Partial least squares structural equation modeling (PLS-SEM) has become a key multivariate analysis technique that human resource management (HRM) researchers frequently use. While most disciplines ...undertake regular critical reflections on the use of important methods to ensure rigorous research and publication practices, the use of PLS-SEM in HRM has not been analyzed so far. To address this gap in HRM literature, this paper presents a critical review of PLS-SEM use in 77 HRM studies published over a 30-year period in leading journals. By contrasting the review results with state-of-the-art guidelines for use of the method, we identify several areas that offer room of improvement when applying PLS-SEM in HRM studies. Our findings offer important guidance for future use of the PLS-SEM method in HRM and related fields.
This article integrates conservation of resources theory to explore the impact of green leadership on the green behavior of employees. The data came from respondents from multiple industries in ...Pakistan. This study found that, as anticipated, green leadership has a positive impact on employee green behavior. Results also showed that green attitude significantly mediated the link between green leadership and employee green behavior in study 1; however, the role of emotional exhaustion was not significant. In study 2, green human resource management (GHRM) practice did not affect the direct link between green leadership and emotional exhaustion, nor did it affect the indirect link between green leadership and green behavior through emotional exhaustion. However, GHRM significantly moderated the mediation of green attitude. This article provides valuable insights for environmental researchers, managers, and policymakers to reform strategies to promote green behavior in the workplace.
The management of human resources is today significantly impacted by the emergence of the global workforce and the increasing relevance of business analytics as a strategic organizational capability. ...Whereas human resources analytics has been largely discussed in literature in the last decade, a systematic identification and classification of key topics is yet to be introduced. In particular, there is room for conceptual contributions aiming to provide a comprehensive definition of concepts and investigation areas related to HR analytics. Using a systematic literature review process, we deconstruct the concept of human resources analytics as presented in a vast although fragmented literature, and we identify 106 key research topics associated to three major areas, i.e. enablers of HR analytics (technological and organizational), applications (descriptive and diagnostic/prescriptive), and value (employee value and organizational value). We also speculate on an “exponential” view of HR analytics enabled by the affirmation of artificial intelligence and cognitive technologies. The article provides a large systematization effort and a research agenda for developing further studies in the field of HR analytics. By a practitioner perspective, the study offers insights to support the design of innovative analytics projects within organizations.
•Disruptive organizational and technological factors are transforming the role and practice of human resource management•Human resource analytics is crucial to enhance people-driven performance within organizations•We conduct a systematic review of literature and identify 106 topics and 6 sub-categories related to HR analytics•We articulate a conceptual view of “exponential” HR analytics through an input-process-output line of thought•We systematize research trends and identify 6 propositions to drive future investigation on HR analytics•The paper provides a systematization and insights for new research on HR analytics
Human resource management (HRM) has a significant impact on companies' performance, as evidenced by research conducted in multinational companies (MNCs) based in Central Europe. This book provides a ...unique perspective of activities conducted in the HRM field in local subsidiaries of such enterprises. It also presents results verifying many hypotheses for each of the six models for single HRM subfunctions and their four relationships with the results of company performance. Particular chapters are devoted to activities including staffing the organization, shaping employee work engagement and job satisfaction, conducting employee performance appraisal, employee development, managerial staff development, and employer branding. The author used the Partial Least Squares Structural Equation Modeling to verify the research hypotheses. Readers will acquire knowledge about HRM practices in organizations in which the overwhelming ownership capital belongs to MNCs headquartered in Central Europe. The research findings presented confirm the positive impact that HRM activities have on the results of this type of enterprise in such areas as finance, quality, innovation and HRM itself. The research also sheds light on the new, interesting regularities identified in this regard, e.g. the perception of human factor as a competitive factor. This book will be of interest to academics, researchers, and advanced or postgraduate students who are interested in the latest research on HRM in MNCs in the region of Central Europe.
Time for Realignment: The HR Ecosystem Snell, Scott A.; Morris, Shad S.
Academy of Management perspectives,
05/2021, Volume:
35, Issue:
2
Journal Article
Peer reviewed
Open access
The concepts of fit and alignment have been foundational to the field of strategic human resource management. And while the theoretical premises that underlie these concepts remain useful and ...intuitively compelling, the lack of empirical evidence to support them proves problematic. Part of the reason, we suspect, is that current research on fit and alignment does not fully reflect realities of contemporary organizations or the practical challenges faced by managers. We argue that HR researchers have an opportunity to reframe concepts of fit and alignment to better reflect the complexities and dynamics of contemporary models of strategy and organization. We suggest that an ecosystem perspective can help us study the processes of alignment, not just its static features. It can help to depict the interactions among elements of the workforce compositions, capabilities, and cultures. Because these interactions are myriad and constantly in flux, HR researchers might approach alignment in an evolutionary way whereby practices are constantly changing and then being reintegrated into the system to assure consistency and synergy. The benefit of doing so might reinvigorate research on strategy and HR.
This book brings together research at the intersection of music, cultural industries, management, antiracist politics and gender studies to analyse music as labour, in particular highlighting social ...inequalities and activism. Providing insights into labour processes and practices, the authors investigate the changing role of manifold actors, institutions and technologies and the corresponding shifts in the valuation and evaluation of music achievements that have shaped the relationship between music, labour, the economy and politics. With research into a variety of geographic regions, chapters shed light on the various ways by which musicians’ work is performed, constructed and managed at different times and show that musicians’ working practices have been marked by precarity, insecurity and short-term contracts long before capitalism invited everybody to ‘be creative’. In doing so, they specifically examine the dynamics in music professions and educational institutions, as well as gatekeepers and mechanisms of inclusion and exclusion. With a specific emphasis on inequalities in the music industries, this book will be essential reading for scholars seeking to understand the collective actions and initiatives that foster participation, inclusion, diversity and fair pay amongst musicians and other workers.
This book argues that knowledge management and HRM systems should be integrated. This integration provides the foundation for designing knowledge-oriented high-performance HR practices.
Considering the fact that Corporate Social Responsibility (CSR) is widely recognized for its positive impact on environmental performance, little research exists on its effect on the relationship ...between Green Human Resource Management (GHRM) and an Organization's Environmental Performance (OEP). This study investigates how CSR affects GHRM and the OEP, along with its moderating effect. Data was collected from the Malaysian manufacturing industry and subsequently analyzed using the Partial Least Squares Structural Equation Modeling (PLS-SEM). The results revealed that GHRM and CSR positively and significantly affect the OEP. The study also revealed that CSR strengthens the existing relationship between GHRM and the OEP. Therefore, this study contributes to the existing literature by providing new scholarly evidence on the moderating effect of CSR on the GHRM-OEP nexus. The findings provide policymakers and the management of the manufacturing industry in Malaysia with fresh insights into the formulation of effective policies to promote CSR and GHRM practices within organizations.
Drawing on the Ability-Motivation-Opportunity, Corporate Environmentalism, and Value Belief Norm theories, this study proposes a framework that focuses on the consequences of green human resource ...management practices. We collected data from employees (n = 184) in sustainability-focused organizations in the United Arab Emirates. The results suggest that employee green behavior significantly shapes the relationships between environmental orientation, green competence building, green motivation, and organizational business performance. The study results allow us to understand better employee green behaviors and their impact on improving organizational business performance in an emerging nation context. The novelty of this research lies in the presentation of an integrated framework to solve the contemporary challenge facing businesses in promoting the green behaviors of employees.
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