In the context of the current era of sustainable development, green human resource management has become a hot topic of concern among enterprises. Green human resources are the driving force for the development of enterprises, and the strong initiative and creativity of employees can better serve the enterprise, promote the efficient, sustainable and healthy development of the enterprise, and promote the common progress of employees and the enterprise. In order to effectively promote the sustainable development of green human resources and expand the influence and effectiveness of green human resources, this project collects the working environment, training programs, performance appraisal programs and incentive policies under green human resource management through online questionnaires, field visits and face-to-face interviews, and studies green human resource management and employees' spontaneous changes within the organization, such as the improvement of employees' loyalty to the enterprise, The relationship between organizational citizenship behaviors such as performance level growth will further explore the impact of green human resource management on the organizational citizenship behaviors of employees in Internet enterprises.
{"title":"Research on the Impact of gGreen Human Hesource Management on Employees' Organizational Citizenship Behavior of Internet Enterprises","authors":"Yonghan Liu, Yufeng Zhang, Zichen Cui, Jiahui Zhang, Zihan Yang, Zhihong Li","doi":"10.11648/j.jhrm.20241203.12","DOIUrl":"https://doi.org/10.11648/j.jhrm.20241203.12","url":null,"abstract":"In the context of the current era of sustainable development, green human resource management has become a hot topic of concern among enterprises. Green human resources are the driving force for the development of enterprises, and the strong initiative and creativity of employees can better serve the enterprise, promote the efficient, sustainable and healthy development of the enterprise, and promote the common progress of employees and the enterprise. In order to effectively promote the sustainable development of green human resources and expand the influence and effectiveness of green human resources, this project collects the working environment, training programs, performance appraisal programs and incentive policies under green human resource management through online questionnaires, field visits and face-to-face interviews, and studies green human resource management and employees' spontaneous changes within the organization, such as the improvement of employees' loyalty to the enterprise, The relationship between organizational citizenship behaviors such as performance level growth will further explore the impact of green human resource management on the organizational citizenship behaviors of employees in Internet enterprises.\u0000","PeriodicalId":31099,"journal":{"name":"Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-07-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141679215","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-07-02DOI: 10.11648/j.jhrm.20241203.11
Imam Subchi, Evi Zakiyah, Juanda Naim, Maulidya Mafaza
Human resources are very important for the success of an organization, with good management will have a significant impact on employee performance, organizational commitment, work-life balance, and technostress, as evidenced by various studies and practical examples in educational institutions and government agencies. Researchers are interested in discussing and seeing how much influence Organizational Commitment, Work-Life Balance, and Technostress have on non-PNS employees at Syarif Hidayatullah State Islamic University Jakarta and Sunan Kalijaga State Islamic University Yogyakarta. This study uses quantitative research methodology to see the influence of Organizational Commitment, Work-Life Balance, and Technostress variables on non-PNS employees. Construct validity testing on each item is needed to conduct this study. Researchers use CFA: Confirmatory Factor Analysis using the Lisrel 8.7 application. After that, data analysis techniques are used to determine the effect of Organizational Commitment, Work-Life Balance, and Technostress on non-PNS employees at Syarif Hidayatullah State Islamic University Jakarta and Sunan Kalijaga State Islamic University Yogyakarta. This data analysis technique uses multiple regression analysis using the SPSS application. The results of this study produce a total contribution of the influence of all independent variables on the dependent variable, which is 16.8%. In comparison, the remaining 83.2% is influenced by other variables from this study.
人力资源对一个组织的成功非常重要，良好的管理将对员工的绩效、组织承诺、工作与生活的平衡以及技术压力产生重大影响，教育机构和政府机构的各种研究和实际案例都证明了这一点。研究人员有兴趣讨论并了解雅加达希达亚图拉国立伊斯兰大学（Syarif Hidayatullah State Islamic University Jakarta）和日惹苏南卡利雅加国立伊斯兰大学（Sunan Kalijaga State Islamic University Yogyakarta）的组织承诺（Organizational Commitment）、工作与生活平衡（Work-Life Balance）和技术压力（Technostress）对非 PNS 员工的影响程度。本研究采用定量研究方法，探讨组织承诺、工作与生活平衡和技术压力变量对非PNS 员工的影响。本研究需要对每个项目进行结构效度测试。研究人员使用 Lisrel 8.7 应用程序进行 CFA：确证因子分析。然后，使用数据分析技术来确定雅加达 Syarif Hidayatullah 州立伊斯兰大学和日惹 Sunan Kalijaga 州立伊斯兰大学的组织承诺、工作与生活平衡和技术压力对非PNS 员工的影响。该数据分析技术使用 SPSS 应用程序进行多元回归分析。研究结果表明，所有自变量对因变量的影响占 16.8%。相比之下，其余 83.2% 的影响因素来自本研究的其他变量。
{"title":"Employee Performance: The Influence of Organizational Commitment, Work-Life Balance and Technostress (Case Study of Non-PNS Employees)","authors":"Imam Subchi, Evi Zakiyah, Juanda Naim, Maulidya Mafaza","doi":"10.11648/j.jhrm.20241203.11","DOIUrl":"https://doi.org/10.11648/j.jhrm.20241203.11","url":null,"abstract":"Human resources are very important for the success of an organization, with good management will have a significant impact on employee performance, organizational commitment, work-life balance, and technostress, as evidenced by various studies and practical examples in educational institutions and government agencies. Researchers are interested in discussing and seeing how much influence Organizational Commitment, Work-Life Balance, and Technostress have on non-PNS employees at Syarif Hidayatullah State Islamic University Jakarta and Sunan Kalijaga State Islamic University Yogyakarta. This study uses quantitative research methodology to see the influence of Organizational Commitment, Work-Life Balance, and Technostress variables on non-PNS employees. Construct validity testing on each item is needed to conduct this study. Researchers use CFA: Confirmatory Factor Analysis using the Lisrel 8.7 application. After that, data analysis techniques are used to determine the effect of Organizational Commitment, Work-Life Balance, and Technostress on non-PNS employees at Syarif Hidayatullah State Islamic University Jakarta and Sunan Kalijaga State Islamic University Yogyakarta. This data analysis technique uses multiple regression analysis using the SPSS application. The results of this study produce a total contribution of the influence of all independent variables on the dependent variable, which is 16.8%. In comparison, the remaining 83.2% is influenced by other variables from this study.\u0000","PeriodicalId":31099,"journal":{"name":"Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-07-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141687010","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-06-03DOI: 10.11648/j.jhrm.20241202.12
Paulos Hafebo
This qualitative research aimed to show that to exploring the understanding of the role of Structural change management from employees’ perspectives in Hawassa Industrial Parks under Ethiopian Industrial Parks Corporations. This specific study attempted to emphasize on the role of structural change management for structural change performance enhancement. The study on structural change management from employees’ perspectives employed qualitative exploratory method to capture the experience and perception of employee’s. For this specific study in the study area data source would be only primary data. Data collection method was semi-structured in-depth interview made with the eight employees and one supervisor from eighteen companies with in the Hawassa Industrial Park. The data were analyzed by using thematic &content analysis. The research on structural change management from employees’ perspectives has the finding of training related, experience related, perception related and administrative body related aspects hindering change management. Finally the study recommended that the companies in the industrial parks, National and regional government and industrial park’s administrative bodies should apply open door policy to exploit eternal opportunities and the employees in the companies also should be open wise to adapt as well as to exercise change management. Over-all study suggested some limitations for other researchers.
{"title":"Understanding the Role of Structural Change Management from Employees’ Perspective: A Case Study for Hawassa Industrial Park","authors":"Paulos Hafebo","doi":"10.11648/j.jhrm.20241202.12","DOIUrl":"https://doi.org/10.11648/j.jhrm.20241202.12","url":null,"abstract":"This qualitative research aimed to show that to exploring the understanding of the role of Structural change management from employees’ perspectives in Hawassa Industrial Parks under Ethiopian Industrial Parks Corporations. This specific study attempted to emphasize on the role of structural change management for structural change performance enhancement. The study on structural change management from employees’ perspectives employed qualitative exploratory method to capture the experience and perception of employee’s. For this specific study in the study area data source would be only primary data. Data collection method was semi-structured in-depth interview made with the eight employees and one supervisor from eighteen companies with in the Hawassa Industrial Park. The data were analyzed by using thematic &content analysis. The research on structural change management from employees’ perspectives has the finding of training related, experience related, perception related and administrative body related aspects hindering change management. Finally the study recommended that the companies in the industrial parks, National and regional government and industrial park’s administrative bodies should apply open door policy to exploit eternal opportunities and the employees in the companies also should be open wise to adapt as well as to exercise change management. Over-all study suggested some limitations for other researchers.\u0000","PeriodicalId":31099,"journal":{"name":"Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-06-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141388654","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-04-12DOI: 10.11648/j.jhrm.20241201.12
Karthikeyan Date
This comprehensive study emphasizes the crucial need for holistic Human Resources (HR) management systems. These systems should ensure transparency, traceability, and alignment with strict regulatory standards, promoting organizational growth. The study highlights the essential role of time and attendance systems in managing hourly employees, ensuring compliance with wage laws and efficient payroll processes. By examining recent legal issues, including class-action lawsuits and key Supreme Court decisions, it illuminates the complex legal framework surrounding HR technology. The study promotes a solution-focused approach, advocating for improvements in data integrity, user interface design, and system interoperability. Additionally, it underlines the importance of including robust reporting and analytics features in time and attendance systems. These suggested strategic changes aim to reduce compliance liabilities, increase productivity, improve data retention practices, and promote a streamlined, legally compliant HR operational framework. This research plays a pivotal role in contributing to the ongoing discourse about enhancing technological infrastructures within Human Resources (HR). It provides insightful perspectives and robust data, serving as a valuable resource for HR professionals, leaders, and decision-makers. The ultimate objective of this study is to attain unparalleled operational excellence and rigorous legal compliance. This not only elevates the standard of HR management systems to new heights but also paves the way for future advancements in this critical field. By fostering a culture of continuous improvement and innovation, this research can inspire the development of more efficient, effective, and legally compliant HR management systems.
{"title":"Enhancing HR Technology Through Traceability and Auditing: Navigating Challenges and Legal Complexities for Operational Efficiency","authors":"Karthikeyan Date","doi":"10.11648/j.jhrm.20241201.12","DOIUrl":"https://doi.org/10.11648/j.jhrm.20241201.12","url":null,"abstract":"This comprehensive study emphasizes the crucial need for holistic Human Resources (HR) management systems. These systems should ensure transparency, traceability, and alignment with strict regulatory standards, promoting organizational growth. The study highlights the essential role of time and attendance systems in managing hourly employees, ensuring compliance with wage laws and efficient payroll processes. By examining recent legal issues, including class-action lawsuits and key Supreme Court decisions, it illuminates the complex legal framework surrounding HR technology. The study promotes a solution-focused approach, advocating for improvements in data integrity, user interface design, and system interoperability. Additionally, it underlines the importance of including robust reporting and analytics features in time and attendance systems. These suggested strategic changes aim to reduce compliance liabilities, increase productivity, improve data retention practices, and promote a streamlined, legally compliant HR operational framework. This research plays a pivotal role in contributing to the ongoing discourse about enhancing technological infrastructures within Human Resources (HR). It provides insightful perspectives and robust data, serving as a valuable resource for HR professionals, leaders, and decision-makers. The ultimate objective of this study is to attain unparalleled operational excellence and rigorous legal compliance. This not only elevates the standard of HR management systems to new heights but also paves the way for future advancements in this critical field. By fostering a culture of continuous improvement and innovation, this research can inspire the development of more efficient, effective, and legally compliant HR management systems.","PeriodicalId":31099,"journal":{"name":"Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-04-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140709746","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-01-11DOI: 10.11648/j.jhrm.20241201.11
Miguel Baião, Isabel Guedes, Pedro Martins
{"title":"Long-Term Evaluation of a Short Training Program for the Unemployed: Exploring Administrative Data","authors":"Miguel Baião, Isabel Guedes, Pedro Martins","doi":"10.11648/j.jhrm.20241201.11","DOIUrl":"https://doi.org/10.11648/j.jhrm.20241201.11","url":null,"abstract":"","PeriodicalId":31099,"journal":{"name":"Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-01-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139625912","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-11-24DOI: 10.11648/j.jhrm.20231104.13
Dawit Udessa Gede
{"title":"Qualitative Study of Employee Perception on Retention Strategies: A Case of Bule Hora University, Ethiopia","authors":"Dawit Udessa Gede","doi":"10.11648/j.jhrm.20231104.13","DOIUrl":"https://doi.org/10.11648/j.jhrm.20231104.13","url":null,"abstract":"","PeriodicalId":31099,"journal":{"name":"Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-11-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139241922","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-10-30DOI: 10.11648/j.jhrm.20231104.12
Faezah Roohani
{"title":"Application of AI in HRM and Employee Perception Analysis for the Usage of AI in Public and Private Organizations in Abu Dhabi","authors":"Faezah Roohani","doi":"10.11648/j.jhrm.20231104.12","DOIUrl":"https://doi.org/10.11648/j.jhrm.20231104.12","url":null,"abstract":"","PeriodicalId":31099,"journal":{"name":"Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-10-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139310490","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-15DOI: 10.11648/j.jhrm.20231103.14
Seezi Bogere, Gregory Tweheyo, Myers Mumanyire
: This study examined the current state of competencies of A' Level graduates in Uganda compared with the views of the desired competencies in line with society's needs and the world of work to guide the future A ‘level transformation. The study employed a mixed-methods approach and a cross-sectional survey design, involving various stakeholders, including university registrars, lecturers, human resource officers of different institutions, A' Level leavers, parents/sponsors, and other officials involved in training A ‘level students’ completion. The study shows that A' Level graduates have deficits of desired competencies in line with society's needs and the world of work. The study reveals that A' Level graduates have expanded general knowledge of national and global issues and learn new concepts faster, but they lack creativity, hands-on practical skills and generic competencies. Contrarily, the society and the world of work believes that the A ‘Level leavers are not prepared to using the possessed theoretical knowledge in practice and are not grounded with critical thinking, creativity, ICT, communication, problem-solving skills, positive attitude towards vocational/hands-on work, resilience, and honesty. The study recommends a review of Uganda's A' Level curriculum that will focus on acquiring practical experiences through competence-based training, improving communication, ICT, business, and entrepreneurship skills, and incorporating vocational education to probably lead to the lessening of competence gap.
{"title":"Competencies of A’ Level Graduates as Future Labor Market Participants in Uganda","authors":"Seezi Bogere, Gregory Tweheyo, Myers Mumanyire","doi":"10.11648/j.jhrm.20231103.14","DOIUrl":"https://doi.org/10.11648/j.jhrm.20231103.14","url":null,"abstract":": This study examined the current state of competencies of A' Level graduates in Uganda compared with the views of the desired competencies in line with society's needs and the world of work to guide the future A ‘level transformation. The study employed a mixed-methods approach and a cross-sectional survey design, involving various stakeholders, including university registrars, lecturers, human resource officers of different institutions, A' Level leavers, parents/sponsors, and other officials involved in training A ‘level students’ completion. The study shows that A' Level graduates have deficits of desired competencies in line with society's needs and the world of work. The study reveals that A' Level graduates have expanded general knowledge of national and global issues and learn new concepts faster, but they lack creativity, hands-on practical skills and generic competencies. Contrarily, the society and the world of work believes that the A ‘Level leavers are not prepared to using the possessed theoretical knowledge in practice and are not grounded with critical thinking, creativity, ICT, communication, problem-solving skills, positive attitude towards vocational/hands-on work, resilience, and honesty. The study recommends a review of Uganda's A' Level curriculum that will focus on acquiring practical experiences through competence-based training, improving communication, ICT, business, and entrepreneurship skills, and incorporating vocational education to probably lead to the lessening of competence gap.","PeriodicalId":31099,"journal":{"name":"Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-08-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41514252","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-09DOI: 10.11648/j.jhrm.20231103.13
Anthony Wayne Tatman
: The Personality-Job Fit Theory suggests that the better an employee’s personality fits with an organization’s culture and demands of the job the more likely that employee will be successful at the job. Researchers have repeatedly shown how various personality traits correlate with and predict job performance ratings for police and correctional officers. Similar research, however, is sparse for probation and parole officers (PPO), despite PPOs being identified in many states as peace officers. Therefore, the purpose of this study was to explore the degree to which personality traits, as measured by the Critical Hire-Personality Assessment (CH-PA), a pre-employment integrity, honesty and personality assessment, correlated with and predicted supervisor ratings of PPO job performance. The methods used to study this relationship consisted of supervisors within three community-based corrections agencies rating the job performance of 53 PPOs for purposes of this study. Job performance ratings were then analyzed against the PPO’s scale and subscale scores on the CH-PA the PPO took as part of their application and hiring process. Results revealed that multiple CH-PA personality scales and subscales significantly correlated with top performer ratings. Calibration, discrimination, and accuracy metrics also revealed that, when using a cut score of one standard deviation from the mean, multiple CH-PA scales adequately predicted PPO job performance ratings. Results from this study can provide PPO hiring agencies with information on what personality traits are empirically associated with top performer ratings and provide practical utility for agencies using the CH-PA.
{"title":"Identifying High-Performing Probation and Parole Officers with the Critical Hire-Personality Assessment","authors":"Anthony Wayne Tatman","doi":"10.11648/j.jhrm.20231103.13","DOIUrl":"https://doi.org/10.11648/j.jhrm.20231103.13","url":null,"abstract":": The Personality-Job Fit Theory suggests that the better an employee’s personality fits with an organization’s culture and demands of the job the more likely that employee will be successful at the job. Researchers have repeatedly shown how various personality traits correlate with and predict job performance ratings for police and correctional officers. Similar research, however, is sparse for probation and parole officers (PPO), despite PPOs being identified in many states as peace officers. Therefore, the purpose of this study was to explore the degree to which personality traits, as measured by the Critical Hire-Personality Assessment (CH-PA), a pre-employment integrity, honesty and personality assessment, correlated with and predicted supervisor ratings of PPO job performance. The methods used to study this relationship consisted of supervisors within three community-based corrections agencies rating the job performance of 53 PPOs for purposes of this study. Job performance ratings were then analyzed against the PPO’s scale and subscale scores on the CH-PA the PPO took as part of their application and hiring process. Results revealed that multiple CH-PA personality scales and subscales significantly correlated with top performer ratings. Calibration, discrimination, and accuracy metrics also revealed that, when using a cut score of one standard deviation from the mean, multiple CH-PA scales adequately predicted PPO job performance ratings. Results from this study can provide PPO hiring agencies with information on what personality traits are empirically associated with top performer ratings and provide practical utility for agencies using the CH-PA.","PeriodicalId":31099,"journal":{"name":"Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-08-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42150517","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-04DOI: 10.11648/j.jhrm.20231103.12
Xiaoyu Liu, Guohong Wang, Chu Xixi, Zhihong Li
{"title":"Strengths Use and Employee Advice: The Mediating Role of Core Self-Evaluation","authors":"Xiaoyu Liu, Guohong Wang, Chu Xixi, Zhihong Li","doi":"10.11648/j.jhrm.20231103.12","DOIUrl":"https://doi.org/10.11648/j.jhrm.20231103.12","url":null,"abstract":"","PeriodicalId":31099,"journal":{"name":"Journal of Human Resource Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-08-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45330572","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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