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The purpose of this study was to identify the supports and barriers women coaches experience at the organizational level and to determine how those factors influence interpersonal- and individual-level factors within their coaching context. Nine women who coach high school basketball were interviewed at two time points and asked to reflect on organizational-level factors relative to their coaching position and how those factors have shaped their coaching experience over time. Based on the results of the interviews, two organizational-level factors were identified as barriers for participants: navigating inconsistent hiring practices and hypermasculine culture within school sport. The participants described organizational-level factors as influencing their experiences at both interpersonal (e.g., support from mentors, barriers related to the athletic directors) and individual (e.g., age, experience, sexual orientation) levels. The findings provide empirical support for specific organizational factors that contribute to interpersonal- and individual-level coach experiences. The power structures embedded in these associations are defined and discussed. [ABSTRACT FROM AUTHOR]

This study aims to investigate the key features necessary for the development of a mobile application for human resource management (HRM). It addresses the shortage of empirical studies on digital HRM in the Middle East and emphasizes the increasing importance of HRM mobile applications in the region. The research utilizes qualitative research methods, including the Delphi method, in-depth interviews, literature review, historical analysis, and critical discussion. A qualitative research strategy is employed, analyzing data from 43 HR experts and mobile app development team members from international and local businesses in the UAE and the Kingdom of Bahrain. NVivo software is used for data analysis, encompassing over 120 transcriptions, notes, and academic papers. The study identifies and explores the logical and practical features required for an HRM mobile app. It uncovers challenges related to the Delphi survey experiences, such as managing heterogeneous information and ensuring compatibility with iOS and Android platforms. This research fills a gap in the literature by investigating the digital HRM landscape and HRM mobile applications in the Middle East. It provides valuable insights from HR and technology experts, contributing to the advancement of digital HRM, mobile applications, and the application of the Delphi method methodology. The study highlights implications for industries to enhance HR operations and productivity through the adoption of mobile HR applications. Theoretical contributions include new insights into the digital HRM literature, specifically regarding the identification and discussion of essential features in HRM mobile applications. Practical implications involve the benefits of transitioning from traditional HRM to digitalized HRM in the professional era, as identified through the analyzed features of the HR app. The study offers practical insights for the development and implementation of mobile HR apps. Organizations can leverage these insights to create effective mobile HR apps that enhance HR operations and employee productivity. [ABSTRACT FROM AUTHOR]

Human resource management (HRM), under the influence of the sustainable development paradigm, is evolving towards sustainable HRM. Contemporary HRM is a cross‐functional task that becomes increasingly important in the creation of corporate sustainability. Therefore, HRM plays an important role in building sustainable development. At the same time, HRM becomes more and more human‐centred. HRM is not only recruitment or appraisal orientated; one of its aims is to help different shareholders live sustainable lifestyles. Meanwhile, a sustainable lifestyle is analysed mainly in the context of consumer behaviour. The role of HRM in the promotion of a sustainable lifestyle is overlooked too often. The aim of the paper is to verify the importance of our ascertainment that HRM may (and should) be a link between sustainable development and sustainable lifestyles. We also want to confirm/deny a research gap related to the HRM's role in promotion of a sustainable lifestyle. We used two literature review methods: traditional and systematic review. The research pointed out that the researchers examine the idea of sustainable development as well as analyse the concept of a sustainable lifestyle. The systematic literature review identified a research lacuna in HRM regarding its role in promoting sustainable lifestyles. [ABSTRACT FROM AUTHOR]

This study reviews research on human resource management (HRM) in the state, foreign invested and private sectors over the last four decades in Vietnam as it emerged into an increasingly important economic powerhouse. This has two purposes: reviewing and synthesizing the extant literature into key themes and outlining avenues for future research. Nine salient themes emerge and shows diversity in Vietnamese HRM systems. HRM system change in the state sector has had limited results. The transfer of HRM practices is prominent in multinational companies (MNCs) originating from developed countries, but lacking in MNCs from emerging economies. The private sector has realized the importance of formal HRM and attempted to implement policies. Further research is necessary to advance the literature and fill in research gaps. [ABSTRACT FROM AUTHOR]

Throughout the history of management theories, masculine ideals have dominated the development of organisational leadership structures, often leading to a belief in the inherent superiority of men in leadership roles. Despite progress, many organisations still operate under the assumption that women are somehow deficient compared to men in leadership capabilities. The research objective was to investigate the difficulties Black African women encounter in leadership positions in Kenyan and South African banks, specifically concerning how society views women in leadership roles. The study conducted semi-structured interviews and focus groups involving 41 Black African women managers from the banking sectors of both countries, employing an inter-categorical intersectionality approach. The research revealed a perceived lack of fit for top executive leadership positions among African-Black women. A comparison between masculine and feminine leadership styles underscored the gendered sex-role stereotypes that hindered the advancement of Black African women into top executive roles within the banking sector. In summary, the findings emphasise that, as long as 'think manager, think male' persists in leadership, Black African women will continue to encounter obstacles in attaining top executive positions within the banking sectors of Kenya and South Africa. The study's practical implications are that it emphasises the understanding of women and leadership and its role as an obstacle for Black women managers in the Kenyan and South African banking sectors. The originality of this study is that it contributes to the understanding of women and leadership literature in the banking sectors of Kenya and South Africa, as well as sub-Saharan African countries. [ABSTRACT FROM AUTHOR]

Copyright of Gruppe. Interaktion. Organisation: Zeitschrift für Angewandte Organisationspsychologie (GIO) is the property of Springer Nature and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The current study aims to explore the reality and impact of green human resource management in non-profit organizations operating in the Gulf Cooperation Council (GCC) countries through published scientific studies. The study established several criteria for selecting the literature and found 16 scientific studies that met the adopted criteria. The results showed that most studies on green human resource management in non-profit organizations in the Gulf region were published after the COVID-19 pandemic, specifically in 2022 and beyond. The study also found that Saudi Arabia was the primary source of most of the scientific studies on this topic. The findings revealed that the majority of the studies were conducted in higher education institutions, followed by hospitals and healthcare centers, as well as ministries and governmental agencies. The study found a high level of green human resource management practices in non-profit organizations in the GCC, with positive impacts on various variables, including sustainability, institutional excellence, and innovation. [ABSTRACT FROM AUTHOR]

In this study, using data from evaluations of 20 companies by seven raters in a corporate award on the theme of human resource management, I examined the consistency of company evaluations by a small number of experts in different fields and the criterion-related validity of the mean evaluations per company. The evaluation was conducted in the order of documents and interviews, and each was rated on five items. The intraclass correlations showed that the evaluations of "philosophy," "innovation," "leadership," and "motivation" were consistent across raters and that the interview evaluations were more consistent than the document evaluations. Regarding "personnel" evaluations, significant consistency was found only for document evaluations. The correlations between the mean evaluations and indices of application documents showed that companies with more text in their application documents tended to be evaluated more highly. It was confirmed that the few experts' evaluations of the companies had a moderate degree of consistency and validity; however, it was also suggested that some combinations of evaluation items and evaluation materials may not have resulted in appropriate evaluations. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Economic Administrative & Legal Sciences is the property of Arab Journal of Sciences & Research Publishing (AJSRP) and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

In the competitive field of business intelligence, optimizing talent recruitment through data-driven methodologies is crucial for better decision-making. This study compares the effectiveness of various machine learning models to improve recruitment accuracy and efficiency. Using the recruitment data from a major Yemeni organization (2019–2022), we evaluated models including K-Nearest Neighbors, Logistic Regression, Support Vector Machine, Naive Bayes, Decision Trees, Random Forest, Gradient Boosting Classifier, AdaBoost Classifier, and Neural Networks. Hyperparameter tuning and cross-validation were used for optimization. The Random Forest model achieved the highest accuracy (92.8%), followed by Neural Networks (92.6%) and Gradient Boosting Classifier (92.5%). These results suggest that advanced machine learning models, particularly Random Forest and Neural Networks, can significantly enhance the recruitment processes in business intelligence systems. This study provides valuable insights for recruiters, advocating for the integration of sophisticated machine learning techniques in talent acquisition strategies. [ABSTRACT FROM AUTHOR]

Personnel economics has undoubtedly been one of the major developments in mainstream labour economics in recent decades. Its aim is not simply to report on firms' actual labour management practices but also to prescribe the optimal practices for managers to adopt. The pursuit of this goal has led it to close itself off from other approaches to the analysis of the employment relationship. Drawing on concepts from political science, we show that personnel economics is imbued with a particular conception of politics, even though it goes unacknowledged. Making this point visible enables us to show that other conceptions of politics than that to which personnel economics refers are possible and leads to the acknowledgement of the legitimacy of other points of view in matters of labour management. [ABSTRACT FROM AUTHOR]

In the era of artificial intelligence, human resource management has undergone significant changes compared to traditional approaches regarding value creation methods and influencing factors. This research aims to utilize grounded theory to comprehensively explore the influencing factors of value co-creation in enterprise human resource management within the context of artificial intelligence. Additionally, this research seeks to capture the dynamic relationships, causal links, and evolutionary patterns among the various elements within the system by constructing a system dynamics model. The results indicated that (1) Environmental factors primarily play a regulatory role, organizational factors serve a supportive role, and participant factors act as the driving force in influencing value co-creation in human resource management. (2) In the context of artificial intelligence, both hardware infrastructure and software capabilities can significantly impact value co-creation in human resource management. This research complements current research on the influencing factors of value co-creation in enterprise human resource management. It offers new perspectives and frameworks for the theoretical development and practical application of value co-creation in this area, supporting companies in effectively managing and developing value co-creation in human resource management. [ABSTRACT FROM AUTHOR]

This paper explores the conditions under which job seekers may not respond positively to a potential employer's corporate social responsibility (CSR) activities. We propose that the relationship between an organization's externally‐directed CSR activities and job seekers' perceptions of the organization's attractiveness is moderated by whether the organization is also engaging in internally‐directed high‐investment human resource systems (HIHRS). Results from a combination of three studies—an archival study of Fortune 500 companies (Study 1), a survey study (Study 2), and an experiment (Study 3)—provide support for our hypotheses. When an organization has lower levels of internally‐directed HIHRS, the positive influence of externally‐directed CSR on attraction to an organization diminishes (Study 3) or disappears (Studies 1 and 2). Importantly, we identify perceptions of organizational authenticity as one key mechanism driving these effects (Studies 2 and 3). [ABSTRACT FROM AUTHOR]

Copyright of Environmental & Social Management Journal / Revista de Gestão Social e Ambiental is the property of Environmental & Social Management Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: This study aims to identify the influence exerted by the performance of human resources (HR) through effectiveness and efficiency in the success of business projects in Mexico. Design/methodology/approach: The methodological design was quantitative, explanatory, observational and transversal, where a sample of 502 was used. A structural equation model (SEM) was developed using the statistical software AMOS v25 to test the hypothesis. SPSS v25 was used for data analysis. Regarding the goodness and fit indices of the SEM, χ2 = 388.83/df = 143; χ2/df = 2.71; p < 0.001; GFI = 0.92; AGFI = 0.91; CFI = 0.96; TLI = 0.95; NFI = 0.94; IFI = 0.96; RMSEA = 0.05; RMR = 0.04; SRMR = 0.03, which turned out to be acceptable. Findings: Through the results obtained through the SEM, it is shown that there is a positive and significant relationship between the performance of HR through their effectiveness (r = 0.65, p < 0.01) and efficiency (r = 0.64, p < 0.01) with respect to the success of the business projects. Likewise, the effectiveness of HR has a positive and significant influence on the efficiency (ß2 = 0.46; p < 0.001) and the success of business projects (ß3 = 0.89; p < 0.001) in Mexico. In the same way, efficiency positively and significantly influences the success of enterprises (ß4 = 0.35; p < 0.001) in Mexico. Research limitations/implications: In this research, only the performance of the HR was assessed through efficiency and effectiveness as one of the variables that intervene in the development of the business project, and that is one of the main factors of analysis to achieve the success of the enterprise. In this sense, the results are limited to the extent that the findings can be generalized to business projects that are developed in different entities such as universities, incubators and other instances that promote the development of business projects and thereby guarantee success. In this sense, it is considered to carry out more research regarding these variables and others that can study the phenomenon and generate new scientific research. Practical implications: HR performance is considered as one of the main factors that allow the success of business projects. However, some practical limitations are determined by the vision, strategies, as well as the orientation that entities such as universities, and incubators, among other organizations, determine to develop the business project and thus guarantee its success. Other practical implications lie in the leadership that the entrepreneur exercises in his/her work team and collaborators to generate synergy between them considering culture and identity, as well as the commitment to the business project. Originality/value: The findings are relevant and of great value because they support entrepreneurship models, giving an alternative focus in the study to achieve success, specifically in the state of Guanajuato, which represents one of the main states that have with a greater number of ventures focused on the automotive, food, leather and footwear cluster, among other SMEs that promote business projects and is one of the main states of the Mexican Republic that contributes to the economic development of the region as well as the nation. Likewise, the study is relevant because there is currently not enough research focused on the variables analyzed on the success of business projects in the Mexican context. [ABSTRACT FROM AUTHOR]

Copyright of Mercados y Negocios is the property of Universidad de Guadalajara, Centro Universitario de Ciencias Economico Administrativas and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Advocates often present veterans as an untapped resource for local governments to boost the public service workforce. However, there is a lack of understanding of how human resource (HR) professionals value military experience when assessing candidate preparedness for a managerial career in public service. We examine how veteran status affects U.S. city and county HR directors' evaluations of candidates for entry-level managerial positions in local government. Using an experimental design, we randomly assign candidate characteristics of veteran status and gender, and we observe HR directors' assessments of candidate preparedness. Our findings reveal a premium on veteran status for candidate assessments relative to similar private sector experience in assessments of candidate experience. At the same time, the results are less conclusive when compared to similar public sector experiences. In addition, we find no clear evidence of disparate assessments of candidate preparedness as a function of candidate gender. [ABSTRACT FROM AUTHOR]

Rationale/Purpose: This study adopted the frameworks of human resource management and development to explore how forced adjustments to job designs influenced sport employees' psychological well-being. Job design reflects the work environment and employee tasks as designed by managers. The pandemic context emphasized the prominence of job design within human resource management models and the need to proactively manage factors related to job design to enable employee well-being. Design/methodology/approach: Semi-structured interviews were conducted with 16 sport employees regarding their direct experience with job design, the resulting influences on their psychological well-being, and future job designs in the sport workplace. Findings: The findings of the study included a discussion of how participants altered their job designs to realize improved psychological well-being. A significant factor in connecting job design with psychological well-being was increased autonomy. Practical Implications: The agency to engage in positive alterations to job designs provided enhanced psychological well-being by helping participants grow personally and professionally. Improved psychological well-being could benefit sport employees and organizations. Research Contribution: This study adds to the growing literature concerning strategic human resource management that can be used to provide improved experiences for sport employees and improve the functionality of sport organizations through enhanced job design. [ABSTRACT FROM AUTHOR]

This research paper outlines the fundamental areas and current complexities of the gender equity in HRM domain; given the importance of HR and gender equity-centre stage of developing this paper, there has been a noticeable rise in publications in recent years, indicating a rising interest in gender equity concerns within HRM. The influence of leadership styles on gender equality, work-life balance, diversity and inclusion policies, and gender bias in recruitment and promotion are some of the major issues that have been discovered gender equity, as shown by the study's emphasis on inter-connectedness. The connection between gender and other social characteristics such as race, ethnicity, and socioeconomic status is a complex issue. Thus, we suggest potential directions for future research. Analysis was conducted on 1555 studies sourced from the Scopus database between 2005 and 2023. This study aimed to identify research initiatives that concentrate on achieving gender equality in HRM. To ascertain the most influential articles and authors, their citation and publication counts were determined. The predominant area of investigation in HRM research is gender equity, a key issue, while other factors, such as age, nationality, ethnicity, professional background, and cognition, are often neglected. [ABSTRACT FROM AUTHOR]

The Analytic Hierarchy Process (AHP), Fuzzy Analytic Hierarchy Process (FAHP), and Analytic Network Process (ANP) methods are widely used for decision-making across various fields, and have shown success in numerous applications within human resource management (HRM). The purpose of this study is to present a systematic literature review on the applications of AHP, FAHP, and ANP in human resource management. The search process encompassed two main online databases, Scopus and Web of Science. This research covers a total of 180 application papers. To help readers extract quick and meaningful information, references are summarized in tabular format. The results showed that these methods have been applied in various domains of HRM such as performance management and appraisal, selecting human resources, talent attraction and retention, intellectual capital, workplace safety, reward management, e-HRM, green HRM, etc. To the best of our knowledge, no comprehensive research review has yet been conducted on the applications of AHP in HRM. [ABSTRACT FROM AUTHOR]

In the dynamic contemporary business environment, the efficient optimization of organizational operations is crucial for companies to maintain competitiveness and secure enduring success. To achieve this goal, organizations can leverage a range of elements including human resource management, the Internet of Things (IoT), technology, time management, employee training, development, and customer relationship management. Enhancing operations through these factors offers numerous benefits such as increased productivity, cost efficiency, better decision-making, work–life balance, heightened satisfaction among employees and customers, boosted revenue, improved competitiveness, and sustained success. This research employed a blended research methodology, encompassing quantitative surveys and qualitative interviews, to explore the effective application of these elements in optimizing organizational operations. Additionally, an artificial neural network (ANN) model was utilized to deepen the understanding of the relationships between key parameters and their impacts on organizational outcomes like productivity, efficiency, and competitiveness. The results indicated that technology had the most significant impact at 76.28%, underscoring the substantial influence of new technologies on organizational performance. Moreover, factors like human resource management, employee training and development, and customer relationship management also played significant roles in optimizing operations. The study identified various challenges to implementation, such as resistance to change among employees, lack of technical expertise, integration issues with legacy systems, and incomplete data, along with best practices to overcome these hurdles including regular performance evaluations, robust security measures, and personalized customer experiences. By adopting a holistic approach that integrates internal and external factors, this study offers valuable insights for organizations seeking to improve their operations, enhance productivity, and achieve their goals more efficiently. The findings emphasize the importance of a multifaceted strategy that harnesses technological advancements and efficient human resource management practices to propel organizational success in today's fast-paced business landscape. Further research on the intricate interactions between these factors can provide additional guidance for organizations striving to enhance their performance and secure long-term competitive advantages. [ABSTRACT FROM AUTHOR]

The research focuses on the factors that influence employee loyalty in Lebanese organizations. The Lebanese reality is characterized by instability, cultural diversity and unique working conditions. Understanding these factors is essential for developing business strategies for human resource management. The aim of this study is to identify the main factors of employee loyalty in Lebanese organizations, to analyze their evolution in different sectors and organizational cultures, and to assess their impact on organizational performance. Using a mixed-methods approach, data were collected through quantitative questionnaires and qualitative interviews with 200 employees from different sectors (information technology, health, and education) using random stratified samples. The quantitative questionnaires used Meyer and Allen's (1999) organizational commitment scale, and the semi-structured interviews aimed to elicit employees' perceptions of the factors influencing their loyalty. The results show that working conditions, management style and development opportunities are key factors influencing employee loyalty. Recognition and open communication are key factors determined by the organization's culture. [ABSTRACT FROM AUTHOR]

This study aims to explore the role of competence and commitment in contemporary human resource (HR) management and how they affect organizational performance. In the context of a dynamic and increasingly complex business environment, HR competencies and employee commitment levels are key factors in achieving competitive advantage. This study uses a quantitative approach by distributing questionnaires to HR professionals in various industries to collect data on competency development, HR policy implementation, and employee commitment levels. The results of the study show that there is a significant relationship between good HR competence and high employee commitment to increasing productivity and organizational effectiveness. This research suggests that companies should focus more on developing employee competencies and strategies to increase commitment to face modern managerial challenges. These findings are expected to provide insight for HR practitioners in designing more effective policies and practices to support organizational growth and success [ABSTRACT FROM AUTHOR]

For many second language (L2) speakers, including immigrants, speaking with an L2 accent can be a source of unfair or biased treatment in many workplace contexts. However, apart from research on language learners, there is currently little knowledge as to what the general public, and especially members of professional communities, know about accent and accent bias. Our goal in this study was to examine the intuitive understanding of accent and accent bias by university students in human resource (HR) management as future gatekeepers to gainful employment. We interviewed 14 students across two four-year university HR programs in Canada asking the students about their prior experience with accent bias and exploring their understanding of the broader construct of accent through thematic interview coding. The students reported multiple examples of accent bias, demonstrating a nuanced understanding of accent, where they characterized accent bias as an unconscious phenomenon, highlighted its experiential component, expressed sensitivity to different linguistic sources of accent, emphasized the role of a listener in L2 communication, and generally showed flexibility and tolerance toward accented L2 speech. We discuss these findings in light of prior work on accent awareness and highlight the importance of dedicated accent-focused training for HR professionals. Speaking a second (or additional) language with an accent typically involves speakers producing pronunciation features from their mother tongue(s) in their second language. Prior research shows that individuals who speak a second language with an accent are subject to negative biases in professional settings. Because university students enrolled in human resource (HR) management programs are future HR professionals, it is important to uncover what they know about accent and accent bias (i.e., negative judgments based on a speaker's pronunciation). To that end, we interviewed 14 undergraduate HR students in two Canadian universities, in Calgary and Montreal, to determine how they understand accent and accent bias. Students were asked about their own understanding of accent bias, their previous experiences with it, and the importance of accent bias awareness among the HR community. Overall, the students demonstrated a nuanced understanding of accent and suggested that accent-based discrimination may be an unconscious phenomenon. They also showed flexibility and tolerance toward accents, emphasizing that establishing successful communication is a shared responsibility among speakers and listeners. We discuss how negative attitudes toward second language accents may contribute to detrimental, real-life consequences for those who speak a second language with an accent. Finally, we provide suggestions for how HR students' awareness about accent bias may be honed, including through activities that require them to take the perspective of a second language speaker, through diversity training and awareness-raising about different personal characteristics that may influence professional evaluations, and finally through informal contact activities with second language speakers. [ABSTRACT FROM AUTHOR]

This research delves into Human Resource Management (HRM) strategies within the Port and Shipping Management sector, focusing on the perspectives of graduates from the Maritime Institute (Sekolah Tinggi Ilmu Pelayaran Jakarta). Through qualitative analysis, the study identifies key HRM indicators, including training and development, safety and compliance, talent acquisition and retention, performance management, and leadership development. Additionally, it examines the alignment of HRM practices with international standards, emphasizing the importance of integrating global education benchmarks into organizational strategies. The findings underscore the critical role of HRM in driving professional development and organizational effectiveness within maritime environments. By aligning HRM practices with international standards, organizations can enhance professionalism, promote diversity and inclusion, and foster ethical leadership. This research offers valuable insights for HRM practitioners, policymakers, educators, and industry stakeholders seeking to navigate the complexities of the global Port and Shipping Management sector. [ABSTRACT FROM AUTHOR]

This study investigated the reading skills of second-year Bachelor of Science in Business Administration students majoring in Human Resource Management at Kapalong College of Agriculture, Sciences, and Technology. The research focused on assessing the importance of reading skills for academic tasks, understanding technical terms, and identifying challenges faced by students. The study utilized TSA, PSA, and LSA to evaluate students' reading proficiency. Data were collected to assess the perceived competence in reading skills and to identify specific areas of difficulty, particularly in understanding central ideas and technical vocabulary. The findings indicated that while many students considered their reading skills competent, they struggled with comprehending central ideas and technical vocabulary. These challenges highlighted the need for tailored reading instruction to meet the academic and professional demands specific to the BSBA major in Human Resource Management. The study concluded that targeted interventions are necessary to address students' difficulties in reading comprehension. The insights gained contributed to the development of curriculum and instructional strategies aimed at enhancing students' English reading skills, thereby better preparing them for future academic and professional endeavors. [ABSTRACT FROM AUTHOR]

In Bangladesh, improving the productivity of ready-made garment (RMG) factory workers has always been an uphill task, and this has assumed greater proportions after the COVID-19 pandemic. The present study explores the effect of welfare facilities and human resource management practices on the motivation and productivity of RMG workers during the pandemic. On the basis of an advanced statistical analysis, the study accepted all hypotheses proposed to highlight the significant impact of human resource management practices and welfare facilities on the motivation and productivity of workers. Both of these factors showed an association with employee productivity through employee motivation, which proved to be a partial mediator. Moreover, the authenticity of the study was supported by the confirmatory factor analysis (CFA) and the structural equation model (SEM), which were represented based on model fit exponents, composite reliability, convergent validity and discriminant validity. The study helps develop an understanding of theoretical and managerial implications, which can assist RMG factory owners, managers, stakeholders and policymakers to motivate workers and improve their productivity. [ABSTRACT FROM AUTHOR]

Artificial Intelligence (AI) as a field has recently evolved as a transformative force in recruitment. Numerous empirical, conceptual, and exploratory studies have been conducted that indicate the novel ways organizations identify, select, and attract top talent. Nevertheless, no network analysis or attempt to map the literature scientifically in the domain has been done in the past. Hence, the paper intends to showcase the trends in Artificial Intelligence and Recruitment research through knowledge and conceptual structures. An analysis using bibliometric tools in artificial intelligence and recruitment was conducted. A sample of 1450 documents was extracted from the Scopus database. This was based on a search strategy determined by the author. An application that is equipped with a bibliometric package was installed. This software enabled the analysis of the dataset, and various themes, patterns, and trends were identified based on the authors, countries, and citations. Results show that the artificial intelligence and recruitment domain need direction. There is also a pressing need for interdisciplinary research in this area. The article provides some crucial insights on areas that need further inquiry. The conceptual and social network structure depicts an upward trend in terms of this area of research. There is a growing demand for Talent Acquisition practitioners and Recruiters with Artificial Intelligence skill sets. The current paper only had the Scopus Database as its backdrop. Future researchers could use multiple databases, such as the Web of Science, and conduct a comparative study. A systematic literature review would widen the scope and help identify some uncharted niche territories of recruitment and artificial intelligence. The novelty of the paper lies in the unexplored intersection of artificial intelligence and recruitment, as no bibliometric studies have been conducted on this subject before. [ABSTRACT FROM AUTHOR]

In sustainable and competitive business management, it is crucial for organizations to consider organizational change and transformational leadership in human resource (HR) management to adapt to the changes in their environment. This capability enables large-scale enterprises to maintain their presence in an increasingly competitive environment through enhanced management capacity. Enterprises that adopt transformational leadership in HR management must equip leadership candidates with competencies such as creating a shared vision, providing appropriate role models, encouraging the adoption of group goals, meeting high performance expectations, and providing individual support and the development of intellectual stimulation. By identifying potential leadership candidates using a decision support model, the necessary competencies can be developed through in-service training and experiential learning during their careers. Innovative and effective approaches to identifying leadership candidates can be developed by analyzing complex big data using advanced artificial intelligence (AI) techniques. In this article, a forecast model using machine learning (ML) algorithms for a human resource management career planning approach was developed for the Turkish Post Corporation (PTT) and it was tested to predict potential leadership candidates by analyzing the big data of 5000 employees. The Turkish Post Corporation ML algorithms were applied to 100 randomly selected data points using the k-Nearest Neighbor (kNN), Random Forest (RF), Gradient Boosting (GB), and Support Vector Machine (SVM) algorithms to predict the types of titles held by the staff employed at PTT. The kNN, GB, RF, and SVM algorithms achieved accuracy rates of 96%, 91%, 73%, and 41%, respectively. The case study results indicate that promotion decisions in large-scale and rooted enterprises can be effectively modeled using big data and ML algorithms, highlighting significant potential for HR management and leadership development practices in the public sector. [ABSTRACT FROM AUTHOR]

How is justice structured? What influences employees' perceptions of appraisal justice? By what mechanisms do justice perceptions influence employees' job-related attitudes and behaviours? Using multiple hierarchical regression, the authors examine these questions for 600 employees belonging to the Indian banking industry and provide four key findings. First, the results support the five-factor model of justice instead of the three-factor model. Secondly, of the five-justice dimensions, interpersonal justice takes precedence in Indian work settings. Thirdly, the validity of appraisal criteria has a significant influence on shaping justice perception. Finally, appraisal training, which received no attention in relevant research, was found to influence perceived justice. [ABSTRACT FROM AUTHOR]

BACKGROUND: The success of organizations' sustainable performance mainly depends on their human resource capital and for this organizations now need to focus on green human capital development programs including green talent management (GTM). GTM entails attracting, nurturing, and retaining those people who can promote the green initiatives of the organization. OBJECTIVE: This paper aims to investigate the impact of GTM, transformational leadership, and employee engagement on the sustainable environmental performance of organizations. METHODS: The data were collected from both academic and administrative employees in five Omani higher education institutions (HEIs). In total 367 questionnaires were collected using drop-off and pickup methods. RESULTS: The results of the study showed that green hard and green soft talent management (TM) and employee engagement with green initiatives are significant predictors of the sustainable environmental performance of HEIs. Moreover, transformational leadership can moderate the influence of green soft TM on employee engagement with green initiatives by strengthening the relationship. CONCLUSIONS: For sustainable performance and development, organizations especially HEIs need to actively assume their social responsibilities and implement sustainable environmental management. The present study provides meaningful implications for practitioners, educational policymakers, and leaders to promote GTM and employee engagement for sustainable environmental performance. Supporting green skill development, engaging employees with green initiatives, and promoting staff with green skills can help organizations particularly HEIs to increase their sustainable environmental performance and gain a competitive advantage. [ABSTRACT FROM AUTHOR]

Problem: Employee onboarding is one of the most important phases of an employee's life cycle. Human resources (HR) is vital in setting employees up for success, particularly during this employment stage. Some organizations lose employees before they have had a chance to learn about and acclimate to the organization. An ineffective onboarding program may contribute to high turnover costs and low employee retention. Solution: This article discusses emerging trends in the role of artificial intelligence (AI) in human resource development (HRD) and how AI is being used to develop more effective and efficient processes and programs. Recommendations for practitioners will include how AI may create an informative and engaging onboarding program that may increase employee retention. Stakeholders: Organizational development (OD) and learning and development (LD) professionals who want a more effective employee onboarding program that will provide the knowledge employees need while creating an engaging learning experience. [ABSTRACT FROM AUTHOR]

Purpose: This study examines the case of an initial training, called "Dojo", invented and implemented at a production site in the Czech Republic. It clarifies the initial training program implementation process and offers a conceptual framework for cooperative management of subsidiary activities at the site and firm. Design/methodology/approach: This study conducts an in-depth analysis of qualitative data from the Czech production site over a five-year period. The theoretical base is the theorization and labeling phase of management innovation (MI), the final phase of which legitimizes a new management practice. Interview data, archival data, pictures and financial data are used for the analysis. Findings: To legitimize the Dojo in the operational flow controlled by the site and firm, the Czech production site acquires validation of the Dojo from employees and board members of the Japanese and European headquarters, helping the site build trustful relationships with them. Training programs, process standardization and skills standardization of the workers offer benefits to the trainees, production site and firm. Originality/value: The authors offer theoretical insights into MI at the subsidiary-level, which past studies have not differentiated at the firm-level. The authors also provide details of the implementation and management of initial training for newly hired blue-collar workers at the production site. The findings complement related literature on human resource management and operational management. [ABSTRACT FROM AUTHOR]

In an era where innovation is the key to staying competitive, understanding the role of gender diversity in fostering corporate creativity has never been more crucial. This study examined the relationship between gender equality human resource (HR) policies and a firm's innovation focus, measured by research and development (R&D) intensity and intangible asset intensity. Utilizing a comprehensive survey dataset focused on female workers in Korean listed firms for the period 2020–2022, we found no clear evidence of a positive association between gender equality HR policies such as equal employment opportunities and gender pay equity and both R&D intensity and intangible asset intensity. Furthermore, our analysis revealed that the positive influence of these policies on R&D (intangible) intensity becomes more apparent when the proportion of female employees among the total R&D HR increases. These findings emphasize the critical role that gender-inclusive HR policies play in fostering a culture of innovation within organizations and highlight the importance of considering workforce composition while shaping innovation outcomes. This research contributes to the growing body of literature on the intersection of gender equality, HR practices, and corporate innovation strategies. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this study was to examine the uptake of education and training by Irish dairy farmers and how they perceive their training needs to be evolving as their farm business grows and they become employers. Design/methodology/approach: A quantitative survey was conducted with 315 dairy farmers, who were randomly selected based on herd size and location to be representative of dairy farmers in Ireland. Findings: The results demonstrate the number of people working on the farm influence farmers' educational and training requirements. The results of this study show the need for specific human resource management advice and training for dairy farm employers. Practical implications: This study provides an understanding about the type of education or advice farmers need when transitioning into larger-scale businesses, which require more hired labour. Theoretical implications: This paper demonstrates that dairy farmers' experiences of education and training is dependent on where individuals are within their transitional experience, highlighting the importance of change management research in terms of life-long learning. Originality/value: Uniquely this study provides an understanding of how dairy farmers' education and training needs are evolving as their businesses develop. [ABSTRACT FROM AUTHOR]

Purpose: The aim of this paper was to identify the determinants of human resources management (HRM) risk in district public hospitals (PSP) and to estimate the impact of macroenvironmental factors on HRM risk. Design/methodology/approach: The research process was carried out in two ways. Firstly, a critical analysis of the literature of an integrative nature was performed. Secondly, the empirical research used a qualitative approach using a multiple case study strategy and survey research conducted in selected PSPs. Findings: The distribution of the indicator values is characterized by relatively high left-sided skewness, which means that most of the values of this indicator have a value higher than the average. Moreover, taking into account the fact that each of the partial measures included in the construction of the Indicator-Macro was assessed on a 4-point scale, it can be concluded that this indicator has an average value at a relatively high level (2.52). Taking into account the average value of the Indicator-Macro (2.52), it can be assumed that there is a high level of influence of macroenvironmental factors on HRM risk, which confirms the truthfulness of the formulated hypothesis. Research limitations/implications: There is a need for further broad research in this problem, in order to compare different hospitals in different regions of the country. Practical implications: It was emphasized that there are difficulties in achieving the goals of public hospitals experiencing a shortage of medical staff, therefore this area should receive special care by the management staff of these entities, as well as decision-makers in the health care system. Social implications: The factors indicated by the respondents were also confirmed in the literature, where both the problem of staff shortages and the relatively low valuation of medical services have been raised for years. Therefore these factors strongly influence health care quality and should be monitored carefully. Originality/value: The obtained research results fill the theoretical gap in the identification of HRM risk determinants in organizations, with particular emphasis on district public hospitals. [ABSTRACT FROM AUTHOR]

Today, high-performance employees who are capable of rapid learning, have developed adaptability skills to environmental changes and specific competencies, the so-called “talents”, are of particular value to organisations. Such employees represent a strategic asset of the company and can help in the implementation of various business strategies. The talented employee management system allows to identify, develop, and retain such specialists, which in turn helps to reduce staff turnover and improve the efficiency of the team. The introduction of talented employee management is especially important in the context of digital transformation of the economy as it allows to use all the advantages of digital technologies to achieve corporate goals Also, talent management is not an easy task, and its implementation may require significant efforts and resources. Despite the fact that this process is associated with certain difficulties, such as search and selection of talented specialists in highly competitive conditions, its advantages significantly outweigh the possible risks. It is important to understand that talent management requires constant monitoring and adaptation to changing conditions. This paper describes the features of the talent management system and the advantages of its implementation for an organisation in the context of digital transformation of society.