Examining Human Resource Management: A Qualitative Study of Psychological Elements and Strategic Approaches with Literature Review
Sari
This qualitative study explores the intricate relationship between psychological elements and strategic Human Resource Management (HRM) practices in shaping organizational effectiveness. Through an extensive literature review, key themes of employee engagement, motivation, and well-being are examined within the context of HRM. The analysis draws from theories such as social exchange theory, self-determination theory, and positive organizational behavior to elucidate the mechanisms driving employee behavior and attitudes. Strategic HRM practices, characterized by high-performance work systems and employee involvement, are also investigated for their impact on organizational outcomes. Findings underscore the significance of integrating psychological elements into HRM strategies, highlighting their role in fostering employee engagement, motivation, and well-being. The study emphasizes the importance of aligning HR practices with organizational goals and values to enhance employee satisfaction, retention, and performance. Moreover, the implications for HR practitioners and organizational leaders are discussed, emphasizing the need for a proactive approach to HRM that embraces innovation, flexibility, and agility. The study calls for future research to delve deeper into emerging trends and challenges in HRM, such as the influence of technology, remote work arrangements, and innovative HRM strategies, to inform evidence-based practices and promote organizational success.
Keyword: Human Resource Management; Employee Engagement; Motivation, well-being, organizational effectiveness.
Teks Lengkap:
PDFReferensi
Armstrong, M., & Taylor, S. (2014). Armstrong's Handbook of Human Resource Management Practice (13th ed.). Kogan Page.
Bakker, A. B., & Demerouti, E. (2017). Job demands-resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273–285. https://doi.org/10.1037/ocp0000056
Boxall, P., & Purcell, J. (2016). Strategy and human resource management. Palgrave.
Cameron, K. S., & Caza, A. (2004). Contributions to the discipline of positive organizational scholarship. American Behavioral Scientist, 47(6), 731–739. https://doi.org/10.1177/0002764203260211
Cropanzano, R., & Mitchell, M. S. (2005). Social exchange theory: An interdisciplinary review. Journal of Management, 31(6), 874–900. https://doi.org/10.1177/0149206305279602
Deci, E. L., & Ryan, R. M. (2000). The “what” and “why” of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227–268. https://doi.org/10.1207/S15327965PLI1104_01
Delery, J. E., & Roumpi, D. (2021). Strategic human resource management, strategic human capital management, and employee outcomes: Testing a multidimensional model. Journal of Applied Psychology, 106(1), 53–71. https://doi.org/10.1037/apl0000526
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (2001). Perceived organizational support. Journal of Applied Psychology, 87(4), 698–714. https://doi.org/10.1037/0021-9010.87.4.698
Grant, A. M. (2008). The significance of task significance: Job performance effects, relational mechanisms, and boundary conditions. Journal of Applied Psychology, 93(1), 108–124. https://doi.org/10.1037/0021-9010.93.1.108
Grant, A. M., & Parker, S. K. (2021). Redesigning work design theories: The rise of relational and proactive perspectives. Academy of Management Annals, 15(1), 270–299. https://doi.org/10.5465/annals.2019.0073
Grant, A. M., & Parker, S. K. (2021). Redesigning work for meaningfulness: Insights from social psychological perspectives. Academy of Management Annals, 15(1), 50–81. https://doi.org/10.5465/annals.2018.0076
Guest, D. E. (2017). Human resource management and employee well-being: Towards a new analytic framework. Human Resource Management Journal, 27(1), 22–38. https://doi.org/10.1111/1748-8583.12151
Jackson, S. E., Schuler, R. S., & Jiang, K. (2020). An aspirational framework for strategic human resource management. Academy of Management Annals, 14(1), 1–39. https://doi.org/10.5465/annals.2017.0015
Jackson, S. E., Schuler, R. S., & Jiang, K. (2020). An aspirational framework for strategic human resource management. Academy of Management Annals, 14(1), 1–38. https://doi.org/10.5465/annals.2016.0039
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692–724. https://doi.org/10.2307/256287
Kristof-Brown, A. L., Zimmerman, R. D., & Johnson, E. C. (2005). Consequences of individuals' fit at work: A meta-analysis of person–job, person–organization, person–group, and person–supervisor fit. Personnel Psychology, 58(2), 281–342. https://doi.org/10.1111/j.1744-6570.2005.00672.x
Latham, G. P., & Pinder, C. C. (2005). Work motivation theory and research at the dawn of the twenty-first century. Annual Review of Psychology, 56(1), 485–516. https://doi.org/10.1146/annurev.psych.55.090902.142105
Lepak, D. P., & Shaw, J. D. (2008). Strategic HRM in North America: Looking to the future. International Journal of Human Resource Management, 19(8), 1486–1499. https://doi.org/10.1080/09585190802200488
Lepak, D. P., & Shaw, J. D. (2008). Strategic HRM in North America: Looking to the future. The International Journal of Human Resource Management, 19(8), 1486–1499. https://doi.org/10.1080/09585190802200247
Meyer, J. P., Stanley, D. J., Jackson, T. A., McInnis, K. J., Maltin, E. R., Sheppard, L., & Sesto, M. E. (2022). Affective, normative, and continuance commitment levels across cultures: A meta-analysis. Journal of Management, 48(1), 5–34. https://doi.org/10.1177/01492063211013715
Oehlhorn, C. R. (2020). Linking business strategy with IT strategy through a human resource management perspective. Journal of Organizational Change Management, 33(2), 418–432. https://doi.org/10.1108/JOCM-06-2019-0215
Parker, S. K., & Axtell, C. M. (2001). Seeing another viewpoint: Antecedents and outcomes of employee perspective taking. Academy of Management Journal, 44(6), 1085–1100. https://doi.org/10.5465/3069441
Robinson, D., Perryman, S., & Hayday, S. (2014). The drivers of employee engagement. Institute for Employment Studies. https://doi.org/10.5920/sjer.2014.3.2
Rousseau, D. M., & Tijoriwala, S. A. (2021). Remote work and HRM: Reconfiguring HR for new work realities. Human Resource Management Review, 100846. https://doi.org/10.1016/j.hrmr.2021.100846
Rousseau, D. M., & Tijoriwala, S. A. (2021). What’s next for the psychology of human resources? Industrial and Organizational Psychology, 14(1), 1–18. https://doi.org/10.1017/iop.2020.78
Saks, A. M., & Gruman, J. A. (2020). What do we really know about employee engagement? Human Resource Development Quarterly, 31(2), 107–131. https://doi.org/10.1002/hrdq.21302
Schein, E. H. (2010). Organizational culture and leadership (4th ed.). Jossey-Bass.
Schneider, B., Ehrhart, M. G., & Macey, W. H. (2013). Organizational climate and culture. Annual Review of Psychology, 64(1), 361–388. https://doi.org/10.1146/annurev-psych-113011-143809
Wright, P. M., & Cropanzano, R. (2000). Psychological well-being and job satisfaction as predictors of job performance. Journal of Occupational Health Psychology, 5(1), 84–94. https://doi.org/10.1037/1076-8998.5.1.84
Wright, P. M., & McMahan, G. C. (2011). Exploring human capital: Putting ‘human’ back into strategic human resource management. Human Resource Management Journal, 21(2), 93–104. https://doi.org/10.1111/j.1748-8583.2010.00174.x
DOI: https://doi.org/10.37531/yum.v7i2.6681
Refbacks
- Saat ini tidak ada refbacks.
Ciptaan disebarluaskan di bawah Lisensi Creative Commons Atribusi-BerbagiSerupa 4.0 Internasional