve harmonization. A correlation study was conducted on a sample of 618 subjects using the Blanchard test of situational leadership, the Four-Dimensional Symptom Questionnaire for determining the stress levels, the modified Allport–Vernon–Lindsay Scale of Values, and Julie Hay’s Working Styles Questionnaire. The paper provides insight into the contribution of management styles to the balance of private and professional areas of life, as well as to stress reduction in managers.
“…Research carried out in Eastern European countries indicated the existence of relationship between the usage of HR development practices and the level of innovativeness of organizations (Berber and Lekovic, 2018). T&D can improve innovative employees' behaviour, but the relation is mediated by employee's affective commitment (Susomrith et.al., 2019).…”
Section: Hrm Functions: Literature Reviewmentioning
As human resources have been already recognized as the most valuable factor for organizational success, HRM in order to cope with new challenges has to focus more and more attention to the choice and application of up-to-date practices that would allow the most efficient use of the human resources of organizations. The purpose of this article is to define the level of usage of different HRM practices in business companies in Lithuania and to assess the perception of their effectiveness by HR specialists and professionals. The methodology is based on cross-sectional analysis of HRM practices in great variety of business sectors and included the survey of more than 500 respondents responsible for HRM. Research findings revealed that in recruitment field old fashioned peer recommendations are competing with application of newest internet-based technologies as the most effective practices for finding the best candidates. Job interviews have almost total application in the businesses as selection practice and it is seen as the most effective tool by specialists and professionals. The most common formal employees appraisal practices seem do not have big support between specialists and professionals. Here, more specific, customtailored solutions are preferred by the companies. Both, on-the-job training and off-the-job training are very highly valued by respondents. Research results let to outline some major trends and regularities important for understanding of HRM in contemporary business environment in Lithuania.
“…employees training must be understood as the development of "assets" and not as an expense that has to be reduced [12]. Also, the role of training has changed so today it is viewed not only as "a way to enhance individual capabilities but also as a valuable lever for improving team effectiveness and for organizations to gain competitive advantage" [20][21][22].…”
Section: Theoretical Backgroundmentioning
confidence: 99%
“…Many researches in the past have been conducted with the aim of proving the positive and significant relationship between training and development activities and organizational performances [21][22][23][24][25][26][27]. It is confirmed that training programs can help employees in achieving better knowledge, skills and abilities, and, on that basis, higher performances.…”
Section: Relationship Between Training Productivity and Service Qualitymentioning
Human resource management (HRM) is directed to managing human potentials of a company in order to achieve organizational goals, and at the same time, goals of employees. One of the very important part of this process is training and development, as a group of activities aimed at improving employees knowledge, skills, and abilities (KSA), in order to be more successful in job, but also with the aim of creating a base for further development of an organization as a whole. The main aim of the research was to explore the effects of investment in employees' development, measured by number of training days and percentage of operating costs invested in development and training, on the level of organizational productivity and service quality. The subject of the research is the relationship between two main indicators of employees' development program, and organizational level productivity and service quality. The methodology used in the research obtained the application of two-way multivariate analysis of variance (MANOVA) on the data from 160 companies from one Southeast European country, gathered during 2015 and 2016. The results indicated that there is an interaction effect between training costs and number of training days on the combined dependent variables, productivity and service quality in the observed organizations.
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