Frequency: Quarterly E- ISSN: 2250-0189 P- ISSN: 2249-0957 Abstracted/ Indexed in: Ulrich's International Periodical Directory, Google Scholar, SCIRUS, Genamics JournalSeek, Journal Directory, EBSCO Information Services
Quarterly published in print and online "Inventi Impact: Human Resource" publishes high quality unpublished as well as high impact pre-published research and reviews catering to the needs of researchers and professionals. The journal focuses on all the areas pertaining to human resource management with special emphasis on expanding role of strategic human resource management in a fast-changing global environment. The journal invites papers on future trends in human resource management, research in the areas of strategic management, international business, organizational behaviour, personnel management and industrial relations.
Employment is the foundation of people’s livelihood, which is related to the development of schools and social stability. In recent years, the employment of college students has been a hot topic in our society. Taking student A as an example, this article tells how to adjust their mentality and finally enter the workplace smoothly after failing the entrance examination for vocational college to undergraduate courses of general higher education....
The objective of this study is to investigate the impact of organizational leadership on promoting innovation.\nA detailed literature review is used, and it was completed by statistical techniques as follow: graphical and tabular\nrepresentation of Data, factor analysis, and reliability analysis.\nThis analysis revealed that organizational innovation is promoted through collaborative leadership. Companies\nare urged to promote collaborative leadership.\nThis dissertation is among the first to highlight the effect of collaborative leadership on organizational innovation.\nIt provides a valuable platform for Leadership scholars and practitioners who search for improving leadership, and\norganizational innovation....
This study aimed to investigate how scenario-based planning (a strictly cognitive management tool) can be combined with organisational change navigation (a practice addressing the emotionality of change) and how this integrated process should be aligned with the prerequisites imposed by a developing country context and an Afro-centric leadership perspective in order to make the process more context relevant and aligned.\nA management tool incorporating the change navigation and the unique features\nof developing countries and Afro-centric leadership was formulated and empirically validated. This management tool is referred to as a change navigation based, scenario planning process (CNBSPP)....
The aim of this empirical paper was to show the comparison between the effectiveness of Human Resource (HR) professionals and the organizational factors (namely, leadership, organizational support and reward system), based on a study on the HR professionals in two private universities ââ?¬â?? A university(AU) in Pakistan and B university(BU) in Malaysia. Both are private universities which have multi disciplinary business, technology and education related programs. Both institutions own sophisticated systems (both humans and technology). Consequently, the human resource management (HRM) practices in AU and BU could be said to be quite advanced because of this. The approach employed in this study was to gather data on the human resource professionals from the perspectives of knowledge workers (the faculty members) in the two institutions. The data was collected through survey questionnaires which were distributed to 110 AU and 150 to BU knowledge workers. However, 73 questionnaires were returned from AU (response rate 70 %) while only 66 questionnaires were obtained from BU (44 % response rate). The study shows that there was a correlation between leadership and HR effectiveness in AU (0.58) and also in BU (0.699). The correlation between organizational support and HR effectiveness was low in AU (0.49) but strong in BU (0.673). The correlation between reward system and HR effectiveness was found to be fair for both AU (0.53) and BU (0.51). For AU, the weakest predictor was organizational support (0.49) while for BU, it was the reward system (0.51)....
The educational research has been continuously and effectively benefitting from the Machine Learning techniques since its emergence. Among others it included the multiple regression which is a multivariate technique used to determine the correlation that may exist between a dependent variable and a combination of multiple predictor variables. This paper presents a multiple linear regression model to analyze students’ final grades in four mathematics courses and their correlation with the response variable, the CGPA. The outcome shows that students’ performance in mathematics courses may affect their overall performance in a university degree program. Finally, the study recommends that higher education institutions and faculties are required to work collaboratively and hard towards adopting learnercentered teaching methodologies for improving students’ performance in mathematics....
Observe, Orient, Decide, and Act (OODA) concepts have supported understanding human decision processes for agile and competitive decisions about human warfighters and human-centric operations. However, future military decision-making based on human-machine teaming relies on technology and interaction concepts that support joint human-machine intelligence, not just human capabilities, which require the modification of new OODA concepts. The Critique-Explore-Compare-Adapt (CECA) Loop is proposed as an improved descriptive model based on recent advances in the cognitive sciences. The CECA Loop has explicitly been based on the premise that goal-oriented mental models are central to human decision-making as the means to represent and make sense of the world. The model puts two mental representations, the conceptual model established through operational planning and the situation model, which represents the state of the battlespace, at the center of the decision- making process. Additionally, the four phases of the CECA Loop broadly correspond to the identification of information needs (Critique), active and passive data collection and situation updating (Explore), comparison of the current situation to the conceptual model (Compare), and adaptation to aspects of the battlespace that invalidate the conceptual model or block the path to goal completion (Adapt). Nevertheless, the CECA Loop is intended to serve as a simple but widely applicable framework to study decision-making in Command and Control (C2). The introduction of critical thinking elements and the exposition of the central role of planning and the mental representation of operational concepts in C2....
Servitization is a competitive strategy for product companies to create differentiation\nadvantage by adding services to products. One of the major challenges on implementing the\nstrategy is that the leadership that used to develop a successful product-oriented business now\nturns into an obstacle in the process of servitization. Leadership is closely related to business\nfield. In the paper, the essence of servitization is interpreted from three levels: service as an\nintangible product, service as a contextual experience and service as a value co-creating\nprocess. Based on an in-depth case study, the research introduces the new concept on leading\nthe transformation towards servitization: vision co-creation with employees. The paper also\nprovides practical implications on conducting various steps of vision co-creation....
Orientation: Career research in organisations has increased in importance since the 1970s,\r\nwhich heralded new directions for organisational career research and practice both globally\r\nand nationally.\r\nResearch purpose: The study critically reviewed trends in organisational career psychology\r\nresearch in South Africa from 1970 to 2011 in terms of global and present national challenges\r\nthat require empirical investigation in the contemporary South African world of work context.\r\nMotivation for the study: The increasingly complex contexts, in which people have been\r\npursuing their careers since the catalytic 1970s, demand the continuous generation and\r\ndevelopment of knowledge for the benefit of the discipline and practice of careers.\r\nResearch design, approach and method: A broad systematic review was carried out to analyse\r\ndocumented academia research (N = 110) on careers from 1970 to 2011, which was published in\r\nsix accredited South African scientific journals.\r\nMain findings: Much of the research addressed issues pertaining to career theory and\r\nconcepts, the world of work and career assessment and technology. Career development,\r\nprofessional issues and organisational career interventions in the multi-cultural South African\r\ncontext appear to be under-researched.\r\nPractical/managerial implications: The insight derived from the findings can be employed by\r\nacademia and researchers, in this field, to plan future research initiatives that will contribute to\r\nthe profession and practice of career guidance and counselling in the contemporary workplace.\r\nContribution/value-add: The findings provide preliminary insight that adds to the body of\r\nknowledge concerned with career studies in the South African organisational context....
In the field of management, “paradox” is “long interdependent and contradictory elements”, paradoxical leadership is a leadership style in which managers adopt contradictory but interconnected behaviors to satisfy the needs of organizational structure and the needs of employees’ work. This new style of leadership breaks the traditional management perspective of “choosing one of the two”, focuses on “both”, seeks unity in contradiction, and plays a synergistic effect of contradiction, which is more useful for resolving various frictions and differences in the organization. Through combing the literature, this paper introduces in detail the origin, concept, and measurement of paradoxical leadership, compiles the research framework of antecedent and outcome variables of paradoxical leadership, puts forward the future research direction of paradoxical leadership based on the existing research, suggests suggestions for the further improvement of paradoxical leadership related research, and provides the direction of the future focus of paradoxical leadership research....
The digital age has brought a degree of convenience to both organizations and individuals, as well as some negative effects. How to seek to benefit from the use of digital technology and to avoid its adverse effects as much as possible is an important topic to be discussed. We used literature analysis to conduct a detailed analysis of the work characteristics of female knowledge workers in the digital context in detail from the aspects of work-family conflict, the complexity of digital technology, data security, entrepreneurial willingness, and career growth. It enriches the knowledge of enterprises about the work characteristics of female knowledge workers in the digital context, and improves the scientific decision-making ability of management for enterprises, which can provide certain references for enterprises to improve the satisfaction and happiness of female knowledge workers. The management implication is that providing more resources and support to female knowledge workers and letting them feel more attention and respect from the organization can improve their morale and work motivation, thus contributing to the development and growth of the enterprise....
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