Human Systems Management - Volume 43, issue 1

Authors: Yunyi, Chong | Kartar Singh, Jugindar Singh | Kularajasingam, Janitha

Article Type: Research Article

Abstract: BACKGROUND: This study was done after the COVID-19 pandemic that brough a lot of disruptions and changes in behaviors of employees. This study focused on behaviors of Z employees in the new normal environment after the COVID-19 pandemic. Generation Z presently form the biggest age group in Malaysia, accounting for 29% of the total population. They have their own way of behavior and working patterns that is different from previous generations. Despite the increasing number of Gen Z employees, there is a dearth of studies that examined the effect of workforce diversity and job meaningfulness on employee engagement and OCB …after the COVID-19 pandemic. OBJECTIVE: This research aimed to find out the association between workforce diversity and job meaningfulness to employee engagement and Organization Citizenship Behavior (OCB) among Gen Z employees in Malaysia after the COVID-19 pandemic. This research also investigated the relationship between employee engagement and OCB. METHODS: This was a quantitative study, and a survey strategy was used to collect data from 160 respondents. SPSS and Smart-PLS were used to generate descriptive and inferential statistics. RESULTS: The results revealed that workforce diversity was the strongest predictor of employee engagement among Gen Z employees after the pandemic. Workforce diversity also had a significant impact on OCB. Comparatively, job meaningfulness had a significant impact only on employee engagement but there was also a significant impact of employee engagement on OCB. CONCLUSIONS: The study that was done after the pandemic is one of the first to examine the relationship between workforce diversity, job meaningfulness, employee engagement, and OCB and has extended the current literature through the focus on Generation Z employees. The results suggest that workforce diversity and job meaningfulness to be adopted by organizations to upgrade engagement of Gen Z employees after the COVID-19 pandemic. The increase in employee engagement post-COVID, will lead to lower employee turnover, improved productivity and motivation. Show more

Keywords: Workforce diversity, job meaningfulness, employee engagement, organizational citizenship behavior

DOI: 10.3233/HSM-220184

Citation: Human Systems Management, vol. 43, no. 1, pp. 1-15, 2024

Authors: Paliwal, Minakshi | Raj, Rohit | Kumar, Vimal | Singh, Sumanjeet | Sharma, Nagendra Kumar | Suri, Alka | Kumari, Manisha

Article Type: Research Article

Abstract: BACKGROUND: With greater uncertainties and economic divides in Indian formal and Informal economies; the lockdown in its unprecedented ways severely knocked the crucial vulnerabilities of majorly the informal sector of the economy. METHODS: The study was conducted across the Indian population who have suffered from the bad impact of COVID-19 and the lockdown. The data collection process was conducted during the COVID-19 outbreak from June 2020 to October 2020. Multiple regression analysis and independent-sample t-test were applied to test the hypothesis. RESULTS: The study closely highlights the role of the government system towards non-government organizations those …who played a crucial role in the welfare of the informal workers. The results suggest that the most affected group of people in the COVID-19 lockdown are the informal workers who were working on daily wages for their bread and butter. The government endeavor was also found significant in supporting the informal workers. Show more

Keywords: Informal worker, COVID-19, lockdown, Impact Assessment, Mitigation measures

DOI: 10.3233/HSM-220155

Citation: Human Systems Management, vol. 43, no. 1, pp. 17-36, 2024

Authors: Abubakar, Aliyu Alhaji | Jazim, Fawaz | Al-Mamary, Yaser Hasan | Abdulrab, Mohammed | Abdalraheem, Shirien Gaffar | Siddiqui, Malika Anwar | Rashed, Redhwan Qasem | Alquhaif, Abdulsalam

Article Type: Research Article

Abstract: BACKGROUND: To encourage students’ behavioural intentions (BI) to use Learning Management System (LMS) in Saudi Arabia, policymakers, particularly the ministry of higher education, should persuade potential users that LMS is useful, simple to use, and that others have high expectations for its use in the near future. OBJECTIVE: This study aims to identify factors influencing students’ BI towards accepting the LMS in Saudi Arabia. METHODS: An online questionnaire was used to collect 212 student responses from Saudi Arabia’s University of Hail. The integrated model was tested using Structural Equation Modeling (SEM). RESULTS: The results …of analysis using Structural Equation Modeling (SEM) revealed that factors influencing students’ attitudes towards accepting the LMS and, thus, their BI towards the use of the LMS in Saudi Arabia, were their perceived behavioural control (PBC) and perceived usefulness (PUS). On the contrary, attitudes toward behaviour (ATB), subjective norms (SN), and perceived ease of use (PEU) have no influence on students’ BI. CONCLUSIONS: The findings of this study contribute to our understanding of the predictor variables Technology Acceptance Modell (TAM) and Theory of Plan Behaviour (TPB) on students’ BI to use LMS in Saudi Arabian universities. Show more

Keywords: Learning management systems, structural equation modelling, technology acceptance model, theory of plan behavior and university of hail

DOI: 10.3233/HSM-220181

Citation: Human Systems Management, vol. 43, no. 1, pp. 37-50, 2024

Authors: Udin, Udin

Article Type: Research Article

Abstract: BACKGROUND: Many recent studies recommend ethical leadership as a key antecedent to improving employee performance in organizations. OBJECTIVE: Therefore, this study aims to examine how ethical leadership affects employee performance by focusing on the role of Islamic work ethics and knowledge sharing. METHODS: Based on data obtained from 196 Muslim employees who work in the three stone milling companies located in Central Java - Indonesia, this study uses a survey in the form of a questionnaire and Structural Equation Modeling (SEM) based on Amos 24.0 software to test hypotheses in the proposed research model. …RESULTS: The results of this study prove that ethical leadership has a significant effect on employee performance, Islamic work ethics, and knowledge sharing. Furthermore, Islamic work ethics and knowledge sharing significantly improve employee performance. CONCLUSION: The findings in this study further confirm that Islamic work ethics and knowledge sharing play an important role in linking ethical leadership and employee performance. Show more

Keywords: Ethical leadership, Islamic work ethics, knowledge sharing, employee performance

DOI: 10.3233/HSM-220197

Citation: Human Systems Management, vol. 43, no. 1, pp. 51-63, 2024

Authors: Kaur, Parvinder | Mittal, Ella

Article Type: Research Article

Abstract: BACKGROUND: Sharing of knowledge and positive workplace behavior by employees are perquisites for the success of every organization. The present study realized the significance of knowledge sharing and positive behavior in a country like India where high-power distance culture is prevalent. OBJECTIVE: The present research aimed to investigate the influence of abusive supervision on knowledge hiding and employee organizational deviance. In addition mediating roles negative affectivity and employee silence were alsotested. METHODS: Data was gathered from 420 employees working in a service organization in India. SPSS vs. 23 and Amos vs. 24 were used for data …analysis purposes. The techniques of SEM were applied to test the proposed hypotheses in the present research. RESULTS: The study found the positive and significant influence of abusive supervision on knowledge hiding, but the insignificant influence of abusive supervision on employee organizational deviance. The results also reflected the full mediating role of negative affectivity but the partial intervening or mediating role of employee silence between the relationships of abusive supervision with knowledge hiding and employees’ organizational deviance. CONCLUSION: The study suggested the management introduce various measures to reduce abusive supervision leading to negative consequences. Show more

Keywords: Abusive supervision, knowledge hiding, organizational deviance, negative affectivity, employee silence

DOI: 10.3233/HSM-220194

Citation: Human Systems Management, vol. 43, no. 1, pp. 65-78, 2024

Authors: Yanuarni, Erma | Iqbal, Mohammad | Astuti, Endang Siti | Mawardi, Mukhammad Kholid | Alfisyahr, Rizal

Article Type: Research Article

Abstract: BACKGROUND: Natural disasters such as earthquakes have imposed particular problems on small and medium-sized enterprises (SMEs), including on their journey to recovery. Business recovery is a term that has numerous theoretical and practical applications and is frequently regarded as the most elusive stage of a disaster cycle. Hence, it necessitates an exploration. OBJECTIVE: This study examines the determinants of business recovery in the aftermath of a disaster. A framework synthesized from the literature review and hypotheses developed demonstrate factors that drive business recovery. METHODS: This study used an explanatory approach that laid quantitative foundations. The study …also tested relevant hypotheses with a statistical approach using the PLS-SEM technique. An off-line survey was conducted using data collected from 272 SMEs in tourism affected by the 2018 Lombok earthquake in Indonesia. The data were analyzed with SmartPLS to test the effects of knowledge management, mitigation strategy, business adaptability, business recovery, and government support. RESULTS: The results indicate that knowledge management, mitigation strategy and business adaptability are determinants of business recovery. However, government support has no influence in leveraging those three determinants of business recovery. This finding may indicate that SMEs that possess a strong level of knowledge management with the ability to formulate a mitigating strategy as well as adapt to certain changes are more likely to succeed in recovering their businesses. In addition, whether or not government support is viable, independently managed SMEs are more likely to progressively perform and be less dependent on aid from other entities on their road to recovery. CONCLUSIONS: KM and mitigation strategy function as determinants of business adaptability subsequent to SMEs’ recovery. On the basis of the resource-based view (RBV), mitigation strategy and business adaptability are influential resources that can leverage firms’ potential for in the quest of competitive advantage and facing environmental turbulence. Nonetheless, government support remains a challenge in the survival of SMEs to cope with the negative impact caused by disaster. Thus, government should strengthen the awareness towards such issue as well as providing much more holistic support in the future particularly to educate SMEs on the importance of mitigation strategy in prior to a disaster. Show more

Keywords: Knowledge management, disaster mitigation strategy, small business adaptability, business recovery, disaster management

DOI: 10.3233/HSM-220171

Citation: Human Systems Management, vol. 43, no. 1, pp. 79-97, 2024

Authors: Nasar, Nasreen | Ray, Sumati

Article Type: Research Article

Abstract: BACKGROUND: Nowadays organizations have made their human resource management process more strategic and serve as a strategic tool for achieving competitive advantage for the organization with the development of electronic-Human Resource Management (e-HRM) Systems. To measure e-HRM system acceptance for performing various HR functions of an organization, especially the HR department, a perception model for acceptance of e-HRM systems in IT and Non-IT organizations has been developed in this research paper. OBJECTIVE: The objective of the study is to derive an acceptance model that can predict the acceptability and the factors affecting the acceptance of e-HRM systems in …IT and Non-IT organizations. For this purpose, an electronic-survey-based questionnaire with a set of questions with categorical response options has been developed and the responses collected through this questionnaire are eligible to measure the acceptance level with effectiveness and usefulness of the e-HRM systems by IT and Non-IT business organizations. METHODS: Here, the questionnaire has 22 parameters. During data collection, 400 samples are obtained from 20 IT and 20 Non-IT (other services) organizations where ten employees from each organization participated in the survey. For the Data analysis for the acceptance model and also for testing of the hypothesis, several statistical-based data analysis techniques such as Data Reliability, Cross Tabulation, Normality test, Correlation ∖& Regression-based analysis, Factor Analysis, along with Pearson Chi-Square, Mann-Whitney U, Wilcoxon W for hypothetical testings are done. Apart from these criteria, using the data analysis techniques, a well-known technology acceptance model for the e-HRM system has also been employed to test with variables of the proposed questionnaire for the acceptance of e-HRM systems. RESULTS: All the statistical tests and testing of hypotheses are done in a sequential manner for comparison purposes of factors that affect e-HRM systems in IT and Non-IT organizations. The results are reported in detail with explanations and justifications. CONCLUSION: The results of the data analyses can be concluded with finding and discussing that the acceptability of e-HRM systems by the end users in IT firms is much higher than in other service organizations because of the significant difference in presence of external factors, perceived usefulness, perceived ease of use, user attitude, and behavior between the IT and Non-IT groups of organizations. Show more

Keywords: e-HRM, IT, Non-IT, perception model, data analysis, acceptance criteria, questionnaire

DOI: 10.3233/HSM-220177

Citation: Human Systems Management, vol. 43, no. 1, pp. 99-123, 2024

Authors: Abbas, Ali Fazal | Tariq, Anum

Article Type: Research Article

Abstract: PURPOSE: Based on theory of social exchange and theory of the psychological contract, this explanatory study reconnoiters the mediating factor of organization trust on transformational leadership in connection with workplace contradictory behavior in the banking sector to mitigate the incidents as evident from different bank reports and newspapers. RESEARCH DESIGN: Cluster sampling is properly applied on the key recommendations of previous studies and survey questionnaire from 400 (Male = 240 Female = 160) potential respondents from various banks were carefully composed to test using SEM-Amos. FINDINGS: The results shown that TL characteristically considers no candid connection with WDB in the …finance sector, however organizational trust purely clarified the unique bond between TL and WDB more commendably. Commercial Banking industry can persuasively progress the irregular conduct of local bankers by appropriately smearing this logical investigation, likewise, standing procedures can also be upgraded in the stern nimble of the extracted outcomes of this study. ORIGINALITY: This study realistically contributes to the literature of leadership style and deviant behavior based upon social Exchange and psychological contract philosophy and mediating factors affecting deviant behavior and transformational leadership. It established the causative factors that bridged the theoretical gaps between TL and WDB in the banking industry. Show more

Keywords: Transformational leadership, organizational trust, workplace deviant behaviour

DOI: 10.3233/HSM-230073

Citation: Human Systems Management, vol. 43, no. 1, pp. 125-136, 2024