• The Journal of Asian Finance, Economics and Business
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• v.8 no.7
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• pp.357-364
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• 2021

This study examines the role of effective human resource practices and work-life balance in various organizations and their relationship with employee engagement. The data for this study were obtained from 723 employees from various industries in Java. The result suggests that human resource practice alone did not influence employee engagement. However the human resource policy helps develop a sense of WLB for an employee, which in the long run will affect the level of engagement. Thus, work-life balance enables the relationship between employees and their workplace. This study also encompasses current literature regarding huan resource policies in understanding employee engagement through work-life balance. This study provides exploratory findings regarding HR function practices, WLB, and employee involvement in service organizations. It proved that participants from four organizations reported very positive impressions about HR practices and they were also very involved in their work and organization. While their balance still needs to be improved, this may imply that the participants are not happy with their work lives. The main finding of this study is that WLB plays a mediating role in the relationship between HR practices and employee engagement. This means that organizations need to find ways to help employees achieve a better WLB.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.5
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• pp.1099-1107
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• 2021

This study focuses on green human resources management (GHRM), which is currently a strategic issue in almost every service or manufacturing company, including courier service SMEs in Indonesia. This study intends to analyze the relationship between GHRM and supply chain organizational learning (SCOL), supply chain performance (SCP), and business performance (BP) still rarely studied. The population encompasses all courier service SMEs in the Special Province of Yogyakarta (DIY) and East Java, Indonesia. The study targets courier service SMEs that meet certain conditions; 130 SMEs responded from the target of 200 SMEs. Partial Least Square statistical technique is used. The results show that conventional HRM practices are increasingly being abandoned by courier companies in Indonesia, particularly in Special Province of Yogyakarta and East Java. Although GHRM has a negative and non-significant effect on BP, GHRM has a positive effect on SCOL and SCP. SCOL has a significant positive effect on SCP and BP. Furthermore, SCOL mediates the relationship between GHRM and SCP and SCOL mediates the relationship between GHRM and BP. Likewise, SCP has a positive effect on BP. In addition, SCP mediates the relationship between GHRM and BP. SCP also mediates the relationship between SCOL and BP.

• Journal of the Korean Society of Industry Convergence
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• v.11 no.4
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• pp.201-208
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• 2008

This thesis is the result of the study about 'How we should develop the human resources program to gain human strength in the strategic environment of the future?' Once again, regional stability is interdependent with economic stability, political stability, and military stability of all the factors in the region. History shows that if a militarily capable regime lacks economic resources, then there is political pressure on the regime to use their military to acquire needed resources. The purpose of this study is to find the way that how to gain excellent human resources now and in the future. Military man power should be strong whenever. The Ministry of National Defense has "Reform Military Structure Plan". The focus of this Plan is Korean military strategy in the situation of the confrontation between South and North Korea and in the situation of the international relationship and the way of constructing the military strength for the future. To study these subjects, I reviewed the theories of "Acquisition Program of Human Strength" were developed and assessed the future strategic environment of the Korean Peninsula. From these studies, I suggest that The Ministry of National Defense should pursue preparing for the future military strategy and military structure. we should be skillful in supplementing the Human Strength. We should study about Military Revolution Plan and Human Strength structure for the future.

• Asian Journal for Public Opinion Research
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• v.10 no.2
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• pp.123-146
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• 2022

This study aims to identify the effect of the relationship between human resources management (HRM) and total quality management (TQM) on improving employee performance. Several previous qualitative studies have stated that TQM and HRM are separate methods. This article describes a new method using a quantitative approach. This research is needed to fill the gap in the literature by empirically analyzing the relationship between HRM, TQM practices, and organizational performance. Data was collected quantitatively from 100 employees in Indonesia through questionnaires and online survey methods. The data collected were analyzed using structural equation modeling (SEM) with the Lisrel 8.5 system. TQM-oriented HRM is operationalized as a second-order latent variable measured by four factors (training, empowerment, teamwork, compensation). The findings support the validity of the TQM-oriented HRM model as a hierarchical, second-order latent construct and show a strong relationship with employee performance. The results of this study are different from previous studies, which showed that TQM and HRM are separate methods. The results of our research provide an academic and practical overview that TQM-oriented HRM can be used to help organizations build platforms for human resources policies aimed at improving employee performance.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.5
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• pp.29-35
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• 2021

This study discusses the effect of human capital and technology on economic growth in Indonesia using annual time series data over the 35-year research period (1984-2019). This study uses an autoregressive distribution gap to the cointegration approach to understanding the relationship between human capital, technology, and economic growth. Human capital is inherent in humans and becomes capital in providing the best performance that has an impact on their own income. We use the human capital framework in this study where education is one mechanism to increase human capital. Based on the results of our estimation, we find that the increase in human capital using the education mechanism affects economic growth. This shows the role of human capital investment is very important in economic growth. Technology shows a significant positive effect on economic growth. Increasing human resources and technology are important factors in efforts to increase economic growth in Indonesia. Educational development is the key to the success of increasing human capital and technological development because education plays a role in improving the quality of human resources. Increasing human resources here is in the form of increased knowledge, mastery of technology, innovation, and the ability to develop technology to encourage technology development.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.7
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• pp.635-646
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• 2021

The objectives of this research are to establish and confirm the human resources competency components for listed companies in the Stock Exchange of Thailand. The sample group used in this research includes the company president, business owner, managing director, assistant managing director, general manager or human resources manager of 140 listed companies. The research instrument is a scale-estimated questionnaire. The obtained data were subjected to principal component analysis and were analyzed for the rotation of the perpendicular component using the Varimax method. Results were generated through the analysis of eight components, consisting of decision-making, creativity, strategic thinking, relationship and communication, teamwork, adaptability, self-management, and motivation. The research results demonstrate important components in human resource performance that are critical to the successful development of organizations. Organizations can apply these components to the development of human resource competencies in accordance with the operations that need to be adjusted to suit the changes that occur. These rapidly-changing conditions are important factors that can be studied and developed into variables and components that affect human resource performance in the future. As a result, organizations need to adjust to be well prepared to face problems and challenges in the harsh competitive environment in the future.

• The Korean Journal of Health Service Management
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• v.5 no.1
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• pp.77-85
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• 2011

The study intends to conduct an analysis of relations between efficiency of investment to human resources and the operating margin in hospitals. The analyzed results are as follows: First, it is found out that an index related to labor productivity(the monthly value added per bed, the value added ratio to gross revenue), and an index for efficiency of human resources(value added to personnel expenses), do not have a significant difference by years. Second, labor productivity, indicating the efficiency of human resources, does not have a significant difference between regions and between hospital types. But there is a significant difference according to types of establishment: private hospitals have higher labor productivity(efficiency of human resources) than corporate hospitals. The hospital size is small have significantly higher labor productivity. As a result of a follow-up check, it is found out that there is separation between a group with more than 200 beds and a group with less than 200 beds. Third, at the relations between the indices related to value-added productivity and the operating margin that the higher the value added ratio to gross revenue and the higher labor productivity, the higher the operating margin. Especially, labor productivity(value added to personnel expenses), an index for the efficiency of human resources, out of all the indices related value added productivity, has the most significant influence on the operating margin.

• Journal of Korean Society for Quality Management
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• v.45 no.2
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• pp.275-292
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• 2017

Purpose: This study is designed to explore web-site service quality factors in job information site for high quality human resource, and to test relationship among web service quality, image, user satisfaction, relationship quality, and loyalty intention. Methods: A survey tool was questionnaire that had obtained validity and reliability through literature survey and pretest survey, and sample 214 was analyzed through SEM using SPSS21.0 and AMOS21.0. Results: Web design and information offer affect Image and user satisfaction. Also, relationship quality turned out to be an important mediator between image and loyalty intention and between customer satisfaction and loyalty intention. Conclusion: This study shows that two factors in via of relationship quality, were important factors that related companies have to emphasize to raise performance, Also, in order to raise loyalty intention of customer, marketer should exert to well manage relationship quality having significance as a mediator.

• Journal of Korea Technology Innovation Society
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• v.1 no.2
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• pp.220-230
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• 1998

Recent concerns over national and corporate competitiveness have stimulated a renewed interest in organization's performance. The organization's performance primarily depends on resources including human resources, budget, physical based resources, and so on. Especially because the relationship between organization's performance ;md individual capabilities is more evident in R & D organizations where the knowledge base is embodied in people, there has taken an increasing interest in the methodologies for measuring the capabilities of R & D personnel. This paper presents new methodological approach to measure the capabilities of R & D personnel. And the model is empirically applied to ETRI, a public R & D organization in Korea. On the basis of the results, the implications for R & D management are discussed, with regard to R & D business and human resources management.

• The Journal of Asian Finance, Economics and Business
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• v.8 no.3
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• pp.595-604
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• 2021

This research aimed to explore the relationship between the challenge and enjoyment dimensions of intrinsic motivation and employee creativity at an individual level. Besides, the study focused on investigating the moderating role of empowering leadership in promoting employee creativity at work. In particular, in the context of Vietnam's electricity industry, the power generation stage faces significant challenges, forcing to innovate and restructure strongly to respond flexibly to the requirements of the electricity market development in Vietnam as well as gradually integrate with other countries in Southeast Asia. The authors used structural equations modeling (SEM) combined with Hayes' moderator variable analysis method (2017) based on primary data. The data included 550 questionnaires from technicians, engineers, and experts directly involved in the operation and production of 36 power generation businesses Vietnam. The results showed the relationship between the enjoyment dimension of intrinsic motivation and employee creativity is not statistically significant, which partly explains the instability of the link between intrinsic motivation and employee creativity. Meanwhile, the challenge dimension is positively associated with employee creativity, but this relationship is more robust in empowering leadership. The study also indicated the challenge dimension of intrinsic motivation is an important predictor of employee creativity.