Annals of Human Resource Management Research (AHRMR) is an international, peer-reviewed, and scholarly journal which publishes high-quality research to answer important and interesting questions, develop or test theory, replicate prior studies, explore interesting phenomena, review and synthesize existing research and provide new perspective aimed at stimulating future theory development and empirical research across the human resource management discipline.
Published
2021-05-28
Articles
Efficacy of inspirational motivation on the performance of public health workers in mid-north of Uganda
Purpose: This study sought to determine the efficacy of inspirational motivation on the performance of middle-level Public Health Workers (PHWs) in Lira District Local Government. Specifically, the study aimed to: determine the degree of inspirational motivation among ML-PHWs in Lira District; determine the level of performance among ML-PHWs in Lira District; and investigate the effect of inspirational motivation on the performance of ML-PHWs in Lira District.
Research methodology: The study adopted a cross-sectional survey design while incorporating both quantitative and qualitative methods. The study used stratified and simple random sampling procedures to select health facilities, supervisors and ML-PHWs; a total of 164 respondents were selected.
Results: The findings suggest that inspirational motivation has a significant effect on the performance of ML-PHWs ( p<0.01).
Limitations: This study only focused on one construct of transformational leadership style (inspirational motivation), yet there are several constructs of that style, which may affect the performance of PHWs.
Contribution: The findings of this study can be useful to public service managers wishing to enhance the performance of PHWs using limited resources.
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SintaExamining the quality of work life: empirical testing indicators in the public organisation
Purpose: The present study aimed to identify employees’ quality of work life indicators in public organisations and provide necessary context to improve system accountability and employees’ needs in organisations.
Research methodology: To identify quality of work life indicators, authors studied theoretical research basics entirely and by considering elites’ ideas, identified main indicators by a descriptive – survey technique.
Result: Based on research findings, 15 constituents were identified as work life quality indicators. Research results indicate undesired quality of work life among employees at public organisations. Of identified constituents, Safe and healthy working conditions and organisational conflict are the most important and job satisfaction and Pay/benefits are the lowest important factors.
Limitations: The results only extend the understanding of the role of quality of work life in organisational effectiveness and have implications for human resource managers that may not be applicable for other positions.
Contribution: The study results help organisations identify the elements that affect the QWL and help them plan to increase organisational effectiveness by increasing employee satisfaction and motivation.
Employer branding and employee value proposition: The key success of startup companies in attracting potential employee candidates
Purpose: This study aims to analyze employer branding and employee value proposition on employer attractiveness in potential employee candidates of Startup Campuspedia Indonesia.
Research methodology: This study uses quantitative research methods that are processed using Smart PLS software. The sampling technique used is proportional random sampling with a total of 51 samples.
Results: The results show that employer branding and employee value proposition have a positive and significant impact on employer attractiveness at Startup Campuspedia Indonesia.
Limitations: The limitation of this study is that it only uses one startup company in the field of education as the object of research and has not used several companies with different backgrounds.
Contribution: The results of this study can be useful for Human Capital in the company's recruitment process in the next period as an effort to increase the interest of prospective employees to work in the company.
The effect of demographic factors on employees’ performance: A case of an owner-manager manufacturing firm
Purpose: The goal of this study is to look into how demographic factors influence employee performance in an owner-manager manufacturing firm.
Research Methodology: The research was carried out in an owner-manager firm in Cape Coast, Ghana's central region. For data translation and analysis, a quantitative approach and a correlational study design were used, as well as a census sampling technique to sample 400 employees, an interview schedule, multiple linear regression, and the Statistical Package for Social Sciences (SPSS) 20.0 Versions.
Result: The findings show that age and education have an impact on employees’ performance. The findings also revealed that age and department have an impact on employee absenteeism. Again the result shows that age, education, and tenure respectively influences employees’ output. However, some demographic factors have no relationship with employees’ performance, absenteeism, or output.
Limitation: Time constraints, assumptions about the underlying theory, and the unwillingness of respondents to give out information were all limitations.
Contribution: SMEs owners and managers must not overlook these elements, as they have a variety of effects on employees’ performance, how they miss work, and output levels. It is thought that paying attention to an employee's age groups, level of education, the department they work in and what transpired there, and years of experience will go a long way in assisting them in performing to a satisfactory level and increasing their performance.
Pages: 127-143
1835 views | 17075 downloads
The dynamics of work environment and its impact on organizational objectives
Purpose: The purpose of this research is to analyze the importance of the internal work environment and how it can promote organizational productivity. A work environment in the organization must be taken seriously because it is a way of defining the organization itself, it embraces all physical features in the workplace that can promote effective work operation, the ability of workers to relate properly, interact effectively, and connect well with their colleagues or those in the top-level management on work-related issues.
Research Methodology: This article adopts the secondary data through consultation of several textbooks, magazines, journals, and other publications.
Findings: It was observed that the organization fails to promote a good internal working environment, poor working conditions, disordered workplace, fails to include the employee in decision-making processes which can affect the level of productivity and hinder organizational objectives.
Limitations: The major limitations to the study are time constraints, access to literature, and the age of data since the research is based on secondary data.
Contribution: The research can contribute immensely to the growth and development of any organization either public or private and every other government ministry on how to manage the internal work environment.
Pages: 145-158
393 views | 245 downloads
Organizational climate and employee engagement of micro-finance banks in South-East, Nigeria
Purpose: The purpose of this study is to examine the relationship that exists between organizational climate and employee engagement in Microfinance Banks in South-East Nigeria.
Research Methodology: The study adopted a Survey Research Design and the target population consisted of 3875 employees of all the Microfinance Banks in South-East Nigeria while the sample size was six hundred and eighty-seven (687) employees of the 31 selected banks. A simple random sampling technique was adopted by the study and a structured questionnaire was used in data collection and was analyzed by using Simple Regression Analysis at a 5% level of significance.
Results: The findings indicated that there is a significant relationship existing between Career Development Climate and Employee Commitment in Microfinance Banks in South-East Nigeria (r = .961; R-Square = .923; p-value<.05) and that there is a significant relationship existing between Teamwork Climate and Absorption in Microfinance Banks in South-East Nigeria (r = .989; R-Square = .979; p-value<.05).
Limitations: Most of the banks used in the study are state-based banks, thereby, limiting how the work would be generalized if it had used national-based microfinance banks.
Contribution: this work contributed to the already existing body of knowledge in the area of organizational climate and employee engagement, but brought in empirical findings to back up the relationship between the variables in microfinance banks in Nigeria.
