Strategic Value Contribution Role of HR

VisionIn the face of climate change and unaccountable corporations, consumers are increasingly vocal about their desire to support transparent companies that actively fight for social justice and offer eco-friendly products and alternatives to conventional items. In response, more brands are demonstrating accountability. Some of the fastest growing businesses are those in the natural product category, those with recycled and recyclable packaging, sweatshop-free and fair trade sourcing, and brands with affiliations with charitable organizations. All else equal, people are investing in brands they feel align with their values.

But, unfortunately it has been found that in spite of showing concern for the environment and advocating environmentally safe activities, the Indian consumer is still not ready to accept the hard truth that it the responsibility of one and all to minimize their contribution to the overall environmental pollution. This article from the journal ‘Vision’ aims at studying socio-psychological factors which contribute in the formation of environmental attitude of consumers. It further aims at establishing the connection between environmental attitude of the consumer and his/her willingness to buy environmentally friendly products.

The socio-cultural, psychological and demographic factors have manifested divergent relationship between attitude and behaviour. There is inadequate understanding of antecedents of consumer’s environmentally friendly attitude and willingness to buy environmentally friendly product. Some authors argue that many consumers claim that they care about the environment; their buying behaviour does not always reflect this concern.

It has been found that the dimensions, such as environmental knowledge (EK), perceived seriousness of environmental (PSE) problem, interpersonal influence (IPI), collectivism and long-term orientation (LTO), have positive relationship with consumer environmental attitude (CEA)

Register now to read full article!

Click here to read Consumer Environmental Attitude and Willingness to Purchase Environmentally Friendly Products: An SEM Approach for free from the journal Vision.

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Free Access to the February Issue of Journal of Management!

Looking for some reading for the long weekend? Journal of Management‘s February issue on Strategic Human Capital guest edited by Russell Coff, Patrick Wright, and Thomas Moliternois is available to read for free!

From Editor Deborah Rupp:

Strategic human capital has emerged as an area of interest in both the strategy and human resources management literatures, yet these literatures have developed without adequate interdisciplinary conversation. This special issue seeks to bridge this divide by creating a platform for researchers from both fields to engage in dialogue. Within the issue you will find paper on topics such as how the human jom covercapital of a Board of Directors impacts performance; how the departure of “star” employees affects a firm’s exploration and exploitation; how the value of an individual’s human capital depends on the human capital of those surrounding that individual; how a firm’s capital structure impacts a firm’s investment in human capital; and how firms seek to leverage staffing efforts to gain competitive advantage through human capital. In addition, papers seek to present a comprehensive analysis of the construct of human capital resources and to explore and expand the linkage between strategy and HR research to better extend our knowledge of human capital.

All articles from both the January and February issues of the Journal of Management are available to be read for free for the next 30 days! Access January here and February here. Don’t forget to sign up for e-alerts by clicking here and stay up to date on all new articles and issues from the Journal of Management!

Call for Proposals: Advances in Developing Human Resources

Advances in Developing Human Resources

adhrAdvances in Developing Human Resources (ADHR) is a quarterly journal that spans the realms of performance, learning, and integrity within an organizational context. Balancing theory and practice, each Issue is devoted to a different topic central to the development of human resources. The journal’s unique features include:

Research to Practice: ADHR focuses on the issues that help you work more effectively in human resource development. The journal has covered subjects as wide-ranging and vital as performance improvement, action learning, on-the-job training, informal learning, work-life balance, career development and HRD, leadership, and the philosophical foundations of HRD practice.

Current and Concise: Each Issue of ADHR focuses on a single topic of importance to HRD professionals. Special guest editors lead each Issue. Experts in their specific fields, they coordinate papers from some of the most noted professionals in HRD today. Each special Issue is comprehensive yet concise, giving full coverage to each specific subject area.

Dynamic and Relevant: ADHR is easy to read and is highly relevant to both scholars and practitioners. Dealing with the demands of the global economy and a diverse workforce can be difficult. From ethics to on-the-job training, from leadership development to action learning to cultural competence, ADHR gives you a quick, easy-to-use reference on each area important in your practice. Complete your library of HRD literature with the comprehensive coverage inADHR – the essential tool for human resource development specialists.

Each Issue of Advances in Developing Human Resources is available for course adoption or for use in a training environment. Multiple quantity discounts apply. Contact Susan Lynham, Editor-in-Chief, for more information.

For more information about submitting a proposal, or to submit a proposal to ADHR, please contact: Kimberly S. McDonald, Ph.D., Editor-in-Chief, Advances in Developing Human Resources

Indiana-Purdue University, Fort Wayne
College of Engineering, Technology, & Computer Science
2101 Coliseum Blvd.
Fort Wayne, IN 46805
Telephone (260)-481-6418


Part 4 of 5: Specific Examples that Explore “Work-Life Balance”

Today we’re continuing our special series of posts on Work-Life Balance. We hope you find the series insightful and thought-provoking.

Would you like to see work-life balance in action? Then take a look at the studies below:

Qu Xiao, The Hong Kong Polytechnic University, and John W. O’Neill, Pennsylvania State University, published “Work-Family Balance as a Potential Strategic Advantage: a Hotel General Manager Perspective” in the November 2010 issue of Journal of Hospitality & Tourism Research.

This qualitative study is an exploratory attempt to investigate hotel general managers’(GMs) perceived work–family balance/interface issues from a strategic perspective. Based on 49 in-person, in-depth, in-office, interviews with full-service hotel GMs, the authors identify current strategic issue perceptions (SIPs) of hotel GMs and explore potential relationships between these SIPs and work–family issues in the hotel industry. Findings suggest that work–family issues, including workplace flexibility, turnover, knowledge management, and career advancement are influenced by hotel culture and the GM’s management style; and when human resources are perceived as a competitive advantage by the hotel GMs, the work–family issues are indeed related to the hotel GM’s perceived strategic issues.

E. Jeffrey Hill, Sarah Allen, Jenet Jacob, Ashley Ferrin Bair, Sacha Leah Bikhazi, Alisa Van Langeveld, Giuseppe Martinengo, Taralyn Trost Parker and Eric Walker published “Work-Family Facilitation: Expanding Theoretical Understanding Through Qualitative Exploration” in the November 2007 issue of Advances in Developing Human Resources.

The problem and the solution.Work–family scholarly research is often dominated by a conflict perspective. In this study, employees of a large multinational corporation were asked to describe the positive influences of their work life on their home life and vice versa. Participants most frequently mentioned work place flexibility, financial benefits, and the ability to keep family commitments as important components of work-to-home facilitation. Supportive family relationships, psychological benefits of home, and psychological aspects of work were most frequently identified as important components of family-to-work facilitation. Implications for human resource development professionals are discussed as well as suggestions for future work–family facilitation theory and research.

See tomorrow’s post for the final installment of our look at “work-life balance.”

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Human Resources Management

The Human Dimension: A Review of Human Resources Management Issues in the Tourism and Hospitality Industry“, by Salih Kusluvan, Zeynep Kusluvan, Ibrahim Ilhan, and Lutfi Buyruk, all of the University of Nevsehir, Turkey, was one of the most frequently read articles in Cornell Quarterly in 2010. Professor Salih Kusluvan has provided additional background on the article:

Tell the story behind the article.  What prompted you to do this research and write this article? Do you have any specific memories about doing the research, writing or the review/publishing process that you would like to share?

All of my co-authors and I graduated from different tourism and hospitality management schools in the late 1980’s in Turkey. We all started to work in the tourism industry after graduation. However, having seen the poor working conditions and human resources management practices in the industry, we looked for other job opportunities  and started to work as research assistants in Nevsehir Tourism and Hotel Management School (now Faculty of Tourism) in the early 1990’s. It was our first hand experience and disappoinment with the HRM practices in the industry as well as our students’ constant complaints of the HRM practices both during the internship and after graduation that kept our interest on the HRM issues and practices in the tourism and hospitality industry. Being aware of our interest in HRM issues,  Prof. Chris Ryan (editor of Tourism Management) asked the lead author, Prof. Dr. Salih Kusluvan, to write a chapter on HRM for a Handbook of Tourism Management to be published by Sage Publications in 2006. But when we finished the chapter we learned that the handbook project was canceled. Then, we sent the manuscript to the editors of Annals of Tourism Research and Tourism Management for considiration to be published in respective journals. The editors rejected the manuscript on the grounds that it was too long. Lucklily, Professor Linda Canina, the editor of Cornell Hospitality Quarterly, gave us a chance and the manuscript was accepted for publication by two of the three referees.

As the author of one of the most read article in 2010, why do you think this research is important? Why are people reading it and who else should be exposed to it?

Our work is important because many bright and qualifed students who have studied tourism and hospitality management never start to work in the tourism industry after graduation, or they leave the industry after a few years of work due to poor HRM practices and working conditions.  We think that this should be a concern for managers in the tourism and hospitality industry as well as educational institutions and government officials responsible for education, industry and labour. We guess the appeal of our work for readers lies in the summary of vast amount of HRM literature in tourism over the past 25 years in a concrete and usefull framework.

Give us a specific review of the impact of this article. What additional research has this article led to (either your own or other’s)?

We have received many congratulations from many of our friends and colleages in Turkey and worldwide. We have also received proposals for joint research projects on HRM issues in tourism.

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