scholarly journals Feeling like a million miles away from home? Well-being at work of expatriates in the resources sector in Indonesia

2021 ◽  
pp. 239700222110637
Author(s):  
Harum Apriyanti ◽  
Kate Hutchings ◽  
Ruth McPhail
Keyword(s):  
Social Capital ◽  
Well Being ◽  
Work Life ◽  
Social Aspect ◽  
Human Resource Managers ◽  
Host Countries ◽  
Resource Managers ◽  
Safety Work ◽  
Context Specific ◽  
Depth Interviews

As the world of business becomes increasingly globalised, there is greater mobility of workers internationally. Prior research has found expatriates (and their families) experience work and cultural stressors when living and working in host countries, and the stressors may be greater when working in remote locations. This research explores perceptions of well-being a of expatriates at work in the resources sector, including how social capital impacts on the well-being of expatriates. The research was undertaken in Indonesia and involved semi-structured in-depth interviews with 43 resources sector expatriates, 8 spouses and 7 human resource managers who provided their perceptions of the well-being of expatriates at work. The findings highlight nine aspects of well-being at work for expatriates in the resources sector in Indonesia, including: social aspect, safety/security, benefits and disadvantages, work aspects, job and other attitudes, eudaimonic aspect, work-life balance, affect and external influences. The findings particularly emphasise the importance of safety, work life balances and external (organisational) influences. The research contributes to expatriate, well-being and social capital literature by providing an understanding of well-being at work for expatriates working in non-standard (often remote) workplaces in the resources sector. While the research was undertaken in Indonesia and includes context-specific examples from this developing country, the conceptualisation of well-being at work has broader application for employees working in non-standard workplaces across many sectors and contexts.

EMPLOYER BRANDING OF MICRO, SMALL AND MEDIUM ENTERPRISES (MSMES) IN INDONESIA

2019 ◽  
Vol 4 (1) ◽  
pp. 165-174
Author(s):  
Ambara Purusottama ◽  
Teddy Trilaksono ◽  
Ari Ardianto
Keyword(s):  
Financial Constraints ◽  
Small And Medium Enterprises ◽  
Human Resources Management ◽  
Qualitative Approach ◽  
Human Resource Managers ◽  
Employer Branding ◽  
Resources Management ◽  
Resource Managers ◽  
Medium Enterprises ◽  
Depth Interviews

This study attempts to narrow the gaps that exist in the literature about branding in the context of micro, small and medium enterprises (MSMEs). The research method used is a qualitative approach through in-depth interviews with Owners, Managing Directors, and Human Resource Managers in MSMEs. The results of this study indicate that the UMKM employer branding is still limited to intention. It can be seen from the absence of programs or activities that support employer branding programs that are felt directly by their employees. This is induced by the focus of MSME businessmen who are still on fundamental issues such as financial constraints and the absence of loyal consumers. The results of this study can be used by educators or stakeholders in Indonesian MSMEs as a reference for formulating employer branding approaches and strategies that are in line with the characteristics of MSMEs in Indonesia. Keywords: Employer branding, Human resources management, Micro, small and medium enterprises

Human Resource Practices in the Non-Star Category Hotels in Kolkata

2015 ◽  
Vol 8 (1and2) ◽  
Author(s):  
P. R. Sandilyan ◽  
Sutheeshana Babu S.
Keyword(s):  
Empirical Study ◽  
Work Environment ◽  
Human Resource ◽  
Minimum Wages ◽  
Human Resource Practices ◽  
Human Resource Managers ◽  
Large Pool ◽  
Resource Managers ◽  
Safety Work ◽  
The City

In this empirical study, the authors made an attempt to examine the challenges faced by the human resource managers and employees as well as the benefits extended to the employees in the non-star hotel segment in the city of Kolkata It was also endeavored to ascertain the standards maintained by these hotels specifically the hygiene, safety, work environment and to mandatory legal and regulatory compliances. The results show that while these hotels were profitable and enjoyed a healthy market, the human resource practices were unhealthy and discriminatory in nature. Employees were neither provided with minimum wages and benefits nor have the establishments shown any interest in adhering to the mandatory compliances. This could largely be attributed to predominance of largely unskilled or inadequately qualified employees and a large pool of outsourced manpower.

scholarly journals Expatriation, alcohol and drugs: antecedents and consequences of substance use in expatriation

2018 ◽  
Vol 6 (3/4) ◽  
pp. 316-334 ◽  
Author(s):  
Olivier Wurtz
Keyword(s):  
Substance Use ◽  
Well Being ◽  
International Experience ◽  
Organizational Level ◽  
Human Resource Managers ◽  
Content Type ◽  
Individual Level ◽  
Resource Managers ◽  
Antecedents And Consequences ◽  
High Level

PurposeExpatriation is known to be stressful. The purpose of this paper is to examine stress as an antecedent of substance use (SU) during expatriation and related effects on expatriates’ work adjustment. Moreover, the study sheds light on individual-level moderators (i.e. gender and prior international experience) and organizational-level moderators (i.e. organizational social support) that might condition the stress–SU link.Design/methodology/approachThis work adopts a quantitative survey approach. It is based on two studies, one of 205 expatriates and one of 96 expatriate–supervisor dyads. The data were collected through personal networks and with the help of multinational companies.FindingsThis research shows that stress at a medium- to high-level increases SU among male expatriates, but not among female expatriates. Expatriates with substantial prior international experience were identified as being more prone to react to stress by resorting to SU. It also provides evidence that SU to aid coping harms professional adjustment. Moreover, some implications relating to professional adjustment are discussed.Research limitations/implicationsSU was self-reported; this may have deterred users from accurately reporting their consumption levels. Moreover, convenience samples have been used. Preventive actions limiting SU, such as well-being programs, could be sponsored by local human resource managers in order to limit this phenomenon.Originality/valueThis work is one of the first to analyze SU among expatriates. It shows that some expatriates are more at risk than others of resorting to such use to cope with the hardships of expatriation.

scholarly journals Integration at the workplace studies within multinational pharmaceutical factories in Hungary

2012 ◽  
Vol 6 (5) ◽  
pp. 69-71
Author(s):  
Anita Kozák
Keyword(s):  
Human Resource ◽  
Primary Objective ◽  
Human Resource Managers ◽  
Social Changes ◽  
Doctoral Research ◽  
Resource Managers ◽  
Management Literature ◽  
The Individual ◽  
Depth Interviews ◽  
Work Socialization

The primary objective of this essay is to assign a gap in Human Recourse Management literature. Many studies and resources are known about hiring and maintaining people and their loyalty to organizations. Work socialization is the first step to keeping people; however, most of the literature on integration at the workplace focuses primarily on organizational commitment and not on the individuals. Various perspectives of work socialization have been discussed including socialization stages, guidance and carrier development. This essay focuses on the approach of Human Resource Management, but the scope is expanded to the individual as well. In this paper, the reasoning, the methods and the questions of my future doctoral research on integration at the workplace are analysed. First, the issue is discussed from the perspective of social changes in Hungary. The next part of this essay illustrates varying definitions from the literature, providing then my own view of how to explain the integration process in the workplace and through which what I would like to focus my research. This article also aims to show possible methods (in-depth interviews with Human Resource Managers and document analysis) for examining the topic at multinational pharmaceutical factories in Hungary, while highlighting the most important questions for which my research aims to find answers.

scholarly journals Human Resource Managers Views on Implementing Work-Life Balance

1970 ◽  
Author(s):  
Lisa Mohn
Keyword(s):  
Human Resource ◽  
Work Life ◽  
Work Life Balance ◽  
Human Resource Managers ◽  
Structured Interviews ◽  
Life Balance ◽  
Tertiary Institutions ◽  
Resource Managers ◽  
Hr Managers ◽  
Stable Categories

This paper focuses on the views of Human Resource (HR) managers about the implementation of work life balance (WLB) initiatives. Increasingly, WLB has become an important part of employment relations discussion and knowledge. The literature presents two key themes in terms of how this is implemented in practice. Firstly there was a corporate theme, where WLB is developed and applied from within the organisation. In the second theme WLB is developed and applied in tripartite partnership. The literature showed the New Zealand (NZ) experience is confused as to which path it is following. Thus, the purpose of this study was to explore the views of HR managers in NZ government funded tertiary institutions about the implementation of WLB practices. The research involved 3 in-depth, semi-structured interviews, which were then transcribed, analysed and compared until stable categories emerged. The findings reflected the confusion found in the literature. Approaches and knowledge of WLB were standardised and essentially uniform; there was much pride and satisfaction in achievements, both individual and corporately: and despite being government funded, the organisations reflected a corporatist theme in their approach to WLB. In summary, regardless of the rhetoric of WLB as positive to workers regaining balance in their lives, the research showed in practice it was 'a wolf in sheep's clothing' -- more beneficial for the organisations in terms of increasing worker productivity, than for the workers.

“We are not phobic but selective”: the older generation’s attitude towards using technology in workplace communications

2014 ◽  
Vol 28 (4) ◽  
pp. 18-20
Author(s):  
Vibhav Singh
Keyword(s):  
Oil And Gas ◽  
Human Resource Managers ◽  
Content Type ◽  
Adequate Knowledge ◽  
Indian Context ◽  
Use Of Technology ◽  
Resource Managers ◽  
Depth Interviews ◽  
Practical Implications

Purpose – The purpose of this paper is to study and understand the older generation’s attitude toward use of technology for workplace communications. Design/methodology/approach – In-depth interviews were conducted with the older generation employees of an Indian Oil and Gas Public Sector Undertakings. Data gathered from the interviews were then analyzed to draw broad themes. Findings – Although the older generation is aware of the importance of technology and has adequate knowledge of its use, they are reluctant to use it. The reluctance is not on account of techno-phobia; it is more in the nature of approach-avoidance. Research limitations/implications – Organizations and human resource managers should focus on addressing the mental block of the older generation regarding the use of technology. Practical implications – Reverse mentoring and formation of cross-generational teams can be used to alter older generation’s selective mindset in relation to technology. Originality/value – This paper discusses the role of technology in intergenerational communication in the Indian context.

scholarly journals Psychological capital, work well-being, and job performance

2018 ◽  
Vol 7 (4.9) ◽  
pp. 63
Author(s):  
Rizal Nangov ◽  
Sasmoko . ◽  
Yasinta Indrianti
Keyword(s):  
Positive Psychology ◽  
Job Performance ◽  
Research Method ◽  
Quantitative Method ◽  
Psychological Capital ◽  
Well Being ◽  
Human Resource Managers ◽  
Resource Managers ◽  
Survey Technique ◽  
Multidimensional Concept

Performance as a multidimensional concept has become a very interesting variable to be studied especially in the viewpoint of positive psychology. This study aims to see the influence of Psychological Capital and Work Well Being as an element in the positive psychology of Job Performance. The research method used is a quantitative method with survey technique. The results showed that Psychological Capital had a positive and significant impact on Job Performance as well as Worl Well Being. These results are expected to contribute positively to human resource managers so that the measurement of performance can be done by considering the various multidimensional components that influence it. 

scholarly journals Migration: A means to create work–life balance?

2017 ◽  
Vol 24 (2) ◽  
pp. 279-294 ◽  
Author(s):  
Suzette Dyer ◽  
Yiran Xu ◽  
Paresha Sinha
Keyword(s):  
Tertiary Education ◽  
Work And Family ◽  
Work Life ◽  
Work Life Balance ◽  
Cultural Work ◽  
Human Resource Managers ◽  
Life Balance ◽  
Complex Processes ◽  
Resource Managers ◽  
And Migration

AbstractIn this article, we examine the postmigration work–life balance or conflict experiences of 15 Chinese-born mothers living in New Zealand. Our analysis contributes theoretically to the work–life balance and migration literatures. It does so by revealing that balance and conflict is influenced by the interrelationship between the socio-cultural, work, and family domains; and that this interrelationship has both a complex and nuanced influence on postmigration balance and conflict. Thus, balance or conflict was influenced by the interrelationship between the participants’ unique experiences within the three domains, including experiencing satisfaction in all three domains and through complex processes of negative spillover, compensation, renegotiation and removal. The postmigration experiences highlight the need for a comprehensive and concerted approach by government, tertiary education institutions, and human resource managers to develop responsive policy initiatives that support migrants to settle into all aspects of their lives.

Resilience and spirituality: a mixed methods exploration of executive stress

2019 ◽  
Vol 28 (2) ◽  
pp. 399-416 ◽  
Author(s):  
Charlotte D. Shelton ◽  
Sascha Hein ◽  
Kelly A. Phipps
Keyword(s):  
Life Satisfaction ◽  
Mixed Methods ◽  
Mixed Methods Research ◽  
Mindfulness Meditation ◽  
Well Being ◽  
Future Research ◽  
Human Resource Managers ◽  
Content Type ◽  
Resource Managers ◽  
Explanatory Sequential Design

Purpose The purpose of this mixed methods research study was to explore the relationships between spirituality, leader resiliency and life satisfaction/well-being. Design/methodology/approach Using an explanatory sequential design, the authors tested three research hypotheses to explore the relationships between the participants’ spiritual practices and level of resiliency, life satisfaction and sense of well-being. Data were collected from 101 executive MBA alumni of a US-based university. Following the quantitative analysis of the survey results, interviews were conducted with 25 executives who scored high in the frequency of spiritual practice to further explore how they applied their spirituality in stressful work situations. Findings The results found positive relationships between spirituality, resilience and overall life satisfaction. Participants who engaged in meditative practices had a significantly higher overall resilience score than non-meditators. Research limitations/implications Key limitations are sample size and the risk of common method variance. Though numerous procedural steps were taken to control for these issues, future research with a larger and more diverse sample is needed. Practical implications Organizational stress is pervasive and executive burnout is a risk factor for leaders and their organizations. This research offers practical suggestions for ways that human resource managers and organization development practitioners can provide prevention resources to their executives. Originality/value This research contributes to the literature by providing support for mindfulness/meditation training for executives. It also demonstrates the value of mixed methods research for a deeper understanding of the lived experiences of the participants.

scholarly journals Involuntary wellness programs: the case of a large US company

2015 ◽  
Vol 3 (1) ◽  
pp. 2-24 ◽  
Author(s):  
Davide Secchi ◽  
Hong T.M. Bui ◽  
Kathleen Gamroth
Keyword(s):  
Survey Methods ◽  
Well Being ◽  
Wellness Programs ◽  
Economic Incentives ◽  
Insurance Companies ◽  
Human Resource Managers ◽  
Content Type ◽  
Resource Managers ◽  
Health Related ◽  
The Usa

Purpose – The purpose of this paper is to investigate recent healthcare reform in the USA, which allows insurance companies to proactively intervene in improving the long-term health of employees, by providing wellness programs as part of their benefits package. Design/methodology/approach – The authors present and analyze data on how employees of a large US Midwest “media and education” company (n=154) perceive economic incentives toward well-being. Data are collected using survey methods and analyzed with a logistic regression. Findings – This study suggests that fairness, accessibility, intention to switch to a healthier lifestyle and desire to see more health-related initiatives affect the way employees seek to participate in the new involuntary wellness programs. By contrast, satisfaction, participation, and income to not affect how these new programs are perceived. Research limitations/implications – These findings suggest that human resource managers should pay attention to employees who are not active in existing wellness programs, and provide support during the transition toward the new involuntary programs, to avoid potential frustration, demotivation, disengagement and, ultimately, decreasing performance among employees. Originality/value – The study is among the first to analyze involuntary wellness programs in the USA, and it provides a basis on which to expand further studies. This research contributes to support the idea that employee wellness is unlikely to be enforced by rule or policy.

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