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The purpose of this paper is to study organizational citizenship behavior (OCB) as a variable to bridge employer’s and employee’s needs from employee counseling. This study examined the relationship between meaningful work, job satisfaction, and OCB and how their positive associations can be enhanced. The role of counselors was discussed, too.

A moderated mediation model was suggested with the mediation model of meaningful work, job satisfaction, and OCB and the moderator, work time flexibility. Intervention was implemented with the goal of increasing employee’s control over work schedule. Six analyses were conducted to compare before and after the intervention aiming for enhancing employee’s work time flexibility, and one year after the intervention. Comparison between the intervention and the control group was also implemented.

The result indicated that the intervention was effective but the effect did not last one year after the intervention. This study suggests the role of employee counselors at organization.

Psychological wellness of employees becomes an interest not only of employees but also employers to reduce cost from employee burnout and turnover. Employee counseling can be provided to improve employee’s psychological wellness and also to meet the goal of employers. Integrated perspective serving two purposes is suggested in this study.

The purpose of this paper is to investigate the face-to-face citizen service encounter in public administrations’ front offices, and present a novel qualification approach to empower service personnel on-the-job, and thereby deepen the knowledge on the role of information and communication technology for advancing governmental reforms.

The presented study follows a design science research methodology, conducted in collaboration with the public administration of a major German city. Data were collected using multiple quantitative and qualitative methods, including questionnaires, semi-structured interviews and video analysis.

A novel on-the-job qualification approach for empowering public employees in their job-related skills, building on the concept of affordances, is developed. Thereto, six design principles for equipping artifacts with counseling affordances are presented. Evaluations in real-world environments provide first evidence that “learning with counseling affordances” constitutes an effective qualification measure to initiate experiential learning on-the-job, helping employees in the resource-restricted work environment of public front offices to obtain the skills to provide superior advisory services.

The “learning with counseling affordances” approach was developed in collaboration with an individual major German city and the paper provides first evidence of its effectiveness and suitability. Hence, the study’s insights should be approved by further research to strengthen generalizability.

The paper highlights the previously neglected aspects of employee’s skills and qualification for promoting governmental transformation. By highlighting the beneficial relationship between affordances and on-the-job learning, the paper provides novel insights on the role of information and communication technology to promote governmental transformation.

To suggest a counseling model for human resource professionals, firmly based in providing complete transparency, which will assist employees and organizations in adapting to changes in the psychological contract.

The authors posit that as the psychological contract between employers and employees undergoes a metamorphosis reflecting the fundamental changes in the exchange of work and rewards, human resource professionals would be well served to include a counseling approach to employee communication.

The authors suggest that the counseling model will support a culture of transparency and yield positive outcomes for all concerned.

The co‐authors relied on their research and own experience in the field of human resource management and student counseling to develop this paper. The suggested model needs to be subjected to the rigors of academic scrutiny before it can be applied. The implications for human resource professionals are important as any tool to help further assist in the organization's staffing efforts, specifically retention of knowledge workers, as well as providing support to the overall success of the organization.

The value of this paper lies in the interdisciplinary approach of combining some basic tenets of the counseling field with the human resource management function in the organization.

Examines the role of appraisals as a way of improving productivity and effectiveness within successful organizations. Identifies ways in which appraisals help both employers and employees. Suggests that there is room for improvement in most performance appraisals and discusses various ideas. Computer software is one of the ways in which performance appraisals can be dealt with more proficiently. This article evaluates the three leading software programs available currently and provides a comparison of the features. Concludes that the products do not solve all the problems encountered in performance appraisals, but do give structure to the process and make this sort of appraisal easier to conduct.

Providing counselling in the workplace can challenge the ethical principles on which counselling is based. Identifies a series of questions designed to focus attention on aims, outcomes, referrals, confidentiality and resources. Concludes that confronting ethical dilemmas is a continuous responsibility for counsellors. Frequently issues are managed rather than resolved. However, in confronting and managing these issues, the values underpinning organizational life can be challenged and, perhaps, changed.

The role of the psychologist is unique within a law enforcement agency. This role is often misunderstood by those designing job descriptions and hiring the psychologist. The psychologist is often called on to serve law enforcement needs through such techniques as a psychological autopsy, or consultant with an SWAT Unit and at the same time serve as the pre-employment/fit-for-duty screening psychologist. One role serves the needs of the department as a fellow law enforcement practitioner and the other serves the department's managers in selection and retention issues. A psychologist can fill many, sometimes multiple roles within a law enforcement agency. This chapter helps to define those roles. It will help define each of the many roles the psychologist can fill and will also identify and examine potential ethical conflicts, including problems with dual relationships and conflicts of interest within these roles.

Human resource records are the cornerstone of human resource management. Organizations rely a great deal on their employees to furnish them with human resource records, which is crucial to the effective management of the employees and the success of the organization. It is evident, however, that personal information-related issues in organizations are of significant concern and that examining employees’ perceptions and attitudes regarding personal information management is extremely valuable. Yet, this is largely absent in the literature. This study, therefore, aims to investigate the influence of perceptions of employees concerning the uses and security of human resource records on their attitude toward human resource records in Ghana.

A descriptive survey design was used in this study. An online questionnaire was used to gather responses from employees for analyses. A structural equation model was developed and assessed because of the advantages that come with its use and the characteristics of this study. The assessment of the structural equation model was done to determine the significance of the hypothesized paths. In addition, effect size, coefficient of determination and predictive relevance of the structural model were assessed. Before that, the validity and reliability of the measurement model were examined through the assessment of the indicator loadings, average variance extracted, Cronbach’s alpha and composite reliability. An importance-performance map analysis (IPMA) was also conducted.

The hypotheses formulated in this study could not be rejected because the hypotheses tested were statistically significant. Thus, this study revealed that employees’ perception of the uses of human resource records influenced their attitude toward human resource records. Also, employees’ perception of the security of human resource records influenced their attitude toward human resource records. The IPMA revealed that the perception of uses of human resource records was more important, yet its performance was below the perception of security as significant.

Human resource records management professionals, particularly in Ghana, ought to ensure that the human resource records in their organizations are used for the purpose for which they are collected and also, secured. In addition, they should assure employees that their personal information is used as expected and secured. This could be realized with the use of international records management standards especially those in the ISO 30300 series. More so, human resource managers as part of their counseling duties also need to counsel employees so that they form positive perceptions about the uses and security of the personal information they give to their organization in the course of their employment.

To the best of the authors’ knowledge, this study brings to light the attitude of employees toward human resource records based on their perceptions of uses and security in the Ghanaian context which is absent in the literature as previous studies have focused mainly on personal information management behavior only at the individual level.

The aim of this paper is to gain insight into some of the types of training and development practices that are carried out in the chemical industry for technical workers. A salient focus of the study is to make a comparative analysis of four MNCs, which were selected based on equity ownership, to ascertain whether T&D practices are similar regardless of equity ownership.

Specifically, four MNCs in the chemical industry were analysed to ascertain the types and intensity of T&D practices in these MNCs in Malaysia. In‐depth interviews were conducted with some of the HR practitioners in each organisation.

Regardless of ownership, T&D practices of technical workers in the chemical industry in Malaysia are rather similar, though it differs in terms of intensity. On the whole, European MNCs place more importance on T&D, but it cannot be concluded that European‐owned MNCs have better T&D practices than Asian‐owned MNCs.

Similar research could be conducted on a larger sample, incorporating MNCs of different equity ownership to determine how T&D policies of globalised MNCs affect employee performance. Further research could be extended to different regions and sectors.

It provides an insight of desirable T&D practices that HR practitioners could develop to create competitive advantage through their human resources.

In addition to identifying the relevant T&D practices, commentary is provided of current knowledge in terms of best T&D practices that could be emulated by local organisations as well as other institutions in the Asia Pacific region.

The aim of this study is to find out the managers’ perception of employment practices and human rights for Indonesian women employee. The research was conducted by using a quantitative and qualitative approach. Data collection was gathered through a questionnaire before performing the Kruskal-Wallis and Mann-Whitney U tests that compare the managers’ perception. The samples for the research were top-, middle-, and low-level managers in Indonesian companies. Three primary managers’ perceptions concerning human rights were found. They are requirement of a particular unit to handle discrimination complaint, guarantee of rights to associate and give opinions, and workforce. There are also three primary managers’ perceptions on employment practices. They are sexual harassment, time flexibility for breastfeeding, and training for counseling facilities and employee risk anticipation. The originality of this study is empirical exploration of multilevel managers’ perception of women employment practices and human rights in Indonesia.

Discusses four ways of conceptualising counselling: as a set of skills, as a relationship, as a means of attaining outcomes, and as a set of definable tasks. Considers the issues arising from the BAC definition of counselling, Patterson′s (1974) approach, and the debate about counselling versus psychotherapy. Surmises that the four conceptualisations of counselling are not mutually exclusive, but it is important to examine the exact nature of counselling in order to do the job well.