Unemployment in the third world countries has led to various negative and positive challenges from brain drain, increased crime cases to emergent of entrepreneurial businesses. This paper examines the Nigerian informa...Unemployment in the third world countries has led to various negative and positive challenges from brain drain, increased crime cases to emergent of entrepreneurial businesses. This paper examines the Nigerian informal sector and the extent of conformity with proper human resource practices. This paper adopts survey approach in analyzing data to test whether or not SMEs can conform to global HRM practices by analyzing some variables. Graphs and simple statistics were used to test the probability of conformity of informal sector activities with HRM practices in Nigeria. This paper also relied on secondary data from Bureau of Statistics and other government agencies. Past literatures were also examined. It was discovered that due to low capital outlay and inability to access funds from financial institutions, global human resource practices like proper recruitment, training, career development are being ignored.展开更多
Nowadays, hundreds of companies operate internationally. Increase with internationalism, multinational companies need to consider their local/host country cultureimpact on the countries they operate within, and cultur...Nowadays, hundreds of companies operate internationally. Increase with internationalism, multinational companies need to consider their local/host country cultureimpact on the countries they operate within, and cultural values that exist. It involves MNEs and global companies which are operating broadly to adjust and apply new policies, practices and procedures to fit different culture over the countries. However, there are likely to have some failure and challenges at international level of the company due to differences between the countries. Culture has a significant influence on international HR practices and the manner in which management problems and situations are seen. So, this has been justified that similar human resource practices may not result in same outcome in different context of cultural diversity. Therefore, this essay intent to demonstrate how cultural differences impact on international HR practices, particularly performance appraisal as well as recruitment and selection orocess.展开更多
In this paper, we analyzed the status of human resource management practices in western China state-owned and state holding enterprises azld private enterprises, and found that there are differences in the nature of t...In this paper, we analyzed the status of human resource management practices in western China state-owned and state holding enterprises azld private enterprises, and found that there are differences in the nature of the business combination of different patterns of human resource management practices.展开更多
This study investigated the relationships between human resource(HR)practices,employee psychological empowerment,employee innovative work behavior,and firm innovation capability in the context of the Information and C...This study investigated the relationships between human resource(HR)practices,employee psychological empowerment,employee innovative work behavior,and firm innovation capability in the context of the Information and Communication Technology(ICT)sector in Jordan.Employing the Social Exchange Theory(SET)as a guiding framework,this study explored how employee psychological empowerment and innovative work behavior mediated the influence of HR practices on a firm’s innovative capabilities.Drawing on extensive data collected from ICT organizations in Jordan,our analysis had several key findings.A significant positive correlation between HR practices and psychological empowerment was observed.Job design emerged as the most influential factor affecting psychological empowerment,whereas compensation had a weaker impact.Furthermore,we established that psychological empowerment significantly enhanced innovative work behavior,underscoring its role as a catalyst for innovative work behavior within the sector.Finally,our study supported the theory that psychological empowerment influenced a firms’innovation capabilities,emphasizing the pivotal role of employee empowerment in driving firm-level innovation in the Jordanian ICT sector.These findings provide insights for academic and practical audiences,clarifying how HR practices,employee psychological empowerment,and innovative work behavior collectively influenced firm innovation capability within the unique context of the Jordanian ICT sector.展开更多
While the heterogeneous knowledge of a diverse workforce sparks innovation,it also poses many management challenges.Therefore,human resource practices that seek unity while embracing diversity have become a hot topic ...While the heterogeneous knowledge of a diverse workforce sparks innovation,it also poses many management challenges.Therefore,human resource practices that seek unity while embracing diversity have become a hot topic in both academia and industry.Based on the conservation of resources theory,this study defines the components of diversity&inclusion human resource practice(DI-HRP),uncovers the mechanism by which it influences employees’innovative behavior through thriving at work,and examines the moderating role of shared leadership.Through multi-point tracking and hierarchical multiple regression analysis of 461 valid samples from 37 companies,this study finds that(1)DI-HRP positively influences employees’innovative behavior;(2)thriving at work mediates the relationship between DI-HRP and employees’innovative behavior;and(3)shared leadership positively moderates both the direct impact of DI-HRP on thriving at work and employees’innovative behavior,as well as the indirect effect via thriving at work.展开更多
文摘Unemployment in the third world countries has led to various negative and positive challenges from brain drain, increased crime cases to emergent of entrepreneurial businesses. This paper examines the Nigerian informal sector and the extent of conformity with proper human resource practices. This paper adopts survey approach in analyzing data to test whether or not SMEs can conform to global HRM practices by analyzing some variables. Graphs and simple statistics were used to test the probability of conformity of informal sector activities with HRM practices in Nigeria. This paper also relied on secondary data from Bureau of Statistics and other government agencies. Past literatures were also examined. It was discovered that due to low capital outlay and inability to access funds from financial institutions, global human resource practices like proper recruitment, training, career development are being ignored.
文摘Nowadays, hundreds of companies operate internationally. Increase with internationalism, multinational companies need to consider their local/host country cultureimpact on the countries they operate within, and cultural values that exist. It involves MNEs and global companies which are operating broadly to adjust and apply new policies, practices and procedures to fit different culture over the countries. However, there are likely to have some failure and challenges at international level of the company due to differences between the countries. Culture has a significant influence on international HR practices and the manner in which management problems and situations are seen. So, this has been justified that similar human resource practices may not result in same outcome in different context of cultural diversity. Therefore, this essay intent to demonstrate how cultural differences impact on international HR practices, particularly performance appraisal as well as recruitment and selection orocess.
文摘In this paper, we analyzed the status of human resource management practices in western China state-owned and state holding enterprises azld private enterprises, and found that there are differences in the nature of the business combination of different patterns of human resource management practices.
文摘This study investigated the relationships between human resource(HR)practices,employee psychological empowerment,employee innovative work behavior,and firm innovation capability in the context of the Information and Communication Technology(ICT)sector in Jordan.Employing the Social Exchange Theory(SET)as a guiding framework,this study explored how employee psychological empowerment and innovative work behavior mediated the influence of HR practices on a firm’s innovative capabilities.Drawing on extensive data collected from ICT organizations in Jordan,our analysis had several key findings.A significant positive correlation between HR practices and psychological empowerment was observed.Job design emerged as the most influential factor affecting psychological empowerment,whereas compensation had a weaker impact.Furthermore,we established that psychological empowerment significantly enhanced innovative work behavior,underscoring its role as a catalyst for innovative work behavior within the sector.Finally,our study supported the theory that psychological empowerment influenced a firms’innovation capabilities,emphasizing the pivotal role of employee empowerment in driving firm-level innovation in the Jordanian ICT sector.These findings provide insights for academic and practical audiences,clarifying how HR practices,employee psychological empowerment,and innovative work behavior collectively influenced firm innovation capability within the unique context of the Jordanian ICT sector.
基金supported by the National Social Science Foundation projects"A Cross-Level Longitudinal Study on the Impact of Ambidextrous Human Resource Practices on Innovation Performance in the Context of the Integration of Informatization and Industrialization"(No.16BCL107,2016.07-2018.12)"Research on the Content Structure and Mechanism of Inclusive Human Resource Practices in the Chinese Context"(No.20FGLB047,2020.10-2022.12).
文摘While the heterogeneous knowledge of a diverse workforce sparks innovation,it also poses many management challenges.Therefore,human resource practices that seek unity while embracing diversity have become a hot topic in both academia and industry.Based on the conservation of resources theory,this study defines the components of diversity&inclusion human resource practice(DI-HRP),uncovers the mechanism by which it influences employees’innovative behavior through thriving at work,and examines the moderating role of shared leadership.Through multi-point tracking and hierarchical multiple regression analysis of 461 valid samples from 37 companies,this study finds that(1)DI-HRP positively influences employees’innovative behavior;(2)thriving at work mediates the relationship between DI-HRP and employees’innovative behavior;and(3)shared leadership positively moderates both the direct impact of DI-HRP on thriving at work and employees’innovative behavior,as well as the indirect effect via thriving at work.
