• Journal of Digital Convergence
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• v.20 no.5
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• pp.165-171
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• 2022

The purpose of this study is to verify the effect of human resource flexibility on organizational commitment and to verify the mediating effect of self-efficacy in the relationship between human resource flexibility and organizational commitment. In order to achieve this research purpose, a survey was conducted on employees working in the service industry in China, and the results of the analysis are as follows. First, it was found that technological flexibility, behavioral flexibility, and relationship flexibility, which are sub-factors of human resource flexibility, all had a significant positive effect on organizational commitment. Second, as a result of verifying the mediating effect of self-efficacy in the relationship between human resource flexibility and organizational commitment, it was verified that self-efficacy has a partial mediating effect in the relationship between technological flexibility, behavioral flexibility, relationship flexibility, and organizational commitment. Finally, the implications of this study were presented and the future research direction was discussed.

• Management & Information Systems Review
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• v.33 no.2
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• pp.135-153
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• 2014

Tendencies such as the increasing spread of market globalization, new technological developments, the reduction of product life cycles and aggressive competition, are generating high levels of environmental changes and uncertainty for organizations of all types. these circumstances require rapid responses through adaptation of organizational attitudes and capabilities, which lead to innovative management approaches and organizational methods. Human resource management researchers have struggled to elaborate the underlying mechanism explaining how human resource systems relate to organizational performance after universalistic perspectives were supported by a majority of studies investigating the positive relationship between human resource management system and firm performance. To fill the void, hypotheses in this study predicted human resource flexibility that would mediate the relationship between human resource management system and firm performance. The research model among the variables in this study was as follows: These theoretical models were tested with a sample of 138 firms in Korea. The analysis of data was undertaken by using AMOS. The Summary of the verification results is follows: Firstly, most of human resource management system and human resource flexibility had positive effects on human resource performance Secondly, most of human resource management system and human resource flexibility had positive effects on firm's financial performance Thirdly, human resource flexibility had mediated the relationship between human resource management system and firm performance The results of the present research may be demonstrated that organizations or managers could achieve a high level of management practices that lead to firm performance by enabling human resource to be flexible through high performance human resource management system.

• Korean Security Journal
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• no.61
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• pp.181-201
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• 2019

The purpose of this study was conducted to examine how human resource flexibility of security workers affects organizational performance and innovation behavior. A total of 350 copies of questionnaires were collected and collected in 340 copies of the security workers. A total of 335 questionnaires, except 5, which were unsatisfactory in the questionnaire or whose answers were missing, were analyzed for frequency, correlation, and multiple regression using the SPSS 19.0 program.The following conclusions were drawn. First, the flexibility of human resources of security workers has a positive effect on organizational performance. Second, human resource flexibility of security workers has a positive effect on innovation behavior. Third, the organizational performance of security workers has a positive effect on innovation behavior. In other words, both human resource flexibility and organizational performance are crucial factors for innovation behavior, and organizational performance plays an important role in innovation behavior. In conclusion, for the development of the security industry, it is necessary to manage human resource flexibility in order to develop and motivate innovation capability through education and continuous training of workers.

• Journal of Korean Society for Quality Management
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• v.38 no.3
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• pp.425-438
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• 2010

This study investigates what effects employment flexibility have on the business performance in the computer programming, system consultancy and related services. An analysis of the effects of employment flexibility on outcomes of human resource management revealed that companies which had a higher proportion of temporary agency workers and adjusted employment more frequently had higher turnover rates. The study also showed that the higher the proportion of non-regular workers, outsourcing and the easier it was to adjust working hours, the higher the absence rate. Meanwhile, companies that made employment adjustments more often showed higher defect rates and lower customer satisfaction. It was also found that in companies with a higher proportion of outsourcing and higher possibility of employment adjustments, workers were less interested in new technologies.

• Journal of Industrial Convergence
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• v.2 no.1
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• pp.187-216
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• 2004

After Asian financial crisis hit the Korea, Korean government and Korean firms need to restructure their system. Specially financial sector has to renew its system. One way renew its system was adjust company's labor system. The forms of labor adjustment are external numerical flexibility, externalization, internal numerical flexibility, functional flexibility and wage flexibility. These five forms based on two big categories which are wage flexibility and employment flexibility. This study only focus on th effect of employment flexibility in financial sector in Korea. Employment flexibilities can be practice as employment adjustment. Also we concentrate on separation and re-accessors to other financial institute after the separation. The result shows that Korean financial sector are in the range of 10.78% and the job destruction rates are about 11.26%. During the period from year 1998 to year 2002, the numbers of accession has down about 30%. The logit statistical analysis for separation shows that demographical variables and the reasons of separation affected separation and reemployment.

• Journal of Information Science Theory and Practice
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• v.10 no.3
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• pp.57-67
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• 2022

This study aims to understand human resource management in the Library of the House of Representatives of the Republic of Indonesia (DPR RI) during the COVID-19 pandemic. This institution had to change its work procedures, including its management of human resources. The research uses a qualitative approach with a case study method. Data was collected through interviews, observations, and document analysis, carried out from October to December 2020. The findings show that working from home practices had the following impacts: reduced ability to concentrate while working; many forced changes to the work programme; and problems of miscommunication due to work instructions being conveyed through a WhatsApp group. In response to the situation, the planning function of management was used to suspend the recruitment of interns; the organizing function was divided up tasks into two or three working days a week; the actuating function was seen in the willingness of leadership to motivate staff and to optimize resources by providing training; and the controlling function was realized in an online presence and online reporting mechanisms. It was concluded that the implementation of human resource management in the library was achieved through flexibility and staff empowerment. This involved carrying out initiatives and controlling their effectiveness in response to whatever changes were required by the latest pronouncements from government. Obstacles were still encountered in the implementation of these changes, especially in relation to the organizing function of management, where some conflict was seen between the DPR RI librarians.

• Journal of the Korean Society for Railway
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• v.14 no.3
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• pp.300-311
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• 2011

In this study, the differences of labor-management cooperation and corporation performance resulted from integrated human resource management types is investigated for 12 urban railroad corporations and then the effect of labormanagement cooperation on the corporation performance is also verified. The results show that the labor-management cooperation and the corporation performance of "closed immersion type" and "opened flexibility type" integrated human resource managements are higher than those of "conservative management type" and "poor management type" integrated human resource managements. As a result of the effect of labor-management cooperation on the corporation performance, it is revealed that "individual cooperation" affects all the corporation performances such as train operation stability, customer's satisfaction, management innovation, self-supporting management, and job satisfaction, whereas "collective cooperation" affects only two coporation performances, management innovation and job satisfaction.

• Fourth Industrial Review
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• v.3 no.2
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• pp.27-35
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• 2023

Purpose - In this study, the current author explores how Human Resource Management (HRM) is changing in the context of the Fourth Industrial Revolution (4IR). Understanding the distinctive features of HRM in this day is crucial, given how rapidly industries are changing due to technology. Research design, data, and methodology - This study adopts a thorough literature review methodology to pinpoint and clarify these distinctive characteristics, advancing our understanding of the role of HRM in the modern world. Regarding methodology, this study uses the PRISMA approach to systematically gather pertinent publications from various sources that have undergone peer review. Result - By carefully choosing and examining these studies, the present author was able to identify four crucial HRM traits that are representative of the Fourth Industrial Revolution. The findings emphasizes how common flexible work schedules are. Using data analytics to influence HRM decisions is increasingly important for maximizing hiring, reviewing performance, and fostering organizational growth. Conclusion - By recalibrating their HRM practices in the 4IR, businesses may encourage flexibility, innovation, and employee well-being. This work makes a substantial contribution to both HRM theory and practice and our comprehension of the transformative effects of the 4IR by filling a gap in the existing literature.

• The Journal of Industrial Distribution & Business
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• v.14 no.7
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• pp.1-7
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• 2023

Purpose: The present research is to explore and investigate the meaningful difference between job-based pay and skill-based pay in the current literature to shed light on the advantages and caveats of two compensation approach, providing direction for human resource practitioners looking to develop efficient and fair compensation plans. Research design, data and methodology: The methodology based on Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) was used for this research. The PRISMA technique is generally considered the gold standard since it guarantees openness, repeatability, and rigor. Studies comparing salaries based on work duties versus those based on individual skills published in English and accepted for publication in peer-reviewed journals are eligible for inclusion. Results: According to the comprehensive literature analysis, the present research provides clear comparison between Job-based pay and skilled-based pay, pointing out a similarity and four differences (1. Criteria for pay determination, 2. Flexibility, 2. Job Scope, and 4. Career progression. Conclusions: The result of the current research implies that human resource professionals would be well to learn the effects of various compensation structures on career advancement, and suggests for them that employees can take advantage of chances to advance in their careers based on right compensation schemes.

• Information Systems Review
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• v.14 no.3
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• pp.1-23
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• 2012

In rapidly changing circumstances of IT market, IT outsourcing has increasingly become an important strategic tool to achieve sustainable competitive advantages and to expand IT flexibility. Despite of the fact that many firms have tried to adopt IT outsourcing, comprehensive cases studies on IT outsourcing process have so far rarely been reported. Therefore, this study attempts to analyze a case for the specific evaluation methodology and process of IT outsourcing in one distribution company A. Proposed stages are first, to analyze inside and outside environment of the company second, to evaluate organization/human resource/job and last, to select IT outsourcing tasks and to reassign human resource. Therefore, some guidelines for the process and the methodology for IT outsourcing in this study suggest some practical implications to the company preparing IT outsourcing.