The purpose of this study is to propose a bundle of HRM practices. Specifically, this study segments HRM practices in non-overlapping practices to examine their role in organizational innovation. The methodological approach is a quantitative approach using a convenient sampling technique to collect valid data of 126 service sector employees across five sales and service centers. The findings of this study reveal that both commitment and innovation driven HRM practices positively impact organizational innovation. Meanwhile, the results have shown that the High Performance Work System does not impact organizational innovation. Thus, this study argues that to confront the challenges associated with an ever-evolving nature of organizations, top management must use integrative HRM strategies that can yield a cumulative effect in driving organizational innovation.

The study investigated the effect of psychological empowerment (PE) in between the High Performance Work System (HPWS) and Service Employees Performance (SEP) in the Automotive Retail Industry of Malaysia. We developed and examined a mediation model linking perceived-HPWS to SEP and PE plays as a mediator. From the self-determination theory, defined motivation as being intrinsic and extrinsic, whether PE enables the employees meeting the performance expectation. The proposed model can be substantiated wide data collection and data analysis. The research data are collected from a sample of 72 employees through a questionnaire. The findings suggest that the PE is a significant influence on SEP. It is expected that the findings of this study will guide Human Resource (HR) Practitioners to establish appropriate policies and procedures for effective HR practices to be deployed in the organization especially in the service industry environment.

This study investigates the benefits of Generative Artificial Intelligence (GAI) in human resources operations. It focuses on several key outcomes that include reliability, validity, digitalization, relative advantage, online response, computability, and the time and money costs. Basically, the study seeks an understanding of the less-consistent benefits of using GAI in HR. Data from 290 information technology professionals in Amman Town were collected during a well-planned public examination. The analysis uses a new approach to the method with IBM SPSS version 21 integrated with smart PLS. The findings reveal that determinants such as reliability, validity, digitalization, and relative advantage are strong in terms of efficiency, while computability and online response collaboration are weak determinants. The importance of the research is that it identifies the glitches when GAI skills are used in human resource management; hence, focusing on some vital areas of reliability, validity, digitalization, relative advantage, online responsiveness, and computability, one will have a detailed analysis of the potential issues while using GAI within HR, along with the possible solutions.

The primary objective of this paper is to investigate the mediation role of port supply chain integration between Human Resource Management (HRM) practices and port performance (PP) in Kingdome of Saudi Arabia. The present study employed partial lest square structural equation modeling technique to analyze the collected data. The study found some positive significant direct relationship between HRP, port supply chain integration (PSCI) and PP. Besides, this study also found some positive and significant relationship between HRP and PSCI. Additionally, the study confirms the mediating role of PSCI between HRP and PP. The study contributes to the literature and to the practice of ports to understand how the process of HRP and PSCI produces better port performance.

Today, human capital is considered a key factor of achieving the competitive advantage in different industries. The present study, as an applied and descriptive research, aims at providing formulation and evaluation of human resource development of an Iranian Petrochemical Company (APC). The human resource experts and managers of APC together with university professors of human capital and familiar with local conditions of Khuzestan province, Iran, made up the statistical population of this research. In this connection, first the internal factors (including advantages and disadvantages) were identified using human resource excellence indicators. Then, the opportunities and threats of human resource system were found via PESTEL approach. In the next step, the primary strategies were formulated using the strength, weakness, opportunities and threats (SWOT) Matrix. The next phases of the study were included evaluation and ranking of human resource development strategies based on analytical network process (ANP) multi-criteria decision making method and grey systems theory. According to results of the research, defensive strategies (WT) are suggested as the best and most appropriate strategies in human resource area. In other words, the internal and external factors of APC are problematic. Accordingly, APC is expected to adopt WT strategy, minimize the weaknesses, and avoid threats. Subsequent to the above policy, the strategies of WO, ST, and SO are advised to employ.

Prior research has indicated that employee turnover is detrimental to both individuals and organisations. Because a turnover intention in the workplace is detrimental, several factors have been suggested to better understand the reasons why employees may decide to leave their organisations. Some of the organizational-related factors that have been considered by previous research include perceived organizational justice, job satisfaction, perceived psychological contract breach, and perceived organizational support, among others. Despite these empirical studies, literatures indicate that less attention has been paid to the influence of perceived organisational politics, organizational trust, and perceived human resource practices management (HRM) practices on employee turnover. Hence, the present study fills in the gap by examining the relationship between perceived organisational politics, organizational trust, perceived human resource management practices and employee turnover among Registered Nurses in Nigerian public hospitals using multiple regression analysis technique. One hundred and seventy five Registered Nurses participated in the study. Result indicated that perceived organisational politics was significantly and positively related to turnover intentions. The result also showed that both organizational trust and perceived human resource practices were significantly and negatively related to turnover intentions. Theoretical and practical implications of the results are discussed.