Social Network Analysis of Sustainable Human Resource Management from the Employee Training’s Perspective

Modeling employees' skills for sustainable banking services

In Bangladesh, more clarity is needed on data that could contribute to the provision of sustainable banking services. Therefore, the qualitative exploration of bank employees' skills to advance contemporary banking careers and services has been rational. Moreover, limited knowledge of what constitutes a sustainable banking career and service inspires this study to adapt to the new normal post-COVID-19. Fifteen experienced employees from the banking industry participated in the interview to accomplish the research. The results from content data analysis showed that technical skills may vary from department to department based on employees' job responsibilities. However, the employee skills are more or less similar for different banks. The results further showed that the banking sector emphasizes the need for honesty from banks' employees, as they maintain a large amount of cash and other types of assets in their vaults. Additionally, the research participants expressed their sentiments regarding other skills, such as patience, smartness, and technological expertise. These skills are needed to carry out the day-to-day operations and achieve high customer satisfaction. Therefore, the study recommends that banks focus on creating an employee base with the skills found in the investigation to develop banking services.

The Influence of Social Networks on the Digital Recruitment of Human Resources: An Empirical Study in the Tourism Sector

The global employment landscape will continue to change due to new technologies, in particular automation, online collaboration tools, and artificial intelligence. The shortage of skilled workers and the growing jobs of e-tourism employees are a challenge for maintaining day-to-day operations. It is crucial to develop a digital recruitment strategy and communicate a good employer brand, supported by targeted digital advertising. This study aims to identify the impact of social networks on the effectiveness of digital human resources recruitment strategies in tourism. On the basis of a sample of 620 respondents who had experience of the digital recruitment of human resources in the tourism sector, the collected data was analyzed using structural equation modeling. The results underline the high relevance of building these strategies, as professional communication in social networks is the key to successful work in sustainable human resources practices.

Design of Personal Trajectories for Employees’ Professional Development in the Knowledge Society under Industry 5.0

The main feature of Industry 5.0 is “personalization”, linked not only to provide customers with personalized products, but also, in our opinion, to ensure personalization in labor relations with employees, since it increases human value through human–machine collaboration. The human capital quality determines a significant contribution not only to the labor productivity growth, but also to extend a social communication, loyalty and employees’ trust. The study proposes the new methodological approach for corporate human capital assessment and management (CHCM) over new conditions of digital transformation. The CHCM uses methods of system analysis and synthesis, expert assessments, descriptive statistical analysis and survey. The novelty of CHCM is that, firstly, it reflects all the essential features and properties of human capital under emergence of new professions; secondly, it combines and comprehensively uses both quantitative and qualitative methods for human capital assessment, reflecting the subjective and objective aspects of human capital measurement; thirdly, it allows to create warranted management decisions about individual trajectories of professional development of employees, ensuring the continuous growth of individual, corporate and social wealth. It is proved experimentally that the implementation of individual trajectories for employees’ professional development provides 2–3 years’ perspective on companies’ performance growth.

Sustainability of Management Decisions in a Digital Logistics Network

Globalization has given a powerful impetus to the development of international commercial activity and logistics management systems taking full advantage of cross-border networking. The solution lies at the intersection of information technologies, technical means of machine-to-machine (M2M) interaction, mobile high-speed networks, geolocation, cloud services, and a number of international standards. The current trend towards creating digital logistics platforms has set a number of serious challenges for developers. The most important requirement is the condition of sustainability of the obtained solutions with respect to disturbances in the conditions of logistics activities caused not only by market uncertainty but also by a whole set of unfavorable factors accompanying the transportation process. Within the framework of the presented research, the problem of obtaining the conditions for the stability of solutions obtained on the basis of mathematical models is set. At the same time, the processes of transferring not only discrete but also continuous material flows through complex structured networks are taken into account. This study contains the results of the analysis of the stability of solutions of differential systems of various types that simulate the transfer processes in network media. Initial boundary value problems for evolutionary equations and differential-difference systems are relevant in logistics, both for the discrete transportation of a wide range of goods and for the quasi-continuous transportation of, for example, liquid hydrocarbons. The criterion for the work of a logistics operator is the integral functional. For the mathematical description of the transport process of continuous and discrete media, a wide class of integrable functions are used, which adequately describe the transport of media with a complex internal rheological structure.

Human Resources Training Needs in the Small and Medium Enterprises from Cross-Border Area Romania-Ukraine-Republic of Moldova

The research aim was to identify the training needs of entrepreneurs and employees within small and medium enterprises (SMEs) from the Suceava, Chernivtsi, and Bălți regions, to analyze the specific training practices in the cross-border area, and to identify the common features or the disparities. The research contains an exploratory survey, based on a semi-structured questionnaire that investigates the training needs in the SMEs and specific training practices with a comparative approach. The results relate to the challenges faced by transformation economies and by the specificities of SMEs from these remote areas. Additionally, the research connects the factors involved in planning and delivering training programs for employees in SMEs in this EU peripheral area with the weaknesses of the companies in facing the market competitive economy. The results of the survey disclosed some common features and specificities related to training needs, training responsibilities, and interests in the SMEs from this cross-border area. The discussions are relevant for different categories of stakeholders, at the micro-level, for the management of the companies, but also on a larger scale, in planning the new development programs for the labor market in the targeted areas.

Effectiveness of Regulation of Educational Requirements for Non-Bank Credit Providers in Czech Republic

Educational challenges for companies are created by market regulation less frequently versus market dynamics. Yet when law-enforced educational challenges appear, they have a significant impact on companies and their employees. This empirical study focuses on a new professional qualification regulation on the market of consumer credit in the Czech Republic. We analyze how companies cope with the new law-enforced educational requirements and whether the regulation has been successful. We analyzed more than 1900 certification tests. The sample accounted for approximately 10% of all employees tested in the Czech Republic in the first year of the regulation. All test variants were found unique, the expected point score of each variant had skewed distributions with only a small number of difficult variants. A significant majority of the tests showed expected values in an interval of 60–75% with only several outliers; test difficulty was balanced. The professional qualification tests separated employees with the required knowledge from those without and excluded accidental success. We identified a successful education management system that resulted in success rates above the country average: decentralized regional managers supervision, employee financial participation, and effective e-learning. We found structural changes in the market supply structure. Companies with professionally skilled employees met the regulatory conditions. The regulation combining centrally-provided requirements and questions with the market-based method of preparing for the professional qualification test was successful.

Camel Genetic Resources Conservation through Tourism: A Key Sociocultural Approach of Camelback Leisure Riding

Camels are exotic elements, which can be comprised within adventure travel companies promoting ecotourism activities. Such recreations contribute to sustainable livelihoods for local communities and educational empowerment towards nature and its conservation. At present, some local camel breeds' survival reduces to this animal-based leisure industry and its reliability to perform and promote customized services accurately. By conducting an on-site questionnaire to customers participating in camelback riding tours, we assessed the motivational factors affecting participation, satisfaction, and loyalty in this tourism segment that may have made it socially differentiated. The sixfold combination of staff performance, culture geography, diverse and humane close interaction, camel behavior and performance, sociotemporal context, and positive previous experience involves the elemental dimensions that explain customer satisfaction and return intention probability within this entertainment business. Customer knowledge is essential for stakeholders to build personalized riding experiences and align profits with environmental sustainability and biodiversity mainstream concerns into their everyday operations. In turn, domestic camel tourist rides could be managed as a viable path to nature conservation by helping endangered local breeds to avoid their functional devaluation and potential extinction.

Sustainable HRM as a Driver for Innovative Work Behaviour: Do Respect, Openness, and Continuity Matter? The Case of Lithuania

There is a widespread consensus in prior literature that innovative work behaviour is a crucial factor in enabling organisations to adapt to rapid changes, to gain a competitive advantage, and create a sustainable organisation. Despite its importance, knowledge about potential drivers of this behaviour is fragmented and inconsistent. As such, organisations may be restricted in their ability to innovate because they do not know how to induce the employees in a way that will encourage them to explore, generate, champion, and finally implement the ideas. Recently, human resource management (HRM) has been explored among potential drivers, considering it as primary means by which organisations can influence and shape the behaviours of employees. Despite the notion that HRM predicts innovative work behaviour, there is a lack in the literature of insights into the ways the organisations can stimulate behaviour by offering sustainability-focused HRM. Sustainable HRM refers to a new approach to people management with the focus on external business environment (openness), respect for the employee (respect), and balanced interests of employer and employee (continuity). Relying on the notion that organisations are gradually introducing sustainable HRM and trying to close the gap in the literature, the paper is designed to link a new approach to people management with innovative work behaviour. The aim of the paper is an initial assessment of whether sustainable HRM is a driver for innovative work behaviour. Disentangling four dimensions of innovative work behaviour makes it possible to determine whether sustainable HRM can stimulate different behaviour types linked to idea exploration, idea generation, idea championing, and idea implementation. The results of a preparatory survey of 306 employees working in Lithuanian companies showed that respect-oriented HRM and continuity-oriented HRM were positively related to innovative work behaviour and the appropriate dimensions (except for idea exploration in case of continuity-oriented HRM); meanwhile, there was no support for the relationship between openness-oriented HRM and innovative work behaviour. Overall, sustainable HRM was found to be a driver for enhancing innovative work behaviour and its dimensions.

Sustainable Academic Motivation

The article examines motivation in higher education and relates it to the concept of sustainability. It consists of a theoretical examination of the terms ‘sustainable motivation’ and ‘academic motivation’, and specifically postulates and explains the concept of ‘sustainable academic motivation’. Sustainable academic motivation is defined as proactive interconnection of basic ideas of sustainability and basic characteristics of academic motivation. With primary attention on disclosing appropriate measures for building sustainable academic motivation, an empirical part presents the results of sociological questioning carried out on n = 181 teachers, administrators, and managers of Slovak and Polish universities. Higher financial evaluation and creating good relationships were found to be the most desirable motivation measures. Results also emphasized a discrepancy between opinions of university managers versus opinions of scientists and teachers regarding effective motivation. Based on the results, and with the support of other opinions, sustainable academic motivation is subsequently defined from five perspectives: (a) As the most important component of conscious behavior; (b) as the starting point of behavior; (c) as the accelerator of behavior and development; (d) as the process; and (e) as the resultative level of all motivational efforts and powers at higher-education institutions. The final part of the article contains recommendations for university management, when affecting and building sustainable academic motivation.

An Analysis of the Corporate Social Responsibility and the Industry 4.0 with Focus on the Youth Generation: A Sustainable Human Resource Management Framework

The global movement around themes like sustainability on its triple bottom line and industry 4.0 allows for the establishment of a ground of connection with corporate responsibility towards society. This current research study was developed between 1 March 2019 to 2 September 2019, through a literature review involving human resources and terms related to the concept of sustainability, industry 4.0, corporate social responsibility, and the youth generation. Its target audience is the world’s youth generation. Two proposals were created after the literature review and data collection, which allowed the elaboration of “an analysis of the corporate social responsibility and the industry 4.0 with focus in the youth generation: a sustainable human resource management framework.” Regarding conclusions, the authors of this research study contribute with theoretical and practical educational purposes to insert the youth citizen into society. This contribution also involves the work of companies on planning and preparing their staffs to develop activities in the communities in their neighborhood. Future studies are stimulated, which will allow the creation of new proposals to be presented, so that the nations can incorporate their youth people on the transitional job market and have a sustainable view for the future generations.

Knowledge and Human Capital as Sustainable Competitive Advantage in Human Resource Management

The ability to do business successfully and to stay on the market is a unique feature of each company ensured by highly engaged and high-quality employees. Therefore, innovative leaders able to manage, motivate, and encourage other employees can be a great competitive advantage of an enterprise. Knowledge of important personality factors regarding leadership, incentives and stimulus, systematic assessment, and subsequent motivation factors are parts of human capital and essential conditions for effective development of its potential. Familiarity with various ways to motivate leaders and their implementation in practice are important for improving the work performance and reaching business goals. Pearson’s chi-square test is used to test correlation between the motivation factors relating to career aspiration and education. Following the research results, the fact that there is dependence between the motivation factors relating to career aspiration and completed education can be stated. The motivation factors relating to career aspiration are important, even very important for highly educated employees and employees with upper secondary education. Following the research results, the fact that the requirements and expectations relating to career aspiration are more demanding when the education completed by employees is higher is confirmed.

Sustaining Affective Commitment and Extra-Role Service among Hospitality Employees: Interactive Effect of Empowerment and Service Training

The success of hospitality sector firms depends largely on the degree to which frontline employees offer a high-quality service to customers. In this context it is of vital importance to determine how to promote positive employees’ attitudes and behaviors through the human resource practices. This study analyzes the indirect effect of empowerment via affective commitment on the extra-role service. In addition, the moderating effect of service training on the empowerment–affective commitment–extra-role service relationship is explored. The data was collected from a sample of frontline employees working in three-to-five-star urban hotels in Santiago de Compostela (Spain). The results of the study suggest that for empowerment to lead to greater emotional attachment to the organization and extra-role customer service, it is necessary for frontline employees to perceive that they have received a moderated-high level of training in customer service. This finding is particularly interesting for frontline employees’ management in hotels sector.

Sustainable Human Resource Management Nurtures Change-Oriented Employees: Relationship between High-Commitment Work Systems and Employees’ Taking Charge Behaviors

In today’s business world, the environment is changing rapidly. Employers need to rely upon their employees in order to produce long-term competitive advantage and sustainable performance. However, little research has investigated whether sustainable human resource management could prompt change-oriented behaviors in employees. By integrating the job demands–resources (JD-R) model and the proactive motivation model with the existing literature on sustainable human resource management, we explored the relationship between high-commitment work systems (HCWS) and the employees’ taking charge behaviors. Data from 352 employees of 96 organizations provided support for the positive effect of HCWS on the employees’ taking charge behaviors. The results of this study showed that HCWS affect the employees’ taking charge behaviors through their work engagement only when they felt a high level of impact. Based on these results, we not only provide several theoretical contributions to the literature on HCWS and taking charge, but also provide some practical suggestions for how to nurture change-oriented employees using sustainable human resource management within the organizations.

Skill Needs for Early Career Researchers—A Text Mining Approach

Research and development activities are one of the main drivers for progress, economic growth and wellbeing in many societies. This article proposes a text mining approach applied to a large amount of data extracted from job vacancies advertisements, aiming to shed light on the main skills and demands that characterize first stage research positions in Europe. Results show that data handling and processing skills are essential for early career researchers, irrespective of their research field. Also, as many analyzed first stage research positions are connected to universities, they include teaching activities to a great extent. Management of time, risks, projects, and resources plays an important part in the job requirements included in the analyzed advertisements. Such information is relevant not only for early career researchers who perform job selection taking into account the match of possessed skills with the required ones, but also for educational institutions that are responsible for skills development of the future R&D professionals.

Double-Edged Effects of Socially Responsible Human Resource Management on Employee Task Performance and Organizational Citizenship Behavior: Mediating by Role Ambiguity and Moderating by Prosocial Motivation

Previous literature has explored the positive effects of socially responsible human resource management (SRHRM) on employees, leaving potential dark sides largely ignored. By integrating situational-strength theory and motivation literature, this study investigates the double-edged effects of SRHRM on employee performance. Based on a sample of 314 employee–supervisor dyads from three companies, we found that SRHRM could increase employees’ organizational citizenship behavior (OCB) while decreasing their task performance through role-ambiguity mediation. Interestingly, prosocial motivation serves as a significant moderator in strengthening the positive relationship between SRHRM and OCB and the negative association between SRHRM and task performance. Finally, we discuss the theoretical and practical implications of how managers should conduct SRHRM practices among employees.