Ethical human resource management mitigates the positive association between illegitimate tasks and employee unethical behaviour

The purpose of this study is to examine the impact of human resource management practices on organizational performance. In this study a total of 100 managers of manufacturing firms in Kosovo from public and private sectors have responded to the survey. The survey questionnaire had contained 39 items covering selected HRM practices and organizational performance. Our empirical results show that managers of manufacturing firms in Kosovo recognize the importance of employees in their organization and apply practices to manage them effectively. The outcome of correlation analysis provides evidence that HRM practices positively and significantly influence organizational performance. Recruitment and selection practices show the strongest positive association with organizational performance (rho = 0.905) compared to other practices. Regarding to our findings we suggest that with a good recruiting and selection, the organization will fill with a group of potentially qualified candidates. Also, companies should continuously train and develop and involve their employees as they are viewed as the most important resources source of competitive advantage.

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Human Resource Sustainability in the Hospitality Sector

International Journal of Scientific Research in Science Engineering and Technology ◽

10.32628/ijsrset218336 ◽

2021 ◽

pp. 171-177

Author(s):

Mrunali Mehta ◽

Mukesh Kumar Mahawar ◽

Pradeep Kumar Mishra

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Positive Association ◽

Well Being ◽

Human Resource Practices ◽

Resource Sustainability ◽

Research Findings ◽

Strong Positive Association ◽

Hospitality Sector

In India's hospitality sector, Delhi is a resource provider. Sustainable human resource practices are important for the development of this sector. According to research findings, there is a scarcity of research on sustainable Human resource practices in Delhi's hospitality sector. This study focuses on sustainable human resource practices in the hospitality sector in Delhi, India. The research aims at dependent variable from the Sustainable Human Resource Management survey that deal with the role of humans in socioeconomic, societal, and business sustainability. The research presents empirical evidence regarding the importance of external Human Resource Management variables such as ethical principles (EP), employment (E), pay and benefits (PB) on the long-term sustainability of the Delhi hospitality sector. The research was carried out in hotels across Delhi. After validating the normalcy and trustworthiness of 48 responses, the statistical analyses were performed. Three hypotheses were formulated and test statistics were used to evaluate findings. With the exception of well-being to recruitment (0.09) and involvement to recruitment (0.16), all factors had a strong positive association.

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I’ll do whatever I want … who are you to prohibit me? A tattle tale of workplace deviance

Emerald Emerging Markets Case Studies ◽

10.1108/eemcs-06-2016-0124 ◽

2018 ◽

Vol 8 (1) ◽

pp. 1-14

Author(s):

Jihad Mohammad ◽

Farzana Quoquab ◽

Norsyila Bt Rashid ◽

Nur Azlina Bt Rashid ◽

Fazilah Bt Osman ◽

...

Keyword(s):

Resource Management ◽

Business Ethics ◽

Human Resource Management ◽

Learning Outcomes ◽

Human Resource ◽

Code Of Conduct ◽

Organizational Factors ◽

Content Type ◽

Unethical Behaviour ◽

Organizational Behaviour

Subject area This case can be used in teaching business ethics, organizational behaviour and human resource management. More specifically, romance in the workplace, discrimination, absenteeism, sneaking and cyberloafing in the workplace. Study level/applicability This case can be used for both undergraduate and postgraduate students particularly for business ethics, organizational behaviour, human resource management and leadership courses. Students/participants are challenged to identify the major issue in the case and help the decision maker to make a decision. Case overview This case demonstrates the unethical behaviour of Natacha and Noman Ali. Natacha refused to comply with the company’s code of conduct and breached the company’s rules and regulations. Natacha used the company’s resources to carry out her personal business and also cheated on her attendance records, and the Director of Enforcement and the Inspectorate Division, Noman, continued to back and support her. Madam Siti Hajar had consulted and advised her many times, but Natacha did not pay attention to her advice. Madam Siti was in a dilemma: whether to report this unethical situation to the top management or to tolerate this situation and remain silent. Expected learning outcomes Expected learning outcomes are as follows: to identify and describe major issues related to workplace unethical behaviour; to provide examples of the concepts of commitment, dedication, fairness, discrimination and ethical leadership; to identify and analyse individual and organizational factors that may affect individuals’ unethical behaviour; to instruct students of the scientific methods involved in making decisions; and. to help students to think thoroughly, deeply and critically to make decisions that can solve the problem at hand. Supplementary materials Teaching Notes are available for educators only. Please contact your library to gain login details or email [email protected] to request teaching notes. Subject code CSS 6: Human Resource Management.

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