European Journal of Human Resource Management Studies最新文献

{"title":"THE INFLUENCE OF HUMAN RESOURCE COMPLIANCE AUDIT ON EMPLOYEE PERFORMANCE OF PUBLIC UNIVERSITIES IN WESTERN KENYA","authors":"Beldine Cherubet, J. Otsyulah, W. Mackton","doi":"10.46827/ejhrms.v7i1.1587","DOIUrl":"https://doi.org/10.46827/ejhrms.v7i1.1587","url":null,"abstract":"A human resource compliance audit is one of the critical aspects of the universities that helps ensure all the policies, procedures, and practices of the university are adhered to by the management and other employees. Employee performance has been reported to be low in many universities. This is because of non-adherence to the university policies and practices. Therefore, the main objective of this study was to establish the effect of human resource compliance audits on employee performance at public universities in Western Kenya. The study was based on human capital theory. The study adopted a descriptive research design. The target population for the study was 187 respondents comprising 9 human resource managers, 9 deputy human resource managers, 121 human resource officers, and 48 internal auditors in all public universities in Western Kenya. Stratified random sampling was used to select 127 respondents. Questionnaires were used to collect primary data. Reliability was tested using Cronbach’s alpha and validity using experts and factor analysis. Descriptive and inferential statistics were used to analyze data. Regression analysis indicated that human resource compliance audits had a positive and significant influence on employee performance. It was, therefore, established that a unit increase in compliance audit would lead to the subsequent increase in employee performance by 0.178 units. The study established that 61.6% variation in employee performance was caused by human resource audit. The study findings will be useful for policy-making in public and private universities and form a basis for future studies by contributing to the pool of existing literature. The study recommended that universities should plan for compliance audits at least twice per year. It was also recommended that the university should put in place relevant internal control measures that will help in tracking each employee.  Article visualizations:","PeriodicalId":159355,"journal":{"name":"European Journal of Human Resource Management Studies","volume":"29 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-10-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139316661","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 REMOTE WORK ON HR PRACTICES: NAVIGATING CHALLENGES, EMBRACING OPPORTUNITIES","authors":"Saw. Mu. Shamoel Haque","doi":"10.46827/ejhrms.v7i1.1549","DOIUrl":"https://doi.org/10.46827/ejhrms.v7i1.1549","url":null,"abstract":"The COVID-19 pandemic has enhanced the rise of remote work, revolutionized organizational operations, and significantly impacted human resources (HR) practices. This paper explores the profound effects of remote work on HR functions, addressing both challenges and opportunities in this new paradigm. The shift to remote work has increased flexibility for the workforce and opened access to a global talent pool. However, it has not been without its challenges for HR professionals. They now face hurdles in engaging employees, managing performance effectively, and promoting team collaboration. Ensuring a unified organizational culture and cultivating a solid connection among remote workers have become pressing concerns. This research emphasizes the significance of HR departments adapting to the realities of remote work. It proposes a need for redefining talent acquisition, training, performance evaluation, and employee engagement strategies. By analyzing real-world case studies and expert insights, this study offers valuable guidance to HR leaders and practitioners in effectively navigating challenges and optimizing remote work arrangements. Embracing remote work provides clear advantages for organizations that enhance resilience and attract top talent. In this regard, HR professionals must proactively adopt technology and acquire new skill sets to optimize remote work environments. As organizations navigate the challenges of remote work, the HR function plays a fundamental role in shaping work's future and nurturing a thriving workforce. This study offers valuable insights, empowering HR practitioners to position their organizations for success amid this evolving landscape.  Article visualizations:","PeriodicalId":159355,"journal":{"name":"European Journal of Human Resource Management Studies","volume":"45 2 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116045372","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":"JOB SATISFACTION AND JOB PERFORMANCE AMONG ACADEMIC STAFF MEMBERS OF OMAN COLLEGE OF HEALTH SCIENCES: BASIS FOR STRATEGIC PLANNING","authors":"Doryl Sequeña Cabiao","doi":"10.46827/ejhrms.v7i1.1540","DOIUrl":"https://doi.org/10.46827/ejhrms.v7i1.1540","url":null,"abstract":"This study ventured on discovering the association between job satisfaction and job performance among academic staff members at Oman College of Health Sciences. Respondents were generally satisfied when it comes to the work environment, relation and cooperation, training and development, adequacy of resources, and job security. Respondents were unsure if they were satisfied or dissatisfied with job autonomy, corporate culture and environment, remuneration and reward, and amenities. Respondents demonstrated strong task and contextual performance. Respondents demonstrated a low level of unproductive work behavior. There was no significant difference in work satisfaction among faculty members based on gender, civil status, rank, educational achievement, or length of service. When faculty members were divided into groups based on college branch and country, there was a considerable variation in work satisfaction. There was no statistically significant link between academic staff members' work happiness and job performance. The findings of this study might be used by college officials as a foundation for policy-making and program planning for basic education schools, increasing teachers' work performance and job happiness, as well as administrators' professional progress toward better education. This will serve as the foundation for establishing teacher development programs that will lead to teacher professional growth. It will also aid them in identifying particular demographic traits of instructors that may impact work performance and job satisfaction.  Article visualizations:","PeriodicalId":159355,"journal":{"name":"European Journal of Human Resource Management Studies","volume":"89 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122531251","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":"ORGANISATIONAL SUPPORT, WORK-FAMILY CONFLICT AND JOB TENURE AS PREDICTORS OF JOB COMMITMENT AND SATISFACTION AMONG WORKING MOTHERS IN PUBLIC UNIVERSITIES IN SOUTHWEST, NIGERIA","authors":"N. C. Uwannah","doi":"10.46827/ejhrms.v7i1.1539","DOIUrl":"https://doi.org/10.46827/ejhrms.v7i1.1539","url":null,"abstract":"The search for factors that contribute to working mothers’ job commitment and satisfaction in organisations is an ongoing one in view of the fact that they are crucial to working mothers’ well-being. This study extended the frontiers of this search by investigating the contributions of organisational support, work-family conflict and job tenure to the job commitment and satisfaction of working mothers in public universities in South-West, Nigeria. The study employed a survey research design of an ex-post-facto type. The target population of the study consisted of all working mothers in the thirteen (13) public universities in South-West, Nigeria from which a sample of 1,456 working mothers was selected through a multi-staged stratified random sampling technique. Four validated instruments namely; Job Commitment Scale (r = 0.93), Job Satisfaction Scale (r = 0.70), Organisational Support Questionnaire (r = 0.92) and Work-Family Conflict Scale (r = 0.88) were used to obtain responses from the participants. Data were analysed using Canonical Analysis at 0.05 level of significance. The results indicated a significant joint contribution of organisational support, work-family conflict and job tenure on working mothers’ job commitment and satisfaction (Rc = .383, F = 47.706; p <.05; Rc = .171, F = 21.773; p <.05). It was found that 76.6% of the variance in working mothers’ job commitment and satisfaction was accounted for by organisational support, work-family conflict and job tenure. These findings are attributable to the nature of women and their unique gender roles which predispose them to desire for an appreciable level of support from management, reduced work-family conflict and longer job tenures to engender their job commitment and satisfaction. It was recommended that university management should endeavour to improve staff retention, provide childcare facilities in every unit, implement flexible resumption and closing times for nursing mothers and extend maternity leave to 16 weeks in order to enhance their commitment and satisfaction.  Article visualizations:","PeriodicalId":159355,"journal":{"name":"European Journal of Human Resource Management Studies","volume":"41 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"116275005","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":"CAPACITY BUILDING AND ITS EFFECT ON EMPLOYEE PERFORMANCE: A CASE OF ACCRA TECHNICAL UNIVERSITY, GHANA / LE RENFORCEMENT DES CAPACITÉS ET SES EFFETS SUR LA PERFORMANCE DES EMPLOYÉS : UN CAS DE UNIVERSITÉ TECHNIQUE D'ACCRA, GHANA","authors":"Gifty Awuku, Mabel Korankye Danso, Faustina Nana Yaa Boatemah, Patience Adjetey","doi":"10.46827/ejhrms.v6i2.1492","DOIUrl":"https://doi.org/10.46827/ejhrms.v6i2.1492","url":null,"abstract":"Every institution or organisation must now deal with the capacity building because the quality of human resources is helpful to any firm. Due to variables like the degree of external change, such as new markets or processes, the compliance of existing employees, and most importantly, the degree to which the organisation supports the idea of internal career development, the quantity and quality of training carried out greatly varies from organisation to organisation. Unlike some businesses, which start by recognising their training needs, then plan training activities logically, and then assess the results of training, most organisations satisfy their training needs in an ad hoc and random manner. Therefore, this study used Accra Technical University as a case study to examine the effects of capacity building on employee development in public sector firms. The goal of the study was to ascertain the function of staff capacity building, with a special focus on administrators who were arbitrarily chosen. The study evaluated Accra Technical University's training and development programme and examined whether employee performance has increased as a result of training. To gather primary data from university personnel, a questionnaire was created using structured questions. The findings suggested that employees were not properly informed about the organization's training and development programmes. The majority of employees believed that personal and organisational success could be achieved through training and development. The results showed that, in terms of the generally accepted planned and methodical structure of the training process, training techniques, methodologies, and activities were the best practises. The university should assist its workers by developing structured programmes for training and development of its employees, among other things, as well as ensuring that the procedures involved in training are properly followed.Chaque institution ou organisation doit désormais s'occuper du renforcement des capacités car la qualité des ressources humaines est utile à toute entreprise. En raison de variables telles que le degré de changement externe, tels que de nouveaux marchés ou processus, la conformité des employés existants et, surtout, le degré auquel l'organisation soutient l'idée de développement de carrière interne, la quantité et la qualité de la formation dispensée grandement varie d'une organisation à l'autre. Contrairement à certaines entreprises, qui commencent par reconnaître leurs besoins de formation, puis planifient les activités de formation de manière logique, puis évaluent les résultats de la formation, la plupart des organisations satisfont leurs besoins de formation de manière ponctuelle et aléatoire. Par conséquent, cette étude a utilisé l'Université technique d'Accra comme étude de cas pour examiner les effets du renforcement des capacités sur le développement des employés dans les entreprises du secteur public. L'objectif","PeriodicalId":159355,"journal":{"name":"European Journal of Human Resource Management Studies","volume":"42 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-06-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139369253","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":"SEAFARER'S RESILIENCE ABILITY TO COPE WITH STRESS","authors":"Nurita Widianti","doi":"10.46827/ejhrms.v6i2.1483","DOIUrl":"https://doi.org/10.46827/ejhrms.v6i2.1483","url":null,"abstract":"Stress is a condition that arises due to a discrepancy between the demands received and the ability to overcome them. Each person's stress resistance can be different depending on the somato-psychosocial state (Fitri et al, 2012). Job stress is an emotional and physical response that disturbs and causes harm arising from job demands that are not in accordance with competence. Resilience is the capacity of individuals to face, overcome, strengthen themselves and continue to make changes in relation to problems or trials experienced, each individual has the capacity to be resilient. Based on observations and interviews that have been conducted with seafarers, the stress that occurs on seafarers while carrying out tasks on board greatly affects their lives, the more quickly they are provoked by emotions, the more easily they get angry so they are involved in acts of violence against other people on board. The research method used was a phenomenological type qualitative method approach, the respondents of this study were seafarers of productive age and had 10 years of sailing experience. Data analysis used is observation, open interviews and non-formal interviews. The results of this study showed that seafarers' resilience attitudes and behaviors were influenced by seafarers' personal abilities (I AM), their ability to make good use of their resilience resources (I HAVE) and their ability (I CAN) to get out of stress, depression, bad experiences and past traumas. The synergy of the three is a source of resilience for sailors. Resilience in seafarers is strengthened and formed by the existence of social support obtained by seafarers through relationships with family, friends, community and the existence of work cultural values that are determined by both work cultural values from the office or work cultural values from the skipper on the ship.  Article visualizations:","PeriodicalId":159355,"journal":{"name":"European Journal of Human Resource Management Studies","volume":"1 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-05-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139372269","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":"EVALUATION OF THE EFQM EXCELLENCE MODEL IN MEGA SPORTS ORGANIZATIONS","authors":"Stefania Dimopoulou","doi":"10.46827/ejhrms.v6i2.1397","DOIUrl":"https://doi.org/10.46827/ejhrms.v6i2.1397","url":null,"abstract":"The application of the EFQM excellence model and the adoption of its principles enables sports organizations to achieve significant results, that will satisfy both customers and employees. Although many companies and organizations apply the EFQM excellence model, few mega sports organizations have adopted its application. Therefore, the purpose of this study was to assess if employees of mega sports organizations applied the processes of the EFQM excellence model and if there are differences between sexes. One hundred and forty-six employees at the Olympic Athletic Center of Athens \"Spiros Louis\", who agreed to take part in the study were asked to rate the nine criteria (Leadership, Human resources, Strategy and Policy, Suppliers/Sponsors/Resources, Processes, People outcomes, Customer outcomes, Results for the Society and Key performance results), of the \"Administrative Excellence of Greek Sports Organizations\" questionnaire (Karastathis, Afthinos, Gargalianos, 2014). The statistical tests used to analyze the data were: a) descriptive statistics, b) the Kolmogorov–Smirnov (for the normality of the dependent variables), c) the Cronbach reliability coefficient \"a\" (for the reliability of the scale) and d) the Kruskal-Wallis (to compare the average values of men and women). After the analysis of the data, the following were found: a) the internal consistency of the scale was 0.90, b) the Leadership criterion (4.23±0.70) had the lowest score and the Key performance results (2.83±0.95) had the highest score, c) it was observed a statistically significant difference between men and women only in criterion 5 Procedures (chi square=5.14, p<0.023). It is concluded that according to the estimates of the employees (men and women) at the Athens Olympic Sports Center \"Spiros Louis\" there is an attempt to apply some principles of the EFQM excellence model. Also, women had a more positive assessment than men in the Procedure criterion.  Article visualizations:","PeriodicalId":159355,"journal":{"name":"European Journal of Human Resource Management Studies","volume":"195 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-12-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"124358820","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 MODERATING EFFECT OF ORGANIZATIONAL ENVIRONMENT ON THE RELATIONSHIP BETWEEN SPIRITUAL LEADERSHIP AND QUALITY OF WORK-LIFE AMONG POLICE OFFICERS","authors":"Linoraldo M. Torres, Nestor C Nabe","doi":"10.46827/ejhrms.v6i1.1395","DOIUrl":"https://doi.org/10.46827/ejhrms.v6i1.1395","url":null,"abstract":"The study deals with the moderating effect of organizational environment on the relationship between spiritual leadership and quality of work-life among police officers. The quantitative non-experimental design was used in the study. The respondents of the study were the police non-commission officers, non-uniform personnel, and commission officers. There were 400 respondents were used as study participants. The researcher collected information from Region X police stations with 22 police stations for Bukidnon Provincial Police, Provincial Police Office. The statistical tools used were Mean in order to describe the level of spiritual leadership and organizational environment; Pearson’s r to determine the significance of the relationship between spiritual leadership, quality of the work-life and organizational environment, hierarchical regression analysis, and Hayes Process modgraph were used to establish the significance of the influence between spiritual leadership, quality of the work-life and organizational environment and the modraph Sobel z-test to determine the moderating effect of organizational environment on the relationship of spiritual leadership and quality of work-life. Findings revealed significant relationship between the three variables. Finally, organizational environment was seen to fully moderate the already significant effect of spiritual leadership towards quality of work-life among police personnel. Implications were discussed.JEL: L10; O15  Article visualizations:","PeriodicalId":159355,"journal":{"name":"European Journal of Human Resource Management Studies","volume":"27 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-12-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114551062","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":"DEVELOPMENT OF TRANSFORMATIONAL LEADERSHIP FOR WOMEN ENTREPRENEURS IN INDONESIA","authors":"Nurul Laily, Hening Widhi Oetomo, D. Djawoto","doi":"10.46827/ejhrms.v6i1.1374","DOIUrl":"https://doi.org/10.46827/ejhrms.v6i1.1374","url":null,"abstract":"The purpose of this study was to determine the effect of Transformational Leadership on Innovation Capability and Business Performance of women entrepreneurs, as well as the role of Innovation capability as a moderating variable. The population in this study was women entrepreneurs. The sample was 286 respondents using particular criteria. The questionnaire was used as a research instrument by using an online application. Data analysis using SEM PLS. The results show that transformational leadership and innovation capability affect the business performance of women entrepreneurs, and transformational leadership affects innovation capability. Besides, innovation capability is capable of being a mediator of transformational leadership in business performance. The management implication is that innovation plays a critical role in running MSME businesses. Innovation can create a competitive advantage.  Article visualizations:","PeriodicalId":159355,"journal":{"name":"European Journal of Human Resource Management Studies","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"131482445","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":"ATTITUDINAL TRAINING AND EMPLOYEE PERFORMANCE IN DEVOLVED SYSTEM OF GOVERNANCE IN KENYA: A CASE OF NYAMIRA COUNTY ASSEMBLY","authors":"Onduko Gilbert Atunga, Weldon K. Ng’eno","doi":"10.46827/ejhrms.v6i1.1370","DOIUrl":"https://doi.org/10.46827/ejhrms.v6i1.1370","url":null,"abstract":"Public organizations seek to improve the performance of their employees so that they can provide public service both effectively and efficiently. This study examined the use of attitudinal training to enhance employee performance at the Nyamira County Assembly. The study sought to investigate the factors necessitating the adoption of attitudinal training to enhance employee performance at the Nyamira County Assembly. The Kirkpatrick model was used to generate a framework for examining the effectiveness of the attitudinal training at the County Assembly concerning the enhancement of employees’ performance. Descriptive research design and correlation research designs informed data collection and analysis in the study. Stratified sampling was used, dividing the target population of staffers at the County Assembly into two strata based on their contractual and non-contractual status. Purposive sampling was used to determine whether 12 participants were interviewed. A total of 112 questionnaires were distributed to the rest of the staff at the County Assembly. The quantitative data was analzyed using descriptive and inferential statistics, while the qualitative data was analyzed using the thematic analysis process. Logistical and ethical considerations regarding budgeting and research timeline were taken into consideration, while ethical considerations included confidentiality, anonymity, and informed consent. The study found that the adoption of attitudinal training and employee performance was statistical significance. The findings revealed that attitudinal training content and employee performance were statistically significant. The study established that the training content that contributed to employee performance includes content on customer service, communication skills, ethics and integrity, and leadership skills. To enhance employee performance, the study recommends that organizations should ensure that the training programs inculcate attitudinal training content including customer care, communication skills, ethics and integrity, and leadership skills.  Article visualizations:","PeriodicalId":159355,"journal":{"name":"European Journal of Human Resource Management Studies","volume":"206 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-11-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125734132","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}