دانلود و نمایش مقالات مرتبط با Human Resource Management::صفحه 1
دانلود بهترین مقالات isi همراه با ترجمه فارسی 2

با سلام خدمت کاربران در صورتی که با خطای سیستم پرداخت بانکی مواجه شدید از طریق کارت به کارت (6037997535328901 بانک ملی ناصر خنجری ) مقاله خود را دریافت کنید (تا مشکل رفع گردد). 

نتیجه جستجو - Human Resource Management

تعداد مقالات یافته شده: 69
ردیف عنوان نوع
1 Implications of green optimism upon sustainable supply chain management
پیامدهای خوش بینی سبز بر مدیریت پایدار زنجیره تأمین-2021
In recent years, managers have increasingly integrated sustainability into their business models. However, they might overestimate the premium that average consumers are willing to pay for the environment. In this paper, we formulate a game-theoretical model that illustrates the impacts of green optimism which refers to managers’ optimistic bias about consumer environmental awareness. We consider a sustainable supply chain in which one manufacturer invests in green product development and sells the green product through one retailer. Each firm within the supply chain is operated by one manager who is either realistic or optimistic. Contrary to conventional wisdom, we find that managers’ optimistic bias might discourage investment in green product development. We also find that green optimism is always detrimental to the upstream manufacturer, but might be beneficial to the downstream retailer. Surprisingly, under certain conditions, green optimism can be detrimental to all stakeholders, i.e., firms in the supply chain, consumers, and the environment. This study suggests an interesting link between supply chain management and human resource management; that is, within a sustainable supply chain those managers who are optimistic about the future of green business might be an obstacle to the success of green business.
Keywords: Supply chain management | Sustainability | Optimism | Game theory | Green product development
مقاله انگلیسی
2 Mapping the terrain of international human resource management research over the past fifty years: A bibliographic analysis
نقشه برداری از زمین تحقیقات مدیریت منابع انسانی بین المللی در طول پنجاه سال گذشته: تجزیه و تحلیل کتابشناختی-2021
This review aims to take stock of the extant international human resource management (IHRM) research by identifying gaps and mapping out a future research agenda for IHRM scholars. Based on an extensive biblio- graphic analysis of 1924 articles published in the field of IHRM, we confirm three key clusters of existing knowledge: (a) expatriation management; (b) global human capital; and (c) international human resource pol- icies and practices. Moreover, using scientific mapping tools, sub-themes in each cluster are classified, issues and deficiencies are examined and discussed. Furthermore, a future IHRM research agenda is proposed, including managing global work to cope with the adverse social and economic conditions, and to localize emerging market multinationals; building global human capital towards developing sustainability and nurturing digital multina- tionals; developing new perspectives and theories on transferring IHRM policies and practices; and embracing rigorous or innovative empirical methods in the field.
keywords: مدیریت منابع انسانی بین المللی | کسب و کار بین المللی | مدیریت خارج از کشور | سرمایه انسانی | تجسم شباهت ها | International human resource management | International business | Expatriation management | Human capital | Visualization of similarities
مقاله انگلیسی
3 Reality check: Helping students recognize, evaluate, and pursue realistic entry-level jobs in business
بررسی واقعیت: کمک به دانش آموزان برای شناسایی ، ارزیابی و پیگیری مشاغل واقعی در سطح ورود به کار-2020
The purpose of this experiential exercise is to help undergraduate business students grow as future professionals by learning about, researching, and practicing pursuing realistic entry-level jobs in business. This type of job researching and evaluating exercise is extremely valuable for the professional growth of students in that it helps set realistic and attainable goals before graduation, and in addition, provides clear direction on what kinds of educational backgrounds, work experiences, professional qualifications, and personal intangibles are needed to obtain positions in areas of management. This exercise is intended to be conducted ideally within a face-to-face classroom environment and is designed for undergraduate students in their second or third academic year in a business principles type course. This exercise can also relate well to a “Human Resource Management” course or “Professional Development Seminar”.
Keywords: Management | Undergraduate students | Career preparation | Entry-level jobs | Job pursuits
مقاله انگلیسی
4 The questions we ask: Opportunities and challenges for using big data analytics to strategically manage human capital resources
سوالاتی که می پرسیم: فرصت ها و چالش های استفاده از تجزیه و تحلیل داده های بزرگ برای مدیریت استراتژیک منابع سرمایه انسانی-2020
Big data analytics have transformed research in many fields, including the business areas of marketing, accounting and finance, and supply chain management. Yet, the discussion surrounding big data analytics in human resource management has primarily focused on job candidate screenings. In this article, we consider how significant strategic human capital questions can be addressed with big data analytics, enabling HR to enhance overall firm performance. We also examine how new data sources that help assess workforce performance in real time can assist in the identification and development of the knowledge stars that contribute to firm performance disproportionately as well as help reinforce firm capabilities. But in order for big data analytics to be successful in the HR field, regulatory and ethical challenges must also be addressed; these include privacy concerns and, in Europe, the General Data Protection Regulation (GDPR). We conclude by discussing how big data analytics can facilitate strategic change within HR and the organization as a whole.
KEYWORDS: Big data analytics | Workforce analytics | Stakeholder management | Strategic human | capital | Knowledge stars | Human resource management
مقاله انگلیسی
5 مروری سیستماتیک بر مدیریت منابع انسانی سبز : پیامدهایی برای پایداری اجتماعی
سال انتشار: 2020 - تعداد صفحات فایل pdf انگلیسی: 65 - تعداد صفحات فایل doc فارسی: 55
این مقاله پیشرفتهای فعلی و شکافهای تحقیقاتی را در زمینه ادبیات مدیریت منابع انسانی سبز را مورد بررسی قرار میدهد و همچنین به بررسی شیوه های سبز در اینده و در مواجه با امور اجتماعی و الزامات پایداری یک سازمان میپردازد. با در نظر گرفتن افزایش اگاهی در مورد مفهوم سبز بودن و پایداری، یک بررسی سیستماتیک در زمینه ادبیات بصورت خاص انجام شده است که در آن از پایگاه داده های اسکوپوسScopus / و گوگل اسکالر/ Google Scholar استفاده شده است که منجر به انجام مجموعه ایی از 174 مطالعه در بین سالهای 1995 تا 2019 شد. در این مطالعه از نرم افزار NVivo Plus نسخه 12 برای پردازش کمی و همچنین تجزیه و تحلیل کیفی داده ها استفاده شد. کدگذاری محتوا و تجزیه و تحلیل خوشه ای انجام شد، که نتایج آن سه خوشه مجزا بنامهای شیوه های مدیریت منابع انسانی سبز، رفتار سبز کارکنان در محل کار و ثبات سازمانی را به نمایش گذاشتند. تجزیه و تحلیل دستی بیشتر نشان داد پایداری اجتماعی بعنوان یکی از حداقل حوزه های فراتر از ارکان اقتصادی و زیست محیطی پایداری است. از اینرو، نویسندگان بصورت مفهومی یک مدل نظری ارایه دادند که نشان دهنده نقش میانجی گری رفتار سبز کارکنان در محل کار در ارتباط با شیوه های مدیریت منابع انسانی سبز و ثبات اجتماع سازمانهایی است که از رویکرد نظریه داده بنیاد استفاده میکنند. این مطالعه اخرین تحقیقات مرتبط به تحقیقات مدیریت منابع انسانی سبز را بمنظور ثبات اجتماعی پیش بینی نشده را در زمینه ثبات اجتماعی مورد بررسی قرار میدهد، که تا کنون مورد ارزیابی قرار گرفته اند. بر اساس محتوای کدگذاری، خوشه بندی، و تجزیه و حلیل های بیشتر، گزاره ها ، مسیرها و پیامدهایی نیز برای آینده در نظر گرفته شده اند.
واژگان کلیدی: شیوه های مدیریت منابع انسانی سبز | رفتار سبز کارکنان در محل کار | ثبات سازمانی | مدیریت منابع انسانی پایدار | ثبات اجتماعی | تجزیه و تحلیل محتوا.
مقاله ترجمه شده
6 Text mining of industry 4:0 job advertisements
استخراج متن آگهی های شغلی صنعت 4:0-2020
Since changes in job characteristics in areas such as Industry 4.0 are rapid, fast tool for analysis of job advertisements is needed. Current knowledge about competencies required in Industry 4.0 is scarce. The goal of this paper is to develop a profile of Industry 4.0 job advertisements, using text mining on publicly available job advertisements, which are often used as a channel for collecting relevant information about the required knowledge and skills in rapid-changing industries. We searched website, which publishes job advertisements, related to Industry 4.0, and performed text mining analysis on the data collected from those job advertisements. Analysis of the job advertisements revealed that most of them were for full time entry; associate and mid-senior level management positions and mainly came from the United States and Germany. Text mining analysis resulted in two groups of job profiles. The first group of job profiles was focused solely on the knowledge related to Industry 4.0: cyberphysical systems and the Internet of things for robotized production; and smart production design and production control. The second group of job profiles was focused on more general knowledge areas, which are adapted to Industry 4.0: supply change management, customer satisfaction, and enterprise software. Topic mining was conducted on the extracted phrases generating various multidisciplinary job profiles. Higher educational institutions, human resources professionals, as well as experts that are already employed or aspire to be employed in Industry 4.0 organizations, would benefit from the results of our analysis.
Keywords: Human resource management | Text mining | Job profiles | Big data analytics | Industry 4.0 | Education | Smart factory
مقاله انگلیسی
7 Applying artificial intelligence to explore sexual cyberbullying behaviour
استفاده از هوش مصنوعی برای کشف رفتار مزاحمت اینترنتی-2020
Sexual cyberbullying is becoming a serious problem in todays society. In the workplace, this issue is more complex because of the power imbalance between potential perpetrators and victims. Preventing sexual cyber- bullying in organizations is very important for a safety and respectful workplace. Occupational Safety and Health (OSH) standards establish certain policies to be considered to create an organizational culture based on zero tolerance to sexual cyberbullying. The research aims to broaden knowledge about personality and sexual cyberbullying. Therefore, this paper proposes a crucial tool to explore potential sexual cyberbullying behavior. This study analyzed how personality traits, particularly those related to the Dark Triad (psychopathy, Machia-vellianism and narcissism), might influence this behavior. Participants (N ¼ 374) were Spanish young adults, using the convenience sampling to recruit them. The methodology focused on the use of structural equation modelling and ensemble classification tree. First, we tested the proposed hypotheses with structural equation method based on covariance using the Lavaan R-package. Second, for the ensemble of classification trees, we applied the package random Forest and Adabag (bagging and boosting) in R. Results proposed high levels of psychopathy and Machiavellianism are more likely to be related to sexual cyberbullying behaviors. Organizations could use the tool proposed in this research to develop internal policies and procedures for detection and deterrence of potential cyberbullying behaviors. By raising awareness about cyberbullying behaviour including its conceptualization and measurement in training courses, organizations might build an organizational culture based on a respectful workplace without sexual cyberbullying behaviours.
Keywords: Cyberbullying | Dark triad | Machiavellianism | Narcissism | Psychopathy | Structural equation modelling | Ensemble classification tree | Artificial intelligence | Machine learning | Business | Human resource management
مقاله انگلیسی
8 Determinants of the management learning performance in ERP context
عوامل تعیین کننده عملکرد یادگیری مدیریت در زمینه ERP-2020
Management learning poses some challenges, firstly students should identify all administration areas and sec- ondly, they should understand the big picture of an organizational context, by integrating all the studied areas. Enterprise Resource Planning (ERP) systems are the backbone of any organization, in terms of information management systems integration. The usage of these systems is important in terms of management in any or- ganization, and ERPs can facilitate the management learning process. The main objectives of this study are to understand if the ERP usage supports management learning, and to identify the main determinants of individual performance. This study presents a success model of ERP usage for learning management context. The model was validated empirically through a survey answered by university management students. The results show that system quality, process quality, and training play a determinant role in the students performance.
Keywords: Social networking sites | Human resource management | Selection | Cyberbetting | Mixed-methods | Information science | Social media | Information management | Business | Business management | Strategic management | Psychology | Organizational psychology | Digital media
مقاله انگلیسی
9 Selecting talent using social networks: A mixed-methods study
انتخاب استعداد با استفاده از شبکه های اجتماعی: یک مطالعه با روش های ترکیبی-2020
Previous studies on the use of Social Networking Sites (SNS) in personnel selection generally focus on examining this phenomenon in the selection process as a whole. However, personnel selection is a macro-process composed of several activities. This paper aims to investigate how human resource professionals use SNS in hiring decisions during the different stages of the selection process. The research uses an explanatory sequential mixed-methods approach. The first study consisted of a questionnaire-based survey of hiring professionals with the intent to describe various aspects of current practice (n ¼ 429). Survey data was analyzed using descriptive and inferential statistics. The second study comprised semi-structured interviews with hiring professionals to provide a more in- depth, richer analysis (n ¼ 24). Interview data was analyzed via qualitative thematic analysis. Results uncovered two types of users. Single-stage users emphasized efficiency concerns, whereas multiple-stage users mentioned to access profiles on an as needed-basis. Participants reported that the patterns of use could be quite complex and dynamic, with selectors revisiting the profile of the same applicant several times for different purposes, or examining profiles of the same applicant in different SNS. The assessment of SNS information is typically non- systematic, but some employers reported using scales, mainly in pre-selection. Evidence emerged of potential adverse effects during the selection process. Overall, this paper contributes to theory and practice by providing a better understanding of the use of SNS across the different stages of personnel selection. To our best knowledge, this is the first mixed-methods study of its kind.
Keywords: Social networking sites | Human resource management | Selection | Cyberbetting | Mixed-methods | Information science | Social media | Information management | Business | Business management | Strategic management | Psychology | Organizational psychology | Digital media
مقاله انگلیسی
10 The nexus between HRM, employee engagement and organizational performance of federal public service organizations in Ethiopia
پیوند بین منابع انسانی ، مشارکت کارکنان و عملکرد سازمانی سازمان های خدمات عمومی فدرال در اتیوپی-2020
¼The study of HRM and Performance of public service is an extremely relevant theme. Although studies on the HRM-performance link have been well documented, the results were inconclusive. Besides, previous studies have paid little attention to the public service from developing countrys context. Drawing on the AMO Model and SET, the present study examined the effect of HRM System on Employee Engagement and Organizational Performance. Likewise, this study tested the intervening effect of Employee Engagement in the HRM-performance link. Using a sample of federal employees (n 340) in government organizations, we tested the hypothesized three-factor model using SEM. The finding of the study shows that there is a positive and significant relationship between HRM, Employee Engagement and Organization Performance. Besides, employee engagement partially mediated the link between HRM and Performance. Concerning the effect of the individual HR practices, the present study revealed a positive and differing effect of HR practices on both engagement and performance although the magnitude effect is smaller than, the combined effect of the HR practices together. Moreover, Autonomy was identified as an important driver of both engagement and performance. This result contributes to the HRM- performance debate. As a final point, the present study incorporates conclusions, implication and future research direction.
Keywords: Organization performance | Public service organizations | Employee engagement | Human resource management | HRM-Performance nexus | Management | Business management | Business
مقاله انگلیسی
rss مقالات ترجمه شده rss مقالات انگلیسی rss کتاب های انگلیسی rss مقالات آموزشی
logo-samandehi
بازدید امروز: 5260 :::::::: بازدید دیروز: 0 :::::::: بازدید کل: 5260 :::::::: افراد آنلاین: 74