Human resource and leadership journal最新文献

{"title":"Impact of AI in Recruitment and Talent Acquisition","authors":"Kiran Parasa Sasi","doi":"10.47941/hrlj.2117","DOIUrl":"https://doi.org/10.47941/hrlj.2117","url":null,"abstract":"Purpose: This paper explores the multifaceted impact of AI on the recruitment process, highlighting its role in automating routine tasks, analyzing vast amounts of data for better decision-making, and providing predictive analytics to anticipate hiring needs. AI-driven tools, such as chatbots and applicant tracking systems, streamline candidate sourcing and screening, significantly reducing time-to-hire and improving the quality of hires. \u0000Methodology: To assess the impact of AI in recruitment and talent acquisition, this study employs a mixed-methods approach, combining both qualitative and quantitative research methods to provide a comprehensive understanding of the topic. The methodology involves the following Literature Review, Data Collection, Case Studies, Data Analysis, Integration of Findings, Validation and Reliability and Ethical Considerations. By employing this rigorous methodology, the study aims to provide a comprehensive and reliable assessment of the impact of AI in recruitment and talent acquisition, offering valuable insights for HR professionals, policymakers, and researchers in the field. \u0000Findings: This paper highlights the key benefits AI brings to recruitment processes, such as efficiency improvements, better decision-making, and enhanced candidate experience, as well as the challenges like data privacy concerns and algorithmic bias. \u0000Unique Contribution to Theory, Policy, and Practice: This study advances the theoretical understanding of AI in recruitment by integrating technology adoption and HR management theories. It provides significant policy implications, emphasizing robust data privacy measures, ethical AI use, and inclusive hiring practices. For practitioners, it offers actionable insights on streamlining recruitment processes, enhancing candidate experience, and managing AI adoption challenges. It also shares best practices for bias mitigation in AI algorithms, ensuring fair and equitable recruitment practices.","PeriodicalId":495325,"journal":{"name":"Human resource and leadership journal","volume":"120 25","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141819819","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":"Developing an Emotional Labor Scale for Employees in the Service Industry","authors":"Minnicha Yarosake, Juthamas Haenjohn, Warakorn Sapwirapakorn","doi":"10.47941/hrlj.2030","DOIUrl":"https://doi.org/10.47941/hrlj.2030","url":null,"abstract":"Purpose: This research aims to develop an emotional labor scale and examine the consistency of the emotional labor measurement model with empirical data. The study focuses on individuals with long-term work experience and incorporates cross-cultural perspectives to address gaps in current research. Additionally, it seeks to create a standardized model for measuring and evaluating emotional labor that is applicable to contemporary work environments. \u0000Methodology: The population is front-service employees of hotels in Chonburi Province, and the sample consists of 280 front-service employees of hotels in Pattaya City, Chonburi Province. The research methodology for developing the emotional labor scale in this phase is quantitative research, using confirmatory factor analysis to examine the consistency of the emotional labor measurement model. \u0000Findings: The results of the model fit analysis and quality assessment of the CFA model found that the RMSEA (Root Mean Square Error of Approximation) was 0.217, indicating a lack of fit between the model and data. The CFI (Comparative Fit Index) was 0.591. The TLI (Tucker-Lewis Index) was 0.442. Finally, the IFI (Incremental Fit Index) was 0.595. Based on the presented indices, this model has a poor fit with the data. The RMSEA, CFI, TLI, and IFI values are lower than the recommended criteria, indicating a discrepancy between the model and data. \u0000Unique Contribution to Theory, Policy and Practice: These findings suggest that current emotional labor measurement models may not accurately capture the experiences of workers across different cultures and with varying lengths of work experience. Policymakers and organizations should consider developing more nuanced and culturally sensitive approaches to assess and manage emotional labor in the workplace. This could involve creating tailored training programs, revising performance evaluation metrics, and implementing supportive policies that acknowledge the complexity of emotional labor across diverse work environments.","PeriodicalId":495325,"journal":{"name":"Human resource and leadership journal","volume":"41 6","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141716861","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 Leadership Styles on Academic Performance in Thai Higher Education Institutions","authors":"Jiacheng ZHONG","doi":"10.47941/hrlj.1743","DOIUrl":"https://doi.org/10.47941/hrlj.1743","url":null,"abstract":"Purpose: This study investigates the influence of leadership styles on academic performance within Thai Higher Education Institutions (HEIs), amidst a rapidly evolving global higher education landscape. Recognizing the pivotal role of leadership in adapting to change, fostering innovation, and sustaining academic excellence, this research aims to discern which leadership practices most effectively enhance academic performance in the Thai context. By integrating various leadership theories and examining their applicability in Thai HEIs, the study identifies the relationship between leadership styles and academic outcomes, thereby contributing to a broader understanding of leadership's impact on educational success. \u0000Methodology: Employing a mixed-methods approach, the research combines quantitative analysis of academic performance indicators across different institutions with qualitative interviews from a diverse range of university administrators, deans, and department heads. This methodology allows for a comprehensive exploration of how leadership styles correlate with academic performance metrics. \u0000Findings: Findings suggest that transformational leadership is significantly associated with higher academic performance, characterized by its emphasis on vision, communication, and employee motivation. In contrast, transactional leadership styles, focusing on rewards and penalties, show a less pronounced impact. The study also highlights the importance of contextual factors, including cultural, economic, and political influences, in shaping effective leadership practices within Thai HEIs. \u0000Unique contributor to theory, policy and practice: The primary innovation of this research lies in its contextual examination of leadership styles within the Thai higher education sector, providing insights into the nuanced ways in which leadership can influence academic performance in a specific cultural and institutional framework. This understanding is vital for formulating strategies aimed at enhancing leadership effectiveness and, consequently, improving student academic outcomes in Thai higher education settings.","PeriodicalId":495325,"journal":{"name":"Human resource and leadership journal","volume":" 1","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-03-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140218982","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":"Management Style and Employee Turnover in the Insurance Industry in Kenya","authors":"T. Gichungu, E. Mukulu, Alice Simiyu","doi":"10.47941/hrlj.1702","DOIUrl":"https://doi.org/10.47941/hrlj.1702","url":null,"abstract":"Purpose: To establish the influence of management style on employee turnover in the insurance industry in Kenya \u0000Methodology: The study applied descriptive explanatory research design. The target population was 404 senior staff drawn from 48 insurance companies in Kenya. The sample size for this study was 197 respondents determined using Krejcie and Morgan sample size determination formula. Stratified random sampling technique was used to select 197 managers. The study collected both primary and secondary data where questionnaires were used to collect primary data. The study carried out both descriptive and inferential analyses. Results from analysed data were presented in tables. \u0000Results: The results obtained from correlation analysis revealed a negative significant correlation between management style on employee turnover in the insurance industry in Kenya at p<0.05. The findings show that management style and employee turnover in the insurance industry in Kenya had a strong negative and significant relationship (r= -0.574, p<0.05). The relationship was considered significant since the p-value (0.000) was less than the selected level of significance (0.05). The model summary results show that the R-squared is 0.733 which suggests that 73.3% of all variation in employee turnover in the insurance industry in Kenya are explained by changes in management style. \u0000Unique contribution to theory, practice and policy: Maslow's (1943), hierarchy of needs theory used in this study may be used to anchor future studies on describing how employees' needs are placed into five progressive categories, beginning with basic physical needs and progressing up to needs for personal growth. The study recommends that the management of insurance companies should always involve staff in making organizations decisions and programs and ensures getting their approval in important matters before going ahead. According to the study, policy makers should formulate policies that will ensure that insurance companies embrace appropriate management styles.","PeriodicalId":495325,"journal":{"name":"Human resource and leadership journal","volume":"71 8","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-02-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140434015","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":"Mediating Role of Collaboration on Transformational Leadership and Performance Contracts in Road Agencies in Kenya.","authors":"John Ngatia Githui, Mary Ragui, A. Nyakundi","doi":"10.47941/hrlj.1679","DOIUrl":"https://doi.org/10.47941/hrlj.1679","url":null,"abstract":"Purpose: Type of leadership that can be considered effective, in the current set of environments would demand collaboration, listening skills, influence, and flexible adaptation to the existing environment in contrary to command and control systems in organizations. This study investigated the mediating role of collaboration to the relationship between transformational leadership and performance contracting in road agencies in Kenya. Operationalization of variables included transformational leadership as independent variable, performance contracting as the dependent variable and collaboration as the mediating variable. This study was guided by theories of transformational leadership and public value. \u0000Methodology: The study adopted mixed methods approach where data was collected through questionnaires and structured interviews and target population for the research was all staff members in top management and officers in job group 5 (five) and above for three road agencies in Kenya. The road agencies included Kenya National Highway Authority (KeNHA), Kenya Urban Roads Authority (KURA) and Kenya Rural Roads Authority (KeRRA). The study utilized descriptive and inferential statistics used data analysis where regression was computed to determine correlations between independent, mediating and dependent variables. \u0000Findings: From the study findings and results, the relationship between transformational leadership and performance contracting in road agencies in Kenya was noted to be partially mediated by collaboration as p value was (p< 0.05). Collaboration was therefore noted as a very important component in an organization as employees are able to achieve their performance targets with ease as different sections and individuals support each in the process of performance contracting in road agencies in Kenya. This study recommends to policy makers in road agencies in Kenya to create a conducive environment of collaboration and teamwork as the same would enhance both individual and collective performance which ultimately influence levels of achievement of set targets in performance contracts in these organization. \u0000Unique contributor to theory, policy and practice: This study recommends further areas of research in general or overall performance of road agencies in Kenya and teamwork building processes, role of leadership in teamwork and in achieving individual and organizational performance.","PeriodicalId":495325,"journal":{"name":"Human resource and leadership journal","volume":"107 23","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-02-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139781043","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":"Mediating Role of Collaboration on Transformational Leadership and Performance Contracts in Road Agencies in Kenya.","authors":"John Ngatia Githui, Mary Ragui, A. Nyakundi","doi":"10.47941/hrlj.1679","DOIUrl":"https://doi.org/10.47941/hrlj.1679","url":null,"abstract":"Purpose: Type of leadership that can be considered effective, in the current set of environments would demand collaboration, listening skills, influence, and flexible adaptation to the existing environment in contrary to command and control systems in organizations. This study investigated the mediating role of collaboration to the relationship between transformational leadership and performance contracting in road agencies in Kenya. Operationalization of variables included transformational leadership as independent variable, performance contracting as the dependent variable and collaboration as the mediating variable. This study was guided by theories of transformational leadership and public value. \u0000Methodology: The study adopted mixed methods approach where data was collected through questionnaires and structured interviews and target population for the research was all staff members in top management and officers in job group 5 (five) and above for three road agencies in Kenya. The road agencies included Kenya National Highway Authority (KeNHA), Kenya Urban Roads Authority (KURA) and Kenya Rural Roads Authority (KeRRA). The study utilized descriptive and inferential statistics used data analysis where regression was computed to determine correlations between independent, mediating and dependent variables. \u0000Findings: From the study findings and results, the relationship between transformational leadership and performance contracting in road agencies in Kenya was noted to be partially mediated by collaboration as p value was (p< 0.05). Collaboration was therefore noted as a very important component in an organization as employees are able to achieve their performance targets with ease as different sections and individuals support each in the process of performance contracting in road agencies in Kenya. This study recommends to policy makers in road agencies in Kenya to create a conducive environment of collaboration and teamwork as the same would enhance both individual and collective performance which ultimately influence levels of achievement of set targets in performance contracts in these organization. \u0000Unique contributor to theory, policy and practice: This study recommends further areas of research in general or overall performance of road agencies in Kenya and teamwork building processes, role of leadership in teamwork and in achieving individual and organizational performance.","PeriodicalId":495325,"journal":{"name":"Human resource and leadership journal","volume":"85 ","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-02-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139840837","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":"Inclusive Recruitment Strategies and Employability of Persons with Disability in State Corporations in Kenya","authors":"Mary Nzasu Musyoka, Joyce Nzulwa","doi":"10.47941/hrlj.1465","DOIUrl":"https://doi.org/10.47941/hrlj.1465","url":null,"abstract":"Purpose: Employability of persons with disability is rooted in the laws of Kenya, with the disability act of 2003 providing that 5% of all jobs be offered to persons with disability (PwDs). Previous research indicates that access and inclusion of PwDs in the labor force remains a global challenge. The main objective of the study was to determine the relationship between inclusive recruitment strategies and employability of persons with disability in state corporations in Kenya.&#x0D; Methodology: The scope of the study was limited to state corporations during the financial period 2022/2023. A descriptive survey research design was used and 186 human resource professionals were targeted. Data was collected from 117 respondents, yielding a response rate of 70%. Pilot testing was done before the main study. Data was collected using a semi structured questionnaires. Data was analyzed using both descriptive and inferential statistics.&#x0D; Findings: The study found, inclusive recruitment strategies positively and significantly influenced employability of PwDs in state corporations in Kenya.&#x0D; Unique contribution to theory, practice and policy: The study recommends that organizations should ensure that its management are aware of policies governing diversity, equity and inclusion and work towards establishing inclusive hiring metrics. Implementing internal diversity and inclusion recruitment best practices is important thus state parastatals need to create accessible websites, prepare inclusive job descriptions, and organize for inclusive interviews. The study additionally recommends that state corporations pair PwDs with their seniors for mentorship into top management this will increase their representation at management level.","PeriodicalId":495325,"journal":{"name":"Human resource and leadership journal","volume":"85 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135738499","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}