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Strategic Challenges in Sustainable Human Resources Management
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Strategic Challenges in Sustainable Human Resources Management

A special issue of Sustainability (ISSN 2071-1050).

Deadline for manuscript submissions: closed (31 December 2021) | Viewed by 51248

Special Issue Editors

Dr. Katarína Stachová

E-Mail Website
Guest Editor
Institut of Civil Society, University of Ss. Cyril and Methodius, 917 01 Trnava, Slovakia
Interests: human resource management; organizational culture and intercultural management in the context of industry 4.0
Special Issues, Collections and Topics in MDPI journals
Dr. Zdenko Stacho

E-Mail Website
Guest Editor
Institut of Civil Society, University of Ss. Cyril and Methodius, 917 01 Trnava, Slovakia
Interests: management; human resource management; innovation management

Special Issue Information

Dear Colleagues,

The topic of the fourth industrial revolution currently dominates both the discussions of the scientific community and professional practice. Many of the themes discussed today seem like visions of the “distant future” and are very difficult to grasp in real terms, but on the other hand, several manifestations of digitization already affect people’s lives, organizations, and economic and sociological systems on a daily basis. It is the massive digitization and mutual communication and cooperation of people, machines, equipment, and products that should be the essence of the emerging fourth industrial revolution. The fact that the fourth industrial revolution will significantly affect the form and content of job positions is already certain, but we do not know how fundamentally and to what extent it will really change the labor market and work with employees, and therefore, the intention of this Special Issue to deal with the ongoing changes will be achieved by pointing out the recent and possible impacts of sustainability in the management of human resources.

The main goal of this Special Issue will be to explore aspects of human resource management in the context of the current stage of the coming fourth industrial revolution, analyze the current state and readiness of companies, analyze and evaluate ongoing changes, point out their timeliness and potential impacts and also identify resources, potential, and possibilities of using current emerging trends related to the development of industry 4.0 in favor of increasing the competitiveness.

References [optional]:

Florinda M. F. et al. (2009) Intellectual Capital Management as a Driver of Sustainability, Perspectives for Organizations and Society, Springer, Cham,

Grencikova, A., & Vojtovic, S. (2017). Relationship of generations X, Y, Z with new communication technologies. Problems and perspectives in management, (15, Iss. 2 (cont. 3)), 557-563.

Grzybowska, K., & Łupicka, A. (2017) Key competencies for Industry 4.0. Economics & Management Innovations (ICEMI), 1(1), 250–253.

Hecklau, F., Galeitzke, M., Flachs, S., & Kohl, H. (2016). Holistic approach for human resource management in Industry 4.0. Procedia Cirp, 54(1), 1-6.

Bencsik, A., Juhász, T., Mura, L., & Csanádi, Ágnes. (2019). Formal and Informal Knowledge Sharing in Organisations from Slovakia and Hungary. Entrepreneurial Business and Economics Review, 7(3), 25-42.

Martinez, M.G., Zouaghi, F., Garcia, M.S. (2017). Capturing value from alliance portfolio diversity: The mediating role of R&D human capital in high and low tech industries. Technovation, Volume 59 (2017), p.55–67,

Staněk, P. Ivanová, P. (2018). Digitalizácia spoločnosti a Industrie 4.0 (systémové dôsledky). Budúcnosť Európy: Cesta k post-kapitalizmu? Bratislava: POLE s.12-19

Dr. Katarína Stachová
Dr. Zdenko Stacho
Guest Editors

Manuscript Submission Information

Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All submissions that pass pre-check are peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as short communications are invited. For planned papers, a title and short abstract (about 100 words) can be sent to the Editorial Office for announcement on this website.

Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a single-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. Sustainability is an international peer-reviewed open access semimonthly journal published by MDPI.

Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 2400 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.

Keywords

  • human capital
  • knowledge workers
  • Industry 4.0
  • human resource management
  • motivation
  • job positions

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Published Papers (5 papers)

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Research

14 pages, 324 KiB  
Article
Analysis of the Impact of the COVID-19 Crisis on the Hungarian Employees
by Peter Karacsony, Kornél Krupánszki and Imrich Antalík
Sustainability 2022, 14(4), 1990; https://doi.org/10.3390/su14041990 - 10 Feb 2022
Cited by 4 | Viewed by 2710
Abstract
The economic crisis in the wake of the coronavirus epidemic is affecting the lives, jobs and incomes of a lot of people. Certain sectors of the economy have come to a standstill or stalled for a time, causing many to lose their jobs [...] Read more.
The economic crisis in the wake of the coronavirus epidemic is affecting the lives, jobs and incomes of a lot of people. Certain sectors of the economy have come to a standstill or stalled for a time, causing many to lose their jobs and be forced to pursue other career options than originally planned. The COVID-19 pandemic caused a deep economic crisis that caused workers to feel insecure, which also had a negative impact on the lives and characteristics of individuals at work. In the course of our research, we conducted a survey of employees in small and medium-sized enterprises in Hungary in order to find out how the coronavirus crisis affected them. In Hungary, the sectors most affected by the epidemic (e.g., hospitality, tourism, automotive) had an intense impact, as the consequences of restrictions on mobility and social distance emerged in the very early stages of the crisis. The survey was conducted in July 2021 after the end of the second wave of the epidemic, with a total of 613 participants. Our results confirmed that the coronavirus crisis had a significant impact on the respondents’ feelings of job insecurity and financial situation. There is a significant connection between the downsizing of Hungarian small and medium-sized enterprises and the feeling of job insecurity among employees. There was also a significant link between the organizational measures taken against the crisis and the financial situation of the employees. Thus, based on the results obtained, it can be concluded that the coronavirus crisis has had a negative impact on the lives of individuals through the workplaces. Full article
(This article belongs to the Special Issue Strategic Challenges in Sustainable Human Resources Management)
13 pages, 458 KiB  
Article
Generational Effects of Workplace Flexibility on Work Engagement, Satisfaction, and Commitment in South Korean Deluxe Hotels
by Hyo-Sun Jung and Hye-Hyun Yoon
Sustainability 2021, 13(16), 9143; https://doi.org/10.3390/su13169143 - 16 Aug 2021
Cited by 12 | Viewed by 6966
Abstract
This study examined the effects of workplace flexibility at deluxe hotels on work engagement, satisfaction, and commitment, to determine the moderating effect of generational characteristics (Generation X, Y, and Z). A total of 277 deluxe hotel employees in South Korea participated in the [...] Read more.
This study examined the effects of workplace flexibility at deluxe hotels on work engagement, satisfaction, and commitment, to determine the moderating effect of generational characteristics (Generation X, Y, and Z). A total of 277 deluxe hotel employees in South Korea participated in the research. The results confirmed the positive effects of workplace flexibility on the engagement and satisfaction of deluxe hotel employees; second, employees’ work engagement had a positive effect on their satisfaction; third, employees’ satisfaction had a positive impact on employees’ commitment; and fourth, the influence of workplace flexibility on engagement did not differ by generation. However, Generation Z showed the largest increase in employee engagement resulting from work flexibility. This result signifies that, when compared to other generations, Generation Z places great importance on workplace flexibility. This study suggests that deluxe hotels should create flexible policies and organizational climates to increase employees’ work engagement, satisfaction, and commitment. The paper also discusses limitations and future research directions. Full article
(This article belongs to the Special Issue Strategic Challenges in Sustainable Human Resources Management)
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15 pages, 572 KiB  
Article
The Effect of Abusive Supervision on Organizational Identification: A Moderated Mediation Analysis
by Huseyin Arasli, Mustafa Cengiz, Hasan Evrim Arici, Nagihan Cakmakoglu Arici and Furkan Arasli
Sustainability 2021, 13(15), 8468; https://doi.org/10.3390/su13158468 - 29 Jul 2021
Cited by 4 | Viewed by 2994
Abstract
This study investigated the effect of abusive supervision on employee organizational identification by analyzing the mediating effect of psychological contract violation. In addition, it explored the moderating role of favoritism in the direct association of abusive supervision and organizational identification and the indirect [...] Read more.
This study investigated the effect of abusive supervision on employee organizational identification by analyzing the mediating effect of psychological contract violation. In addition, it explored the moderating role of favoritism in the direct association of abusive supervision and organizational identification and the indirect effect through psychological contract violation. A total of 488 seasonal, immigrant, and part-time employees from family-run hotel organizations were surveyed during the data collection process. By utilizing Hayes’s macro, we found that abusive supervision and psychological contract violation had a significant negative effect on organizational identification. In addition, the results showed that psychological contract violation mediated the effect of abusive supervision on organizational identification and favoritism moderated the effect of abusive supervision on psychological contract violation. The findings highlight the detrimental effects of favoritism and abusive supervision on employee outcomes in the hospitality industry. Full article
(This article belongs to the Special Issue Strategic Challenges in Sustainable Human Resources Management)
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16 pages, 812 KiB  
Article
Increasing Personnel Competencies in Museums with the Use of Auditing and Controlling
by Václav Kupec, Michal Lukáč, Přemysl Písař and Katarína Gubíniová
Sustainability 2020, 12(24), 10343; https://doi.org/10.3390/su122410343 - 10 Dec 2020
Cited by 3 | Viewed by 3160
Abstract
Society is constantly developing and museums must respond to this. Museums’ main tasks include conservation of humanity’s history, which puts high demands on museum staff. The level of care for cultural heritage depends on the quality of staff at the given museums. Thus, [...] Read more.
Society is constantly developing and museums must respond to this. Museums’ main tasks include conservation of humanity’s history, which puts high demands on museum staff. The level of care for cultural heritage depends on the quality of staff at the given museums. Thus, HR management can be perceived as a soft museum discipline that can be supplemented with hard management approaches. From here, certain research questions arise, such as: What are the vital factors for HR management in museums, or how can personnel competencies development be continuously improved? The research aim is, therefore, to define for museums the vital factors for personnel competencies development with an emphasis on efficiency improvement. The defined task will be completed using a questionnaire together with a multipoint Likert scale. The research was conducted on a sample of n = 810 museums in EU 27. A personnel competencies model was constructed based on the statistical analysis and using stepwise regression, which points to the importance of auditing and controlling approaches in the management of museums. The outcomes point to a lower than expected impact of the number of employees and the quality of management on the personnel competencies development. The correlation analysis of the variables shows interesting relations that should be used for the development of performance in museums. Full article
(This article belongs to the Special Issue Strategic Challenges in Sustainable Human Resources Management)
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23 pages, 317 KiB  
Article
Working from Home—Who Is Happy? A Survey of Lithuania’s Employees during the COVID-19 Quarantine Period
by Agota Giedrė Raišienė, Violeta Rapuano, Kristina Varkulevičiūtė and Katarína Stachová
Sustainability 2020, 12(13), 5332; https://doi.org/10.3390/su12135332 - 1 Jul 2020
Cited by 201 | Viewed by 33611
Abstract
The virtual way of working is becoming increasingly popular due to its potential for cost savings; it is also a way for an organization to be more agile and adapt to crises such as global pandemics. This innovative way of working brings new [...] Read more.
The virtual way of working is becoming increasingly popular due to its potential for cost savings; it is also a way for an organization to be more agile and adapt to crises such as global pandemics. This innovative way of working brings new challenges to organizations that suddenly have to switch to telework. In fact, telework raises quite a few issues for employees, related to communication, collaboration, and the application of ICT (Information and Communication Technologies). This study examined the evaluation of telework through a questionnaire by different conditional groups of 436 teleworkers in Lithuania. Through a correlation analysis between the study variables, the findings suggest that there are differences in the evaluation of factors affecting telework efficiency and qualities required from a remote worker, depending on gender, age, education, work experience, and experience of telework. The results are discussed in terms of the characteristics of the most satisfied and the most dissatisfied teleworkers. Full article
(This article belongs to the Special Issue Strategic Challenges in Sustainable Human Resources Management)
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