Current Issue : April-June Volume : 2025 Issue Number : 2 Articles : 5 Articles
The objective of this paper was to answer the posed research questions: Q1. Representatives of which fields of science conduct research on the issue of employee well-being? Q2. In what contexts do scientists consider the issue of employee well-being? Q3. What research topics represent the potential for the development of research on employee well-being in the coming years? To achieve this objective, data spanning the period 01.01.2019-21.09.2024, sourced from the Web of Science, were utilized. A scientometric analysis was performed employing the VOSviewer software. The findings indicated that the predominant scientific domains in which the articles are disseminated include: psychology, medical sciences, management sciences, sociology and environmental sciences. The phenomenon is predominantly scrutinized within the following contexts: well-being in general, well-being results, wellbeing subcategories, organizational life, HRM, leadership, workplace violence, employee support, health care system, technology, sustainability, migration. Considering the outcomes derived from the co-occurrence analysis of the terms, it can be concluded that in recent years scholarly attention has encompassed mainly: the essence of employee well-being, health care, HRM and leadership, other aspects of organizational life, technology in general, modern technologies as well as green economy and sustainable development. It can be postulated that investigations within these research domains will be further intensified in the ensuing years. Based on the observed growth trajectory of the current number of publications and the average citation frequency of articles, it can be anticipated that the volume of publications will grow most significantly in the latter two domains....
Self-initiated expatriation (SIE) has become a rising phenomenon and has drawn much attention from the academic field. Despite the growing attention drawn to SIE, the exploration of self-initiated expatriates on the corporate agenda is under-researched. This aims to identify growth strategies and understand how individual strategies of SIE affect the growing recognition and need for SIEs. Growth strategies of SIEs are identified by means of a systematic literature review. By combining the growth strategies and changing the behavioral rules, we propose a comprehensive conceptual framework by introducing both of the individual heterogeneously driven approaches. Based on empirical research, the paper provides a comprehensive picture of individual growth strategies for successful career management of SIEs and offers new impulses to manage SIEs. Expatriate growth in the global workforce provides a conceptual foundation for future empirical research. Moreover, regulatory focus theory has been used to illustrate the antecedents of growth strategies from the behavioral perspective, thereby making a theoretical contribution to the research field of international HRM, expatriate management, SIEs, and growth strategies for career management....
This article is devoted to improving the methodology of liquidity management of grain processing enterprises. The article proposes optimal solutions for assessing the probability of ensuring liquidity of enterprises using theoretical, methodological rules and methods of liquidity management of grain processing enterprises, an innovative conceptual model that assesses the impact of random factors on the liquidity of enterprises and makes short-term forecasts. The results of the study are used to make scenario decisions related to assessing the probability of ensuring liquidity of processing enterprises, strengthening the financial stability of enterprises, effective production management, accelerating the turnover of working capital, reducing the cost of products, achieving the maximum level of profit, increasing the level of profitability, increasing production efficiency, influencing the increase, reducing costs, searching for internal reserves of production....
Previous research shows that female workers are less sensitive to wages in their decision to switch jobs than male workers, and that this could explain a substantial part of the gender wage gap. This paper studies to what extent gender differences in preferences and personality traits explain the gender gap in the wage-elasticity of job-to-job transitions in the labor market. Using a novel decomposition approach in the context of mediated moderation and using German Socio-Economic Panel Survey (G-SOEP) data for the period 2005–2019, we find that gender differences in risk preferences, patience, trust, reciprocity, altruism, conscientiousness, ambition and self-esteem explain about 25% of the gender gap in wage-elasticities of job separations. A detailed decomposition suggests that risk preferences, trust and ambition contribute most to this gender gap in wage-elasticity....
Purpose This research aims to examine how electronic human resource management (E-HRM) impacts perceived organizational performance (OP) and job performance (JP) in telecommunications organizations, with a particular emphasis on the mediating effect of HR service quality (HRSQ). Research methodology A questionnaire was developed based on a validated process. Data were collected from 430 employees among the telecommunication companies. However, only 400 questionnaires were valid for the statistical analysis. We use smart PLS and structural equation modeling using Smart PLS v3.2.2 to examine the direct and indirect relationships. Results and findings The results of this research revealed that E-HRM has a direct, significant, and positive impact on perceived job performance, as well as organizational performance. Moreover, HRSQ significantly mediates the relationships between E-HRM and job and organizational performance. Empirical implications The research introduces empirical several consequences that are discussed later in this paper. The results highlight the importance of designing and implementing E-HRM systems that support organizational workflow and allow employees to do a variety of tasks more efficiently. Originality Existing research has shown a link between e-HRM and HR service quality; nonetheless, these studies highlight e-HRM’s potential impact on perceived performance, at both the job and organizational performance levels. The study contributes to the HRM literature by identifying how E-HRM might boost perceived performance by improving HR service quality. As a result, the study serves as a foundation for future theoretical developments in this field....
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