International Journal of Human Resources Development and Management (10 papers in press)

Regular Issues

• An Applied Requirement Simulation Model to Forecast the Needs of Nursing Services in the Malaysian Health Sector  
  by M. Raziff Ramli 
  Abstract: This paper aims to forecast the requirement of the nursing workforce for the next 15 years in Malaysia. Healthcare services act as the benchmark to estimate the requirement of the nursing workforce. The services were estimated based on 11 types of preventive care and 91 diseases, which was modelled in order to calculate the total services that would be required. System dynamic has been used as computer aid approach to simulate the insight of all the models. This model results in the total number of nursing service time required to meet the demand of the healthcare services in a population. The results would be discussed with the supply model for gap analysis. The implication of the results discussed in this paper would help the planning division in theMinistry of Health Malaysia in determining the right number of nurses that are required to meet the needs and to improve the health outcomes.
  Keywords: Needs; Nurse workforce; Health human resources planning; Policy analysis.
  
  
• HR Practices, Affective Commitment and Creative Task Performance: A Review and Futuristic Research Agenda  
  by Srinivas Subbarao Pasumarti, Manoj Kumar, Pooja K. Singh 
  Abstract: Knowledge driven dynamism and adaptability toward the change in present volatile and ambiguous business environment has become the prerequisite to achieve organizational success. Nowadays, organizations are striving to find out the best possible enucleation on how human resource (HR) practices can be linked to enhance employee commitment and performance outcomes for accomplishing predetermined goals. This study aims to review the linkages among HR practices, affective commitment and creative task performance. The present study conceptualizes a framework adjoining tri-dimensional (skill, motivation, empowerment) enhancing HR practices and explicates its significance in enabling employees affective commitment and creative task performance. Previous literature has been retraced to elucidate the proposed linkages and systematic review approach has been followed to prove the conceptual dimensions undertaken for the study. Present study findings are consistent with existing research and insinuates toward validation of proposed positive linkages. Managerial implications, limitations and future research suggestion have also been discussed.
  Keywords: Human Resource Management; HR Practices; Affective Commitment; Creative Task Performance; Sustainability; Growth; Organizational Success; Excellence.
  
  
• Lean Six Sigma Deployment in HR: Enhancing Business Performance  
  by Pankaj Madhani 
  Abstract: Organizations grow and flourish because of the capability and expertise of their human resources (HR). HR is the central focus of an organization, as it enhances the organizations performance. Six Sigma, Lean, and Lean Six Sigma (LSS) are process improvement methodologies widely used by organizations. LSS approach is based on the synergy of Lean and Six Sigma and hence, increases process throughput and accuracy. The research provides diverse case studies of successful LSS deployment in HR. The case studies highlight various benefits of LSS deployment in HR, such as enhancing quality and consistency in services, reducing employee attrition, enhancing training effectiveness, improving quality of recruitment, managing talent acquisition, and reducing overall costs. Research develops various LSS deployment frameworks and also provides direction for future research.
  Keywords: Lean; Six Sigma; Lean Six Sigma; Human Resources; HR; Business performance; HR Processes; Strategic HR.
  
  
• Human Resource Mobilisation and Management in Health Systems of Africa: a Comparative Study of Health Insurance Scheme and Health Facilities in Ghana  
  by Daniel Dramani Kipo-Sunyehzi 
  Abstract: This paper analyses the human resource mobilisation and management within the health systems of Africa. It specifically compares five health organisations in Ghana from the public-private sectors. It compares the health organisations similarities and differences in terms of how they mobilise and manage human resources (HRM practices) in the implementation of Ghanas health insurance scheme. It adds to comparative research on HRM practices and organisational culture with public-private perspectives in a developing world context. It makes a unique contribution in two ways: from public-private organisational perspectives and employees/workers and clients perspectives in terms of HR practices to improve workers skills, knowledge, and meet clients health needs for health services. A multi-actor research methodology was adopted with in-depth interviews, focus group discussions, on-site direct observations and extensive use of documents with a sample size of 107. This sample consists of 37 staff and 70 health insurance clients. The results reveal some ironies in public-private organisational behaviour, faith-based, profit-client oriented styles of HRM practices and how such factors affect clients access to services. Also, the results reveal that organisations with more bureaucracies, red tape and professionalism were least preferred as the clients experienced more waiting times than those with fewer procedures and steps.
  Keywords: Human resource; public-private organisations; health insurance clients; national health insurance scheme; Ghana.
  
  
• Work-Leisure Conflict and Facilitation: A Study Based on the JD-R Model  
  by Shih-Hao Liu, Jehn-Yih Wong, Tzu-Ching Lai, Chien-Chu Wang 
  Abstract: It is important to understand the interactions between an individuals work and leisure life domains. This study aimed to examine the relationship between work and leisure interaction (including work-to-leisure conflict, leisure-to-work conflict, work-to-leisure facilitation, and leisure-to-work facilitation) and the Job Demand-Resource model. A quantitative research design was also conducted. A questionnaire was used for data collection. A total of 473 valid responses were retained, and the effective response rate was 86%. Structured equation modelling was used for data analysis and hypothesis testing. The results indicate that job demand is positively related to work-to-leisure conflict and negatively related to work-to-leisure facilitation, and job resources are positively related to work-to-leisure facilitation and leisure-to-work facilitation but negatively related to work-to-leisure conflict and leisure-to-work conflict. Based on the findings, suggestions were provided to human resource managers.
  Keywords: work-to-leisure conflict; leisure-to-work conflict; work-to-leisure facilitation; leisure-to-work facilitation; job demand; job resource; job-demand-resource model; tourism industry; leisure industry; work characteristics.
  
  
• HR Training Practices and Innovative Work Behavior: A Moderated Mediation Model  
  by Carlo Odoardi, Nicola Cangialosi, Adalgisa Battistelli 
  Abstract: The present study aims to explore the relationship between HR training practices, proactivity, learning goal orientation and innovative behaviors in work contexts. It is hypothesized that proactivity plays a mediating role in the relationship between HR training practices and innovative behavior and that learning goal orientation positively interacts with training practices, increasing the strength of the association with proactivity and innovative behavior. Data was collected on a sample of 254 workers from 12 SMEs in central Italy. The results showed that HR training practices can facilitate innovative work behaviors partly through proactivity and that learning goal orientation moderates the relationship between HR training practices and innovative behaviors. Advancing from the existing studies, this article introduces a mechanism and a condition through which HR training practices influence innovative work behaviors, through the activation of proactivity processes and interacting with learning goal orientation.
  Keywords: HRM; Training Practices; Learning Goal Orientation; Proactivity; Innovative Work Behavior.
  
  
• Learner-Centered Training Design: A Definitional Review  
  by Shweta Gupta 
  Abstract: In recent times, training design has been experiencing a shift in its focus by keeping the learner at the centre of the training design process. However, the theoretical conceptualization of this shift is not well defined. Though the concept of learner-centeredness is discussed in the extant literature, yet appropriate definition is missing. This review aims to explore the origin of the concept of learner-centeredness, emphasizing initial learning theories, the need of learner-centered approach and the APA learner-centered principles, and thereby presents a possible definition of learner-centered training design. It also includes characteristics of the learner-centered approach and possible future research directions.
  Keywords: learner-centered; participation; experience; active; self-regulation; training; learning; facilitation; social-construction; knowledge; learner.
  
  
• HRM practices and Innovation synergy: An intra-organisational perspective  
  by Motasem Thneibat, David Weir, Bryan McIntosh, Lynsey Walker-Smith 
  Abstract: This paper examines employees\' perceptions towards HRM practices and innovation. Approaches towards innovation (open vs closed) and degree of innovativeness (radical vs incremental) and organisational climate (structure, performance, knowledge and culture) are central pillars of this paper. The paper considers whether employees in different departments have different perceptions, data collected using questionnaire form 129 employees in a telecommunication company in Amman-Jordan was analysed using hierarchal multiple regression. The findings noted that HRM practices and in specific HPWs, motivation and communication demonstrated significant impact on radical innovation and open innovation. However, hygiene factors were significant for open innovation and not significant for radical innovation. Organisational climate (structure, performance, knowledge and culture) imposed a significant impact on both radical innovation and open innovation. The results observed no significant role of departments and HRM practices do not differ based on the department due the reduced impact of the hierarchical model.
  Keywords: Innovation; intra-organisational; HRM; HPWs; Organisational climate.
  
  
• Determinants of Time Investment in Education and Training of Corporate Workers, by Training Type  
  by Sungeun Cho, Young-Min Lee 
  Abstract: This study aims to identify the factors affecting the participation of Korean corporate workers in vocational education and training, focusing on the types of participation and the total training time. We utilized a hierarchical linear model to analyze the data of 7,985 workers from 392 companies from the seventh wave survey of the Human Capital Corporate Panel (HCCP) of the Korea Research Institute for Vocational Education and Training (KRIVET). The dependent variable was the workers annual time investment in education and training. The individual-level variables included the demographic variables of gender, age, and education, and the job variables of employment status, position, wage, and job satisfaction. The firm-level variables included the industry type, firm size, and HR-related infrastructure variables. The results of the study showed that the individual variables of education, job satisfaction, and working hours positively influenced participation. In terms of training types, participation in group, distance, and on-the-job training significantly affected education and training time. At the firm level, industry type and the firm HR infrastructure (such as establishing a human resource development plan) showed an effect. Accordingly, beyond the individuals interest and willingness, firm-level support and systems are needed. Based on these results, we suggest policy considerations at corporate and policy levels to increase Korean workers participation in vocational education and training.
  Keywords: Vocational Education and Training; Determinants; Hierarchical Linear Model; VET investment.
  
  
• Intention towards work post-retirement: a mediator-moderator analysis through job satisfaction and age  
  by Preeti Tarkar, Somesh Dhamija 
  Abstract: Aim of the present study is to determine the impact of the attitude of retired academicians towards work post-retirement keeping in purview job satisfaction and age. A questionnaire administered in this regard 240 retired academicians were approached for filling it. Hayes process was applied to test the effect of attitude towards work (predictor variable) on the intention to continue working after retirement (outcome variable) through the mediator (Job satisfaction) -moderator (age). The result of this study shows that the tested model is significant, thus implying that attitude towards work has a positive effect on the intention towards work post-retirement and mediator- moderator model significantly affects the same. The study suggests that the experience of academicians can be further utilized by creating an intention towards work post-retirement. This paper addresses a research gap about how the interaction of job satisfaction and age affect the relationship between attitude towards work and intention towards the work of retired academicians.
  Keywords: intention towards work; age; job satisfaction; attitude towards work; academics; mediation analysis; moderation analysis; older employees; Hayes process.