South Asian Journal of Human Resource Management最新文献_第3页

Evaluating the Attitude of Employees from the Practice of Exclusive Talent Management: A Study of Hotel Employees in Delhi 从专属人才管理实践看员工态度:对德里酒店员工的研究

IF 1.7

South Asian Journal of Human Resource Management Pub Date : 2022-10-04 DOI: 10.1177/23220937221118189

R. Bhatia, Papori Baruah

{"title":"Evaluating the Attitude of Employees from the Practice of Exclusive Talent Management: A Study of Hotel Employees in Delhi","authors":"R. Bhatia, Papori Baruah","doi":"10.1177/23220937221118189","DOIUrl":"https://doi.org/10.1177/23220937221118189","url":null,"abstract":"Understanding employees’ attitude towards the practice of exclusive talent management (ETM) has become increasingly important for ethical concerns. Despite its significant importance, this study is one of its kind, which first aims to examine the positive and negative attitude arising from the practice of ETM and also checks for the difference between the talented and non-talented employees. Based on social exchange and signalling theories, past studies have conceptually proposed that there may exist a difference in talented and non-talented employees because of their perception of justice and support, as this practice follows workforce discrimination in the organisation. Second, this article also aims to analyse how perceived justice and perceived support affect the attitude of employees towards ETM practices. Data was collected through the questionnaire method by applying convenience sampling technique, and responses of 735 employees were collected across 15 luxury hotels in New Delhi. Structural equation modelling and mediation analysis were conducted in AMOS to test various relationships. The findings suggest that ETM practices significantly affect both positive and negative attitude of employees. Also, talented employees perceive higher levels of positive attitude than non-talented employees, whereas no significant difference was found in their perception of negative attitude. Further, it was proposed that the differences in the attitude of the employees are because of their perception of justice and support towards ETM practices. It was found that perceived justice mediates the relationship of ETM with both positive and negative attitudes, but perceived support only mediates the relationship of ETM practices and the negative attitude.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.7,"publicationDate":"2022-10-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46567488","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}

引用次数: 1

Technology Adoption and Human Resource Management Practices: The Use of Artificial Intelligence for Recruitment in Bangladesh 技术采用和人力资源管理实践:在孟加拉国使用人工智能进行招聘

IF 1.7

South Asian Journal of Human Resource Management Pub Date : 2022-10-04 DOI: 10.1177/23220937221122329

Muhaiminul Islam, A. Mamun, Samina Afrin, G. M. A. Ali Quaosar, Md. Aftab Uddin

{"title":"Technology Adoption and Human Resource Management Practices: The Use of Artificial Intelligence for Recruitment in Bangladesh","authors":"Muhaiminul Islam, A. Mamun, Samina Afrin, G. M. A. Ali Quaosar, Md. Aftab Uddin","doi":"10.1177/23220937221122329","DOIUrl":"https://doi.org/10.1177/23220937221122329","url":null,"abstract":"Artificial intelligence (AI) is now considered indispensable in undertaking operational activities, especially in the area of human resource analytics. However, in practice, the rate of the adoption of such modern algorithms in organisations is still in its early stages. Consequently, the primary objective of this study is to identify the main antecedents of the adoption of AI-based technologies in recruitment, using the lens of the unified theory of acceptance and use of technology (UTAUT) model, alongside perceived credibility and moderating variables, in the context of an emerging nation in South Asia, namely Bangladesh. Data were collected from 283 human resource professionals employed in different manufacturing and service firms in Bangladesh through the administration of a questionnaire, which was analysed by applying PLS-SEM. The outcomes of the study show that all the direct hypothesised relationships were found to be significant, apart from the extended variable of perceived credibility. However, no moderating effect of gender or firm size was found in any of the hypothesised propositions. Finally, policy implications and recommendations for future researchers are proposed.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.7,"publicationDate":"2022-10-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88397575","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}

引用次数: 1

Green Human Resource Management and Green Service Behaviour in Organisations: Examining Underlying Mechanism 绿色人力资源管理与组织中的绿色服务行为：内在机制考察

IF 1.7

South Asian Journal of Human Resource Management Pub Date : 2022-10-04 DOI: 10.1177/23220937221119908

Kalimullah Khan, Q. Khan, Shakir Jalaly, M. Shams, Tazeem Ali Shah

引用次数: 3

People Analytics Enabling HR Strategic Partnership: A Review 人力资源分析使人力资源战略伙伴关系:回顾

IF 1.7

South Asian Journal of Human Resource Management Pub Date : 2022-09-23 DOI: 10.1177/23220937221119599

Neha Suri, Pooja Lakhanpal

{"title":"People Analytics Enabling HR Strategic Partnership: A Review","authors":"Neha Suri, Pooja Lakhanpal","doi":"10.1177/23220937221119599","DOIUrl":"https://doi.org/10.1177/23220937221119599","url":null,"abstract":"For more than two decades, academicians and practitioners have been theorising the role of people analytics in enhancing the efficiency, effectiveness and impact of the human resource (HR) management function, thereby prescribing people analytics as an enabler of HR strategic partnership. The objective of this study is to identify and synthesise existing literature on people analytics and its conceptualised efficacy. This is done with a view to assess how and why people analytics enhances HR as a field and elevates it to a function of strategic significance. The study uses the Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) framework for systematic literature review to address the research objective. A total of 90 articles on the subject are identified majorly from Scopus. The analysis of this literature reveals four significant themes underscoring the role people analytics can play in enabling HR as a field and function. These include the following: (a) application of people analytics leads to greater vertical, horizontal and external alignment of the HR function; (b) people analytics facilitates better integration of HR management with the organisation’s strategic planning process; (c) people analytics aids the demonstration of causal links between HR management and business performance; and finally (d) people analytics endows the field with scientific rigour, consistency and resulting credibility. The study contributes to the existing knowledge on people analytics and HR strategy linkage by building a foundation and offering specific propositions for empirical enquiry relating the two. The significance of the study also emanates from its focus on the efficacy of people analytics which is being viewed as an HR approach with immense potential.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.7,"publicationDate":"2022-09-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43968891","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}

引用次数: 2

The Influence of Organisational Culture on Employee Commitment: An Empirical Study on Civil Service Officials in Bangladesh 组织文化对员工承诺的影响:基于孟加拉国公务员的实证研究

IF 1.7

South Asian Journal of Human Resource Management Pub Date : 2022-09-22 DOI: 10.1177/23220937221113994

Iffat Jahan, Thanh Huynh, Gideon Mass

{"title":"The Influence of Organisational Culture on Employee Commitment: An Empirical Study on Civil Service Officials in Bangladesh","authors":"Iffat Jahan, Thanh Huynh, Gideon Mass","doi":"10.1177/23220937221113994","DOIUrl":"https://doi.org/10.1177/23220937221113994","url":null,"abstract":"The purpose of this study is to determine the effect of organisational culture on the commitment of officers in the Bangladesh Civil Service (BCS; Administration) cadre. The study examines the relationships between four organisational cultural characteristics and a three-component commitment model. The quantitative data analysis was conducted using data collected via a survey from 211 respondents. The research findings indicate that mission, one of the organisational cultural traits, has a significant impact on the affective, normative and continuing commitment of the BCS (Administration) cadre. Only normative commitment is strongly influenced by involvement, another organisational cultural characteristic. This study’s findings will contribute to the body of knowledge about organisational culture and employee commitment in public organisations. This result can be used to increase officer commitment by top management or the responsible departments. If officers remain committed to the service, this will ultimately result in an increase in productivity, performance and efficiency, as well as a decrease in absenteeism and an increase in officer morale. This will ultimately add value to the services provided to the general public in Bangladesh, as the administration cadre is critical in formulating and implementing public policies.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.7,"publicationDate":"2022-09-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"89830351","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}

引用次数: 2

Advancing Public Service Innovation Through Empathy: An Analysis of Bangladesh’s Intrepid Approach 通过同理心推进公共服务创新:对孟加拉国“无畏”模式的分析

IF 1.7

South Asian Journal of Human Resource Management Pub Date : 2022-08-24 DOI: 10.1177/23220937221113993

S. Ehsan, F. Hossain, D. Eldridge, S. Bhuiyan

{"title":"Advancing Public Service Innovation Through Empathy: An Analysis of Bangladesh’s Intrepid Approach","authors":"S. Ehsan, F. Hossain, D. Eldridge, S. Bhuiyan","doi":"10.1177/23220937221113993","DOIUrl":"https://doi.org/10.1177/23220937221113993","url":null,"abstract":"This study attempts to understand, explore and analyse how Bangladesh public administration has made considerable progress in fostering public service innovation (PSI) by instilling empathy among the public bureaucrats through the Empathy Training Programme (ETP). By employing qualitative methods, this study collected data from both primary and secondary sources. The empirical findings of the study suggest that ETP has been able to change the paternalistic and colonial mindset of public bureaucrats. In addition, the study further reveals that public bureaucrats are bringing this knowledge of empathy-led innovation to their workplaces, where they are effectively practising it, indicating that the ETP has not only been able to generate a cultural change in the Bangladesh Civil Service (BCS) but also has created a sense of responsiveness and self-accountability among public bureaucrats. However, there are still areas of concern in terms of the sustainability of the ETP approach. The study also identified some critical building blocks, which have been considered responsible for the limited scaling up of the pilot projects. Finally, the study has come up with a set of recommendations for making this intrepid approach to Bangladesh public administration more effective.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.7,"publicationDate":"2022-08-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"75910081","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}

引用次数: 0

Exploring an HR Practitioner’s Perspective on Human Capital Development and Its Evolvement in the COVID-19 Context 新冠肺炎背景下人力资源从业者对人力资本发展及其演变的展望

IF 1.7

South Asian Journal of Human Resource Management Pub Date : 2022-07-29 DOI: 10.1177/23220937221113996

Charles Carvalho, Sheldon Carvalho, Manish Kumar, Fallan Kirby Carvalho

引用次数: 0

How Ambidextrous Human Resource System Affect Employee Creativity? A Study in the Pakistani Context 双灵巧型人力资源系统如何影响员工创造力?巴基斯坦语境下的研究

IF 1.7

South Asian Journal of Human Resource Management Pub Date : 2022-07-26 DOI: 10.1177/23220937221082771

Aiza Yasmeen, M. M. Khan, W. Ahmed

{"title":"How Ambidextrous Human Resource System Affect Employee Creativity? A Study in the Pakistani Context","authors":"Aiza Yasmeen, M. M. Khan, W. Ahmed","doi":"10.1177/23220937221082771","DOIUrl":"https://doi.org/10.1177/23220937221082771","url":null,"abstract":"Strategic human resource management scholars have devoted substantial research to determine the relationship between human resource management (HRM) and creativity. It has focused primarily on HRM architecture at the macro level: exploring the effect of the HRM system on performance related to capacity building, skills and competencies. In framing that HRM architecture, this macro focus informs organisations about how to promote creativity. However, literature on how a creativity-targeted HRM system, for instance, the ambidextrous HR system, influences employees’ perceptions and experiences to be more creative at the individual level is still limited. The multilevel perspective on how the HRM system can potentially promote the creativity of employees is still limited. The multilevel data from 100 HR heads and 400 faculty employees of public and private sector universities show that the top-down effect of the ambidextrous HR system on employee creativity is partially mediated by ambidextrous learning and organisation-based self-esteem. Based on the findings, the study offers practical and theoretical implications.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.7,"publicationDate":"2022-07-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47137531","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}

引用次数: 1

Career Satisfaction in Maximising Professionals of Indian IT Industry: Mediating Roles of Contrasting Responses Based on Counterfactual Reasoning 印度IT行业职业满意度:基于反事实推理的对比反应的中介作用

IF 1.7

South Asian Journal of Human Resource Management Pub Date : 2022-06-23 DOI: 10.1177/23220937221102738

Sayoni Santra, V. N. Giri

{"title":"Career Satisfaction in Maximising Professionals of Indian IT Industry: Mediating Roles of Contrasting Responses Based on Counterfactual Reasoning","authors":"Sayoni Santra, V. N. Giri","doi":"10.1177/23220937221102738","DOIUrl":"https://doi.org/10.1177/23220937221102738","url":null,"abstract":"This study conceptualises career maximisation and its consequences in the Indian Information Technology (IT) workforce, a globally significant non-Western talent pool. It examined how maximising tendency in career decision-making (MT-CD) mediated career satisfaction through two contrasting responses based on counterfactual reasoning―career regret (dysfunctional) and career adaptability (functional). The study comprised of two parts. In Study 1, scales for MT-CD and career regret were developed and initially validated using a 172 respondents’ dataset. In Study 2, data from 434 respondents were analysed for psychometric evaluation and further validation of scales along with determining hypothesised relationships. Two dimensions of MT-CD were identified―‘state of internal career ambiguity’ and ‘striving for career excellence’. Both attributes produced career regret (an aggregated measure of ‘corporate regrets’, ‘career choice regrets’ and ‘developmental regrets’ dimensions), decreasing career satisfaction. Only ‘striving for career excellence’ led to career adaptability, which subsequently increased career satisfaction. Altogether, career regret competed with career adaptability, supressing its positive indirect effect on maximising ITPs’ career satisfaction. This study expands the current empirical research on career maximisation into non-Western contexts, adding unique knowledge to the Indian IT workforce’s vocational literature.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.7,"publicationDate":"2022-06-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42960678","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}

引用次数: 0

Role of Social Support in Lessening Expatriate Turnover Intention 社会支持在降低外派人员离职意愿中的作用

IF 1.7

South Asian Journal of Human Resource Management Pub Date : 2022-06-22 DOI: 10.1177/23220937221101262

R. Karunarathne

{"title":"Role of Social Support in Lessening Expatriate Turnover Intention","authors":"R. Karunarathne","doi":"10.1177/23220937221101262","DOIUrl":"https://doi.org/10.1177/23220937221101262","url":null,"abstract":"Research has long recognised that employee withdrawal cognition is a critical issue for organisations due to the direct and indirect costs associated with that. Drawing upon social support theory, we examine the influence of three distinct types of support expatriates can receive, that is, organisation, co-workers and partner, on an expatriate’s turnover intention. Furthermore, we investigate if the effects of support types differ depending on the expatriate’s employment status. This study is based upon positivism research philosophy, and the research approach is deductive. Moreover, we used the survey method as the research strategy and used hierarchical linear regression to analyse the data. Results of a time-lagged (two-wave) study of 167 expatriates show that perceived organisational support (POS), co-worker support and partner support are negatively related to expatriates’ turnover intention. Moreover, results show that expatriates’ employment status interacts with POS and co-worker support in predicting turnover intention, implying that social support is more pronounced with expatriates with fewer resources. Thus, the present study enhances our understanding of the effects of different support types on expatriates’ turnover intention and elucidates the role of individual-level boundary conditions. The results of this study emphasize that social support is a stronger predictor of expatriate turnover intent, in particular, individuals with fewer resources. We suggest that managers of the companies should make a serious effort in creating a supportive culture and positive employee relationships.","PeriodicalId":42119,"journal":{"name":"South Asian Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":1.7,"publicationDate":"2022-06-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48618011","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}

引用次数: 2