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Research Article
Research on the Impact of Green Human Resource Management on Employees' Organizational Citizenship Behavior of Internet Enterprises
Issue:
Volume 12, Issue 3, September 2024
Pages:
62-73
Received:
18 February 2024
Accepted:
18 March 2024
Published:
4 July 2024
DOI:
10.11648/j.jhrm.20241203.12
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Abstract: In the context of the current era of sustainable development, green human resource management has become a hot topic of concern among enterprises. Green human resources are the driving force for the development of enterprises, and the strong initiative and creativity of employees can better serve the enterprise, promote the efficient, sustainable and healthy development of the enterprise, and promote the common progress of employees and the enterprise. In order to effectively promote the sustainable development of green human resources and expand the influence and effectiveness of green human resources, this project collects the working environment, training programs, performance appraisal programs and incentive policies under green human resource management through online questionnaires, field visits and face-to-face interviews, and studies green human resource management and employees' spontaneous changes within the organization, such as the improvement of employees' loyalty to the enterprise, The relationship between organizational citizenship behaviors such as performance level growth will further explore the impact of green human resource management on the organizational citizenship behaviors of employees in Internet enterprises.
Abstract: In the context of the current era of sustainable development, green human resource management has become a hot topic of concern among enterprises. Green human resources are the driving force for the development of enterprises, and the strong initiative and creativity of employees can better serve the enterprise, promote the efficient, sustainable a...
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Case Report
Mobilising Practices of Human Resources During COVID-19: Application of Managerial Innovation
Atangana Joseph*
,
Naie Lucie
Issue:
Volume 12, Issue 3, September 2024
Pages:
74-84
Received:
1 July 2024
Accepted:
25 July 2024
Published:
15 August 2024
Abstract: The health crisis caused by the Coronavirus (COVID-19) has had a major negative impact on the human resources of companies of all sizes and in all sectors (cessation of activity, obligation to stay at home). In the absence of compensatory financial measures, company containment (closure) is not an option to avoid more serious social consequences. It is therefore preferable for companies and managers to adopt other measures to limit the impact of this pandemic on human resources. Given this destabilisation of the business community, a number of innovative management practices will emerge and become a real imperative for mobilising human resources. The aim of this article is to identify models of managerial innovation put in place by managers to mobilise human resources during the current health crisis. Based on a review of the literature on managerial innovation and strategies for mobilising human resources in times of health crisis on the one hand and, on the other, a single-site case study of 6 Cameroonian companies operating in different sectors of activity, we show that, under the prism of COVID-19, a number of managerial innovations such as teleworking, team rotation and part-time working, social communication, salary maintenance, health support and coaching can emerge and become real spurs for the mobilisation of human resources.
Abstract: The health crisis caused by the Coronavirus (COVID-19) has had a major negative impact on the human resources of companies of all sizes and in all sectors (cessation of activity, obligation to stay at home). In the absence of compensatory financial measures, company containment (closure) is not an option to avoid more serious social consequences. I...
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Research Article
To Study the Factors Affecting the Sustainable Employment of Human Resources in the Construction Industry
Boldbaatar Gotov,
Ayush Andryei*,
Batkhurel Gombodorj
Issue:
Volume 12, Issue 3, September 2024
Pages:
85-95
Received:
19 June 2024
Accepted:
15 July 2024
Published:
20 August 2024
DOI:
10.11648/j.jhrm.20241203.14
Downloads:
Views:
Abstract: Organizational executives have always taken care of the sustainable employment of their employees. It is a part of the responsibility of the manager to form a competent team and team and to continue their sustainable operation. Since the beginning of the 21st century, the construction industry and the mining industry have been investing the most in Mongolia's economy. Stable employment of skilled workers has become the most important factor in creating the image of the country and the comfort of the people. The increase in turnover and turnover of employees not only increases the cost of the organization, but also leads to a lack of skills and knowledge, resulting in a shortage of human resources and a decrease in the ability to overcome competition. In recent years, since the COVID-19, there has been a lot of staff turnover due to the difficult working environment in the construction industry. This article examines the external and internal environmental factors that affect the sustainable employment of construction industry employees and calculates the relationship between them. In the research, a questionnaire survey was taken from construction industry executives, and the results were calculated using SPSS23 and Smart PLS programs. According to the results, the managers believed that the external environment has a strong positive relationship and the internal environment factors have a positive relationship with the sustainable employment of human resources in the construction industry.
Abstract: Organizational executives have always taken care of the sustainable employment of their employees. It is a part of the responsibility of the manager to form a competent team and team and to continue their sustainable operation. Since the beginning of the 21st century, the construction industry and the mining industry have been investing the most in...
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Research Article
How Does High Performance Work System Increase Employees’ Well-Being -The Sequential Mediating Roles of Job Characteristics and Work Meaning
Yu kun Hei,
Yi tong Zhu,
Ming Zhu*
Issue:
Volume 12, Issue 3, September 2024
Pages:
96-106
Received:
5 August 2024
Accepted:
28 August 2024
Published:
23 September 2024
Abstract: In the current era of competitive business environments, understanding the influence of high-performance work systems (HPWS) on employee well-being has become a critical research focus. This study, grounded in self-determination theory, aimed to investigate the link between HPWS and employee well-being within a Chinese context, with a particular emphasis on job characteristics. The research utilized a three-wave design, gathering 362 data sets from employees across five companies, to ensure a robust and varied sample. The methodology encompassed a comprehensive approach, including surveys and in-depth analysis, to explore the nuances of the relationship between HPWS and employee well-being. The study's findings underscored the positive impact of HPWS on employee well-being, revealing that job characteristics and the sense of meaningful work serve as pivotal mediators in this relationship. This research not only contributes to the academic discourse by providing empirical evidence of the mediating roles of job characteristics and meaningful work but also offers actionable insights for organizations seeking to enhance employee well-being through the strategic implementation of HPWS. The study's conclusions highlight the importance of aligning work systems with intrinsic motivational factors, as posited by self-determination theory, and set the stage for future research to further explore the complexities of employee well-being in diverse cultural and organizational settings.
Abstract: In the current era of competitive business environments, understanding the influence of high-performance work systems (HPWS) on employee well-being has become a critical research focus. This study, grounded in self-determination theory, aimed to investigate the link between HPWS and employee well-being within a Chinese context, with a particular em...
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