Current Issue : April-June Volume : 2026 Issue Number : 2 Articles : 5 Articles
The advancement of New Liberal Arts continues to drive the integration of Artificial Intelligence (AI) technology across all dimensions of Human Resource Management (HRM). This paper examines the application of AI throughout the entire HRM process, encompassing talent selection, development, utilization, and retention. It also explores insights from New Liberal Arts development for constructing the teaching framework of HRM programs. Research indicates that the introduction of AI technology enhances the efficiency and accuracy of HRM, yet it also presents practical challenges such as data privacy protection, fairness in algorithmic decision-making, and employee acceptance of new technologies. This paper also synthesizes key concepts frequently discussed in current empirical research, including employees’ perceptions of procedural fairness, concerns about new technologies, job content restructuring, and innovative behaviors. Through these discussions, it aims to promote the effective integration and healthy development of AI technology with HRM, and provide insights and direction for teaching reform and talent cultivation within the HRM discipline under the New Liberal Arts framework....
Against the backdrop of the growing emphasis on corporate social responsibility (CSR), socially responsible human resource management (SRHRM) practices not only exert an influence on employees’ work status but also have a bearing on corporate performance. Therefore, it is essential to analyze the changes in employee performance within energy companies under this management model. Currently, the exploration of SRHRM by numerous enterprises in China is still in the stage of refinement. Research findings indicate that although increasing investment in SRHRM may lead to a rise in management costs for enterprises in the short term, it will drive the improvement of employee performance in the medium and long run. Enterprises that implement sound SRHRM practices can enhance employees’ work efficiency, job stability, and innovation capabilities by strengthening safety and health protection, optimizing salary incentive mechanisms and career development systems, and establishing employee participation platforms. In turn, this promotes the sustainable development of the enterprise....
The complexities of perfect employee effectiveness in the public enterprises are often linked to best-fit meritocracy in the recruitment process. Merit-driven recruitment plays a pivotal role in enhancing employee performance, commitment, engagement, and motivation. It ensures that current enterprise roles are filled with candidates that possess the best qualifications, experiences, and competence. It emphasized the concept of best fit. This study is, therefore, designed to assess the correlation between merit-based recruitment practices and employee effectiveness in selected public enterprises in southern Nigeria. Utilizing a bivariate analytical framework, the study investigates how recruitment based on merit influences employee productivity, organizational commitment, and overall performance. Data were collected from eight public enterprises through a structured survey and interviews with key personnel. The Taro Yamane formula (2004) was employed to draw a sample size of 302 from the population of the study. Data examination was perfected with the aid of SPSS, and correlation was found to be significant at the 0.05 level (two-tailed). And findings established a significant positive relationship between merit-based hiring and employee effectiveness in the public enterprises, underscoring the imperative of competence-based, transparent, and merit-driven recruitment and selection procedures. From the findings, the study noted that fostering a culture of having the individual whose current skills, qualifications, and experience profile match the organization’s current jobs and roles requirements would be beneficial and profitable not only to the individual employee but also to the organization in general. The study concludes with recommendations for organizational practitioners and policymakers to institutionalize meritocracy and competence-based systems as significant drivers of public sector efficiency....
With the acceleration of the popularization process of higher education, university organizational development is confronted with new challenges, such as the diversification of students’ needs and the complexity of management. Against this backdrop, leadership styles, as a key variable in the organizational environment, exert a profound influence on college students’ psychological experiences and behavioral manifestations. Based on Self-Determination Theory, this study explores the impact of different leadership styles in organizational development on college students’ positive psychological experiences. By analyzing the characteristics of transformational, supportive, transactional, and passive leadership styles, and combining case analysis, it theoretically reveals the mechanisms through which each leadership style affects college students’ autonomy, competence, and relatedness. The findings indicate that transformational and supportive leadership styles significantly enhance college students’ positive psychological experiences, while transactional and passive leadership styles exert inhibitory effects. The study proposes strategies such as optimizing leadership styles and constructing a supportive organizational environment, providing theoretical foundations and practical guidance for university organizational development and the promotion of college students’ mental health....
Introduction: Employee retention has been an issue in many organizations. Currently, employees leave organizations before the end of their contracts, which causes many organizations to employ few employees and not to recruit often. There are many cases of nurses going on strike and then resigning after the strike. This leads to poor employee retention. Private hospitals in the Democratic Republic of Congo need an effective way to retain employees to offer quality services. Goals and Methods: This study aimed to investigate the effect of organizational culture and corporate governance on employee retention of the nurses of private hospitals in Congo DRC. The descriptive correlation design was utilized in this study. Purposive sampling was employed in the study in choosing private hospitals and convenience sampling was used to get a total sample of 348 nurses. The study used a researcher-constructed questionnaire and before the distribution, 12 experts validated the questionnaire. Percentages, means, standard deviations, and descriptive correlations were utilized. Results: The nurses agreed that with the organizational culture, there is a good corporate governance, and a good employee retention. Conclusions: There is a relationship between organizational culture and employee retention, and there is a relationship between corporate governance and employee retention....
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