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"Human Resource Development"
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Human resource developments with the touch of artificial intelligence: a scale development study
PurposeThe aim of this study is to develop a reliable and valid scale. At the same time, it is to reveal the perceptions of HR employees towards artificial intelligence (AI). In addition, examining the change made by AI in the HR department is another purpose of the study.Design/methodology/approachA scale was developed in this study. A total of 821 observation out of the samples from the human resource managers and employees of the Turkey's largest organizations in terms of capital were analyzed by applying all scientific steps of scale development process. Using appropriate statistical criteria, scale was showed to be valid and reliable. General condition was demonstrated in the human resource departments of large companies in Turkey as a result of these tests.FindingsHuman resource employees and managers could have the perception that this technology will save the work done from monotony, reduce the stress experienced to find the suitable candidate and access more candidates with the desired qualifications. It was found that when AI technology was included in training and development process, human resource managers and employees could have a perception that the time spent for training and the lack of attention in training will decrease compared to the traditional method.Originality/valueThe contribution of this study to the literature is the development of a valid and reliable scale. Data collected with the developed scale were evaluated in Turkey.
Journal Article
Transforming Engagement, Happiness and Well-Being : Enthusing People, Teams and Nations
This book aims to help leaders maximise the engagement of employees and citizens by exploring the impact of a process of active enthusiasm (PACE). Engagement of employees has long been recognised as a key factor for organisational and national success. Yet, worldwide, engagement levels languish at only 25%. Providing a practical model, developed from in-depth global research, the authors show that engagement is continuous and cannot be assessed by annual surveys. Instead it demonstrates that it is specific to individuals and will only increase if employee perceptions are improved. Readers will discover how the PACE process model can be used to maximise employee engagement through the modification of primary causal factors, and consequently generate direct outputs such as increased productivity and reduced absenteeism. Transforming Engagement and Wellbeing provides an invaluable set of tools to help leaders enthuse their people and to improve individuals' optimism and propensity for engagement, making it essential reading for academics interested in human resource management, as well as managers, leaders and policy-makers.
Book
Assessing the green behaviour of academics
PurposeStudies have highlighted concerns about the role of knowledge creation between human resource management practices and employee behaviour. The purpose of this paper is to examine the impact of green human resource management (green HRM) on employee green behaviour (EGB) through the mediation of environmental knowledge of lecturers in public research universities in Malaysia.Design/methodology/approachThis cross-sectional study examines the mechanism in which green HRM affects the EGB of lecturers through environmental knowledge in Malaysian public research universities. Smart PLS was used to analyse the relationships from 425 valid responses.FindingsThe findings of the study show that green HRM affects EGB through the full mediation of environmental knowledge. This finding gives a theoretical implication in terms of ability, motivation and opportunity theory.Research limitations/implicationsThe scope of this study is limited to public research universities in Malaysia. Future studies may explore other variables that could expedite the relationship between green HRM and EGB. Implications include policy making that emphasises on enhancing environmental knowledge of lecturers.Originality/valueTo the best of the authors’ knowledge, no study has been conducted using environmental knowledge as a mediator between green HRM and EGB.
Journal Article
Human resource development 4.0 (HRD 4.0) in the apparel industry of Bangladesh: a theoretical framework and future research directions
PurposeThe transition from Industry 3.0 to the fourth industrial revolution was a big jump that created a vacuum in many developing countries. Drawing upon institutional theory and resource-based view theory, the current study proposes a theoretical model linking the institutional pressures and resources (workforce skills) in context to the apparel industry of Bangladesh.Design/methodology/approachThis study adopts a qualitative approach involving 20 semi-structured interviews, followed by thematic analysis using NVivo 12 software. The researchers impose both deductive and inductive thematic analysis to generate themes. The data analysis involves various stages applying the phenomenological approaches.FindingsInstitutional pressures (coercive) positively influences the workforce skills (technical and managerial) in the fourth industrial revolution in Bangladesh apparel manufacturing industry; institutional pressures (normative) is positively related to the workforce skills (technical and managerial) in 4IR in Bangladesh apparel manufacturing industry; institutional pressures (mimetic) has shown a positive association with the workforce skills (technical and managerial) in 4IR in Bangladesh apparel manufacturing industry; workforce skills (technical and managerial) are positively influencing the development of human resource capabilities in fourth industrial revolution in Bangladesh apparel manufacturing industry.Originality/valueThis paper is the first of its kind to offer a thematic analysis on human resource development 4.0 in the apparel industry of Bangladesh. The study provides an understanding of the role of institutional pressure on workforce skill development and the adoption of 4IR technology.
Journal Article
Misperceived Social Norms
We show that the vast majority of young married men in Saudi Arabia privately support women working outside the home (WWOH) and substantially underestimate support by other similar men. Correcting these beliefs increases men’s (costly) willingness to help their wives search for jobs. Months later, wives of men whose beliefs were corrected are more likely to have applied and interviewed for a job outside the home. In a recruitment experiment with a local company, randomly informing women about actual support for WWOH leads them to switch from an at-home temporary enumerator job to a higher-paying, outside-the-home version of the job.
Journal Article
Estimating the Production Function for Human Capital
We examine the channels through which a randomized early childhood intervention in Colombia led to significant gains in cognitive and socio-emotional skills among a sample of disadvantaged children aged 12 to 24 months at baseline. We estimate the determinants of parents’ material and time investments in these children and evaluate the impact of the treatment on such investments. We then estimate the production functions for cognitive and socio-emotional skills. The effects of the program can be explained by increases in parental investments, emphasizing the importance of parenting interventions at an early age.
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The Arrival of Fast Internet and Employment in Africa
To show how fast Internet affects employment in Africa, we exploit the gradual arrival of submarine Internet cables on the coast and maps of the terrestrial cable network. Robust difference-in-differences estimates from 3 datasets, covering 12 countries, show large positive effects on employment rates—also for less educated worker groups—with little or no job displacement across space. The sample-wide impact is driven by increased employment in higher-skill occupations, but less-educated workers’ employment gain less so. Firm-level data available for some countries indicate that increased firm entry, productivity, and exporting contribute to higher net job creation. Average incomes rise.
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The Developing World is Poorer than We Thought, But No Less Successful in the Fight Against Poverty
A new data set on national poverty lines is combined with new price data and almost 700 household surveys to estimate absolute poverty measures for the developing world. We find that 25% of the population lived in poverty in 2005, as judged by what “poverty” typically means in the world's poorest countries. This is higher than past estimates. Substantial overall progress is still indicated—the corresponding poverty rate was 52% in 1981—but progress was very uneven across regions. The trends over time and regional profile are robust to various changes in methodology, though precise counts are more sensitive.
Journal Article
Arrival of Young Talent
This paper estimates the effects on rural education of the send-down movement during the Cultural Revolution, when about 16 million urban youth were mandated to resettle in the countryside. Using a county-level dataset compiled from local gazetteers and population censuses, we show that greater exposure to the sent-down youths significantly increased rural children’s educational achievement. This positive effect diminished after the urban youth left the countryside in the late 1970s but never disappeared. Rural children who interacted with the sent-down youths were also more likely to pursue more-skilled occupations, marry later, and have smaller families than those who did not.
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