The universal, contingency or configurational HRM approaches for organizational performance: Lessons from Australian performing arts DOI Creative Commons
Stanley Opara, Wahed Waheduzzaman

German Journal of Human Resource Management Zeitschrift für Personalforschung, Journal Year: 2024, Volume and Issue: unknown

Published: Feb. 13, 2024

A good understanding of Human Resource Management (HRM) approaches is vital for designing suitable management practices in any organization. Researchers have identified different HRM approaches, including the universal approach, which recommends standardized across organizations, contingency emphasizes best fit between human resources and business strategies, configurational integrates internal external organizational factors into a pattern practices. However, need to adapt dynamic environment context. This particularly relevant performing arts where changing customer preferences employment frequently impact environment. Therefore, it crucial know approach currently being practiced this sector. To address issue, qualitative study was conducted with managers, key actors, decision-makers organizations Australia. The interview data analysis revealed unique practices, such as spot-recruitment, coaching skills, mentoring better performance, protean career development. These findings support argument organizations.

Language: Английский

Not a single path to success: alternative HRM configurations for well-performing small and medium-sized hotels DOI Creative Commons
Irene Zografou, Eleanna Galanaki, Nikolaos Pahos

et al.

Employee Relations, Journal Year: 2024, Volume and Issue: 46(9), P. 21 - 41

Published: Feb. 13, 2024

Purpose Previous literature has identified human resources as a key source of competitive advantage in organizations all sizes. However, Small and Medium-sized Enterprises (SMEs) face difficulty comprehensively implementing recommended Human Resource Management (HRM) functions. In this study, we shed light on the field HRM SMEs by focusing context Greek Hotels (SMHs), which represent dominant private sector employer across country. Design/methodology/approach Using fuzzy-set qualitative comparative analysis (fsQCA) 34 in-depth interviews with SMHs' owners/managers, explore conditions leading to high levels performance, while taking into consideration influence internal determinants. Findings We uncover three alternative successful strategies that maximize business namely Compensation-based performers, developers investors. Each strategy fits discreet organizational characteristics related company size, ownership type structure. Originality/value To best authors' knowledge is among first empirical studies examine different equifinal performance-enhancing configurations practices SMHs.

Language: Английский

Citations

3
The perspective of managers on integrating HR practices to increase organizational performance in SME firms: An analysis of the interaction effect DOI Creative Commons
Izaskun Agirre-Aramburu, Fred Freundlich, Trinidad Blázquez-Díaz

et al.

Intangible Capital, Journal Year: 2024, Volume and Issue: 20(1), P. 215 - 215

Published: March 6, 2024

Purpose: The aim of this paper is to clarify the human resource management (HRM) literature in small-to-medium-sized enterprises (SMEs) by empirically identifying possible combinations HRM practices from perspective managers, and analyzing relationships among them with organizational performance order identify which are most effective.Design/Methodology/Approach: Using AMO (Ability- Motivation-Opportunity) framework, we ask whether there significant interactions between AMO-based bundles and, if so, what degree means they influence performance. To explore question, tested a theoretical model using Partial Least Squares-Structural Equation Modeling (PLS-SEM) techniques compared interaction main effects. research sample comprises SMEs operating Basque Region Spain.Findings: study confirms existence hierarchies bundles. strongly related SMEs’ lie bundle motivation-enhancing practices. results indicate that have positive effect on when combined ability-enhancing grows.Research limitations/implications: cross-sectional nature data it not establish clear causal variables studied. It would therefore be beneficial future use longitudinal designs examine cause-effect over time, as well samples other geographic locations.Practical Implications: High-performance three Ability-Motivation-Opportunity (AMO) dimensions should automatically assumed complementary an SME context, many managers believe. Our suggest advised adopt motivational practices, combining training, improve performance.Originality / value: This one few studies focus testing effects Ability-Motivation-Opportunity-enhancing-practices performance, observed managers. will encourage consider more carefully those likely

Language: Английский

Citations

3
A review of the empirical literature on ‘engagement’ within the context of entrepreneurship and small business management DOI Creative Commons
Luke Fletcher, Monder Ram, Imelda McCarthy

et al.

The International Journal of Human Resource Management, Journal Year: 2025, Volume and Issue: unknown, P. 1 - 26

Published: March 17, 2025

Language: Английский

Citations

0
Decoding informal networks in small and medium-sized enterprises: the dynamics of wasta DOI
Kousay Abid, Fadi Alsarhan

Employee Relations, Journal Year: 2025, Volume and Issue: unknown

Published: April 15, 2025

Purpose Wasta, as an informal network perspective, is deeply embedded in Arab culture and well documented for its impact on human resource (HR) decisions. However, most studies have focused large organizations or the public sector, leaving a significant gap understanding role of networks within small medium-sized enterprises (SMEs), particularly specific institutional contexts broader Middle East North Africa (MENA) region and, more specifically, Tunisia. This study investigates factors that drive SMEs Tunisia to adopt HR practices – wasta explores implications these organizational performance employee relations. Design/methodology/approach Drawing theory perspectives, this research adopts qualitative approach, utilizing 25 semi-structured interviews with managers SME owners from 15 Tunisian SMEs. The data were thematically analyzed uncover patterns insights across all participating Findings findings reveal operate under dual pressures: formal constraints, characterized by rigid legal bureaucratic requirements, normative cultural expectations prioritize social obligations loyalty over merit. These pressures compel practical solution navigating complex environments, thereby institutionalizing practices. Recently, practice has evolved into what can be termed digital-wasta, where online networks, tech communities, media platforms are leveraged sustain culturally using personal connections business advantages virtual setting. While both traditional digital-wasta facilitate quick decision-making help maintain operational efficiency, they also perpetuate nepotism exclusion, limit workforce diversity undermine motivation trust. Consequently, reliance poses challenges implementation modern management (HRM) strategies, resource-constrained environments like Originality/value paper offers novel application explore enduring presence frameworks SMEs, even amidst economic liberalization modernization. It new how function MENA introduces concept highlighting technological advancements reshaping not only advances HRM discourse examining interacts principles, shaping workplace dynamics relations, but prevailing assumptions about forces sustaining wasta, contributing debates merit-based HRM. Finally, it guidance policymakers, leaders expatriates tension between tradition

Language: Английский

Citations

0
Sustainable human resources management in small-medium enterprises in developing countries: a systematic literature review DOI

Amira Elnakib,

Virginie Gallego-Roquelaure

Employee Relations, Journal Year: 2025, Volume and Issue: unknown

Published: May 16, 2025

Purpose This study aims to examine the crucial role of implementing sustainability strategies in workplace. Scholars have devoted scant attention exploring positive outcomes “social” dimension within Human Resources Management (HRM) policies developing countries. Design/methodology/approach performs a systematic literature review articles published from 2014 2024, on Web Science® and Scopus databases, coupled with bibliometric that visualised, through VOSviewer software, link between HRM. In total, 35 were selected analysed. Findings The results reveal organisational support could allow employees reach their highest performance firms society simultaneously. provides new insights by proposing theoretical approaches advance sustainable HRM literature. Research limitations/implications demonstrates significant evolution theories applied understand Organisations dual objective: Support employee well-being optimise performance. We showed is an indispensable lever for success. Practical implications suggest businesses can promote among staff adopting Firms thus demonstrate commitment while enhancing credibility competitive advantage. Originality/value article focuses Sustainable SME countries mobilising review.

Language: Английский

Citations

0
Improving creativity among SME employees: exploring the role of organization-based self-esteem and psychological capital DOI

Madihalli Sujatha,

Ujjal Mukherjee,

Nishant Singh

et al.

Employee Relations, Journal Year: 2023, Volume and Issue: 45(4), P. 944 - 965

Published: March 29, 2023

Purpose Unlike multinational companies, small and mid-size enterprises (SMEs) have budget constraints and, thereby, cannot invest heavily in improving the creativity of employees. They look for alternative budget-friendly ways to do same. The authors current paper attempt identify two psychological-based constructs which positively influence among Both these psychological may be improved employees using suitable interventions from human resource (HR) professionals line managers working organization. This study is an test organization-based self-esteem (OBSE) capital (PC) (both malleable) on creative performance behaviour (CPB) SME Design/methodology/approach Validated instruments were used collect data. Structural equation model (SEM) was evaluate 377 responses collected three SME's India. All SMEs work area innovative process design require a high level Findings PC fully mediates relationship between OBSE CPBs Employees experiencing higher levels will develop self-esteem, exhibit more behaviours, increasing likelihood achieving results. Research limitations/implications provides valuable inputs literature as it describes how influences employee. HR can enhancing improve Originality/value To best researcher's knowledge, this first frugal creativity, especially SMEs.

Language: Английский

Citations

7
Green human resource management, competitive advantages, and green ambidexterity: using partial least squares structural equation modeling and necessary condition analysis DOI

Jawaria Ahmad,

Abdullah Al Mamun, Mohammad Nurul Hassan Reza

et al.

Environmental Science and Pollution Research, Journal Year: 2023, Volume and Issue: 30(37), P. 87938 - 87957

Published: July 11, 2023

Language: Английский

Citations

6
High-performance work practices and entrepreneurial firm performance: the moderating role of firm size and industry type DOI
Joseph Eyo Duke, Arzizeh Tiesieh Tapang, Obal Usang Edet Usang

et al.

Journal of Small Business and Enterprise Development, Journal Year: 2024, Volume and Issue: 31(6), P. 1119 - 1145

Published: May 15, 2024

Purpose This paper examines the moderating role of firm size (FS) and industry type in relationship between high-performance work practices (HPWPs) entrepreneurial performance. Design/methodology/approach A descriptive research design involving a five-year dataset from firms retail services industries Nigeria was used analyses. Findings The use HPWPs is widespread among firms, with ability- motivation-enhancing being dominant. Country context influences types implemented by firms. FS do not have significant effects on performance positive effect consistent findings made prior studies. Research limitations/implications plays neutral Within broader industries, this weaker capital-intensive compared to less ones. restricted focus only service may limit universal applicability findings. Practical implications indicate that efficacy neither influenced nor type. Entrepreneurial higher capital intensity benefit relatively more HPWPs. Originality/value Unlike other efforts focusing single influence, study combines two important contextual factors, type, provide better understanding spotlights country implementation way studies done.

Language: Английский

Citations

2
Too small to care? Developing a model explaining managers' decision to adopt employee stress prevention practices in micro and small enterprises DOI Creative Commons
Johanna Kuske, Florian B. Zapkau, Gertraud M. Gänser-Stickler

et al.

Industrial Marketing Management, Journal Year: 2024, Volume and Issue: 121, P. 40 - 54

Published: July 10, 2024

Employee work stress jeopardizes employee well-being and enterprise performance in micro small enterprises (MSEs). Although previous studies show that formal prevention practices effectively improve and, turn, foster performance, MSE managers rarely adopt such practices. Based on qualitative evidence, we explore the attitudes perceptions underlying managers' decision to (i.e., their perceived closeness with employees, expertise prevention, attitude toward practices, external support, stress, buy-in). Moreover, develop a theoretical model explaining how extracted influence adoption decisions. Our study contributes research experience managing role as employers. Furthermore, provide practical recommendations for providers of engage managers.

Language: Английский

Citations

2
Sustainability in human resource management practices used by small and medium-sized enterprises: a systematic review DOI Creative Commons
Joanna Purgał‐Popiela

Central European Management Journal, Journal Year: 2024, Volume and Issue: unknown

Published: Aug. 23, 2024

Purpose This study aims to determine the current state of research on sustainability in context human resource management (HRM) practices adopted by small and medium-sized enterprises (SMEs), identify most important gaps propose an agenda for future studies. Design/methodology/approach Through a systematic literature review (SLR), this comprehensively examines relevant sustainability-related aspects HRM SMEs. It includes descriptive thematic analyses 29 articles published high-ranked academic journals selected from 506 records retrieved four major databases (Scopus, Web Science, ScienceDirect EBSCOhost). Findings The findings suggest growing interest SMEs after 2020. Notably, studies focused green social concerns, with limited attention triple bottom line (TBL) perspective. A detailed examination revealed variations among three streams terms methodology, location studies, nature sustainability-HRM linkage placement models. Despite these differences, positive effects integration seem evident, including impacts employee competences, behaviors company-level outcomes. Originality/value article is first systematically nexus specifically contributes identifying clusters, methodological trends, contextual outcomes integration, thereby laying groundwork research.

Language: Английский

Citations

2