Journal•ISSN: 1038-4111
Asia Pacific Journal of Human Resources
Wiley-Blackwell
About: Asia Pacific Journal of Human Resources is an academic journal published by Wiley-Blackwell. The journal publishes majorly in the area(s): Human resource management & Human resources. It has an ISSN identifier of 1038-4111. Over the lifetime, 1243 publications have been published receiving 19709 citations.
Topics: Human resource management, Human resources, Industrial relations, Workforce, Work (electrical)
Papers published on a yearly basis
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TL;DR: The relationship between people and the organizations they work for is changing as mentioned in this paper, and a new relationship needs to be developed that rewards performance and skills in ways that contribute to organizational effectiveness.
Abstract: The relationship between people and the organizations they work for is changing. Corporations no longer can offer the job security and career paths they used to. A new relationship needs to be developed that rewards performance and skills in ways that contribute to organizational effectiveness.
413 citations
TL;DR: This study is the first and also the most comprehensive one to measure main human resource practices for environmental management, which can provide broader focus for further research and for practitioners.
Abstract: Previous studies on green human resource management (GHRM) are mainly positioned at theoretical or qualitative level. There is urgent need to develop a valid measurement of GHRM and then to offer more insights into the implication of it on individual or organizational performance. The aim of this study was to propose and validate an instrument to measure GHRM. Based on exploratory analysis (study 1), it was established that GHRM includes five dimensions: green recruitment and selection, green training, green performance management, green pay and reward, and green involvement. Confirmatory factor analysis (study 2) was used to confirm the factor structure of study 1. The results indicated that the proposed measurement is valid. This study is the first and also the most comprehensive one to measure main human resource practices for environmental management, which can provide broader focus for further research and for practitioners.
384 citations
TL;DR: In this article, a study of 775 New Zealand employees showed that greater experience of high-involvement processes is associated with higher job satisfaction, and there are also better outcomes in terms of job-induced stress, fatigue and work-life imbalance.
Abstract: High-involvement work processes are at the heart of the current interest in high-performance work systems. A study of 775 New Zealand employees shows that greater experience of high-involvement processes is associated with higher job satisfaction. To a lesser extent, there are also better outcomes in terms of job-induced stress, fatigue and work—life imbalance. However, in situations where pressures to work longer hours are higher, where employees feel overloaded and where managers place stronger demands on personal time, employees are likely to experience greater dissatisfaction with their jobs, higher stress and fatigue, and greater work—life imbalance. Increasing the availability of work—life balance policies for employees was not found to ameliorate these relationships. The study implies that organizations that can foster smarter working without undue pressures to work harder are likely to enhance employee well-being.
326 citations
TL;DR: A study conducted on 82 Indian firms indicates that there is a significant relationship between the two human resources practices, namely, training and compensation, and perceived organizational and market performance of the firm as mentioned in this paper.
Abstract: The aim of the present study was to find out the relationship between the human resources management practices and firm level performance. The study conducted on 82 Indian firms indicates that there is a significant relationship between the two human resources practices, namely, training and compensation, and perceived organizational and market performance of the firm.
268 citations
TL;DR: In this paper, the authors explore the foundations of resilience in theories of positive psychology and the conservation of resources and discuss its relevance for HRM and develop a set of testable hypotheses to guide future research.
Abstract: Given turbulent economic times, the concept of employee resilience is receiving increasing attention in many organisations. This paper brings the discussion of employee resilience into the field of human resource management (HRM). We explore the foundations of resilience in theories of positive psychology and the conservation of resources (COR); we discuss its relevance for HRM and develop a set of testable hypotheses to guide future research. The first key finding of this paper is that the concept of resilience can be developed from strong theoretical foundations. Second, a coherent set of resilience-enhancing HR practices have the potential to contribute to employees’ psychological capital, attitudes and behaviour, and to organisational performance not only in turbulent circumstances but also during periods of relative calm. Given the theoretical framing, formal resilience training should be viewed as a single component of a broader, coherent set of resilience-enhancing HR practices.
193 citations