17 research outputs found
Advance Ethical Practices in Human Resource Management: A Case Study of Health Care Company
Full text linkThis study set out to examine the advance ethical practices in human resource management. The purpose of this study is to determine the prominence of HRM for a case organization regarding, how ethics and compliances striking it to perform HRM day to day operation more efficiently. This study explains why the extensive involvement of HR in corporate ethics programs is important to the perceived fairness, and thus the likely outcomes. Data collection was carried out through conducting interviews by approaching 12 HR participants. The research findings show that HRM and ethical practices are integrated part of a case organization and hold real prominence to lay down its own code of conduct and motivational ways to foster employees ’ better performance. It is concluded that HR management can influence ethics and fair treatment at work in numerous ways. Implications and few recommendations were also made on the basis of findings
Role of Human Resource Management (HRM) Practices in the Lean Quality Strategy (LQS) Implementation: A Case Study of Bank
No full textLean quality strategy (LQS) is a powerful and systematic approach widely recognized for improving the organizational processes and thus, increases organizational effectiveness. The debate has been centered that LQS is a key ingredient in operationalizing the organizational functions. Further, LQS has the ability to truly develop and encourage the high-performance culture necessary to embrace the organizational objectives. Regardless of the potential benefits of LQS organizations remain to overlook to have quality improvement in their functions. Organizations even persistently encountering difficulties to meet with the challenging competencies. One of the highlighted reasons is not incorporating the HR practices to the implementation of LQS. The study, therefore, aims to understand the impact of HR practices on the implementation of LQS. A qualitative method was employed to collect the data by conducting interviews with 12 participants from both functional and HR departments. Research findings indicate that HRM is the main driver behind the objective of LQS implementation to make its possible by entrusting each department to run their tasks in the best possible ways. It has been concluded that LQS is an influential strategy which has the ability to specifying and improving the business performance. LQS is critical to driving the organizational processes important for functional effectiveness. Some recommendations were also presented
The relationship between corporate social responsibility and employee engagement: A social exchange perspective
No full textThe purpose of this article is to investigate the impact of internal CSR on Employee Engagement through a mediation-moderation mechanism in a developing country, using social exchange theory. In this empirical study, 300 self-reported questionnaires were randomly distributed among the employees of 25 companies, from the FMCG and Telecom sectors of Pakistan. Data collected from these employees were further analyzed through confirmatory factor analysis using the structural equation modeling technique, using the latest available version of software Smart PLS 3. The results of confirmatory factor analysis prove the hypothesized direct effects of corporate social responsibility on employee engagement. The findings also indicate the positive mediating role of trust in the relationship between internal corporate social responsibility and employee engagement. However, the moderator Leader-Member exchange did not demonstrate any effect. The study encourages practitioners to focus on building trust in employees for improved participation in the firm's processes, use new ways of conveying the concerns to employees through various human resource interventions and leader-member exchange mechanisms. However, since the research has been conducted in a single country, i.e. Pakistan, with a limited number of respondents, therefore, it cannot be generalized, whereas research in different countries with a larger sample may bring interesting/contrasting results
The impact of green HR practices on employee proactive behaviour
No full textPakistan’s manufacturing industry is under a lot of pressure to deal with environmental issues such as carbon monoxide emissions, poisonous compounds, and manufacturing waste. Green HR practices are considered to be fundamental pillars and are considered to be crucial in the development and optimization of environmentally sustainable initiatives. Hence, the objective of this research is to analyze the effects of green HR practices implemented in the manufacturing sector of Pakistan on employees’ proactivity with regard to environmental issues. The data was acquired through the distribution of a survey questionnaire to manufacturing firms. The data was analyzed using SMART-PLS. The findings demonstrated that green HR practices have a substantial effect on the proactive behavior of employees. Additionally, the results indicated that organizational identification acts as a complementary mediator between green HR practices and the proactive behavior of employees in reducing environmental effects. Furthermore, it was discovered that proactive personality acted as a catalyst to enhance the impact of GHRM on the proactive behavior of employees with regard to environmental initiatives. Future research directions and managerial implications were also discussed.</p
Dual pathways toward net-zero based performance through responsible leadership –mediation of green HR practices, green innovation and moderation of digital capabilities
Full text linkThe research pertains to exploring one of the unique relationships, between responsible leadership (RL) and net-zero–based performance (NZBP), through two different pathways utilizing the theoretical lens of upper echelons theory. One is a direct pathway through the moderation of digital capabilities and the other is indirect through the sequential mediation of green HR practices and green innovation. Data were collected through a two-wave, time-lagged design from 357 senior officials of large manufacturing firms. Data analysis was also carried out in two stages; firstly through “Partial Least Structural Equation Modelling” (PLS-SEM) and then through “Artificial Neural Networks” (ANN). The PLS-SEM results conveyed positive relationship between RL and NZBP through both pathways. Further, the moderator digital capabilities catalyzed the relationship between RL and NZBP. The ANN analysis while strengthening the PLS-SEM results, predicted the dimension of “leadership” holding greater importance, followed by “business” and “environmental” within the spectrum of RL responsibilities. The findings have deeper insights for the fields of leadership and NZBP, advancing both theoretical understanding and practical applications for sustainable business practices
Mediation: Moderation mechanism between the relationship of corporate social responsibility and employees' promotive voice behavior
No full textThe purpose of this article is to explore the impact of corporate social responsibility on employees' promotive voice behavior through the mediation-moderation mechanism within the framework of a developing country. This is an empirical study, administered through two self-reported questionnaires. Employees of 25 manufacturing units of Pakistan are the source of data collection for this research. Data analysis was performed using SEM through SMART PLS 3. The results show a positive role of CSR for the development of employees' promotive voice behavior through indirect mechanism. The employees get psychologically empowered through organizational trust developed as a result of corporate CSR activities. Further, the employees were found to be inclined more towards the activities of personal care, concern and safety (through organizational justice used as moderator) for the development and enhancement of psychological empowerment leading towards voice behavior. The findings of the study contribute to the literature on corporate social responsibility and provide practical implications. Further, the study persuades practitioners to practice new ways of conveying the feelings of care, concern and safety, which, in turn, increase employees' psychological empowerment
Impact of environmental training, awareness, and green values on sustainable food waste management
No full textAbstract With increasing concerns about food waste and its environmental impact, environmental training (ET) is important in improving waste management practices in businesses. Despite its significance, its impact on sustainable food waste management behavior (SFWMB) has received little attention, especially considering the effects of environmental awareness (EA) and green values (GV) in the food sector. To address this knowledge gap, our research investigates these relationships using the theory of planned behavior and the elaboration likelihood model as theoretical frameworks. Analysis was conducted using SMART PLS 4 and structural equation modeling on responses to a survey of 286 fast-food restaurant employees and their supervisors. Our data indicate that ET has a significant impact on SFWMB and this effect is mediated by EA. ET fosters EA by improving cognitive abilities and information, leading to the adoption of ecologically friendly behaviors. Furthermore, a significant increase in GV reinforces the relationship between ET and SFWMB, indicating that this relationship is more prominent among employees who adhere to strong GV. Finally, the Importance–Performance Map Analysis indicates that although ET is highly important for SFWMB, it exhibits low performance. These findings have important implications for businesses, particularly those in the food industry, that are working to improve their waste management practices. Investments in ET can help businesses improve their reputation, reduce their environmental footprint, and contribute to a more sustainable future
Work stress, technological changes, and job insecurity in the retail organization context
Full text linkThe study intends to investigate the relationship between work stress and
job insecurity, as well as technological changes and job insecurity, with job
satisfaction acting as a mediator. The study was conducted among Pakistani
retail industry employees using survey questionnaires distributed online and in
stores. The sample was composed of 262 retail workers from the FMCG and
shopping mall industries. The responses were screened using the statistical
software tool SPSS, and hypotheses were examined through SMART-PLS. The
findings show that work stress has a strong relationship with job insecurity;
additionally, the relationship appears to be statistically significant (β = 55.7%,
p < 0.05), indicating that there is an increased level of job insecurity if
work stress is increased. However, technological advancements showed less
influence on job insecurity and had statistically insignificant results (β = 5.9%,
p > 0.05). This demonstrates that many technological changes cause high
levels of job insecurity because employees fear that they will be unable to
cope with the changing environment. Furthermore, the mediating mechanism
of job satisfaction was found to be significant, as employees with lower levels
of satisfaction reported higher levels of insecurity, aiding in the narrowing of
the gap in this section of the study. The study also has practical implications
because the results show that the retail industry needs to act quickly to
make sure workers do not worry about losing their jobs, especially now that
COVID-19 is spreading like wildfire
Physico-chemical and In silico analysis of a phytocystatin purified from Brassica juncea cultivar RoAgro 5444
Full text linkThis study describes the isolation and purification of a phytocystatin from seeds of Brassica juncea (B.juncea), (cultivar RoAgro 5444), an important oilseed crop with pervasive agricultural and economic ramifications. The protein was purified by gel filtration chromatography with 24.3% yield and 204 fold purification and visualised by 2D gel electrophoresis. The 18.1kDa mustard cystatin was highly specific for cysteine proteinases. The plant cystatin inhibited cathepsin B, confirming its role in conferring pest resistance. The inhibitor was highly stable over a pH range of 3-10 and retained significant inhibitory potential till 70ºC. The stoichiometry of its interaction with papain, determined by Isothermal Calorimetry suggests a 1:1 complex. Secondary structural elements calculated by far UV circular dichroism (CD) spectroscopy show 18.8% α helical and 21% β sheet structure. The protein was a non-competitive inhibitor of thiol proteinases. The stoke’s radius and frictional co-efficient were used to describe the shape and size of the protein.Homology modelling and docking studies proposed a prototype illustrating the Brassica phytocystatin mediated papain inhibition. Molecular dynamics (MD) study revealed prominent stability of papain-phytocystatin complex during 100 nanoseconds (ns) long simulation. Detailed results identify the mustard cystatin as an important member of the phytocystatin family.The accepted manuscript in pdf format is listed with the files at the bottom of this page. The presentation of the authors' names and (or) special characters in the title of the manuscript may differ slightly between what is listed on this page and what is listed in the pdf file of the accepted manuscript; that in the pdf file of the accepted manuscript is what was submitted by the author
Challenges and Strategies for Employee Retention in the Hospitality Industry: A Review
No full textDespite the issues that the hospitality industry encounters in retaining talented employees, little attention has been paid to the development of retention strategies, resulting in poor organizational performance and sustainable growth. The current study, therefore, aims to review and discuss the employee retention strategies in the hospitality industry in order to keep talented employees for a longer period of time. The study is based on past literature and peer-reviewed articles published
between 2010 and 2020. The databases Web Knowledge, Emerald, Google Scholar, and Science Direct were used to find the relevant papers using the key words such as “Hospitality Industry”, “employee retention”, “employee turnover”, and “employees”. The findings of this study suggest that employee retention is contingent on employee satisfaction, which is comprised of four factors: sustainable positive work environment; sustainable growth opportunities; sustainable & effective communication; and sustainable & effective recruitment and selection practices. The paper contributes to a comprehensive review of the literature on employee retention strategies in the hospitality context. The study proposes a model for the hospitality industry to revamp its recruitment and selection practices in order to retain its employees. Furthermore, the study provides a focused directions that will aid in the establishment of employee retention strategies and practices. It was concluded that satisfied employees are less likely to leave their current job, while unsatisfied employees are expected to leave their current job for a better career opportunity. Managerial implications were also discussed
