Human Resource Management in the middle east Research Papers (original) (raw)

HUMAN RESOURCES MANAGEMENT
A case study of Ryanair holding plc

Talent management is indeed a popular notion in the domain of management, coming to the limelight after the publication of book entitled 'The War for Talents' in 2001. It aims to benefit organizations by way of recognizing talent,... more

Talent management is indeed a popular notion in the domain of management, coming to the limelight after the publication of book entitled 'The War for Talents' in 2001. It aims to benefit organizations by way of recognizing talent, nurturing, and managing it effectively, thereby providing a strategic imperative to survive stiff competition. Given the gaining momentum, the present article aims to bring to the fore the concept of talent management as well as discuss its importance, correlates, and consequences in detail. In addition, the study endeavors to review different contexts in which this construct has been studied in order to get some insights about contextual relevance. To achieve the stated purpose, the article follows an extensive literature survey method backing upon various database sources including Taylor & Francis, Emerald, Science Direct, and JSTOR. Pertinent suggestions for future research have also been provided.

This study investigates the difficulties that expatriates encounter while relocating to a foreign cultural environment. The examination of the issue is based on the results of primary research conducted among the Japanese community living... more

This study investigates the difficulties that expatriates encounter while relocating to a foreign cultural environment. The examination of the issue is based on the results of primary research conducted among the Japanese community living and working in Hungary. Many circumstances make it difficult for an expat to feel at ease in the host country. Integration and thus the success of the posting are greatly hampered by overcoming cultural differences as well as linguistic challenges in a non-English speaking country. Language fluency issues are stated to trigger a series of practical, task related barriers as well as broader social and emotional difficulties. Japanese multinational corporations use English for internal corporate communication. The typical posting period for Japanese expats in Hungary is 4-6 years. They are typically senior executives who arrive together with their families. Over the years, the preparedness, language skills and cross-cultural competencies of the expatriates have improved significantly, while the infrastructure of the host country is also much better prepared to receive foreigners and their families. Implications for Central European audience: The First Japanese MNCs arrived in Hungary more than 30 years ago, when the transition from a planned economy to a market-based economy was just beginning (Pierce, 1991; Andor, 2019; Jaklič et al., 2020). Japanese expats arrived in a country where, compared to their home country (Hideo, 1990), human resources management was not a recognized corporate function (Pierce, 1991). A typical posting period at that time was one to two years. Expatriates usually did not experience that as an honour or professional development (Matus, 2006).

The present study sought to establish the effects of retrenchment on the retrenched individuals by Zimbabwean banks that have taken place since 2004. The retrenchment exercise has affected over 2000 employees and was the biggest that... more

The present study sought to establish the effects of retrenchment on the retrenched individuals by Zimbabwean banks that have taken place since 2004. The retrenchment exercise has affected over 2000 employees and was the biggest that Zimbabwean banks have undertaken. A qualitative methodology was utilised in conducting the study. The researcher conducted in-depth interviews with the ten (10) purposively selected retrenches. The study revealed among other things that to a large extent, retrenches had been negatively affected by the retrenchment exercise due to the banks’ failure to pay the former workers their severance or retrenchment packages. The study also revealed that most of the retrenches had acquired colossal debts over the years and that all the money they had received in the initial payments had been used to pay off those acquired debts. The study recommends that banks that wish to retrench should first consider voluntary redundancy or early retirement and where compulsory...

This study investigated the effects of accessible work-family policies (WFP) and organisational support on job satisfaction mediated by employee well-being. Furthermore, it examined whether these relationships differed depending on... more

This study investigated the effects of accessible work-family policies (WFP) and organisational support on job satisfaction mediated by employee well-being. Furthermore, it examined whether these relationships differed depending on employees’ gender and family responsibilities. The study involved 568 participants employed in the Spanish tourism industry, including front-line workers and managerial staff, with a similar proportion of male and female employees, nearly half of whom had family responsibilities. The valid questionnaires were analyzed using the PLS-SEM technique. The results highlighted the importance of organisational support and the accessibility of WFP in determining satisfaction in the workplace. While WFP accessibility had a residual effect, organisational support had a more substantial impact on overall satisfaction. Moreover, emotional and physical well-being (EWB, PWB) were crucial factors that directly influenced job satisfaction and mediated the relationship. The study revealed that family responsibilities and gender significantly shaped the relationships between organisational support, WFP accessibility, EWB, and PWB.

Talent scarcity in many parts of the world leads to the necessity to enlarge talent pools in order to provide enough future holders of key positions. Taking the scholarly discussion at the overlap of talent management and current careers... more

Talent scarcity in many parts of the world leads to the necessity to enlarge talent pools in order to provide enough future holders of key positions. Taking the scholarly discussion at the overlap of talent management and current careers literature as a starting point our qualitative empirical research provides insights in talent’s career decisions in an eastern emerging market, India, and a western developed country, Germany. 49 interviews with internationally experienced knowledge-workers were held to find out how to they come to career decisions throughout their career. Special focus was the balancing act of professional and private life sphere. An inductive-deductive approach was used to develop categories in MaxQda. Results show the impact of institutional frame, cultural context, and gender differences. Consequently, a stronger focus on talent’s different life phases with context specific deviations when configuring Talent Management in Multinational Enterprises can be advised

This article examines the development of Japanese voluntary employer-sponsored retirement plans with an emphasis on recent trends. Until 2001, companies in Japan offered retirement benefits as lump-sum severance payments and/or benefits... more

This article examines the development of Japanese voluntary employer-sponsored retirement plans with an emphasis on recent trends. Until 2001, companies in Japan offered retirement benefits as lump-sum severance payments and/or benefits from one of two types of defined benefit (DB) pension plans. One type of DB plan was based on the occupational pension model used in the United States before the adoption of the Employee Retirement Income Security Act of 1974 (ERISA), but lacked the funding, vesting, and other protective features contained in ERISA. The other type of DB plan allowed companies to opt out of the earnings-related portion of social security, commonly referred to as "contracting out." Landmark laws passed in 2001 introduced a new generation of occupational retirement plans to employers and employees. One law increased funding requirements and enhanced employee protections for employer-sponsored DB plans, while a second law introduced defined contribution (DC) pl...

This paper lays the groundwork for understanding the employment relations behaviour of American multinational companies in Europe by putting forward a conceptual framework drawing on the concept of national business systems. It is argued... more

This paper lays the groundwork for understanding the employment relations behaviour of American multinational companies in Europe by putting forward a conceptual framework drawing on the concept of national business systems. It is argued that multinationals are ‘embedded’ in their country-of-origin business system, which in the case of the USA has a number of distinctive features stemming from its historical pattern of development. These features relate to the nature of various business institutions: markets, corporate governance, the role of the state in the economy, the nature of the personnel function, and the evolving system of work relations. On the basis of these characteristic institutions, the paper puts forward a series of propositions about the likely behaviour of American multinationals in relation to human resource and industrial relations issues. It also considers how the influence of their American business origins is likely to interact with the institutional arrangeme...

The purpose of this study was to develop and to, subsequently, validate a Spanish version of the Short Work-Family Enrichment Scale (sp-wfes-6). Using cross-sectional (n = 438) and multi-wave (n = 103) data from a sample of workers with... more

The purpose of this study was to develop and to, subsequently, validate a Spanish version of the Short Work-Family Enrichment Scale (sp-wfes-6). Using cross-sectional (n = 438) and multi-wave (n = 103) data from a sample of workers with different backgrounds, this paper conducted a thorough examination of the psychometric properties of the sp-wfes-6 in terms of its internal consistency, test-retest reliability, dimensionality, factor invariance, gender invariance, convergent validity, discriminant validity, and predictive validity. The results from the cfa revealed that the sp-wfes-6 comprised two factors and that this two-factor structure remained statistically invariant across gender and sample. Furthermore, both factors reported adequate levels of internal consistency, test-retest reliability, convergent validity, discriminant validity and predictive validity. Altogether, the findings of this study demonstrated that the spwfes-6 is a reliable and valid instrument to measure work-family enrichment in Argentina and, possibly, in other Spanish-speaking countries.

Purpose-This paper aims to accomplish two purposes: firstly, it revisits the "positional identity"the ambivalent-hybrid dispositionof human resource management (HRM) in the (postcolonial) Global South. Secondly, it seeks to reframe the... more

Purpose-This paper aims to accomplish two purposes: firstly, it revisits the "positional identity"the ambivalent-hybrid dispositionof human resource management (HRM) in the (postcolonial) Global South. Secondly, it seeks to reframe the role of Southern agents of the epistemic community of HRM, particularly human resource (HR) managers, in managing people in the South. Design/methodology/approach-This paper takes inspiration from the postcolonial theory of Homi Bhabha, his notions of hybridity, the Third Space and colonial positionality, to revisit the positional identity of HRM and to reframe the role of HR managers in the South. Findings-In postcolonial Southern organisations, HR managers play a dual roleas "mimics" and "bastards" of Western discourses of HRM. The dual role tends to put the managers in Southern organisations in a "double-bind". Research limitations/implications-This paper helps in the understanding of the role of HRM as well as HR managers in Southern organisations regarding the (post-)colonial legacy of the South. Originality/value-This paper provides new insights into the identity of HRM in the Global South beyond the dualistic understanding of HR practices, such as convergence-divergence and the mere form of crossvergence. It argues that hybridisation of HRM in Southern organisations takes place in the form of (post-) colonial hybridity.

Background: Previous studies have been done on antecedents of workplace bullying, but the connections between personality traits, self-efficacy and workplace bullying are still given less attention in the present workplace bullying... more

Background: Previous studies have been done on antecedents of workplace bullying, but the connections between personality traits, self-efficacy and workplace bullying are still given less attention in the present workplace bullying literature. Therefore, this study examines the predictive role of personality traits on workplace bullying and investigates the mediating effect of self-efficacy in the relationships between personality traits and workplace bullying among a sample of Nigerian nurses. Methods: A descriptive, cross-sectional study was conducted on 371 nurses aged 20 to 58 (Mean±SD age, 39.12±8.31 year, women=305). They were selected through a purposive sampling in Ibadan, Nigeria, in 2022. The subjects responded to the negative acts questionnairerevised, big five inventory and generalized self-efficacy scale. The obtained data were analyzed using the Pearson product-moment correlation and structural equation modeling (SEM) in SPSS software, version 23. The hypotheses were tested at a 0.05 level of significance. Results: Among the personality traits, extraversion (β=-0.313, P<0.001), agreeableness (β=0.371, P<0.001), conscientiousness (β=0.325, P<0.001), and openness to experience (β=-0.154, P<0.001) predicted workplace bullying. Findings also revealed that self-efficacy (β=-0.156, P<0.05) predicted workplace bullying among nurses. Self-efficacy partially mediated the link between personality traits (agreeableness and openness to experience) and workplace bullying (β=-0.042, 95% CI, 0.016%, 0.074%, P=0.001), indicating that self-efficacy serves as a buffer to the experience of workplace bullying. Conclusion: Self-efficacy enhancement training programs are suggested for nurses to make them proactive in workplace-related bullying.

Purpose-This study aims to explore the holistic context of organisational staff retention in small, medium and large organisations. It also aims to identify the factors affecting the retention of organisations of different sizes.... more

Purpose-This study aims to explore the holistic context of organisational staff retention in small, medium and large organisations. It also aims to identify the factors affecting the retention of organisations of different sizes. Design/methodology/approach-The study implements an empirical test of a model created during previous research with the participation of 511 employees. The responses to the online questionnaire and the modelling were analysed using the partial least squares structural equation modelling method. The models were tested for internal consistency reliability, convergent and discriminant validity, multicollinearity and model fit. Findings-Two models were tested by organisation size, which revealed a total of 62 significant correlations between the latent variables tested. Identical correlations were present in both models in 22 cases. After testing the hypotheses, critical variables (nature of work, normative commitment, benefits, co-workers and organisational commitment) were identified that determine employees' organisational commitment and intention to leave, regardless of the size of the organisation.

The study explored the relationship between work engagement (WE) and job performance (JP) among vocational teacher educators (VTEs) in higher education institutions (HEIs) in Nigeria. The study adopted a quantitative approach and the... more

The study explored the relationship between work engagement (WE) and job performance (JP) among vocational teacher educators (VTEs) in higher education institutions (HEIs) in Nigeria. The study adopted a quantitative approach and the participants were 284 VTEs selected from HEIs in Nigeria. The study used a structured questionnaire for the collection of data. Bivariate correlation Metrix and linear regression with a bootstrap bias-correction technique were used for the data analyses. Results showed that WE dimensions (e.g. cognitive, emotional and physical) positively correlates with JP components (e.g. task and contextual) among the VTEs. Results further showed that WE dimensions (e.g. cognitive, emotional and physical) significantly predicts JP components (e.g. task and contextual) among the VTEs. The results provide empirical evidence concerning the extent to which WE dimensions influences the JP components among the VTEs in HEIs in Nigeria. The findings further offer some practical and theoretical implications for VTEs, HEIs and university administrators.

While there is extensive research on SMEs' innovation, limited attention has been given to the specific implications of HRM practices in fostering innovation in this sector. This represents a critical gap, considering the unique... more

While there is extensive research on SMEs' innovation, limited attention has been given to the specific implications of HRM practices in fostering innovation in this sector. This represents a critical gap, considering the unique challenges faced by SMEs in managing their human resources. Accordingly, in this study, we developed and validated a conceptual model that evaluates the ability of SMEs to enhance their innovation and innovation performance through the adoption of HRM practices that relate to employees' abilities, motivations and opportunities (AMO). Data was collected through a survey of manufacturing SMEs in France. Overall, the findings contribute to the literature by shedding light on the mediating role of innovation between HRenhancing practices and innovation performance in SMEs. In addition, the analysis highlights the importance of HRM practices in shaping workforce capabilities and influencing organizational performance. Moreover, it emphasizes the importance of structured HRM practices in attracting and retaining high-quality human resources, akin to larger companies. These findings have practical implications for SME owners, managers and policymakers seeking to foster innovation and enhance organizational performance in the SME context.

This study aims to investigate the nuances of organizational culture and its influence on employee involvement within national and multinational companies. Utilizing established frameworks in organizational behavior and culture, the... more

This study aims to investigate the nuances of organizational culture and its influence on employee involvement within national and multinational companies. Utilizing established frameworks in organizational behavior and culture, the research explores dimensions such as empowerment, team orientation, and capability development. Design/methodology/approach: Drawing from Cameron and Quinn's Competing Values Framework (2006) and Denison's model (1990), the study employs statistical analysis to compare mean "Involvement" scores between national and multinational companies. Subsequent analysis delves into the traits of empowerment, team orientation, and capability development. ANOVA is utilized to scrutinize variations in Team Orientation and Capability Development, considering leadership and cultural context. Findings: Multinational companies exhibit lower mean involvement scores, particularly emphasizing team orientation with slightly higher capability development. ANOVA identifies significant differences in Team Orientation, highlighting leadership's role. Borderline significance in Capability Development warrants further exploration. Research limitations/implications: The study's scope is limited to national and multinational companies, potentially overlooking nuances in smaller organizations or across diverse industries. Longitudinal studies could provide deeper insights into the evolving nature of organizational culture and involvement. Practical implications: Tailored interventions are recommended for multinational companies, emphasizing team collaboration and capability development. National companies are advised to address variability in empowerment perceptions for a more consistent organizational culture. Social implications: Fostering a culture of involvement not only enhances organizational effectiveness but also contributes to employee well-being and satisfaction, ultimately benefiting society by promoting healthier work environments. Originality/value: This study contributes to the understanding of how organizational culture influences employee involvement across different types of companies, offering insights for 562 A. Varma, A. Vajpayee, P. Sanghani practitioners to foster more engaged and effective workplaces. Additionally, it underscores the importance of considering cultural context and leadership in shaping organizational dynamics.

This study aims to clarify the reason why enterprise unionism persists without generating collusive employment relations. To do so, the change processes of labor unions’ voices and psychological capitals of the organizations during the... more

This study aims to clarify the reason why enterprise unionism persists without generating collusive employment relations. To do so, the change processes of labor unions’ voices and psychological capitals of the organizations during the reform periods are investigated. By shedding light on why such causal relations hold true through the analysis, this research exposes the rationale behind enduring enterprise unionism in Japan without causing cozy relations between employers and employees.