Journal of Human Resource and Sustainability Studies最新文献

{"title":"Thinking Inside the Box: A Blueprint for Green New Deal Industrial Mobilization and Strategy for Human Capital Repurposing","authors":"Timothy Nerenz","doi":"10.4236/JHRSS.2019.73024","DOIUrl":"https://doi.org/10.4236/JHRSS.2019.73024","url":null,"abstract":"The American “Green New Deal” (GND) is a controversial public policy initiative described by advocates as the “millennial generation’s World War II” that seeks to ban carbon-based and nuclear energy in order to avoid a predicted Climate Change apocalypse. Proponents of GND have thusfar failed to offer a substantive proposal for the industrial mobilization necessary to win their war on carbon, and this paper attempts to fill that void with development of a rough-order estimate of $52 trillion in new industrial output required to replace combustion-powered infrastructure. Drawing from World War II industrial mobilization as its template for urgent human resourcing, the paper proposes that deconstructing the current post-secondary education sector by 65% and repurposing its currently misappropriated human capital to industrial mobilization provide the only apparent available cohort of requisite size and intellectual acuity to achieve GND goal realization in 20 years. The paper is intended to provide a rational basis upon which advocates and proponents alike can engage in a debate that includes GND feasibility and its broader implications for re-industrialization and sector re-orientation of the US economy during the working lifetimes of millennials.","PeriodicalId":140802,"journal":{"name":"Journal of Human Resource and Sustainability Studies","volume":"23 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-07-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121944899","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"A Study on Occupational Health and Safety Practices in Bangladeshi Leather Industry","authors":"Shilpy Rani Basak, Ismail Raihan, A. Bhuiya","doi":"10.4236/JHRSS.2019.72019","DOIUrl":"https://doi.org/10.4236/JHRSS.2019.72019","url":null,"abstract":"Most of the people know the most common rules and regulation but very few obey them. Different injuries are the common scenario in small, medium and big industries. Statistics show 50% - 60%, 5% - 10% and 35% - 40% of injuries occurred due to the unconsciousness of workers, mechanical problems and carelessness of owners respectively. This paper based on some practical working report of Re-Tie Bangladesh, UNIDO and finally some recommendations are provided for policy management in health and safety issues in industries. To improve Occupational Health & Safety (OHS) situation in the industries in an effective way there should set some specific target for owners and workers. The main reason for injuries or accidents in workplace is both workers and owners are not habituated with some rules, regulations and moral duties. The study finds out that minimum treatment expenses for an injured worker is 0.05 - 0.2 million BDT which is 9 to 36 times more than yearly expenses for PPE (Personal Protective Equipment) required for each worker [1]. Though it is quite impossible to change the practice and tradition of a long time over night, it is high time to think of the matter to compete in international market with international standards. The cost to promote good working environment and OHS status has an effect on production cost but one thing needs to keep in mind that, good workplace; skilled, safe and healthy workers are profitable in the long run.","PeriodicalId":140802,"journal":{"name":"Journal of Human Resource and Sustainability Studies","volume":"18 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-06-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"134366138","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Will Senior Employees Be Willing to Voluntarily Transfer Their Knowledge to Younger Employees? The Effect of Perceived Age Discrimination and Organizational Identification","authors":"F. Huang","doi":"10.4236/JHRSS.2019.72015","DOIUrl":"https://doi.org/10.4236/JHRSS.2019.72015","url":null,"abstract":"This research focuses on the important issues of age discrimination and intergenerational knowledge transfer. Through online questionnaire method, where 291 effective responses were acquired, this research found that perceived age discrimination by senior employees was negatively related to their intention to transfer their knowledge to younger employees. This negatively effect was fully mediated by organizational identification, where perceived age discrimination was negatively related to organizational identification while organizational identification was positively related to intergenerational knowledge transfer intention. This research made theoretical contribution by linking the two important issues, age discrimination and intergenerational knowledge transfer, as well as by identifying the underlying mechanism for this linkage. The research would hopefully help manager in workplace to encourage senior employees to transfer knowledge to younger employees, by providing a more respectful workplace for senior employees.","PeriodicalId":140802,"journal":{"name":"Journal of Human Resource and Sustainability Studies","volume":"30 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-06-14","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133150316","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Income Inequality: How Do Racial and Gender Differences Influence the Incomes in US","authors":"Ting Liu, E. Yang, Zhiliang Wang","doi":"10.4236/JHRSS.2019.72014","DOIUrl":"https://doi.org/10.4236/JHRSS.2019.72014","url":null,"abstract":"Income inequality is a serious social economic issue in many countries. The issue is deteriorated due to the complex social environment and demographic composition in the Unites States. This study focuses on the racial and gender factors which influence workers’ income. And the easy-qualified year of schooling and working-year are chosen as the other two factors. Basing on the Ordinary Least Square (OLS) analysis, the selected factors are qualified to understand their influence degree in income inequality. By comparing the coefficients of the factors, we find the inner relationships between the factors and income inequality. The precise results not only provide a chance for people to examine their income levels, but also help the government to develop fair policies.","PeriodicalId":140802,"journal":{"name":"Journal of Human Resource and Sustainability Studies","volume":"30 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-06-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124894451","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Can a Good Performance Management Technique Improve Public Health Outcome? A Rapid Assessment of Public Health Organization in Nigeria","authors":"David Akpan","doi":"10.4236/JHRSS.2019.72009","DOIUrl":"https://doi.org/10.4236/JHRSS.2019.72009","url":null,"abstract":"Performance management practice dates back as one of the critical parts of the human resource management process of any organization which is expected to help the organization make policy level decisions, and program direction and improve to organizational learning. A few organizations have made an attempt to institute a performance management system to assist with assessing work productivity, with findings not used to compare with agreed goal of the organization. Relatively, if the focus of the organization is to deliver public health outcomes, how is performance management a significant step to help the organization shapes its workforce productivity towards achieving on its public health outcomes? What system is in place to enable the performance management process to have a direct impact on public health outcome? This work intends to determine the capacity of public health organizations performance management system in driving work productivity leading to achievement of established public health outcome. A quantitative assessment was conducted using a Performance Management Self-Assessment Tool (PMSAT) developed by Turning Point Performance Management National Excellence Collaborative in 2004 and data collected were analyzed using a statistical tool. The results of the findings revealed a high-level commitment from the leadership, alignment of performance priority areas to the Agency’s mission and the ability of the performance system to measure key areas like health status of personnel, human resource development, financial systems and management practices. However, the current system lacks the capacity to develop its Information and Data System to provide timely reports on performance outcome as well as providing feedback for program and management decision and relationship with clients and stakeholders. In conclusion, it is important to mention that performance management is more than just a process for rewarding employee’s productivity but a tool that helps organizations measure their overall performance based on its employee’s efforts.","PeriodicalId":140802,"journal":{"name":"Journal of Human Resource and Sustainability Studies","volume":"27 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125371676","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Lunch Bucket D&I: Turning Diversity and Inclusion into Competitive Advantage at UMUC Europe","authors":"Timothy Nerenz, P. Jameson, R. Walker, Bert J. Jarreau","doi":"10.4236/JHRSS.2019.72016","DOIUrl":"https://doi.org/10.4236/JHRSS.2019.72016","url":null,"abstract":"All post-secondary institutions proclaim a commitment to diversity and inclusion (DI it is precisely the universality of these pronouncements that disqualify them as a source of competitive advantage as the term is properly understood—something valuable, rare, inimitable, and non-substitutable. This paper describes a more expansive approach to diversity and inclusion undertaken at University of Maryland University College Europe, which has advanced D&I’s role and contribution from providing compliance and advocacy to creation and promotion of competitive advantage, using examples from its MBA program to illustrate key concepts. Coined “lunch-bucket D&I”, the approach honors traditional D&I initiatives and programs, but adds a supplemental focus on integration of embedded inclusive practices into the daily work of students, faculty, and staff to create a uniquely inclusive environment that attracts and retains top talent. Combined with its formal D&I programs and Speak Up! initiatives, UMUC Europe’s “lunch bucket D&I” approach demonstrates the potential for D&I to be leveraged to create true competitive advantage in post-secondary education.","PeriodicalId":140802,"journal":{"name":"Journal of Human Resource and Sustainability Studies","volume":"55 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116937482","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"College Teachers’ Soft Ability Indicator System and Measuring Methods","authors":"Fen Sun, Yinqiu Ma","doi":"10.4236/JHRSS.2019.72017","DOIUrl":"https://doi.org/10.4236/JHRSS.2019.72017","url":null,"abstract":"The concept and features of college teachers’ soft abilities are defined. The features of College Teachers’ Soft Ability are: not easy to train and develop; talent’s deep characteristic; capable of effectively predict high working performance. The method to establish the Soft Ability indicator system is: to be sure about job requirements on hard abilities involving knowledge and technique via college teachers’ job analysis; then to use behavioral event interview to determine the essential condition of soft abilities related to high performance. The method to measure College Teachers’ Soft Abilities in recruitment and selection is to firstly change soft ability as specific work behavior, and then make measurement by methods of employment interview, evaluation and behavior observation.","PeriodicalId":140802,"journal":{"name":"Journal of Human Resource and Sustainability Studies","volume":"33 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122226010","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Embedded Place-Responsive Learning, Participatory Video and Scholastic Achievement in Northern Manitoba Adult Environmental Education","authors":"J. Stepaniuk","doi":"10.4236/JHRSS.2019.72013","DOIUrl":"https://doi.org/10.4236/JHRSS.2019.72013","url":null,"abstract":"Academic performance is a challenge confronting many postsecondary students in Northern Manitoba. As such, this study explores the role of situated (field-based) learning and participatory video in facilitating scholastic achievement relating to local freshwater availability and mindfulness. First-year students (n = 97) enrolled at the University College of the North in The Pas were randomly assigned to four adult education approaches containing identical subject matter. Student performance was assessed using outcomes of quantitative testing that focused on either foundational concepts or applied skills. Empirical data were examined using ordered multinomial logistic regression and explored cursorily in relation to unsolicited qualitative statements arising from instream participatory video and digitally-captured post-test interviews for each enrollee. Non-conventional lesson interaction inclusive of a modified participatory video approach significantly (p = 0.003) increased quantitative test score means by 26%, raised applied skill scores by one grade level (12%) and significantly (p = 0.07) improved concept understanding between five and 20%. Despite benefits, northern self-declared Aboriginal students still had lower (-11%) test scores on average. Importantly, there was less of a difference academically between non- and self-declared Aboriginal student test scores when situated learning and participatory video use were compared to didactic delivery alone. By identifying non-conventional strategies for improvement in environmental education, tertiary level institutions are presented another option for increasing academic performance ideally mitigating high attrition rates that continue to plague postsecondary education in Northern Manitoba; and for that matter, Canada.","PeriodicalId":140802,"journal":{"name":"Journal of Human Resource and Sustainability Studies","volume":"59 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130187026","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The Impact of Sharing Economy on China’s Labor Relations in the Internet Era","authors":"Siyu Chen","doi":"10.4236/JHRSS.2019.72011","DOIUrl":"https://doi.org/10.4236/JHRSS.2019.72011","url":null,"abstract":"In recent years, the continuous development of Internet technology has provided good conditions for the birth and vigorous development of the sharing economy. A number of innovative platform enterprises operating under the mode of sharing economy have emerged in China, which provide convenience for people’s food, clothing, housing and transportation consumption. However, the emergence of sharing economy may change the ways of employing of enterprises to a certain extent and may cause a certain degree of impact on the identification of labor relations. Based on the current developmental situation of Chinese sharing economy, this paper classifies the sharing economy into three categories, describes how the three categories of sharing economy affects labor relations, and puts forward the prospect of the development of labor relations under the sharing economy model in China.","PeriodicalId":140802,"journal":{"name":"Journal of Human Resource and Sustainability Studies","volume":"40 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122199151","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"An Analytical Study of Quality of Work Life & Organisational Commitment and Their Relation with Revenue per Employee of Major IT Companies in India","authors":"Radha Yadav, Ashu Khanna, Priyanka Panday, Sudipta Dasmohapatra","doi":"10.4236/JHRSS.2019.72018","DOIUrl":"https://doi.org/10.4236/JHRSS.2019.72018","url":null,"abstract":"The purpose of the study is to find out the relation of quality of work life (QWL) and organizational commitment (OC) that engenders the financial performance of IT Companies in terms of revenue per employee. Data Collection is done through a combination of secondary and primary source. Primary data were collected by distributing questionnaire and collecting responses of participants. This paper emphasizes the data from secondary source and relates it with the findings from primary data. To analyze the performance in terms of revenue per employee of selected organizations, researcher segregates the revenue per employee of the IT companies in three levels i.e. highest Range revenue (above $10 billion), Average range revenue (below $10 billion and above $5 billion) and Low range revenue (Below $5 billion). Data are explained by using descriptive statistics and further analysis is done by regression analysis and ANOVA. Findings of the study say that there is significant relationship between quality of work life and organizational commitment with revenue per employee of IT companies.","PeriodicalId":140802,"journal":{"name":"Journal of Human Resource and Sustainability Studies","volume":"20 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126800007","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}