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THE IMPACT OF HUMAN RESOURCE MANAGEMENT ON THE ACTIVITIES OF NON-GOVERNMENTAL ORGANIZATIONS USING STATISTICAL APPROACHES
Corresponding Author(s) : Alexander Vasyaev
Humanities & Social Sciences Reviews,
Vol. 8 No. 3 (2020): May
Abstract
Purpose of the study: The purpose of the study is to detect and track the possible correlation between the activities of non-governmental organizations and human resource management. This study also goal to investigate the role of the manager in fulfilling the prerequisites to reach the prosperity and flourishment within a group that works on a certain end.
Methodology: To achieve the objectives of the study, a survey of the management and employees of six non-governmental organizations operating in various fields (educational, sports, charitable, scientific) was conducted. A total of 150 people were interviewed. The Pearson chi-squared test was used to calculate preliminary approaches that are recently using and final findings.
Main Findings: The pilot analysis using the Pearson chi-squared method revealed that the personnel policy can have a positive effect on the organization, as it allows hiring qualified employees and promotes employee motivation. According to Pearson's chi-square criterion, it was found out that there is no statistically important relationship between human resource management and the operation of non-governmental organizations.
Applications of this study: This may be explained by the fact that there are other significant factors affecting the operation of the company and being involved in the human resource management policy. However, a competent personnel policy is one of the components of the successful development of the company.
Novelty/Originality of this study: The originality of this study is that this revealed that organizations should have clear requirements for their employees in order to hire them in accordance with the company criteria. In addition, it is necessary to create a favorable working environment, as well as to consider human resource management when setting the development priorities of the organization.
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- Akhtar, S., Ding, D. Z., & Ge, G. L. (2008). Strategic HRM practices and their impact on company performance in Chinese enterprises. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 47(1), 15-32. https://doi.org/10.1002/hrm.20195 DOI: https://doi.org/10.1002/hrm.20195
- Bodla, A. A., & Ningyu, T. (2017). Transformative HR practices and employee task performance in high-tech firms. Journal of Organizational Change Management. https://doi.org/10.1108/JOCM-02-2016-0030 DOI: https://doi.org/10.1108/JOCM-02-2016-0030
- Colbert, B. A. (2004). The complex resource-based view: Implications for theory and practice in strategic human resource management. Academy of management review, 29(3), 341-358. https://doi.org/10.5465/amr.2004.13670987 DOI: https://doi.org/10.5465/amr.2004.13670987
- Fabling, R., & Grimes, A. (2010). HR practices and New Zealand firm performance: What matters and who does it?. The International Journal of Human Resource Management, 21(4), 488-508. https://doi.org/10.1080/09585191003611994 DOI: https://doi.org/10.1080/09585191003611994
- Fomina, S., Sizikova, V., Shimanovskaya, Y., Kozlovskaya, S., & Karpunina, A. (2019). The effect of teaching and supply chain management on employees' skills in small and medium sized enterprises of Russia. International Journal of Supply Chain Management, 8(4), 930-938.
- Gilson, L. L., Lim, H. S., D'Innocenzo, L., & Moye, N. (2012). One size does not fit all: Managing radical and incremental creativity. The Journal of Creative Behavior, 46(3), 168-191. https://doi.org/10.1002/jocb.12 DOI: https://doi.org/10.1002/jocb.12
- Gurbuz, S., & Bingol, D. (2007). Cesitli orgut yoneticilerinin guc mesafesi, belirsizlikten kacınma, eril-disil ve bireyci-toplulukcu kultur boyutlarına yonelik egilimleri uzerine gorgul bir arastirma. KHO Savunma Bilimleri Dergisi, 6(2), 68-87.
- Hon, A. H., Bloom, M., & Crant, J. M. (2014). Overcoming resistance to change and enhancing creative performance. Journal of Management, 40(3), 919-941. https://doi.org/10.1177/0149206311415418 DOI: https://doi.org/10.1177/0149206311415418
- Hong, J., Hou, B., Zhu, K., & Marinova, D. (2018). Exploratory innovation, exploitative innovation and employee creativity. Chinese Management Studies. https://doi.org/10.1108/CMS-11-2016-0228 DOI: https://doi.org/10.1108/CMS-11-2016-0228
- Liu, D., Gong, Y., Zhou, J., & Huang, J. C. (2017). Human resource systems, employee creativity, and firm innovation: The moderating role of firm ownership. Academy of Management Journal, 60(3), 1164-1188. https://doi.org/10.5465/amj.2015.0230 DOI: https://doi.org/10.5465/amj.2015.0230
- Maheshwari, S., & Vohra, V. (2015). Identifying critical HR practices impacting employee perception and commitment during organizational change. Journal of Organizational Change Management. https://doi.org/10.1108/JOCM-03-2014-0066 DOI: https://doi.org/10.1108/JOCM-03-2014-0066
- Mansour, H. F., Heath, G., & Brannan, M. J. (2016). Exploring the role of HR practitioners in pursuit of organizational effectiveness in higher education institutions. Journal of Change Management, 15(3), 210–230. https://doi.org/10.1080/14697017.2015.1045539 DOI: https://doi.org/10.1080/14697017.2015.1045539
- Messersmith, J. G., Patel, P. C., Lepak, D. P., & Gould-Williams, J. S. (2011). Unlocking the black box: Exploring the link between high-performance work systems and performance. Journal of Applied Psychology, 96(6), 1105–1118. https://doi.org/10.1037/a0024710 DOI: https://doi.org/10.1037/a0024710
- Piening, E. P., Baluch, A. M., & Ridder, H. G. (2014). Mind the intended- implemented gap: Understanding employees' perceptions of HRM. Human Resource Management, 53(4), 545–567. https://doi.org/10.1002/hrm.21605 DOI: https://doi.org/10.1002/hrm.21605
- Russo, S. D., Mascia, D., & Morandi, F. (2018). Individual perceptions of HR practices, HRM strength and appropriateness of care: A meso, multilevel approach. The International Journal of Human Resource Management, 29(2), 286–310. https://doi.org/10.1080/09585192.2016.1165276 DOI: https://doi.org/10.1080/09585192.2016.1165276
- Way, S. A., Tracey, J. B., Fay, C. H., Wright, P. M., Snell, S. A., Chang, S., & Gong, Y. (2015). Validation of a multidimensional HR flexibility measure. Journal of Management, 41(4), 1098-1131. https://doi.org/10.1177/0149206312463940 DOI: https://doi.org/10.1177/0149206312463940
- Wright, P. M., & McMahan, G. C. (1992). Theoretical perspectives for strategic human resource management. Journal of management, 18(2), 295-320. https://doi.org/10.1177/014920639201800205 DOI: https://doi.org/10.1177/014920639201800205
- Al-Jabari, M. (2013). Factors affecting human resource practices in a sample of diversified Palestinian organizations. Tourism & Management Studies, 594-603.
- Zheng, C., O'Neill, G., & Morrison, M. (2009). Enhancing Chinese SME performance through innovative HR practices. Personnel Review. https://doi.org/10.1108/00483480910931334 DOI: https://doi.org/10.1108/00483480910931334
- Kotey, B., & Slade, P. (2005). Formal human resource management practices in small growing firms. Journal of small business management, 43(1), 16-40. https://doi.org/10.1111/j.1540-627X.2004.00123.x DOI: https://doi.org/10.1111/j.1540-627X.2004.00123.x
- Nooteboom, B. (1993). Firm size effects on transaction costs. Small business economics, 5(4), 283-295. https://doi.org/10.1007/BF01516249 DOI: https://doi.org/10.1007/BF01516249
- Klaas, B. S., McClendon, J., & Gainey, T. W. (2000). Managing HR in the small and medium enterprise: The impact of professional employer organizations. Entrepreneurship Theory and Practice, 25(1), 107-124. https://doi.org/10.1177/104225870002500109 DOI: https://doi.org/10.1177/104225870002500109
- De Kok, J., Uhlaner, L. M., & Thurik, R. (2003). Human resource management with small firms; facts and explanations.
- Mayson, S. E., & Barrett, R. J. (2006). Human resource management in small firms: evidence from growing small firms in Australia. In Human resource strategies for the high growth entrepreneurial firm (pp. 223-243). Information Age Publishing.
- Mazzarol, T. (2003). A model of small business HR growth management. International Journal of Entrepreneurial Behavior & Research. https://doi.org/10.1108/13552550310461036 DOI: https://doi.org/10.1108/13552550310461036
- Wiesner, R., & McDonald, J. (2001). Bleak house or bright prospect? Human resource management in Australian SMEs. Asia Pacific Journal of Human Resources, 39(2), 31-53. https://doi.org/10.1177/103841110103900203 DOI: https://doi.org/10.1177/103841110103900203
- Authority, P. (2008). Palestinian Reform and Development Plan 2008–2010. Palestinian Authority.
- Ding, D. Z., Akhtar, S., & Ge, G. L. (2006). Organizational differences in managerial compensation and benefits in Chinese firms. The international journal of human resource management, 17(4), 693-715. https://doi.org/10.1080/09585190600581675 DOI: https://doi.org/10.1080/09585190600581675
References
Akhtar, S., Ding, D. Z., & Ge, G. L. (2008). Strategic HRM practices and their impact on company performance in Chinese enterprises. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 47(1), 15-32. https://doi.org/10.1002/hrm.20195 DOI: https://doi.org/10.1002/hrm.20195
Bodla, A. A., & Ningyu, T. (2017). Transformative HR practices and employee task performance in high-tech firms. Journal of Organizational Change Management. https://doi.org/10.1108/JOCM-02-2016-0030 DOI: https://doi.org/10.1108/JOCM-02-2016-0030
Colbert, B. A. (2004). The complex resource-based view: Implications for theory and practice in strategic human resource management. Academy of management review, 29(3), 341-358. https://doi.org/10.5465/amr.2004.13670987 DOI: https://doi.org/10.5465/amr.2004.13670987
Fabling, R., & Grimes, A. (2010). HR practices and New Zealand firm performance: What matters and who does it?. The International Journal of Human Resource Management, 21(4), 488-508. https://doi.org/10.1080/09585191003611994 DOI: https://doi.org/10.1080/09585191003611994
Fomina, S., Sizikova, V., Shimanovskaya, Y., Kozlovskaya, S., & Karpunina, A. (2019). The effect of teaching and supply chain management on employees' skills in small and medium sized enterprises of Russia. International Journal of Supply Chain Management, 8(4), 930-938.
Gilson, L. L., Lim, H. S., D'Innocenzo, L., & Moye, N. (2012). One size does not fit all: Managing radical and incremental creativity. The Journal of Creative Behavior, 46(3), 168-191. https://doi.org/10.1002/jocb.12 DOI: https://doi.org/10.1002/jocb.12
Gurbuz, S., & Bingol, D. (2007). Cesitli orgut yoneticilerinin guc mesafesi, belirsizlikten kacınma, eril-disil ve bireyci-toplulukcu kultur boyutlarına yonelik egilimleri uzerine gorgul bir arastirma. KHO Savunma Bilimleri Dergisi, 6(2), 68-87.
Hon, A. H., Bloom, M., & Crant, J. M. (2014). Overcoming resistance to change and enhancing creative performance. Journal of Management, 40(3), 919-941. https://doi.org/10.1177/0149206311415418 DOI: https://doi.org/10.1177/0149206311415418
Hong, J., Hou, B., Zhu, K., & Marinova, D. (2018). Exploratory innovation, exploitative innovation and employee creativity. Chinese Management Studies. https://doi.org/10.1108/CMS-11-2016-0228 DOI: https://doi.org/10.1108/CMS-11-2016-0228
Liu, D., Gong, Y., Zhou, J., & Huang, J. C. (2017). Human resource systems, employee creativity, and firm innovation: The moderating role of firm ownership. Academy of Management Journal, 60(3), 1164-1188. https://doi.org/10.5465/amj.2015.0230 DOI: https://doi.org/10.5465/amj.2015.0230
Maheshwari, S., & Vohra, V. (2015). Identifying critical HR practices impacting employee perception and commitment during organizational change. Journal of Organizational Change Management. https://doi.org/10.1108/JOCM-03-2014-0066 DOI: https://doi.org/10.1108/JOCM-03-2014-0066
Mansour, H. F., Heath, G., & Brannan, M. J. (2016). Exploring the role of HR practitioners in pursuit of organizational effectiveness in higher education institutions. Journal of Change Management, 15(3), 210–230. https://doi.org/10.1080/14697017.2015.1045539 DOI: https://doi.org/10.1080/14697017.2015.1045539
Messersmith, J. G., Patel, P. C., Lepak, D. P., & Gould-Williams, J. S. (2011). Unlocking the black box: Exploring the link between high-performance work systems and performance. Journal of Applied Psychology, 96(6), 1105–1118. https://doi.org/10.1037/a0024710 DOI: https://doi.org/10.1037/a0024710
Piening, E. P., Baluch, A. M., & Ridder, H. G. (2014). Mind the intended- implemented gap: Understanding employees' perceptions of HRM. Human Resource Management, 53(4), 545–567. https://doi.org/10.1002/hrm.21605 DOI: https://doi.org/10.1002/hrm.21605
Russo, S. D., Mascia, D., & Morandi, F. (2018). Individual perceptions of HR practices, HRM strength and appropriateness of care: A meso, multilevel approach. The International Journal of Human Resource Management, 29(2), 286–310. https://doi.org/10.1080/09585192.2016.1165276 DOI: https://doi.org/10.1080/09585192.2016.1165276
Way, S. A., Tracey, J. B., Fay, C. H., Wright, P. M., Snell, S. A., Chang, S., & Gong, Y. (2015). Validation of a multidimensional HR flexibility measure. Journal of Management, 41(4), 1098-1131. https://doi.org/10.1177/0149206312463940 DOI: https://doi.org/10.1177/0149206312463940
Wright, P. M., & McMahan, G. C. (1992). Theoretical perspectives for strategic human resource management. Journal of management, 18(2), 295-320. https://doi.org/10.1177/014920639201800205 DOI: https://doi.org/10.1177/014920639201800205
Al-Jabari, M. (2013). Factors affecting human resource practices in a sample of diversified Palestinian organizations. Tourism & Management Studies, 594-603.
Zheng, C., O'Neill, G., & Morrison, M. (2009). Enhancing Chinese SME performance through innovative HR practices. Personnel Review. https://doi.org/10.1108/00483480910931334 DOI: https://doi.org/10.1108/00483480910931334
Kotey, B., & Slade, P. (2005). Formal human resource management practices in small growing firms. Journal of small business management, 43(1), 16-40. https://doi.org/10.1111/j.1540-627X.2004.00123.x DOI: https://doi.org/10.1111/j.1540-627X.2004.00123.x
Nooteboom, B. (1993). Firm size effects on transaction costs. Small business economics, 5(4), 283-295. https://doi.org/10.1007/BF01516249 DOI: https://doi.org/10.1007/BF01516249
Klaas, B. S., McClendon, J., & Gainey, T. W. (2000). Managing HR in the small and medium enterprise: The impact of professional employer organizations. Entrepreneurship Theory and Practice, 25(1), 107-124. https://doi.org/10.1177/104225870002500109 DOI: https://doi.org/10.1177/104225870002500109
De Kok, J., Uhlaner, L. M., & Thurik, R. (2003). Human resource management with small firms; facts and explanations.
Mayson, S. E., & Barrett, R. J. (2006). Human resource management in small firms: evidence from growing small firms in Australia. In Human resource strategies for the high growth entrepreneurial firm (pp. 223-243). Information Age Publishing.
Mazzarol, T. (2003). A model of small business HR growth management. International Journal of Entrepreneurial Behavior & Research. https://doi.org/10.1108/13552550310461036 DOI: https://doi.org/10.1108/13552550310461036
Wiesner, R., & McDonald, J. (2001). Bleak house or bright prospect? Human resource management in Australian SMEs. Asia Pacific Journal of Human Resources, 39(2), 31-53. https://doi.org/10.1177/103841110103900203 DOI: https://doi.org/10.1177/103841110103900203
Authority, P. (2008). Palestinian Reform and Development Plan 2008–2010. Palestinian Authority.
Ding, D. Z., Akhtar, S., & Ge, G. L. (2006). Organizational differences in managerial compensation and benefits in Chinese firms. The international journal of human resource management, 17(4), 693-715. https://doi.org/10.1080/09585190600581675 DOI: https://doi.org/10.1080/09585190600581675