How to Make a Sustainable Manufacturing Process: A High-Commitment HRM System

High commitment human resource management practices and employee service behaviour: Trust in management as mediator

This issue continues one of the traditional themes of GBOE with four articles broadly related to human resource management. Sylvia Freitas Mello and Patricia Amelia Tomei begin the issue by looking at the life of expatriates undertaking international assignments. In “The impact of the COVID-19 pandemic on expatriates: A pathway to work-life harmony?” (https://doi.org/10.1002/joe.22088) they examine how the “new status quo” created by COVID-19 has impacted on expatriates' lives. Their qualitative study of 12 expatriates shows how the pandemic influenced expatriates' expectations regarding their work-life interface, and how it offered a pathway to a changing their work-life balance. The study provides recommendations to human resource managers on how to achieve work-life harmony, where work and life are seen as a single domain. Studies show that human resource management can have a positive impact on organizational ambidexterity, but few examine both employee motivation for ambidexterity, and their ability to achieve it, in the nonprofit sector. In “High involvement human resource practices and their impact on organizational ambidexterity: The mediating role of employees' ambidextrous behaviors” (https://doi.org/10.1002/joe.22090) Dina Farouk Al-Agry examines ambidexterity, at both the individual and the firm level, using a sample of 130 healthcare personnel from a leading children's cancer hospital in Egypt. The results show the value of high-involvement human resource practices in achieving ambidexterity through encouraging employees' ambidextrous behavior. Following a similar theme in their article “High commitment human resource management practices and hotel employees' work outcomes in Bangladesh” (https://doi.org/10.1002/joe.22089), Mohammad Rabiul Basher Rubel, Daisy Mui Hung Kee, and Nadia Newaz Rimi look at how high commitment human resource management creates and sustains employee relationships. Viewing high commitment human resource management as a relational process, and based on data from 365 front-line employees in five-star hotels in Bangladesh, they show how high commitment human resource management influences work outcomes. The results show the role that high commitment human resource management plays in ensuring positive work outcomes, and indicates how organizations might benefit from this knowledge. Finally, although the cost of workplace deviance goes beyond simple financial losses, there is little research on the influence of ethical climate types on workplace deviance. In “The impact of perceived ethical climate types on workplace deviance: An empirical investigation of IT professionals in India” (https://doi.org/10.1002/joe.22085), Hiranmayakaparthi Ramadugu and Renu Rastogi look at the impact of perceived ethical climate types on workplace deviance in the Indian IT industry. Based on data from 158 IT professionals, they analyze workplace deviance using four ethical climate types. Their results show that ethical climate types can be leveraged to counteract the threat of deviant behavior in the workplace.

High Commitment Human Resource Management is a commonly used human resource management method. Scholars’ research mostly focuses on its impact on organizational performance, ignoring the importance of individual employees’ behavior in modern enterprises. Based on AMO theory. This paper is taking China's small and medium-sized enterprises as the research object, to discuss the mechanism of the High Commitment Human Resource Management Practices on Performance perceived by employees in the organization. Data from 420 empirical Guangzhou textile companies show that high-commitment human resource management can significantly improve performance, and the ability system, motivation system, and opportunity system can all promote performance.

PurposeThe preliminary purpose of the study is to explore the relationship between Human Resource Management (HRM) practices and service oriented organizational citizenship behavior (SO-OCB). The current study’s focus is on three HRM practices namely training, fair reward and promotion opportunity. Second, the study examines the mediating role of impersonal trust on the aforementioned relationship through the use of social exchange theory.Design/methodology/approachData has been collected through purposive sampling technique from service employees of 39 private commercial banks of Bangladesh and was analyzed by using structural equation modeling-partial least square method.FindingsFindings of the study comply with the theory of social exchange. All three HRM practices significantly predict SO-OCB. Additionally, impersonal trust positively mediates the relationship between HRM practices and SO-OCB.Originality/valueAs private commercial banks are growing rapidly in Bangladesh, this sector is facing enormous competition which makes frontline employees SO-OCB a competitive advantage. Due to the limited researches in the field of SO-OCB, this study provides a new avenue of knowledge for the researchers and practitioners on how to develop such behavior in a service setting. Further, no prior study tests the mediation of impersonal trust. Earlier, most of the studies focus on interpersonal trust. The current study contributes to the literature by offering a comprehensive framework that explains the mediation effect of impersonal trust on the association between HRM practices and SO-OCB.

국토교통부와 산업통상부는 2019년 9월 “신개념 항공교통수단으로 활용될 미래형 ‘개인용 비행체(PAV: Personal Air Vehicle)’의 개발 및 교통산업 활성화를 위한 민관 합동 발전전략협의체(이하 ‘협의체’라 한다)를 구축 운영한다.”고 밝힌바 있다. 이 협의체는 항공, 자동차, 배터리, 전기 전자, 교통서비스, 정비 인프라 등 다양한 분야의 산업전문가, 학자 및 연구자가 ‘개인용 비행체(PAV)’ 산업 발전을 위해 공동의 노력을 기울임과 동시에 향후 핵심기술의 개발 및 국제공동개발 지원, 산업 생태계 조성 및 전문인력 양성, 성능 및 품질 향상지원 및 국제표준, 민군 협력 등 ‘개인용 비행체(PAV)’의 보급 등 관련 서비스산업 등의 활성화 방안에 대한 검토를 수행하게 된다. 현대자동차는 2020년 1월 7일 개최된 ‘국제전자제품박람회2020(CES 2020: Consumer Electronics Show 2020)’에서 ‘개인용 비행체(PAV)’의 컨셉트 모델 ‘S-A1’을 공개하면서, 이와 함께 현대자동차가 구상하는 ‘도심항공모빌리티(UAM: Urban Air Mobility)’ 체계를 함께 공개한 바 있다. ‘도심항공모빌리티(UAM)’은 ‘개인용 비행체(PAV)’를 이용하여 이용자들이 도심지 내에서 지상의 교통정체에서 자유롭게 이동할 수 있도록 하고, ‘모빌리티 환승거점(HUB)’를 기반으로 착륙 이후에는 도심지내 주요 시설로 바로 이동할 수 있는 미래 모빌리티 생태계를 구축하고 2028년 그 상용화를 목표로 하고 있다. 이와 같이 정부(국토교통부, 산업통상자원부)나 기업(현대자동차 등)에서 발표한 전략을 살펴보면 미래의 도심지내 교통수단은 지상에는 ‘자율주행자동차’가 달리고, 공중에는 ‘개인용 비행체(PAV)’가 날아다니는 모습을 향후 10년 이내에 현실화될 것이 기대된다 할 것이다. 다만, ‘도심항공모빌리티(UAM)’ 체계가 ‘개인용 비행체(PAV)’를 기반으로 한다는 점에서 항공, 전자, 전기, 통신, 정비 등 관련 기술이나 환승거점(HUB) 등과 같은 시설의 구축이 매우 중요하다 할 것이지만, 최우선시 되어야 하는 것은 이러한 ‘개인용 비행체(PAV)’가 자유롭게 이동할 수 있는 공간을 어떻게 확보할 것인지에 대한 검토라 할 것이다. ‘자율주행자동차’의 경우에는 기존 도로 위에서 이동하면 될 것이지만 ‘개인용 비행체(PAV)’는 지상이 아닌 공중을 비행한다는 점에서 기존 도로의 이용이 어렵기 때문이다. 만약 이 에 대한 부분이 우선 해결되지 못한다면 향후 ‘도심항공모빌리티(UAM)’ 체계의 상용화는 어려울 것이다. 이에 본 논문은 ‘도심항공모빌리티(UAM)’ 체계의 구축 및 그 상용화를 위한 핵심장치인 ‘개인용 비행체(PAV)’의 상용화를 위해 구축되어야 할 시설 및 도심지내 그 이동 공간 에 대한 검토를 통해 ‘개인용 비행체(PAV)’의 도심지내 운영에 관한 법적쟁점을 제시하고 그 개선방안에 관한 법적 검토를 수행하고자 한다.The Ministry of Land, Infrastructure and Transport and the Ministry of Industry and Trade said in September 2019 that they are going to establish and to operate ‘a Joint Government-Private Development Strategy Consultative Body’ for developing the future model of ‘Private Air Vehicle’ and for revitalizing the transportation industry, a new concept of air transport. The consultative body will promote joint efforts by industry experts, scholars and researchers in various fields, including aviation, automotive, battery, electric and electronic, transportation services, maintenance and infrastructure, while also promoting review of personal aviation (PAV) services such as development of core technologies and international joint development support for industrial ecosystems, support for improvement of performance and quality, and cooperation among civil forces. Hyundai Motor Co., Ltd. unveiled the concept model ‘S-A1’ of the ‘Private Air Vehicle (PAV)’ at the ‘CES 2020 Consumer Electronics Show 2020’ held on January 7, 2020, along with the unveiling of Hyundai Motor s ‘UAM: Urban Air Mobility’ system. Using ‘Private Air Mobility (UAM)’, ‘Private Airplane Mobility (PAV)’ aims to establish a future mobility ecosystem that allows users to move freely from ground-to-ground traffic jams within urban centers and directly to major facilities in urban areas after landing on the basis of ‘Mobility Transfer Point (HUB)’. If we look at the strategies announced by the government (the Ministry of Land, Transport, Trade, Industry and Energy) and companies (the Ministry of Trade, Industry and Energy) and Hyundai Motor (Hyundai Motor), we will expect that the future transportation in the city will be a self-driving car on the ground and a personal airplane (PAV) flying in the air within the next 10 years. However, the implementation of related technologies, such as aviation, electronics, electricity, communications, maintenance, and other facilities such as transit points(HUB) will be critical in that the ‘UAM’ system is based on ‘Personal Air Mobility’(PAV), but the top priority should be to review how to ensure that these Private Flights (PAVs) can move freely. In the case of self-driving cars, they can move on existing roads, but the use of existing roads is difficult in that ‘PAVs’ fly in the air, not on the ground. If this is not resolved in advance, the commercialization of the ‘urban air mobility’ system will be difficult in the future. Therefore, this paper focuses on the legal issues concerning the operation of ‘Private Air Vehicle (PAV)’ in city areas through a review of the facilities to be built for the commercialization of ‘Private Air Mobility(UAM)’ system and its moving space in urban areas, and intends to conduct a legal review of the improvement measures.

In the era of numerous consumer products with advanced technologies, there are unexpectedly large number of population being discriminated – although unintentional – from benefits of such products, namely people with disabilities. To prevent such discrimination, many countries and organization have published design guidelines for manufactures to accommodate such population by their products. Despite of such effort, such documents focus on people with physical accessibility issues like people on wheelchair, but not on people with informational accessibility issues like people with visual impairments. In this study, 12 visually impaired people were recruited for survey and interview to investigate their frustration and needs on using consumer products in terms of accessibility. This study specified the consumer product as washing machine, since it is reported as one of the most difficult consumer products to use for visually impaired people by the Ministry of Trade, Industry and Energy in Korea. Moreover, their frustration and needs were structuralized by applying task analysis technique to specify them. This study is expected to contribute to manufacturers to comprehend the accessibility issues of visually impaired people when using washing machine and may also propose that the task analysis technique, especially therbligs, may be utilized as an accessibility evaluation tool.

PurposeThe purpose of this paper is to investigate small- and medium-sized enterprises’ (SMEs) internationalisation from an emerging market perspective. It explores and applies human resource management (HRM) processes to small businesses’ internationalisation efforts in order to ascertain the extent to which human- and technology-oriented barriers to internationalisation can be better understood and their processes better managed by SMEs.Design/methodology/approachThe data collection and analysis involved a mixed method technique so as to identify the two dominant barriers faced by SMEs at the employer and employee levels. By using primary survey data obtained from 212 Bangladeshi SMEs, a partial least square based structural equation model was successfully validated and its development enhanced the comparison of processes involved in managing people and technology-type barriers.FindingsThe research results highlight the importance of HRM processes in the proper management of both human and technology-type barriers, which are equally as significant to SMEs’ internationalisation.Practical implicationsThe results highlight the urgent need for governments in emerging economies to prioritise SMEs’ internationalisation and to dedicate resources and processes in order to effectively optimise economic and social dividends. The practical, theoretical and methodological implications of the paper raise opportunities for further research in SMEs’ internationalisation and people management processes and practices as well as new policy guidelines.Originality/valueThe examination of the link between humans and technology is a much under-represented area in developing countries and the actual contribution of effective HRM processes in the context of SMEs’ internationalisation is missing. Applying HRM processes to these aspects serves to deepen the knowledge of small businesses’ internationalisation efforts and the contributed model enhances professional practice and theory development in these disciplines and in emerging economies.

The problem of turnover intentions has continued to draw the interest of researchers, HR practitioners and employers. However the moderating role of community embeddedness in the relationship between Human Resource Management (HRM) practices and turnover intentions has received little attention. The study thus sought to investigate the moderating effect of community embeddedness in the relationship between HRM practices and turnover intention of teachers in public secondary schools in Murang’a county Kenya. The study was guided by the Social Exchange, Theory (SET) and Job Embeddedness Theory. The target population was 3752 Teachers Service Commission (TSC) teachers in 304 public secondary schools in Murang’a county Kenya. The study used multi stage random and purposive sampling methods to select a sample size of 400 teachers. A self-administered semistructured questionnaire was used to collect data. The quantitative data was analysed using descriptive and inferential statistics. The findings of the study indicated that community embeddedness moderates the relationship between HRM Practices and turnover intentions of teachers in public secondary schools in Murang’a county Kenya. The study thus concluded that community embeddedness plays an important role in turnover intentions decision of teachers.

This research has investigated the impact of Human Resource Management (HRM) practices on Organisational Performance (OP) in the healthcare sector of Jordan. Within this relationship it has also explored the role of social exchange. The population of this study is all-private and public hospitals (92 in total) operating in Jordan. The survey instrument used for the study has 39 items covering five sets of HRM practices (recruitment and selection, training, performance appraisal, compensation and benefits and internal career opportunity) including social exchange and hospital performance. This study has found that three of the HR practices are significantly related to organisational performance: recruitment and selection, training, and internal career opportunities. With regard to the remainder of the practices of HR (performance appraisal and compensation and benefits), the results are not indicative of any distinctive contributions in terms of their relationship with organisational performance. In addition, the study tested the impact of HR complementarities on organisational performance, and the results concluded that the variance of HR complementarities did not significantly explain more than what the individual HR practices did. The findings confrrm that the individual impact of HR practices has a superior effect on OP in comparison with HR complementarities. Hence, such results may reflect the fact that making the emergence of coherent, complementary sets of HR practices associated with developed markets are less likely in the context of Jordan. In addition, findings indicate that social exchange can play an important role in explaining the indirect relationship between HR and OP. The former, to some extent, mediates the relationship between HR practices and OP. This finding partially unlocks the so-called 'black box' in HRM-performance research in which several tenets of OP remain unexplained.

This article aims to check whether the quality audit assessment could positively improve human resource management (HRM) practices and processes of the private higher education institutions. A quantitative analytical approach was performed in order to enhance our understandings of the impact of quality audit in terms of HRM. Twenty-six reports of 26 Omani private higher education institutions (HEIs) who already completed the first stage of national accreditation process has been analysed through this research. Researchers were able to notify a certain positive impact in certain areas related to the staff and staff support. The progress observed is partial, as certain sub-areas of assessment were severely criticized and several recommendations of improvement were issued in such regard. Through this research, we were able to conclude that the Omani private HEIs performed very well in the sub-areas of staff profile, severance, promotion, incentives and Omanization. Contrarily, an important number of recommendations was issued regarding the sub-areas of staff organizational climate and retention, human resource (HR) planning and management, professional development and finally recruitment and selection processes.

Information technology(IT) has been intensely effecting human resource management (HR) practices and processes As in present scenario, everybody is moving towards building smart and environmental friendly organizations, Green HRM is playing a fundamental role towards the integration of corporate environmental management into human resource management. Artificial intelligence is an emerging area in the field of HR Technology which can replace or enhance the effectiveness of green human resource management processes. Artificial Intelligence can be used by organizations for candidate screening, employee engagement, employee re - engagement and career development without much use of resources and thus decreasing overall environmental impact. It can be applied to HR policies, procedures and HR perspective and can enhance the effectiveness of green human resource management. The study will analyze the emergence of Artificial Intelligence in green HRM process and the potential benefits of artificial intelligence through secondary data. The paper generates insights on the utilization of technology for conversion of effective HR into sustainable HR.

Knowledge can be a strategic asset for organisations, particularly for knowledge-intensive organisations. Drawing from social exchange theory (SET), this study examines the direct relationship between human resources management (HRM) practices and workplace knowledge-hiding behaviour (WKHB). This study analyse data obtained from 270 organisational employees in the telecommunication and information technology sector in Jordan using a quantitative approach and applying partial least squares structural equation modelling with bootstrap resampling. The findings suggest that HRM practices reduce knowledge-hiding behaviour in terms of recognition, fair rewards, competence development, and information-sharing practices. In addition, this study found that employee education is positively related to workplace knowledge-hiding behaviour: higher-educated employees hide information more than their counterparts. These findings offer a better understanding of the relationship between HRM practices and workplace knowledge-hiding behaviour in a developing country context.

Knowledge sharing is one of the important factors in knowledge-based industries due to the fact that knowledge sharing can result in knowledge creation (Noanaka, Umemoto, & Seonoo, 1996) and innovation (Kamsak & Bulutlar, 2010; Wang & Wang, 2012). Thus, by considering that innovation can impact different dimensions of performance (financial and non-financial), (Cohen, 2010), increasing knowledge sharing is one of the necessities in any type of company. Knowledge sharing can be relevant to individual tendency for donating and collecting knowledge (Van Den Hoof & De Ridder, 2004) Different researches have been conducted about influential factors on knowledge sharing. Such researches have emphasized on environmental factors, motivational factors, individual factors, etc. (Wang & Noe, 2010; Li & Poon, 2011) that among such factors, many different theories such as social capital, resource-based review (RBV) and social exchange can be observed. Through narrowing these factors according to available concepts in human resource management (HRM) and organizational behavior, HRM practices have key role on increasing knowledge sharing. HRM practices have strategic contribution (Lengnick-Hall, Lengnick-Hall, Andrade, & Drake, 2009) as well as previous researches (Huselid, 1995; Wright, Gardner, & Moynihan, 2003; Chen & Huang, 2009) regarding RBV theory have the capability to impact employee behavior in case of sharing knowledge. Fong, Ooi, Tan, and Lee (2011), studied impact of HRM practices (training, staffing, performance appraisal, team work and reward) on knowledge sharing as gap of previous researches. Results demonstrated that HRM practices have a key role on improving knowledge sharing. If we consider talent as one of the knowledge resources or as a scope for dependent researches to impact of talent on sharing knowledge, so according to conducted research by Gelen et al. (2013) role of justice will be highlighted in case of relationship between HRM practices and knowledge sharing. It will result to the fact that existed interaction between equity theory (Pritchard, 1969) and underlying theories of researches will become important. There was little focus about this subject in previous researches. However, Khanmohammdi (2014) also emphasized on moderating role of justice in case of relationship between IT, management support, training and reward and knowledge sharing. Universities of Malaysia currently attempt to improve their position in global ranking. One of the helpful aspects for improving scientific level of universities is utilizing of high potential of lecturers. In this regard, improving knowledge sharing level among lecturers results in science creation (Khanomohammadi, 2014). Through considering lecturers as talents and also importance of knowledge sharing among them, it is necessary to clarify role of HRM practices and justice. Hence, this research aims to examine what is the relationship between HRM practices, perceived justice, and knowledge sharing in the Malaysian universities.

In the context of the digital transformation of the economy, the processes of managing the human resources of an organisation are of particular importance as the basis for achieving operational efficiency in a highly dynamic business environment. At the same time, the existing practice of human resource management in organisations shows that the human resources management system in the context of digital transformation requires special attention from the standpoint of scaling. This paper discusses the issues of scaling the processes of managing the human resources of an organisation in the context of digital transformation, the analysis and accounting of which will increase, on the one hand, the efficiency of the organisation, on the other hand, the motivation and involvement of employees in the work process. The research paper pays special attention to the Program for the training of management personnel for organisations of the national economy of the Russian Federation from the standpoint of scaling the processes of managing the human resources of an organisation in the context of digital transformation. Systematic studies of the scaling of the organization’s human resources management processes in the view of digital transformation will determine both new approaches and technologies for human resources management and the processes of changing the organisation’s business models.

Purpose: The primary goals of this study are to scrutinise the relationship between high-commitment and non-academic staff performance by developing a conceptual model of mediation impact of affective commitment, normative commitment, and continuance commitment on the relationship between high-commitment HRM practises and non-academic staff performance; and the moderate impact of human capital factors on the relationship between high-commitment HRM practises and affective commitment, normative commitment, and continuance commitment.
 Design/Methodology/Approach: For this study, primary data has been collected from a survey method of 250 respondents who are working as non-academic staff in HEIs in Pakistan. In order to examine the moderation and mediating mechanisms of variables, 13 hypotheses were constructed based on the conceptual model and literature study and tested using SPSS 25 and Smart PLS using the bootstrapping approach.
 Finding: The study's findings demonstrate that high-commitment HRM practises have a statistically significant influence on non-academic staff perceptions of behavioural outcomes such as affective commitment, normative commitment, and continuance commitment. Likewise, the extracted results are also statistically significant that HC factors positively moderate the relationship between high-commitment HRM practises and affective commitment, normative commitment, and continuance commitment.
 Implication/Originality/Value: HEIs carry out HCHRMPs, they will be able to effectively elevate the level of organizational commitment of their non-academic staff performance.