Collective action processes in complex, multiple-use common-pool resources (CPRs) have only recently become a focus of study. When CPRs evolve into more complex systems, resource use by separate user groups becomes increasingly interdependent. This implies, amongst others, that the institutional framework governing resource use has to be re-negotiated to avoid adverse impacts associated with the increased access of any new stakeholders, such as overexploitation, alienation of traditional users, and inter-user conflicts. The establishment of “platforms for resource (...) use negotiation” is a way of dealing with complex natural resource management problems. Platforms arise when stakeholders perceive the same resource management problem, realize their interdependence in solving it, and come together to agree on action strategies for solving the problem (Röling, 1994). This article sets the scene for a discussion in this Special Issue about the potential of nested platforms for resource use negotiation in facilitating collective action in the management of complex, multiple-use CPRs. The article has five objectives. First, we define “collective action” in the context of this paper. Second, we discuss the importance of collective action in multiple-use CPRs. Third, we introduce the concept of platforms to coordinate collective action by multiple users. Fourth, we address some issues that emerge from evidence in the field regarding the role and potential of nested platforms for managing complex CPRs. Finally, we raise five discussion statements. These will form the basis for the collection of articles in this special issue. (shrink)

In this special issue, Steins and Edwards introduced the notion of nested platforms for resource use negotiation as a tool to facilitate collective action amongst multiple-users in complex common-pool resource management scenarios. Five discussion statements were put forward to aid the debate on multi-use platforms. This paper is a synthesis of the responses to these statements by the other contributors to this special issue. It aims to further stimulate the debate on the management of (...) complex, multiple-use common-pool management scenarios. (shrink)

Cross-sector social partnerships (CSSPs) can produce benefits at individual, organizational, sectoral and societal levels. In this article, we argue that the distribution of benefits depends in part on the cognitive frames held by partnership participants. Based on Selsky and Parker's (J Manage 31(6):849-873, 2005) review of CSSPs, we identify three analytic "platforms" for social partnerships — the resource-dependence platform, the social-issue platform, and the societal-sector platform. We situate platforms as prospective sensemaking devices that help project managers make (...) sense of partnerships by calling attention to certain desired features or downplaying other features. We describe the three platforms and contrast them on factors that influence social benefit, including orientation, learning, and power. We provide illustrations of each platform and demonstrate how the choice of platform is consequential for practice, such as how a partnership project gets started, evolves and produces social benefits. (shrink)

This paper adopts Hadoop to build and test the storage and retrieval platform for painting resources. This paper adopts Hadoop as the platform and MapReduce as the computing framework and uses Hadoop Distributed Filesystem distributed file system to store massive log data, which solves the storage problem of massive data. According to the business requirements of the system, this paper designs the system according to the process of web text mining, mainly divided into log data preprocessing module, log data storage (...) module, log data analysis module, and log data visualization module. The core part of the system is the log data analysis module. The analysis of search keywords ranking, Uniform Resource Locator, and user click relationship, URL ranking, and other dimensions are realized through data statistical analysis, and Canopy coarse clustering is performed first according to search keywords, and then K-means clustering is used for the results after Canopy clustering, and the calculation of cosine similarity is adopted to realize the grouping of users and build user portrait. The Hadoop development environment is installed and deployed, and functional and performance tests are conducted on the contents implemented in this system. The constructed private cloud platform for remote sensing image data can realize online retrieval of remote sensing image metadata and fast download of remote sensing image data and solve the problems in storage, data sharing, and management of remote sensing image data to a certain extent. (shrink)

In her groundbreaking work, Elinor Ostrom suggested that communities are able to self-organize and develop rules which allow them to effectively manage common-pool resources while avoiding the “tragedy of the commons”, as proposed by Hardin. Based on empirical case studies of how forests, irrigation, grazing land and fisheries are organized all over the world, Ostrom suggested several principles that can serve as guidelines for managing common-pool resources. In the 21st century new initiatives have been based on sharing. There are various (...) examples such as car and bike sharing in cities, internet platforms such as Wikipedia, community gardens and many others. There is a reason to believe that these efforts will continue to grow and become more popular as people realise the economic, social and ecological benefits. The aim of this paper is to analyse to what extent Ostrom’s findings are relevant to these new, often urbanised or digitalised forms of sharing. Can the famous design principles for which she won the Nobel prize be applied or do we need to search for a different set of principles that are more suitable for these new emerging forms of ‘the commons’? Our findings suggest that although Ostrom’s framework needs to be adapted before being applied to the reality of urban and digitalised environments, some of her findings remain relevant. (shrink)

Resource development takes place through the transformation of social institutions. The moral dimension is of crucial importance in the evolution of associated management regimes. More than just a code of ethics, moralities are predicated on what is understood to be 'the good'. Recognition of the good requires a rhetoric beyond those of power and interest. This paper proposes a rhetoric of love. Within this conception of morality, the management of human relationships becomes understood as an unfolding cycle (...) of choice among tragic choices and management of the non-human environment is accomplished through the realisation of the gift relationship. (shrink)

Resource development takes place through the transformation of social institutions. The moral dimension is of crucial importance in the evolution of associated management regimes. More than just a code of ethics, moralities are predicated on what is understood to be ‘the good’. Recognition of the good requires a rhetoric beyond those of power and interest. This paper proposes a rhetoric of love. Within this conception of morality, the management of human relationships becomes understood as an unfolding cycle (...) of choice among tragic choices and management of the non‐human environment is accomplished through the realisation of the gift relationship. (shrink)

Building on the human resource management behavioral and organizational climate literature, this study explores the linkage between socially responsible HRM and employee support for perceived external corporate social responsibility and the underlying social and psychological process. Multilevel analysis of data gathered over two separate periods confirmed that the relationship between SRHRM and employee support for external CSR initiatives of the employing organization is mediated by the organizational CSR climate. Moreover, the indirect effect is contingent on perceived internal CSR. (...) This study extends CSR research into the HRM domain and develops a better understanding of the micro-foundations of CSR by integrating the micro- and macro-perspectives of CSR. Based on the study findings, this paper also discusses theoretical contributions and future research directions. (shrink)

This special issue of the Journal of Research Practice focuses on integration research, also known as integrated or integrative research. Integration between disciplines and between research and practice is increasingly recognised as essential to tackle complex problems more effectively. But there is little to guide researchers about how to undertake integration research. This special issue provides a number of case studies of how integration has been approached and exemplifies the challenges facing researchers seeking to embed integration in both existing and (...) new organisations and make it acceptable and respectable. Documenting these developments provides a unique illustration of how integration research is evolving as a type of practice. (shrink)

The book examines ethics and employment issues in contemporary Human Resource Management (HRM). Written by an international team of academics from universities in the UK, the US, Australia and New Zealand, it examines the problems and opportunities facing employers and employees. The book subdivides into three sections: Part I assesses the context of HRM; Part II analyses contemporary debates, continuity and change in HRM, and Part III proposes likely developments for the future seeking to identify a more proactive (...) HRM approach towards ethical issues arising in employment. Distinctive features include: -/- -Comprehensive analysis of continuity and change in employment and HRM -In-depth assessment of the ethical contribution and potential of HRM -Timely evaluation of the ethical achievements to-date of HRM in: individualized employment relations, HRM partnerships, HRM and employee performance, and strategic HRM -Detailed recommendations for HR managers and general managers encouraging more ethically aware practice -Guidance on ethical approaches to leadership, knowledge management and collective employment relations -Analysis of alternative futures for HRM as a profession and advice on how to create more rigorous and independent professional practice -A vision of a more innovative, cooperative and ethically sensitive set of HRM practices -Clear proposals for HRM on how to attain more ethical conduct. (shrink)

An earlier version of this paper was presented at the 2011 IEEE International Symposium on Technology and Society at Saint Xavier University in Chicago, Illinois. This paper describes a proposed mobile platform, Transafe, that captures and analyses public perceptions of safety to deliver 'crowdsourced' collective intelligence about places in the City of Melbourne, Australia, and their affective states at various times of the day. Public perceptions of crime on public transport in Melbourne are often mismatched with actual crime statistics and (...) such perceptions thus can act as social barriers to visitors and locals traversing within and through the city. Using interactive mobile applications and social media, the visualization of this crowdsourced safety perception information will increase the commuter's awareness of various situations in the City of Melbourne. In addition, through social behavioral analysis and ethnographic research, the collective public intelligence will also help inform the stakeholders of the city for future policy-making and policing strategies for safety perception management. At the centre of the proposed platform is the design and development of a mobile phone application that can contribute to people feeling safer by supporting users to report crimes and misdemeanors that they witness, and provide information about transportation and emergency services around where the users are located. The proposed application can also act as a crime deterrent with one feature that enables user tracking by up to three nominated friends if the user opts to activate tracking when feeling unsafe while roaming the city. (shrink)

Organizations are increasingly finding it challenging to balance economic and environmental performance particularly those that face competitive, regulatory and community pressure. With the increasing pressures for environmental sustainability, this calls for the new formulation of strategies by the manufacturers in order to minimize their products and services negative impact on the environment. Hence, Green Human Resource Management (GHRM) continues to be an important research agenda among the researchers. In Palestine, green issues are new and still developing. Constant study (...) is needed to fully understand and update information regarding this area. Objective: The aim of this paper is to explore the views and level of acceptance of GHRM practices among manufacturing firms in Palestine. Results: Through the use of e-mail survey, 121 responses were obtained to generate the results of the study. The result showed GHRM practices have been practiced to somewhat to a greater extent a firms in Palestine. Findings can be extended to study on the issues in further. Academicians and practitioners can apply this result to their research and business strategies on how to improve sustainable performance and to effectively implement GHRM practices. (shrink)

Nowadays there is a growing interest in business ethics, both in academia and professionally. However, moral lapses continue to happen in business activities, leading academicians and professionals to rethink what is being done and reinventing new strategies to successfully manage ethics in business organisations. Thus, whereas efforts to promote ethics are basically oriented to using and developing explicit, written formal mechanisms, the literature suggests that other instruments are also useful and necessary to achieve this. Thus, studying the role of the (...) Human Resource Management (hereafter, HRM) in promoting ethics is an emerging research topic due to the heavy influence that HRM practices are thought to have on employees. This paper is aimed at developing a thorough analysis of HRM's role in promoting ethics, and specifically at focusing on one of its practices, training. As an illustrative example of the utility of this practice, an empirical study was conducted on a range of Spanish banking companies in which an impact was found on the employees' ethical behaviour when ethics training was being provided inside the organisation. Finally, the practical implications of these findings and directions for future research are presented. (shrink)

In this paper, I will argue that it is a moral obligation for companies, firstly, to accept their moral responsibility with respect to non-discrimination, and secondly, to address the issue with a full-fledged programme, including but not limited to the countering of microsocial discrimination processes through specific policies. On the basis of a broad sketch of how some discrimination mechanisms are actually influencing decisions, that is, causing intended as well as unintended bias in Human Resources Management (HRM), I will (...) argue that the well known tools of legislation and ethical codes are necessary although insufficient to cope with the problem. However, based on empirical evidence, we know which set of measures is likely to diminish discrimination. Taking non-discrimination seriously implies complex and longitudinal policies which include assigning responsibility for a non-discrimination policy within the firm, making managers conscious of implicit stereotypes and helping them to cope with prejudices that no one can totally overcome. Insofar as corporate responsibility with respect to non-discrimination is accepted and strategies that are not prohibitively expensive are known, companies are bound to implement them. Not implementing the best set of measures may be considered at least as a moral shortcoming or, depending on the size of the company, mere lip service to the non-discrimination principle. Although the paper refers to empirical material of diverse backgrounds, its intent is clearly normative. It wishes to spell out what companies ought to do if they are committed to responsible behaviour. The discussion of effective remedies against discrimination is based on a case study of a French company. The retailer Auchan was recently surprised to learn that it was discriminating against ethnic minorities despite strong ethical standards, an ethics committee and ethical leadership. The company dropped its naïve beliefs and set up an ambitious policy cope with the issue. The case illustrates what recent empirical research has revealed about the effectiveness of diversity policies: establishing responsibility for diversity results, firm ethical commitment and support from top management make diversity programs effective. (shrink)

This article examines the potential for moral agency in human resource management practice. It draws on an ethnographic study of human resource managers in a global organization to provide a theorized account of situated moral agency. This account suggests that within contemporary organizations, institutional structures—particularly the structures of Anglo-American market capitalism— threaten and constrain the capacity of HR managers to exercise moral agency and hence engage in ethical behaviour. The contextualized explanation of HR management action directly (...) addresses the question of whether HRM is inherently unethical. The discussion draws on MacIntyre’s conceptualization of moral agency within contemporary social structures. In practice, HR managers embody roles that may not be wholly compartmentalized. Alternative institutional structures can provide HR managers with a vocabulary of motives for people-centred HRM and widen the scope for the exercising of moral agency, when enacted within reflective relational spaces that provide milieus for critical questioning of logics and values. This article aims to contribute to and extend debate on whether HRM can ever be ethical, and provide a means of reconnecting business ethics with longstanding concerns in critical management studies. (shrink)

In recent years, researchers and practitioners have increasingly paid attention to food waste, which is seen as highly unethical given its negative environmental and societal implications. Waste recovery is dependent on the creation of connections along the supply chain, so that actors with goods at risk of becoming waste can transfer them to those who may be able to use them as inputs or for their own consumption. Such waste recovery is, however, often hampered by what we call ‘circularity holes’, (...) i.e., missing linkages between waste generators and potential receivers. A new type of actor, the digital platform organization, has recently taken on a brokerage function to bridge circularity holes, particularly in the food supply chain. Yet, extant literature has overlooked this novel type of brokerage that exploits digital technology for the transfer and recovery of discarded resources between supply chain actors. Our study investigates this actor, conceptualized as a ‘circularity broker’, and thus unites network research and circular supply chain research. Focusing on the food supply chain, we adopt an interpretive inductive theory-building approach to uncover how platform organizations foster the recovery of waste by bridging circularity holes. We identify and explicate six brokerage roles, i.e., connecting, informing, protecting, mobilizing, integrating and measuring, and discuss them in relation to extant literature, highlighting novelties compared to earlier studies. The final section reflects on contributions, implications, limitations and areas for further research. (shrink)

This field study investigated the relationship between strategic human resource management, internal environmental concern, organizational citizenship behavior for the environment, and environmental performance. The originality of the present research was to link human resource management and environmental management in the Chinese context. Data consisted of 151 matched questionnaires from top management team members, chief executive officers, and frontline workers. The main results indicate that organizational citizenship behavior for the environment fully mediates the relationship between (...) strategic human resource management and environmental performance, and that internal environmental concern moderates the effect of strategic human resource management on organizational citizenship behavior for the environment. (shrink)

Aiming at the problem of resource scheduling optimization in enterprise management cloud mode, a customizable fuzzy clustering cloud resource scheduling algorithm based on trust sensitivity is proposed. Firstly, on the one hand, a fuzzy clustering method is used to divide cloud resource scheduling into two aspects: cloud user resource scheduling and cloud task resource scheduling. On the other hand, a trust-sensitive mechanism is introduced into cloud task scheduling to prevent malicious node attacks or dishonest (...) recommendation from node providers. At the same time, in the cloud task scheduling, cloud resources are divided according to the comprehensive performance of resources, and the trust sensitivity coefficient of each type of task resources is calculated. Then, according to the trust sensitivity coefficient, the matching cloud tasks are selected for users. Through the comparison of simulation experiments, the customized fuzzy clustering cloud resource scheduling algorithm proposed in this paper reduces the user’s cost of selecting cloud service provider in the cloud resource scheduling. It not only embodies the principle of cloud resource allocation on demand but also can give full play to the advantages of cloud resources and improve the throughput of the whole cloud system and the satisfaction of cloud users. (shrink)

Focusing on professional codes of ethics in HR, this article establishes a foundation for understanding the contents of thesecodes and for future research in this area. Five key professionalethics codes in HRM are analyzed according to six obligations.The resulting characterizations revealed that these codes advocatefive principles related to integrity, legality, proficiency, loyalty, and confidentiality. Particular flaws in code content and implementationare identified with recommendations for addressing them. Also,suggestions for standardizing professional HR codes and forfuture research are discussed.

Workplace spirituality deals with paradoxes. This concept has been taken on board since the late 1980s, but very few human resource managers have realised that workplace spirituality could make an essential contribution to a better understanding of workplace and corporate reality. Increasing numbers of academic papers are being published on this subject but mere remain many grey areas for researchers. The aim of this paper is to use Simone Weil’s philosophy as a reading grid to get an insight into (...) workplace spirituality as a new paradigm of management. Initial studies attempting to apply Weil’s philosophy to management highlight the necessity for all the actors within the organisation to define their job tasks and contents according to their own way of thinking. Our interpretation of Weil’s philosophy also sheds light on the impossibility of dissociating thinking and acting and reminds us that work is done to nourish both the body and the soul. By concentrating on the spirituality of work, we can establish new links between ethics and human resource management. (shrink)

This research examines the impact of an online platform’s revenue model on consumers’ ethical inferences of the company. We demonstrate that consumers perceive online platforms that employ the advertising-based revenue model to be less ethical than platforms that employ the service-fee-based revenue model because platforms that adopt the advertising-based revenue model are thought to be less consumer-serving motivated. The unfavorable ethical inferences induced by the advertising-based revenue model further lower consumers’ intention to disclose personal information and the (...) intention to generate positive word of mouth for the company. We further find that allowing consumers to skip advertisements does not improve the less favorable ethical inferences while using resources for public-service advertisements does. These findings advance the understanding of consumers’ ethical inferences regarding business models and provide insights for managers to develop effective strategies to alleviate less favorable ethical inferences. (shrink)

In this article, we propose to comprehend the corruption mechanisms of tender bidding processes in terms of Human Resource Management (HRM) practices within informal networks. Taking the context of Kazakhstan, we analyze the behavior of individual actors as members of informal networks. Our analysis shows that both corruption and anti-corruption mechanisms can be explained in terms of HRM practices such as (camouflaged) recruitment (e.g., of powerful government officials via network ties), compensation (e.g., kickbacks for corruption; social recognition or (...) shame for anti-corruption) and performance management (e.g., demonstrative punishment for corruption; extreme formalization, peer pressure or social sanctions for anti-corruption). (shrink)

Using artificial intelligence (AI) to make decisions in human resource management (HRM) raises questions of how fair employees perceive these decisions to be and whether they experience respectful treatment (i.e., interactional justice). In this experimental survey study with open-ended qualitative questions, we examine decision making in six HRM functions and manipulate the decision maker (AI or human) and decision valence (positive or negative) to determine their impact on individuals’ experiences of interactional justice, trust, dehumanization, and perceptions of decision-maker (...) role appropriate- ness. In terms of decision makers, the use of human decision makers over AIs generally resulted in better perceptions of respectful treatment. In terms of decision valence, people experiencing positive over negative decisions generally resulted in better perceptions of respectful treatment. In instances where these cases conflict, on some indicators people preferred positive AI decisions over negative human decisions. Qualitative responses show how people identify justice concerns with both AI and human decision making. We outline implications for theory, practice, and future research. (shrink)

When quality in an organisational context includes more employee-oriented arrangements and systems, the introduction of a new relationship pattern between employers and employees can rightly be considered a quality program. In this article we describe the shifting roles of HRM and 'people management' in general within a changing environmental and organisational context. We present an original 'FIT' organisational model, in which the role of HRM as 'partner-champion' is highlighted, and which was implemented during the 1990s in a multinational company. (...) More specifically, we describe the company background, the motives for this new approach, the basic principles and the main phases of implementation of this new 'social contract'. (shrink)

Human resource management risks are due to the failure of employer organization to use relevant human resources reasonably and can result in tangible or intangible waste of human resources and even risks; therefore, constructing a practical early warning model of human resource management risk is extremely important for early risk prediction. The back propagation neural network is an information analysis and processing system formed by using the error back propagation algorithm to simulate the neural function and (...) structure of the human brain, which can handle complex and changeable things that do not have an obvious linear relationship between output results and input factors, so as to find the objective connection between the two. Based on the summary and analysis of previous research works, this article expounded the research status and significance of early warning for human resource management risks, elaborated the development background, current status, and future challenges of the BP neural network, introduced the method and principle of the BP neural network’s connection weight calculation and learning training, performed the risk inducement analysis, index system establishment, and network node selection of human resource management, constructed an early warning model of human resource management risk based on the BP neural network, conducted the risk warning model training and detection based on the BP neural network, and finally carried out a simulation and its result analysis. The study results show that the early warning model of human resource management risk based on the BP network is effective, and this trained and tested BP network risk warning model can be used to conduct early warning empirical research on human resource risks to prevent human resource risks, ensure enterprise’s benign operation, and at the same time play a role in supervision and promotion of market order rectification. (shrink)

Social enterprises, promising organizations for solving societal problems with innovative approaches, rely upon their members’ active roles for workplace innovation. However, we still have a limited understanding about how social enterprises can foster employees’ endeavors for innovation. By focusing on employee learning and innovative behavior, we investigate the influences of perceived social mission, value congruence, and human resource management (HRM) practices in social enterprises. We conducted two complementary studies to answer our research questions. In Study 1, with a (...) survey of 369 employees from 68 social enterprises, we examined a multilevel moderated mediation model with firm‐level and individual‐level data. We found that perceived social mission promoted learning and innovative behavior by increasing value congruence, and that commitment‐based HRM practices enhanced the overall process from mission to employee efforts for innovation. In Study 2, with 300 daily surveys from 60 employees participating in an experience sampling study, we found that those with high‐value congruence showed a significantly more stable pattern with less variance in innovative behavior than in learning behavior. Our study adds novel implications to the underdeveloped literature on employee innovation and HRM in social enterprises by uncovering the positive effects of social mission and value facets for boosting learning and innovative behaviors. Our research also suggests that social enterprises should benefit from pursuing and emphasizing the social mission and commitment‐based HRM bundle together, which will promote the prosperity and well‐being of business and society. (shrink)

In April this year a Conference on Ethical Issues in Contemporary Human Resource Management was held at the Management School, Imperial College, London, and jointly sponsored by the British Universities Industrial Relations Association (BUIRA) and the UK Chapter of the European Business Ethics Network (EBEN‐UK). We are indebted to the organisers of the Conference, Dr Diana Winstanley, Lecturer in Human Resource Management at Imperial College Management School, Dr Jean Woodall, Reader in Human Resource (...) Management at Kingston Business School, and Professor Edmund Heery, Professor of Human Resource Management at Cardiff Business School, for the following overview of the ethics agenda emerging for modern HRM as this figured in contributions to the Imperial College Conference. All the papers delivered at the Conference are obtainable from Dr Diana Winstanley, Imperial College Management School, 53 Prince's Gate, Exhibition Road, London SW7 2PG, tel: (44)(0) 171‐594‐9114. (shrink)

Formulating and translating corporate social responsibility strategy into actual managerial practices and outcome values remain ongoing challenges for many organizations. This paper argues that the human resource management function can potentially play an important role in supporting organizations to address this challenge. We argue that HRM could provide an interesting and dynamic support to CSR strategy design as well as implementation and delivery. Drawing on a systematic review of relevant strategic CSR and HRM literatures, this paper highlights the (...) important interfaces between CSR and HRM and develops a conceptual model, the CSR-HRM co-creation model, which accounts for the potential HRM roles in CSR and identifies a range of outcome values resulting from a more effective integration of the role of HRM within CSR. The paper concludes with relevant theoretical and managerial recommendations that advance our understanding of the potential interfaces between HRM and CSR and how HRM can support a systematic and progressive CSR agenda. (shrink)

One of the main driving forces in the era of cyber-physical systems is the introduction of massive sensor networks into manufacturing processes, connected cars, precision agriculture, and so on. Therefore, large amounts of sensor data have to be ingested at the server side in order to generate and make the “twin digital model” or virtual factory of the existing physical processes for predictive simulation and scheduling purposes usable. In this paper, we focus on our ultimate goal, a novel software container-based (...) approach with cloud agnostic orchestration facilities that enable the system operators in the industry to create and manage scalable, virtual IT platforms on-demand for these two typical major pillars of CPS: server-side framework for sensor networks and configurable simulation tool for predicting the behavior of manufacturing systems. The paper discusses the scalability of the applied discrete-event simulation tool and the layered back-end framework starting from simple virtual machine-level to sophisticated multilevel autoscaling use case scenario. The presented achievements and evaluations leverage on the synergy of the existing EasySim simulator, our new CQueue software container manager, the continuously developed Occopus cloud orchestrator tool, and the latest version of the evolving MiCADO framework for integrating such tools into a unified platform. (shrink)

Abstract The goal of the study was to investigate the current situation with Human Resources (HR) systems in the Saudi market on the basis of survey conducted among 100 organizations. Their HR and IT experts were to fill out a questionnaire that allowed receiving their expert opinion and make conclusions considering the HR systems usage in this country. In the course of the study, eight hypotheses were investigated and proved: the number of companies’ users of Human Resource Management (...) (HRM) systems does not exceed a half of the staff; most companies use additional resources for HR management apart from HR automated systems; many companies use systems developed by their specialists for HRM; companies are satisfied with the level of HRM systems’ performance; companies are ready to implement new, more effective systems in their practice; Saudi market is not ready for SaaS model; companies are not ready to implement SaaS model; companies have high development potential despite impediments. The results have shown that the Saudi market is ready for implementation of the new technologies, while the level of satisfaction by the current solutions is comparatively low and requires urgent measures. New developments, preferably on the basis of SaaS model, are required to improve the situation and make a step towards successful future. Content Type Journal Article Category Original Paper Pages 1-14 DOI 10.1007/s13520-012-0015-7 Authors Bandar Khalaf Alharthey, Department of Management, Faculty of Management and Human Resource Development, University Technology of Malaysia, 81310 UTM, Johor Bahru, Johor, Malaysia Amran Rasli, Department of Management, Faculty of Management and Human Resource Development, University Technology of Malaysia, 81310 UTM, Johor Bahru, Johor, Malaysia Journal Asian Journal of Business Ethics Online ISSN 2210-6731 Print ISSN 2210-6723. (shrink)

The purpose of this study is to examine how workgroup diversity can be managed through specific strategic human resource management systems. Our review shows that ‘affirmative action’ and traditional ‘diversity management’ approaches have failed to simultaneously achieve business and social justice outcomes of diversity. As previous literature has shown, the benefits of diversity cannot be achieved with isolated interventions. To the contrary, a complete organizational culture change is required, in order to promote appreciation of individual differences. The (...) paper contributes to this discussion by exploring the implications of this change for human resource management, and explaining how the systems of practices should be changed when they are directed to diverse groups. The model designed to test this notion includes: (1) demographic and human capital diversity as independent variables, (2) group performance (measured as innovation outcomes) as the dependent variable and, (3) the orientation of the strategic human resource management system as a potential moderator of this relationship. The main conclusion of the empirical analysis developed is that different patterns of human resource management practices can be used, depending on the type of diversity that the organization faces, and the specific effects that it wishes to manage. Concretely, three alternative management systems are identified in this paper, with different moderating effects. This result has interesting implications for human resource management professionals, explained in the last section. The limitations of this study are also discussed, as well as some issues that future research in this field should address. (shrink)

The paper presents an evaluation of the paternalistic model of HRM. The analysis reveals that this conception of the employment relationship is deeply flawed and does not provide a morally acceptable approach towards responsible citizens in a democratic society. Moreover, where the employment relationship is based upon managerial hegemony and secrecy, the danger is that this can become institutionalized as a corporate morality that brings about the unintended consequences of moral indifference and unjust conduct towards employees and other stakeholders. The (...) conclusion of this evaluation is that a wise management will try to open up its decision‐making processes and seek the participation of a wide range of stakeholders in the determination of the economic and social purpose of the company. There is another option: the employment relationship can be informed by a communitarian perspective, which aims to strike a balance between the economic interests of employers and employees, and the need for justice to foster mutual cooperation in the pursuit of a common purpose. This conception of the employment relationship will be outlined here as HRM in the ‘community of purpose’. (shrink)

Understanding stakeholders’ perceptions and motivations is of significant importance in relation to conservation and protected area projects. The importance of stakeholder analysis is widely recognized as a necessary means for gaining insight into the complex systemic interactions between natural processes, management policies, and local people depending on the resource. Today, community and group-based participatory inquiry approaches are widely used for this purpose. Recently, participatory approaches have been critiqued for not considering power relations and conflict internal to the community. (...) In this article, we suggest that the five-step Rapid Stakeholder and Conflict Assessment (RSCA) methodology addresses this critique. The objective of the methodology is to provide a facilitator with a comprehensive foundation on which to plan and conduct subsequent participatory project development. The RSCA integrates elements of soft systems and critical systems thinking. Qualitative research interviews and cognitive mapping of stakeholders’ mental models are used for collection of empirical material and analysis. The RSCA methodology is demonstrated in a case study concerning buffer zone management in the coastal wetlands of southern Vietnam. The case study shows that the RSCA methodology can provide an efficient way of obtaining a holistic and critical understanding of a complex resource management situation, thus potentially enhancing project performance in an instrumental as well as an ethical sense. (shrink)

This article evaluates the effect of different human resource management (HRM) practices on organizations’ environmental performance. We develop a model to evaluate the influence of a broad range of HRM practices, including environmental performance criteria in managers’ performance evaluations and two types of internal corporate social responsibility (CSR) practices: socially responsible employee benefits and corporate volunteering practices. To this end, we analyze a sample of 142 manufacturing companies that have completed B Lab’s Impact Assessment process to certify their (...) environmental performance. The results show that including environmental criteria in a higher proportion of managers’ performance evaluations directly impacts organizations’ environmental performance and strengthens the positive effect of other environmental management practices. The findings also demonstrate the direct effects of both types of CSR practices on an organization’s environmental performance. Our study advances recent work on Green HRM and CSR by identifying the specific HRM practices that allow organizations to move from being part of the world’s environmental problem to being part of the solution. (shrink)

In April this year a Conference on Ethical Issues in Contemporary Human Resource Management was held at the Management School, Imperial College, London, and jointly sponsored by the British Universities Industrial Relations Association (BUIRA) and the UK Chapter of the European Business Ethics Network (EBEN‐UK). We are indebted to the organisers of the Conference, Dr Diana Winstanley, Lecturer in Human Resource Management at Imperial College Management School, Dr Jean Woodall, Reader in Human Resource (...) Management at Kingston Business School, and Professor Edmund Heery, Professor of Human Resource Management at Cardiff Business School, for the following overview of the ethics agenda emerging for modern HRM as this figured in contributions to the Imperial College Conference. All the papers delivered at the Conference are obtainable from Dr Diana Winstanley, Imperial College Management School, 53 Prince's Gate, Exhibition Road, London SW7 2PG, tel: (44)(0) 171‐594‐9114. (shrink)

Watersheds constitute a special case of multiple-use common pool resources (CPRs). In a textual sense, watersheds tend to be mosaics of privately owned and managed patches of land. At the same time, however, watersheds are also ecosystems in which multiple resources and people interact through an infinity of bio-physical processes. Through such interaction, new watershed-level qualities emerge that, together with other factors, condition watershed users' continued resource use and access. In this perspective, watersheds become common-pool resources. Hence, watershed users (...) do not only manage their individual plots, crops, forests, etc., knowingly or not, they manage landscape patterns and bio-physical processes that transcend their private property. In this context, drawing on experiences gained through participatory action research in a micro-watershed in the Andean hillsides of southern Colombia, this paper describes a process aimed at fostering collective watershed management. The paper illustrates the importance of platforms as a mechanism for negotiating and coordinating collective action by multiple users and discusses the issues of representation on such platforms as well as the importance of third party facilitation. (shrink)

South Africa is characterised by rapidly escalating crime, including white-collar crime, and unethical behaviour in public and private organisations. This necessitates innovative ways to deal with the situation. The objective of this conceptual and theoretical research is to investigate ways in which human resource management can be utilised to instil and develop an ethical corporate culture in South African organisations. A theoretical model of ethical behaviour is discussed as a basis for this study. It is indicated that human (...) resource management can have an effect on organisational factors and is therefore an important tool in developing an ethical corporate culture. (shrink)

Helping behavior is likely to have evolved to increase summary chances for survival of an individual and their group. Nevertheless, populations differ significantly in their eagerness to help, and still little is known about populational and inter-individual determinants of these differences. Previous studies indicated that economic and physiological factors might influence helping behavior. The aim of the present study was to investigate the effects of approach to resource management of a society (immediate-return economy vs. delayed-return economy), prenatal androgenization (...) (based on second-to-fourth digit ratio), and physical strength (based on hand grip strength) on helping behavior towards others. Helping was assessed in terms of both general eagerness to help and differential helping towards: (1) kin, (2) other group members indiscriminately, (3) friends, and (4) those from whom help was obtained in the past. Based on data collected in two small-scale societies, we found that people in the egalitarian immediate-return society (the Hadza hunter-gatherers of Tanzania) engaged in helping behavior significantly more often than representatives of a more stratified delayed-return economy (Yali horticulturalists of Papua). Additionally, our results revealed that physical strength was a significant predictor of helping behavior in women but not in men. We discuss our findings in the light of the adaptive value of helping behavior. (shrink)

Native American land ethics are not well understood by many governmental natural resource managers. This article presents the results of interviews with selected tribal elders, tribal land managers, and tribal content experts concerning traditional beliefs and values forming a land ethic and how these influence tribal land management practices. The Native American land ethic that emerged from this study includes four belief areas: “All Is Sacred”; ; “Right Action”; ; “All Is Interrelated”; ; and “Mother Earth”;. Traditional Native (...) American beliefs concerning the environment appear to spring from a spiritual context rather than the scientific‐utilitarian context more prevalent in the dominant Euro‐American culture. (shrink)

Human resource management plays an important role for an organization’s sustainability endeavor. This paper attempts to provide a concise overview of the sustainability in HRM in Japanese overseas subsidiaries. The purpose of this paper is to examine two branches of business from a major Japanese multinational corporation in Hong Kong and identify the nature of sustainability in HRM in these two operations. It draws on qualitative interview data from a sample of 20 Japanese and locally hired employees and (...) two HR directors working in these two case companies with a total of 80 stories and two company interviews. A conceptual framework of sustainable HRM based on the Respect Openness Continuity model is used to examine sustainable HRM in the two Japanese subsidiaries. The results show that sustainability in HRM differs between these two case companies even though they are operated under the same Japanese headquarters. Distinctive stratified patterns of sustainability in HRM are found among the respondents in both case companies, and the nature of sustainability in HRM in these two case companies varies from each other to a large extent. The analysis of the interview data provides insight of how cultural, sectoral, and institutional factors have led to the different stratified pattern and nature of sustainability in HRM in these Japanese overseas subsidiaries. Further larger-scale research needs to be done on the case headquarters in Japan, and multinational corporations of other national origins to discover more about the patterns and nature of sustainability in HRM in a global context. (shrink)

This study aims to examine the underlying mechanism of the relationship between perceived green human resource management and perceived employee green behavior. By drawing on attitude and social exchange theories, we examined green commitment as a mediator and green knowledge sharing as a moderator of the GHRM–EGB relationship. The study employs partial least square structural equation modeling to analyze 329 responses. Data were collected in two time lags. The empirical results confirmed that GC mediates the relationship between GHRM (...) and EGB. However, the study results found that GKS moderated the indirect influence of GHRM on green behavior via GC. This research signifies the effect of GHRM, GKS, GC, and green behavior on organizations’ sustainability and environmental management. Despite the emerging literature on the significance of green practices in organizations for environmental management, no study has examined the moderating role of GKS on the indirect effect of GHRM on green behavior via mediating role of GC. This study offers valuable insight into environmental management in organizations through green practices and green behavior. (shrink)

Increasing environmental awareness in business life has given way to Green Human Resources Management practices. The positive corporate image created by GHRM is encouraging for many employees and boosts their work engagement. GHRM practices make employees feel proud about their organization and creates a value-based ground for working in their current companies. Actually, internalized green inclinations of organizations, namely, value alignment between an organization and an employee, can make their employees feel greater psychological ownership about their companies, leading to (...) greater engagement as it is suggested in social identity theory. Being inspired from psychological ownership literature, in this study, it is assumed that being exposed to Green Human Resources Management practices can make employees feel higher levels of work engagement and psychological ownership can have a mediator effect in this relationship. The model has been a tested model among 255 Turkish white-collar employees working in a manufacturing sector. Analyses have been carried out using the AMOS structural equation program and the PROCESS program. Results confirmed the above assumptions, confirming the assumptions of social identity theory and revealed the existence of mediator effect in the relationship between GHRM and work engagement of employees, illuminating the importance of GHRM for employees' positive attitudes toward their organization. (shrink)

In this article we investigate the value and utility of Machiavelli’s work for Community-Based Natural Resource Management. We made a selection of five topics derived from literature on NRM and CBNRM: Law and Policy, Justice, Participation, Transparency, and Leadership and management. We use Machiavelli’s work to analyze these topics and embed the results in a narrative intended to lead into the final conclusions, where the overarching theme of natural resource management for the common good is (...) considered. Machiavelli’s focus on practical realities produces new, sometimes unsettling, insights. We conclude that this focus helps to understand the development and performance of management regimes and their consequences and that institutional design should be seen as an ongoing process, which requires a constant adaptation of these institutions. (shrink)

Irrigation systems are recognized as common pool resources supplying water for agricultural production, but their role in supplying water for other uses is often overlooked. The importance of non-agricultural uses of irrigation water in livelihood strategies has implications for irrigation management and water rights, especially as increasing scarcity challenges existing water allocation mechanisms. This paper examines the multiple uses of water in the Kirindi Oya irrigation system in Sri Lanka, who the users are, and implications for water rights and (...) management policies. There are important residential, gender, and class differences among the water users. People use irrigation system water not only for field crops, but also for fishing, homestead gardens, and livestock. Even within irrigated farming households, men have more control over paddy crops in the main fields, whereas homestead gardens are women's domain. Because the irrigation system provides water for birds and animals, even wildlife and non-resident environmental groups can be considered stakeholders. Current policies emphasize user involvement in both irrigation and domestic water supply. While government agencies have had primary responsibility, institutions such as Farmers' Organizations are being promoted. These have the potential to serve as user platforms for negotiating water allocation among irrigated farmers. However, the user organizations reflect the sectoral responsibility of the government agencies. Their membership and structure do not take into account the multiple uses or users of water. Developing platforms that accommodate different user groups remains a major challenge for improving the overall productivity, as well as equity, of water use. (shrink)

The present paper analyses how top managers construct the meaning of sustainable human resource management and its responsibility areas and how they identify and prioritize stakeholders in sustainable HRM. The empirical data were collected as part of the Finnish HR Barometer inquiry. A qualitative analysis reveals four dimensions of sustainable HRM: Justice and equality, transparent HR practices, profitability, and employee well-being. It also reveals four broader responsibility areas: Legal and ethical, managerial, social, and economic. Contrary to the prior (...) green HRM literature, ecological responsibility was largely ignored. The study also reveals a wide range of stakeholders, specifically, owners, managers, employees, customers, and employee representatives, as well as their special roles and requirements for sustainable HRM. These findings contribute to the literature of sustainable HRM by illustrating the dimensions and broader responsibilities of sustainable HRM as seen by top managers. Their conceptions of sustainable HRM are largely neglected in the prior literature despite their crucial role in legitimating HRM and thus sustainable HRM in companies. These results also contribute to the theory of stakeholder salience in the sustainable HRM context from the viewpoint of top managers. (shrink)

Business Ethics, the Environment &Responsibility, Volume 31, Issue 3, Page 702-717, July 2022.

The purpose of the study is to determine the totality and content of key methodological approaches as conceptual foundations for designing the process of improving human resources of physical culture and sports. The article discusses the key provisions of resource, regional, functional, optimization; attention is focused on the concretization of the immanent principles of these approaches in relation to the problem of optimal management of human resources of physical culture and sports in the regional aspect. The scientific novelty (...) lies in the determination of the methodological contribution to the design of the concept of human resources management of physical culture and sports at the regional level of four basic approaches and their pairwise integration. As a result, the methodological contribution of the basic approaches to the developed concept was revealed and the key importance of their pairwise integration as target, meaningful, methodological guidelines for management was determined. (shrink)

This article examines the early Christian reception of the apocryphal book Tobit, focusing on Greek and Latin Christian interpretations from the 2nd to the 5th century CE. The study asks: how did early Christians read Tobit and for what purposes? The article provides an overview of how and why Tobit ended up in the Christian Bible, whether canonical or apocryphal. It then examines how the figures of Tobit and his son, Tobias, function as a moral exemplum in early Christianity, especially (...) related to almsgiving and financial management, burials and the care of the dead, marriage and parenthood, prayer, the suffering and endurance of Tobit, and the role of Tobit in the Christian understanding of angels. The article demonstrates that Tobit had a rich and diverse reception in early Christian biblical interpretation, especially in the Latin church of the West. CONTRIBUTION: This article investigates the historical reception of the apocryphal Book of Tobit in early Christian thought. The focus is especially on the varieties of thought regarding Tobit. The article provides an overview of how and why Tobit ended up in the Christian Bible, whether canonical or apocryphal. It then examines how the figures of Tobit and his son, Tobias, function as moral exempla. (shrink)