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Article
Publication date: 22 September 2022

Vic Benuyenah

Traditional recruitment practices tend to be rigorous, but some of its elements can be improved. The length of applications, missing or unstated salary details and lack of…

608

Abstract

Purpose

Traditional recruitment practices tend to be rigorous, but some of its elements can be improved. The length of applications, missing or unstated salary details and lack of anonymity in some emerging countries' recruitment processes mean that recruitment standards remain questionable and unethical. This paper presents a conceptual discourse on how current recruitment activities can be improved in light of progress made with global Internet infrastructure and CSR standards.

Design/methodology/approach

This is primarily a conceptual paper intended to discuss unethical recruitment practices. The author used selected studies and case studies to present the case for improvements in the field of recruitment.

Findings

Compared with easy apply options popularised through recruitment websites, organisations continue to favour traditionally lengthy and complicated applications. The incidence of unstated salary, lack of anonymity and poor communication from some recruiters imply that more has to be done in these areas of CSR.

Research limitations/implications

As with most conceptual papers, this study lacks adequate empirical support. The claims and propositions made are largely based on a scanty number of current research and industry observations.

Practical implications

This study will have potential application in scenarios where recruiters are seeking to improve their practice; however, the recommendations may not be applicable to all organisations.

Social implications

The understanding of ethical values and their application to recruitment will vary from culture to culture.

Originality/value

The paper offers a clear path to debating recruitment ethics and improvements in current practices. No known studies have specifically targeted this area of ethical recruitment.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 11 no. 3
Type: Research Article
ISSN: 2049-3983

Keywords

Open Access
Article
Publication date: 23 July 2020

Vic Benuyenah and Bharti Pandya

In this study, the authors build on the current frameworks of happiness provided by the PERMA model, the World Happiness Report Index and the theoretical framework provided by the…

3136

Abstract

Purpose

In this study, the authors build on the current frameworks of happiness provided by the PERMA model, the World Happiness Report Index and the theoretical framework provided by the proponents of job-satisfaction model, motivation, employee engagement and commitment. The authors argue that, the existing theoretical framework in the management and the HR literature are just different aspects of a common goal – happiness. This position is consistent with the overall happiness projects championed by governments across the world, including the UK, Bhutan, several Scandinavian nations and essentially the United Arab Emirates. A chasm that currently exists in the literature is the availability of a universally acceptable definition for happiness and protocols for measuring happiness. The authors conclude that more research is required to keep pace with industry development relating to employee happiness initiatives.

Design/methodology/approach

Using quasi-literature review, the authors analysed selected studies on the theory of happiness to identify how each have treated the concept of happiness in organisations.

Findings

It is erroneous to promote national or international happiness initiatives without starting from the micro level – in this case, the institutions of society should start measuring happiness from the micro level to help understand what happiness actually means.

Research limitations/implications

As an opinion piece, its recommendations need to be applied cautiously.

Originality/value

Till date, only a few studies have explored the concept of happiness from micro-organisational level.

Details

Rajagiri Management Journal, vol. 14 no. 2
Type: Research Article
ISSN: 0972-9968

Keywords

Article
Publication date: 11 February 2021

Vic Benuyenah

This study aims to expand the theory of organisational citizenship behaviour (OCB) to include “exterior” behaviours. By advancing the work of Blake and Mouton (1964) and remapping…

1898

Abstract

Purpose

This study aims to expand the theory of organisational citizenship behaviour (OCB) to include “exterior” behaviours. By advancing the work of Blake and Mouton (1964) and remapping the performance/OCB dimensions offered in the historical literature, a new holistic model of organisational performance is proposed. As a further step, a decision-making tool is proposed for managerial decision-making and to help predict employee performance.

Design/methodology/approach

The paper adopts a critical review and conceptual approach to explore historical OCB theories and task performance (TP) taxonomies. It then used Blake and Mouton’s managerial grid to construct a contemporary conceptual tool for managerial decision-making.

Findings

Despite the performance literature not lacking in quantity, a few of such research have led to a pragmatic managerial tool. The review reveals several confusions regarding the accurate classification of what actually constitutes OCB and what constitutes TP – this gap is filled by the introduction of the OCB model for managerial decision-making (OMMD).

Research limitations/implications

The current work expands our thinking on OCBs that can occur outside the organisation. These exterior behaviours can influence the organisation’s performance and must be managed just like any other performance metric. The OMMD, primarily based on OCB and TP, provides an initial framework for exploring different typologies of employees. Despite being based on several cogent performance literatures, the proposals have not been tested empirically.

Practical implications

Like the Blake and Mouton model, the new OMMD can be useful in estimating the proportions of employee OCBs and TP.

Social implications

Culture and social exchange theory can be seen as playing a role in separating TP from OCB.

Originality/value

This study extends the work of Bateman and Organ (1983) by suggesting that some work behaviours can occur outside the organisation. Besides, a decision-making proposal is offered based on the managerial grid framework (Blake and Mouton, 1964).

Open Access

Abstract

Details

Journal of Research in Innovative Teaching & Learning, vol. 16 no. 1
Type: Research Article
ISSN: 2397-7604

Open Access
Article
Publication date: 6 June 2020

Vic Benuyenah and Phuong Bich Tran

To delve further into the phenomenon of psychological pressure on single mothers, the purpose of this paper is to explore the factors that affect the psychological state of single…

3303

Abstract

Purpose

To delve further into the phenomenon of psychological pressure on single mothers, the purpose of this paper is to explore the factors that affect the psychological state of single mothers in Vietnam.

Design/methodology/approach

Interpretative phenomenological analysis (IPA) interviews were conducted and analysed with the aim of understanding the psychological state of single mothers sampled from a social group in Vietnam.

Findings

Single mothers lack direct support needed to improve their confidence, job opportunities, income levels and social status. The absence of interventions increases the psychological pressure on single mothers in Vietnam.

Research limitations/implications

A future study can explore the psychological state of single mothers using a more expansive data set.

Practical implications

Understanding the psychosocial and socio-economic risk factors of postpartum psychological pressure in single mothers may have important implications on preventative and support measures, as well as laying the groundwork for social protection interventions and informing welfare policy-making at a national level.

Social implications

Social constructs in Vietnam compound the effect of postnatal depression on Vietnamese single mothers (in contrast to their counterparts in developed Western nations). This means that researchers and policymakers need to reconstruct stigmas that cause psychological pressures on single motherhood, and in doing so, help to change the view held about single motherhood.

Originality/value

This study is the first to explore psychological state of mothers in Vietnam using IPA.

Details

Journal of Humanities and Applied Social Sciences, vol. 3 no. 3
Type: Research Article
ISSN:

Keywords

Open Access
Article
Publication date: 19 March 2021

Vic Benuyenah

This paper seeks to emphasise the need to re-evaluate university teacher recruitment processes. The implementation of lean processes helps to improve organisational practices; in…

1631

Abstract

Purpose

This paper seeks to emphasise the need to re-evaluate university teacher recruitment processes. The implementation of lean processes helps to improve organisational practices; in the case of university recruitment, however, organisational processes have remained unchanged for decades. Although there is a traditional justification for having academic recruitment as a rigorous and complex process (as a practiced method by which to identify the most suitable applicants), the increase of competition across the sector, and the internet revolution, has rendered these older methods partially ineffective. The author argues that recruitment systems and practices need reviewing to overhaul inefficacious elements.

Design/methodology/approach

This is a quasi-literature discourse combined with the author’s experience in human resources management teaching and recruitment expertise at the Higher Education level.

Findings

Lean approach if successfully introduced to academic recruitment might reduce the effect of discouraged job seekers paradox and workload on human resources (HR) officers.

Research limitations/implications

The volume of studies reviewed is limited, and therefore, more empirical findings are required in the area of lean recruitment.

Practical implications

HR departments of universities might consider practices that will improve the recruitment process and promote labour force participation.

Originality/value

According to the author’s knowledge, lean concept has been applied to HR (recruitment) for the first time in this study.

Details

Rajagiri Management Journal, vol. 15 no. 2
Type: Research Article
ISSN: 0972-9968

Keywords

Article
Publication date: 15 March 2021

Louise Patterson and Vic Benuyenah

The purpose of this study is to gain a better understanding of the employment figures in the labour market after the two Korean financial crises (1997 and 2008), focusing on the…

Abstract

Purpose

The purpose of this study is to gain a better understanding of the employment figures in the labour market after the two Korean financial crises (1997 and 2008), focusing on the gender gap across different characteristics. Based on several data points, a general trend becomes evident whereby, as companies retrenched, they shifted the demographics of their employees to those perceived as most valuable, i.e. workers with university educations. However, when distinguished by gender, it is evident that their priorities changed. This discovery suggests that as the world faces another global health crisis (COVID-19) with its associated impact on organisational retrenchment, the gender gap in Korea could widen further.

Design/methodology/approach

The analysis was conducted by applying a simple compounded average growth rate (CAGR) analysis to determine the impact of the two crises on employment by the educational level.

Findings

A general trend becomes evident whereby, as companies retrenched, they shifted the demographics of their employees to those perceived as most valuable, i.e. workers with university educations. However, when distinguished by gender, it is evident that their priorities changed.

Research limitations/implications

Secondary data were used for the analysis as data for unemployed, who had given up looking for work, were not available.

Practical implications

Managers can use the findings when making decisions about laying-off staff during times of financial/economic crisis.

Social implications

There is a perceived negative impact upon highly educated Korean women.

Originality/value

The paper advances the pay gap literature by providing evidence from Korea. CAGR analysis has never been used previously in analysing the pattern of labour market data to reveal gender discrimination. With a global health crisis (COVID-19) with its associated impact on organisational retrenchment, the gender gap in Korea could widen further.

Details

International Journal of Manpower, vol. 42 no. 7
Type: Research Article
ISSN: 0143-7720

Keywords

Open Access
Article
Publication date: 10 July 2018

Vic Benuyenah and Bistra Boukareva

Despite business schools teaching human resources management (HRM) for several decades, the skill set of graduates today fails to match the requirements of the industry. Although…

3438

Abstract

Purpose

Despite business schools teaching human resources management (HRM) for several decades, the skill set of graduates today fails to match the requirements of the industry. Although some attempt has been made to make the HRM curricula relevant, in most cases, a large gap exists between the subject, its assessment and the industry demands. The purpose of this paper is to illustrate the changing trends in the field of HR and present ideas that will guide modern HRM curriculum development.

Design/methodology/approach

The paper draws on professional experience of the authors in teaching and developing HR curricula as well as literature illustrations from work-based learning.

Findings

To achieve relevancy, HR curricula need to focus more on professional work-based skills that are pertinent to the contemporary workplace and re-structure exam formats to be in line with skills required in the HR profession.

Research limitations/implications

There is an opportunity to test the ideas expressed in this paper empirically; this can normally be done through a triad focus group including employers, students and teachers.

Originality/value

The paper is predicated on the mismatch between the teaching and assessment of some HR subjects and the needs of the contemporary HR profession.

Details

Journal of Work-Applied Management, vol. 10 no. 1
Type: Research Article
ISSN: 2205-2062

Keywords

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