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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]

Relational analytics—the leveraging of data on workplace relationships—acts as a complement to traditional people analytics and moves scholars and practitioners closer to an understanding of the realities of the modern workplace. This article serves as a primer for relational analytics by highlighting the potential of the perspective for human resources, the levels of analysis that can be used to study relational analytics, and some of the common theoretical perspectives employed in this area. We introduce the 15 articles in the special issue by positioning them within broader trends we see in the field of relational analytics. Finally, we provide commentary on challenges and future directions in relational analytics with a focus on how the articles in this special issue may serve as examples of best practices and inspiration for future research and practice. [ABSTRACT FROM AUTHOR]

The present work focuses on listening training as an example of a relational human resource practice that can improve human resource outcomes: Relatedness to colleagues, burnout, and turnover intentions. In two quasi‐field experiments, employees were assigned to either a group listening training or a control condition. Both immediately after training and after 3 weeks later, receiving listening training was shown to be linked to higher feelings of relatedness with colleagues, lower burnout, and lower turnover intentions. These findings suggest that listening training can be harnessed as a powerful human resource management tool to cultivate stronger relationships at work. The implications for Relational Coordination Theory, High‐Quality Connections Theory, and Self‐Determination Theory are discussed. [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 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.)

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]

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]

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]

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]

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]

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]

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]

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]

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]

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]

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]

Sustainability principles are becoming an integral part of all aspects of business operations, including human resource management (HRM). Despite extensive research in the field of sustainability, there is a lack of focus on sustainable practices in the recruitment process. This article aims to identify opportunities for sustainable HRM with a focus on the recruitment of new employees in a company. The authors defined three research questions using the PICO method and subsequently applied PRISMA, bibliometric analysis, and content analysis methods to address them. The result is a proposal for a sustainable recruitment model, illustrated using the Milky Way Map framework. The model highlights the key areas of recruitment that need to be considered to achieve sustainable management of the recruitment process. The research emphasizes the importance of implementing a sustainable approach to recruitment. Information systems/information technology (IS/IT) plays a crucial role in optimizing recruitment processes and reducing negative environmental, social, and economic impacts. The implementation of the proposed model can bring benefits such as more efficient talent management, cost reduction, and enhanced sustainability. [ABSTRACT FROM AUTHOR]

This research examines the impact of quality of work life (QWL) on the organizational commitment of managers within a research academy in China. It follows quantitative methodology by employing a questionnaire survey and subsequent multiple regression analysis. The findings suggest a strong and statistically significant impact of QWL dimensions on organizational commitment. The results highlight a predominantly positive perception of QWL among managers, coupled with a favorable view of organizational commitment. Another finding depicts academy tends to opt for position replacement over termination, thereby nurturing a strong sense of commitment in terms of employees. This research implies that the organization tends to replace positions instead of terminating employees in the face of work challenges suggesting a commitment to employee’s QWL. This approach can foster a sense of loyalty and commitment among managers, contributing to lower turnover rates and a more stable workforce. [ABSTRACT FROM AUTHOR]

Job resources are known to be key drivers of work engagement, but surprisingly, little is known about the relative importance of specific job resources in comparison to one another. We investigated the relative importance of eight job resources both cross-sectionally and over a 3-year time period. We hypothesized that job resources at the task level are "universally" important and contribute relatively more to work engagement than other types of job resources. We employed dominance analyses to a large cross-sectional data set (N = 11,468 from 87 organizations), focusing specifically on 11 jobs, and to a two-wave data set (N = 2,334). Three job resources emerged as the most important both for concurrent and future work engagement across the jobs and samples: skill discretion, job feedback, and team empowerment. Practically, this study suggests that interventions to enhance work engagement could focus on increasing skill discretion and job feedback and on building team empowerment. [ABSTRACT FROM AUTHOR]

In today's highly disruptive business environment, the development of a new set of specific key competencies is crucial for career and organizational success. Based on a survey study carried out within the context of the hospitality industry of Cyprus, this paper proposes a novel framework for competency development, grounded in the insights of hospitality industry professionals. The study addresses the gap in existing competency frameworks in light of recent technological advancements and sectoral restructuring. The proposed model encompasses six key core competency categories: communication, operational knowledge, cultural diversity, human resource management, leadership, and information technology; each integral to organizational performance and individual career success. The resulting framework offers invaluable guidance for educators, hospitality industry managers, and government institutions in designing effective educational programs, thereby equipping hospitality management graduates with the necessary competencies for a successful career in a turbulent digital globalized economic realm. [ABSTRACT FROM AUTHOR]

This paper develops an instrument to measure the brand personality of employers in the healthcare sector. Focus group interviews, literature and internet searches were used to generate an initial item pool. Based on three online surveys among nursing staff, exploratory and confirmatory factor analyses and Rasch modeling were used for factor extraction, scale refinement, and scale evaluation. These analyses show that the employer brand personality can be operationalized as a higher-order construct with the dimensions of status, warmth, competence, and trustworthiness. In particular, these analyses confirm the reliability and validity of the delineated measurement instrument. Healthcare organizations from the public and nonprofit sector can thus use the measurement scale to assess their image as an employer as well as the effectiveness of their personnel marketing activities. [ABSTRACT FROM AUTHOR]

This study aims to present a comprehensive theoretical framework that integrates collective adaptation in human resource management (HRM) as complex adaptive systems (CAS). Through an in-depth literature review with an interpretive paradigm, the study proposes a comprehensive model that integrates the principles of CAS into HRM, emphasizing emergent properties, self-organization and adaptability. This model can guide HRM practices to enhance the workforce's ability to adapt to changing environments. In this sense, the interactions between social integration strategies, social environments and problem structures of collective adaptation from small groups to large organizations are revealed. Furthermore, key HRM functions are discussed in light of their contribution to promoting organizational adaptability and resilience. The importance of HRM's role in fostering a culture of shared values, norms and collaborative problem solving for collective adaptation is emphasized. By considering the role of path dependence, lack of optimization and collective myopia in collective adaptation processes, the study encourages a transdisciplinary approach to better understand adaptation mechanisms in complex socio-cognitive systems. It also provides potential research suggestions and directions for future empirical studies. [ABSTRACT FROM AUTHOR]

Decision-making in carrying out duties is important for police officers. This study was conducted to analyze the factors that affect the decision-making process to carry out duties at the Prajakan Kutai Kertanegara Police Station. This research aims to analyze the factors influencing decisions to implement layoffs at the Office of the Kutai Kartanegara Public Order Police Unit. The research method used is a case study, collecting data through interviews and documentation analysis. The findings highlight several key factors influencing layoff decisions, including economic conditions, organizational policy changes, and internal employee dynamics. These findings provide a better understanding of the factors that need to be considered in human resource management within public service environments such as the Office of the Kutai Kartanegara Public Order Police Unit. The results of this research are expected to provide new insights for the police in increasing effectiveness and efficiency in decision-making to carry out tasks in the field. This is important to maintain public trust in police performance. This case study can be a valuable input for policy makers in the police environment to strengthen a more targeted and responsive decision-making process to the needs of the community. [ABSTRACT FROM AUTHOR]

Purpose: The objective of this study is to develop a comprehensive framework for identifying the challenges facing human resource management (HRM) in the education system of Iraq. By leveraging insights from key stakeholders, the study aims to provide detailed understanding and solutions to improve the effectiveness and efficiency of HRM practices in Iraqi educational institutions. Methodology: This qualitative study utilized a purposive sampling method to select 12 experts from the Iraqi education sector, focusing on the provinces of Maysan, Baghdad, and Dhi Qar. Data were collected through semi-structured interviews, which were then transcribed and analyzed using thematic analysis facilitated by NVivo software. The analysis aimed to identify key themes related to HRM challenges, ensuring the validity of findings through researcher self-review and verification control. Findings: The study identified several significant challenges affecting HRM in Iraq's education system. Financial constraints, such as low salaries for educational staff and inadequate funding for schools, were pervasive. Infrastructural deficiencies, including old and poorly maintained school buildings, contributed to an unconducive learning environment. There was also a lack of technological integration, with schools insufficiently equipped and teachers untrained in using modern educational tools. Additional issues included inadequate parental and governmental support, a curriculum misaligned with societal and market needs, teacher demotivation, outdated assessment methods, and political instability influencing educational policies. Conclusion: Effective HRM practices, such as performance-based budgeting, financial decentralization, technological integration, and comprehensive teacher training programs, are essential for enhancing educator performance and improving educational quality. [ABSTRACT FROM AUTHOR]

Human resource development (HR) is one of the development priorities in Indonesia, including human resources in the public sector. Bureaucratic simplification is one of the efforts to reform the bureaucracy to improve the quality of performance, which has an impact on the equalization of echelon 3, echelon 4, and echelon 5 positions into functional positions. Strengthening functional positions in government agencies is also one of the steps to improve the professionalism of Civil Servants (PNS). This research is a descriptive qualitative research, which collects data through literature studies, observations, and interviews. The result of this study is that there are several challenges faced after the issuance of PANRB Ministerial Regulation Number 1 of 2023. The first is that by determining credit scores and drafting performance contracts only involving functional officials with their direct superiors, it is necessary to pay attention to how these two parties can ensure that functional officials have performance targets by their scope. Second, from the side of the functional position coaching agency, it has the task of monitoring and evaluating the agency that uses its functional position. The challenge is that there is no clear mechanism for following up on the results of the monitoring and evaluation. Then the third is how training can be used by coaching agencies to overcome the competency or knowledge gap that occurs. [ABSTRACT FROM AUTHOR]

Purpose: The main purpose of this paper is to present the relationships between empowerment and organisational values. Design/methodology/approach: The paper comprises both a theoretical part, which includes a critical analysis of the literature, and a research part. The research is based on a survey questionnaire originally designed by the researchers, with questions developed from a literature review. Findings: The results of a study verify respondents' understanding of the concept of empowerment within the realm of management. The study looked into practices indicating the existence of empowerment in work teams and aimed to identify relationships between empowerment and organisational values. Research limitations/implications: Future research could be conducted with a larger sample across various industries. It is also recommended to pursue further in-depth qualitative research. Practical implications: The practical implication of this study is to assist organisations in developing employee motivation systems that are closely aligned with organisational values. Originality/value: The paper reveals new aspects, providing a foundation for the development of a synthetic tool to support future research in this field. Additionally, this paper has a cognitive value for managers. [ABSTRACT FROM AUTHOR]

This research examines the evolution of human resource management (HRM) practices within Samsung and Lotte, two major South Korean conglomerates. Both companies have been profoundly influenced by the Japanese management paradigm, especially in areas like seniority-based promotion rooted in Confucian values. Drawing from institutional theory, the study elucidates how similar economic trajectories in South Korea and Japan fostered comparable institutional logics and pressures in HRM. However, as organizations navigate institutional shifts, their responses and resulting HRM adaptations can diverge. Utilizing a comparative approach through the lens of the institutional logic theory, key findings unveil as follows: (1) Samsung and Lotte's HR practices exhibit a strong Japanese influence, highlighting cultural/historical context's importance. (2) Despite similar pressures, the conglomerates developed distinct HR practices attributed to differing institutional logics. (3) Institutional logics play a pivotal role in shaping HRM and influencing organizational behavior. (4) Organizations adapt HR practices in response to institutional complexities, leading to practice divergence. (5) The study extends institutional theory's application in understanding organizations' varied responses to similar pressures. (6) Findings offer HR professionals insights on tailoring strategies based on contextual understanding. The study extends the application of institutional theory in deciphering varied organizational responses. Practically, it provides HR professionals guidance on contextually appropriate HRM strategies. Companies across Asia can leverage these insights to anticipate HR practice shifts and align them with evolving institutional frameworks. [ABSTRACT FROM AUTHOR]

Purpose: Continuous performance management is an emerging global phenomenon adopted by the human resources management discipline that is decentralizing the way performance management is traditionally executed within organizations. This study aims to examine the impact of continuous performance management (CPM) on turnover intention in the banking sector in Dubai and to identify the mediating roles of employee motivation and job autonomy. Design/methodology/approach: The study used surveys to collect primary data from 375 employees at 15 banks operating in Dubai to explore the relationships among CPM, employee motivation, turnover intention, as well as perceived job autonomy. Through a robust analytical methodology that included exploratory factor analysis and confirmatory factor analysis, multiple regression and parallel mediation analysis using the Hayes process macro, not only were the factor structures validated, but the relationships between the constructs were also uncovered. This comprehensive research process helped the present study delve into the depths of the study's subject matter, thereby enhancing the value of the study to the extant literature which given the multicultural orientation, further contributed to the comprehensiveness of the conceptual relationship between the variables. Findings: From the findings, the current study concludes that the key predictors of employee motivation, job autonomy and turnover intention in the banking sector among employees were CPM factors. In addition, based on the findings from the Hays process macro parallel mediation analysis, the current study identified the mediation effect of employee motivation and job autonomy between CPM and turnover intention. With the confirmation of all the research hypotheses, the output from this study is valuable to HR academicians and practitioners seeking to understand CPM and how to implement performance management drivers for the purpose of employee development and retention. Originality/value: This paper's originality lies in its examination of the burgeoning trend of CPM within the unique context of the GCC banking sector, a sector-specific focus that offers fresh insights into the adoption and impact of CPM in a regional context. [ABSTRACT FROM AUTHOR]

Improving HRM operations, especially in large enterprises, requires efficient monitoring of issues and documenting individual accomplishments. This study aims to enhance these processes by integrating Lean principles with IT solutions to address inefficiencies, particularly in task recording and achievement tracking, thus advancing real-time data interconnectivity objectives. The study begins with an examination of existing operations, proceeds to analyze the process, and identifies waste while determining the value of activities. Solutions are then proposed using the ECRS technique to improve operational effectiveness. The ECRS technique for lean implementation involves utilizing 'eliminate' for non-value-added (NVA) activities, and 'combine', 'rearrange', and 'simplify' for value-added (VA) and necessary but non-value-added (NNVA) activities. After implementing these strategies using Microsoft Planner and Microsoft Power Apps, the time needed for monitoring critical issues is reduced from five days to two per week, along with streamlining the process from seven steps to five. The new application offers updates in real-time and enables staff to independently view their achievement records. Embracing the Lean approach and IT solutions, unnecessary tasks are eliminated, resulting in a reduction of the coordinators' workload. [ABSTRACT FROM AUTHOR]

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Advancements in digital communication technologies, such as social media, have transformed how individuals can interact inside and outside their organizations and participate in professional life. This qualitative study focuses on inclusion in the increasingly digitalized and interactive workplace. It adopts a managerial perspective and explores whether organizational members are perceived to have equal opportunities to participate and contribute in this novel environment. The research data consists of interviews with 24 managers in seven knowledge‐based organizations. The results show that both individual and organizational factors may become sources of inequality related to digital participation. The findings also emphasize that organizations have an important role in facilitating workers' digital inclusion. The paper contributes to the human resource management and digital inclusion literature and provides important managerial insights for organizations operating in the knowledge sector in particular. [ABSTRACT FROM AUTHOR]

The attractiveness of artificial intelligence (AI) in various commercial sectors has prompted to investigate the current state of AI in the field of human resource management (AIHRM). Scopus data from 2015 to 2023 was used to conduct a bibliometric analysis of AI-HRM, and the VOS viewer software programme was used for the analysis. The results indicate there was a notable rise in the quantity of publications starting in 2021, indicating that the field of "Artificial Intelligence" exhibits a stronger association with "Human Resource Management", Distinguish the publication seven clusters, i.e., Concept, ethic, and perception, interaction, literature, recruitment, and merge and application of AI with HRM. Further researchers may solicit to undertake a comprehensive investigation in the field of Artificial Intelligence in Human Resource Management (AIHRM) by integrating varied repositories of data. The findings highlight the increasing importance of artificial intelligence (AI) within the field of Human Resource Management (HRM), hence emphasizing the necessity for more investigation and incorporation of various data sources. [ABSTRACT FROM AUTHOR]