The Challenges of Human Resource Management Practices in the Informal Sector in Nigeria

Unemployment in the third world countries has led to various negative and positive challenges from brain drain, increased crime cases to emergent of entrepreneurial businesses. This paper examines the Nigerian informal sector and the extent of conformity with proper human resource practices. This paper adopts survey approach in analyzing data to test whether or not SMEs can conform to global HRM practices by analyzing some variables. Graphs and simple statistics were used to test the probability of conformity of informal sector activities with HRM practices in Nigeria. This paper also relied on secondary data from Bureau of Statistics and other government agencies. Past literatures were also examined. It was discovered that due to low capital outlay and inability to access funds from financial institutions, global human resource practices like proper recruitment, training, career development are being ignored.

How cultural differences impact on human resource practices

Nowadays, hundreds of companies operate internationally. Increase with internationalism, multinational companies need to consider their local/host country cultureimpact on the countries they operate within, and cultural values that exist. It involves MNEs and global companies which are operating broadly to adjust and apply new policies, practices and procedures to fit different culture over the countries. However, there are likely to have some failure and challenges at international level of the company due to differences between the countries. Culture has a significant influence on international HR practices and the manner in which management problems and situations are seen. So, this has been justified that similar human resource practices may not result in same outcome in different context of cultural diversity. Therefore, this essay intent to demonstrate how cultural differences impact on international HR practices, particularly performance appraisal as well as recruitment and selection orocess.

Research on organizational performance in human resource management practices

In this paper, we analyzed the status of human resource management practices in western China state-owned and state holding enterprises azld private enterprises, and found that there are differences in the nature of the business combination of different patterns of human resource management practices.

Construction of Human Resources Management Practice Teaching System base on Applied Talents Training

Along with the society＇ s stronger demand for practices of students of human resources management （HRM）, the construction of practice teaching system shall be the key channel for the cultivation of practice talents, especially in local universities and institutions. Combining with the practice of HRM construction in Langfang Teachers University, based on the introduction about the necessity of construction of practice teaching system, the construction content, guarantee measures, and implementation effect of practice teaching system for the cultivation of applied talents of HRM are out forward in this paper, which is in favor of the cultivation of applied talents of HRM.

Fostering firm innovativeness:Understanding the sequential relationships between human resource practices,psychological empowerment,innovative work behavior,and firm innovative capability

This study investigated the relationships between human resource(HR)practices,employee psychological empowerment,employee innovative work behavior,and firm innovation capability in the context of the Information and Communication Technology(ICT)sector in Jordan.Employing the Social Exchange Theory(SET)as a guiding framework,this study explored how employee psychological empowerment and innovative work behavior mediated the influence of HR practices on a firm’s innovative capabilities.Drawing on extensive data collected from ICT organizations in Jordan,our analysis had several key findings.A significant positive correlation between HR practices and psychological empowerment was observed.Job design emerged as the most influential factor affecting psychological empowerment,whereas compensation had a weaker impact.Furthermore,we established that psychological empowerment significantly enhanced innovative work behavior,underscoring its role as a catalyst for innovative work behavior within the sector.Finally,our study supported the theory that psychological empowerment influenced a firms’innovation capabilities,emphasizing the pivotal role of employee empowerment in driving firm-level innovation in the Jordanian ICT sector.These findings provide insights for academic and practical audiences,clarifying how HR practices,employee psychological empowerment,and innovative work behavior collectively influenced firm innovation capability within the unique context of the Jordanian ICT sector.

Regulated multi-sited practice for physicians in China: incentives and barriers

The multi-sited practices (MSP) policy in China is expected to exert found implications upon uneven distribution of high-quality medical resources,coupled with the widespread phenomenon of physician's informal practices on multiple sites.Since 2009,the Chinese government has upheld a policy that allows medical doctors to take on secondary jobs for the purpose of encouraging talented physicians to work in medical institutions and underdeveloped areas where their expertise is badly needed.This paper focuses on the MSP policy in China by examining how it has been implemented at the national and provincial levels through a review of government documents,statistical information,academic papers,and newspaper accounts.Despite the MSP policy is to offer incentive to physicians at first-tier public hospitals to work in primary care centers or areas where their expertise,the evidence is hard to find.This paper identifies several outstanding challenges to the MSP policy:(1) The importance of the MSP policy which is made by the central government is perceived differently at the provincial level by health officials and hospital administrators;(2) Interest in implementing the policy varies among physicians and hospitals;(3) Concerns about quality control and legal responsibilities for medical doctors to take on secondary jobs are widespread.China's MSP policy differs from the 'dual practice' policy in many countries because of its top-down approach,with its emphasis on government's role and administrative intervention.This paper's findings may be useful for other developing countries where medical expertise is unevenly distributed due to market forces.On the special occasion of the Alma Ata Declaration's 40th anniversary and for the sake of promoting Universal Health Coverage,this paper also aims at sharing with other countries China's experience in trying to develop an adequate force of primary care professionals.At the end of this paper,a four-point proposal is made for policy makers in China.

发展型人力资源管理实践对员工主动变革行为的影响机制:中庸思维的调节作用

作为新兴的人力资源管理实践,发展型人力资源管理实践能够对员工的工作动机、行为产生积极影响。然而,在中国本土文化情境下,鲜有文献涉及发展型人力资源管理实践如何影响员工主动变革行为。基于资源保存理论和“能力—动机—机会(AMO)”框架,探讨发展型人力资源管理实践对员工主动变革行为的影响机制和边界条件。通过对三阶段349份有效样本的分析发现,发展型人力资源管理实践对员工主动变革行为具有显著正向影响;员工工作重塑在发展型人力资源管理实践与员工主动变革行为间发挥部分中介作用;中庸思维会进一步强化发展型人力资源管理实践与主动变革行为间关系,且该调节效应会被工作重塑中介。

感激导向人力资源管理实践的驱动机制及其作用机理

目前关于战略人力资源管理实践的研究过度关注结果导向而忽视了员工福祉,员工作为企业最重要的资源,其付出需要组织给予认可与肯定。然而,感激导向人力资源管理实践是由何种因素形成,又会给组织、部门及个体带来何种影响,既有文献缺乏系统思考和实证研究。鉴于此,本文将探究中国情境下感激导向人力资源管理实践的驱动机制与作用机理。首先,探讨感激导向人力资源管理实践的形成因素。其次,探讨感激导向人力资源管理实践对组织韧性与企业社会责任的影响机制。再次,探讨感激导向人力资源管理实践对领导感激表达的影响机制。最后,探讨感激导向人力资源管理实践对员工帮助行为的影响机制。本文拓展了工作场所组织感激的研究视角,为组织优化人力资源管理实践提供参考和借鉴。

各美其美,美美与共:多元包容型人力资源实践对员工趋避情绪的影响研究

成员各美其美,美人之美,美美与共,社会方能天下大同,但现实中成员各美其美易,而美人之美以及美美与共难,因而严重制约社会与组织的良性发展。难以美人之美与美美与共对成员后果如何、原因何在、怎样化解以及约束如何等,日渐成为学界和业界亟待解决的问题。基于此,本研究旨在基于情感事件理论,探究多元包容型人力资源实践(DIHRP)通过工作场所人际资本化对员工趋避情绪影响的内在作用机制和边界条件。通过413对员工及其同事配对数据的实证研究发现:(1)DIHRP显著负向影响恶意嫉妒,而显著正向影响积极共情;(2)工作场所人际资本化在DIHRP与恶意嫉妒和积极共情之间有显著中介作用;(3)多元构成调节DIHRP对工作场所人际资本化的正向影响,多元构成程度越高,DIHRP对工作场所人际资本化的正向影响越强;(4)任务依赖性不仅调节工作场所人际资本化对恶意嫉妒和积极共情的影响,还进一步调节DIHRP通过工作场所人际资本化对恶意嫉妒和积极共情的间接作用,即在任务依赖性程度越高,工作场所人际资本化对恶意嫉妒和积极共情的影响越强,DIHRP通过工作场所人际资本化对恶意嫉妒和积极共情的间接作用越强。

基于以提升就业能力为主的人力资源管理专业实践教学研究

随着信息化、数字化时代的发展,企业对“人力资源管理者”的核心技能、职业素养的要求,逐渐提升。但当前,很多院校存在着课程内容与课程体系的不合理,教学模式的滞后以及教学能力的薄弱等问题,导致学生的实践能力、应用能力、创新能力不强,难以满足企业发展的需求。为此,本文结合就业能力的构成要素、影响因素及问题,提出科学合理的改革策略。以期提升人才培育的质量,推进学生健康、快速的发展。

员工先前建言行为影响后续建言行为的作用机理研究

基于自我调节理论和认知-情感双系统理论,依据情境实验和问卷调查数据,考量在员工先前建言基础上产生后续建言的过程机制。结果显示:员工感知组织的高参与人力资源实践(HI-HRP)水平越高,其先前建言会诱发越高的建言效能感和情感承诺,促进后续建言行为。当员工感知组织的HI-HRP水平较低时,降低建言效能感,抑制后续建言行为。鉴于此,需进一步增强员工建言行为全过程引导的针对性,着力打造高强度参与导向型人力资源实践体系,提升员工建言积极体验。

新农科建设背景下农林高校人力资源管理专业实践教学体系构建探索

加快建设农业强国,人才是关键。在加强新农科建设的背景下,农林高校的人力资源管理专业人才培养必须体现农林高校的办学特点。面对全面推进乡村振兴、推进城乡融合发展、发展农业新质生产力、建设农业强国的新要求,农林高校必须以培育学生的“知农爱农、强农兴农”情怀为价值导向,以培养和提升学生服务“三农”的实践能力为目标,加强顶层设计、注重整体谋划、遵循培养规律、抓实运行反馈,构建既符合国家战略和经济社会发展要求,又符合学生学情的科学性、规范性、可行性、闭合性专业实践教学体系,整合各类教学资源,加强学生的实践能力培养,为促进农村经济社会的发展,推进农业农村现代化,建设农业强国提供重要的人才支持。

水资源节约集约利用理论体系与应用实践

水资源节约集约利用是促进全社会节约用水、保障国家水安全、促进生态文明建设、助力高质量发展的重要举措。通过梳理水资源节约集约利用的提出背景及历程,深入剖析水资源节约集约利用的概念内涵,提出了水资源节约集约利用理论体系框架,包括基础理论、符合原则与研究内容。重点分析了水资源节约集约利用理论在节水型社会建设、水利高质量发展、人与自然和谐共生以及水资源刚性约束制度建设中的应用实践,旨在为我国现代水资源利用提供理论支撑和实践指导。

支持性人力资源实践、柔性能力与适应性绩效

如何提升知识型员工的适应性绩效?从支持性人力资源实践切入开展研究可以更为本质地解答这个问题。基于“工作需求—资源”模型,采用“组织干预—员工能力—员工绩效”逻辑,构建支持性人力资源实践对知识型员工适应性绩效影响机制的分析框架,并侧重分析知识型员工的3种柔性能力的中介效应。对305名知识型员工样本数据的实证结果表明:支持性人力资源实践能够显著正向影响知识型员工柔性能力和适应性绩效;技能柔性、认知柔性以及关系柔性在支持性人力资源实践对知识型员工适应性绩效的影响过程中具备完全中介作用。

医院人力资源管理信息化建设的实践途径探究

在医院人力资源管理工作过程中,信息化建设具有重要意义。但在当前阶段的人力资源管理工作中,所采取的管理方式相对传统,无法体现出信息化管理的优势。因此,医院需要全面加强信息化建设,有效树立人力资源信息化管理理念,提供资金、技术等方面的支持,实现人力资源管理和信息技术的融合,培养优秀的信息化管理人才,从而加快信息化建设步伐,提高医院人力资源管理水平。本文针对医院人力资源管理的信息化建设展开分析,探讨了信息化建设的重要意义,并提出具体的实践途径,以期为相关研究人员提供参考。

发展型人力资源管理实践对护士韧性的影响

目的 探讨发展型人力资源管理实践对公立医院护士韧性的影响,为医院通过人力资源管理政策提升护士韧性提供理论依据。方法 抽取河南省6所公立医院的329名护士为研究对象,采用发展型人力资源实践量表、员工韧性量表进行问卷调研。结果 调研对象发展型人力资源管理实践平均分为(3.63±0.91)分,员工韧性平均分(3.86±0.65)分,发展型人力资源管理实践与护士韧性之间呈显著正相关(r=0.322,P<0.01)。分层回归分析显示:医院级别和发展型人力资源管理实践最终进入回归方程,医院级别对护士韧性具有一定的正向预测作用,发展型人力资源管理实践对护士韧性的预测效应显著。结论 医院护理管理部门需要建立良好职业发展平台、多元化的培训体系和完善的绩效评估反馈机制,从而提升护士韧性,进而提高工作绩效。

组织情境下明星员工的近端及远端涟漪效应探究:以社会影响理论为框架

作为组织中重要的战略人才资本,明星员工虽然占组织总人数的比重很低,但却能做出极为突出的贡献。他们不仅凭借自身持续且不均衡的高绩效、高社会资本和高知名度为组织绩效的提升做出直接贡献,还可通过影响其他同事间接助力组织的价值创造活动,即明星员工的涟漪效应。在系统回顾文献的基础上,本文以社会影响理论为框架,分别阐述了组织情境下,明星员工如何对团队内非明星员工及团队整体产生近端涟漪效应,以及如何对团队外同事产生远端涟漪效应,并从人力资源管理实践和明星员工人际特征的角度探究了不同涟漪效应的边界条件。具体而言,我们设计了3个研究模块,涵盖4个理论模型。本文构建的理论框架不仅有助于学者们更全面、深入地理解明星员工如何对组织的价值创造产生积极或消极的社会影响,还将为中国各类组织的明星员工管理实践提供有价值的建议。

我国执业医师配置的空间溢出效应研究

目的:分析我国执业医师配置的空间溢出效应,为优化卫生人力资源配置提供参考。方法:基于2009—2021年31个省(区、市)执业医师面板数据,运用基尼系数、空间杜宾模型分析执业医师空间溢出效应。结果:我国不同地区执业医师配置存在较大差异,西部地区按地理面积配置的执业医师均衡性较差;执业医师配置具有显著的空间正相关性和空间溢出效应;人均GDP、地方财政教育支出、诊疗人次数是影响执业医师省际间流动的主要因素。结论:我国执业医师配置公平性有待提升,应在提高医疗资源总量的同时,重视区域间资源分配均衡问题,合理规划卫生人力资源布局,以薪资收入为抓手,盘活现有人力资源储备。

发展型人力资源管理实践对晋升与离职的影响及作用机制

基于社会信息加工理论,揭示发展型人力资源管理实践影响员工晋升前景与离职意愿的过程机制及边界条件。结合61名领导和320名员工的两阶段配对调查数据进行实证检验,结果表明:发展型人力资源管理实践对员工的晋升前景存在显著正向影响,对员工的离职意愿存在显著负向影响;人力资本在上述过程中分别起部分中介和完全中介作用;服务型领导不仅调节了发展型人力资源管理实践对人力资本的正向影响,还分别调节了人力资本在发展型人力资源管理实践与晋升前景及其与离职意愿两条路径上的中介作用。

人力资源管理实践对高校学生职业适应力的影响

为探究人力资源管理实践对高校学生职业适应力的影响,采用问卷调研法收集数据。研究结果表明,学生对人力资源管理实践持积极态度且数据波动一致,管理实践经历、实践认知、自我管理与职业适应力间存在显著正相关关系,实践认知在管理实践经历与自我管理对职业适应力的影响中起到重要的中介作用,学生对人力资源管理实践的态度与认知不存在显著的性别差异。总体来看,人力资源管理实践对高校学生职业适应力具有积极影响,建议高校从加强实践教育、提高学生的综合素质与实践认知能力等方面来提升学生的职业适应力。