HRM Assignment: Article Review In The Context of Human Resource Management
Question
Task: Write a HRM assignment presenting article review on five articles related to the concept of human resource management in health care.
Answer
1st Article
The reference:
Malik, A., Boyle, B., & Mitchell, R. (2017). Contextual ambidexterity and innovation in healthcare in India: The role of HRM. Personnel Review, 46(7), 1358-1380. doi:http://dx.doi.org.ezproxy.cqu.edu.au/10.1108/PR-06-2017-0194
The Research objective and question
The objective of the research on HRM assignment was to investigate innovation in the healthcare industry in India in the resource-constrained context and recognize the role of HR practices in facilitating subsequent innovations and contextual ambidexterity. The research question is “What is the role of HRM practices in the delivery of innovative outcomes with simultaneous support of the generation of exploitative and exploratory learning among the healthcare providers in India”
Method:
A qualitative research methodology was applied wherein data collection was done in two case sites on the basis of the MoP healthcare providers in India. In-depth interview data having key informants along with documentary data was collected. Interview questions were generated on the basis of the literature review (Malik, Boyle & Mitchell, 2017). A cumulative process was followed in data analysis that included basic pattern analysis and interpretive coding at in-case and cross-case level.
Findings and discussion
The researchers have identified the utilization of high-involvement HR practices to explore innovative ideas and the use of efficiency-driven HR practices to create contextual ambidexterity in the organizations studied. However, the findings of the research do not fully contribute to understanding the role of HR in facilitating innovation in the healthcare industry in India. The findings also indicate that leadership or managerial styles play a critical role in the creation of extrinsic as well as intrinsic rewards in the healthcare industries. In the view of Nankervis, Baird, Coffey & Shields, (2019) a reward can be both tangible and intangible in nature and is awarded to the employees in exchange for the work-contributions. It has been also reported that for the development of an ambidextrous context in the healthcare industry in India that is potential to deliver innovations through the healthcare providers, training is a very important criterion. Apart from that, different HR practices such as hiring regional or local talent, flexible benefits, development of performance management metrics, mentoring of frontline staff, and behavioural coaching are also identified to have a central role for facilitating the context of ambidexterity in the healthcare industry of India. The researchers have indicated that in the healthcare sector these practices can be adopted as these practices can create opportunities in relation to the contextual conditions and thereby facilitate ambidexterity. It is also found that there is a strong role of the HRM practices in countervailing hierarchy that generally exist in the healthcare industry of India.
Conclusion
The research has concluded that in both developing and developed countries, HR practices seem to play a critical role in delivering innovation in spite of the presence of resource constraints. Therefore, the conclusion has a similarity to the findings of Nankervis, Baird, Coffey & Shields, (2019) that depicts that employee benefits practices of the HR include innovation strategies
Relevance to Essay 3
The article can greatly contribute to Essay 3 as it has explored innovation in the context of the healthcare industry of India. Additionally, data collection from multiple informants on the functioning of HR in the context of contextual ambidexterity has further increased the value of the article for its application in Essay 3.
2nd Article
The reference:
Shantz, A., Alfes, K., &Arevshatian, L. (2016). HRM in healthcare: The role of work engagement. Personnel Review, 45(2), 274-295. doi:http://dx.doi.org.ezproxy.cqu.edu.au/10.1108/PR-09-2014-0203
The Research objective and question
The objective of the research was to represent and validate a model wherein the relationship between four HRM practices and care quality and safety in relation to the administrative support workers and nurses can be mediated (Shantz, Alfes&Arevshatian, 2016). The research question that was addressed by the researcher in this article was “Is the relationship between HRM functions and the result of relevance to healthcare organizations mediated by engagement”
Method:
2011 NHS National Staff Survey was used as a source of the data collection and a random sampling technique was used to choose 26,661 administrative support workers and 42,357 nurses. The technique of structural equation modelling was used for analysing questionnaire data. Separate hypothesis testing was done for nurses and support workers.
Findings and discussion:
The overall findings of this particular research have indicated that communication, opportunities for development, participation in decision making and training is positively linked to the safety and quality of care through the working environment. In the research, the researchers have argued that HRM practices are generally the job resources that eventually result in greater performance in healthcare through the enhancement of engagement. It has been identified that HRM practices are able to produce an effective state of motivation among the employees that help in the development of positive outcomes. According to Nankervis, Baird, Coffey & Shields, (2019) it is important to identify the level of engagement and motivation of the employees to determine the causes of turnover and wastage. The study has identified that communication is more important for nurses in the healthcare sector as compared to the support staff. As communication is vital for the healthcare professional, breakdown of communication is likely to result in inefficiency in the delivery of care. This particular statement is further supported in the present research article. The findings of the research indicate that the impact of engagement on the safety and quality of care is much stronger in the case of the nurses as compared to the administrative support staff. Therefore, the researchers have emphasized that the HRM practitioners and organizational decision-makers must ensure that a clear career ladder is provided to the administrative support staff along with proper support and guidance for helping them in developing professional skills.
Conclusion
The research has concluded that there is an enhancement of the pressures on public healthcare companies. Hence the healthcare organizations are required to balance the quality and safety in care by ensuring the efficiency of the staff. The highly engaged workforce can help these organizations to meet this aim, however, for that HRM practices can play a major role in promoting engagement among nurses and the administrative support workers.
Relevance to Essay 3
This article includes deep insight into the role of HRM practices in increasing engagement of the employees in the healthcare industry. As Essay 3 is based on the HRM practices in the healthcare industry of Australia, This particular article can significantly contribute to the formulation of essay 3.
3rd Article
The reference:
Sharma, J., &Dhar, R. L. (2016). Factors influencing job performance of nursing staff: Mediating role of affective commitment. Personnel Review, 45(1), 161-182.
doi:http://dx.doi.org.ezproxy.cqu.edu.au/10.1108/PR-01-2014-0007
The Research objective and question
The objective of the research was to investigate the factors that are associated with the commitment of the nurses and influence an effective commitment of the nursing employees. The research was also aimed at the identification of the subsequent impact of the commitments on the job performance of the nursing employees. The research questions are not framed in this research paper and it can be regarded as one of the weaknesses.
Method:
A survey research strategy was selected to conduct this research in which 349 nursing employees were selected with a random sampling technique from 6 public healthcare institutes and provided with a set of well-established questionnaires (Sharma &Dhar, 2016). To study the mediating effect of commitment and its relationship with the constructs utilized, structural equation modelling was applied.
Findings and discussion
The article has revealed that there is an increased burnout level among the nursing employees which is in an inverse relationship with the affective commitment. A positive relationship has been identified in the research between procedural justice and perceived organizational support and affective commitment on the contrary to employee burnout. Strong evidence regarding the impact of affective commitment on the job performance of the nursing employees has been identified in the research article. It has been identified that affective commitment possesses a mediating role in relation to different variables such as job performance, procedural justice, perceived organizational support and burnout. The contribution of commitment to job performance is also identified as a soft HRM strategy in the study conducted by Nankervis, Baird, Coffey & Shields, (2019). Perceived organizational support plays a vital role to generate a healthy and mutually comprehensive working environment. The findings also indicate that perceived organisational support can increase the level of the emotional attachment of the nursing staff and procedural justice as they develop a positive interrelation with the effective commitment of the nursing employees. It has been identified that nursing employees are much more aware regarding their negligible engagement in the process of decision-making, lack of performance review meetings, continuous night shift, business decisions, limited open discussions and knowledge sharing sessions. These factors are identified to be prevalent in public healthcare institutes as major decisions are generally made by the health ministry and are communicated to the nursing staff.
Conclusion
The article has concluded that there is an importance of the different factors that impact on the job performance of the nursing employees by affecting the level of affective commitment. It is further indicated that healthcare institutions are required to minimise the burnout level with the development and enhancement of a fair working and supporting environment for increasing the commitment level of the employees.
Relevance to Essay 3
The present article includes significant information regarding the mediating roles of commitment on job performance and the other related factors. As Essay 3 relates to human resource practices in the context of the healthcare industry, the present article can be regarded as a vital source of information.
4th Article
The reference:
Cheng, C., Bartram, T., Karimi, L., &Leggat, S. (2016). Transformational leadership and social identity as predictors of team climate, perceived quality of care, burnout and turnover intention among nurses. Personnel Review, 45(6), 1200-1216. doi:http://dx.doi.org.ezproxy.cqu.edu.au/10.1108/PR-05-2015-0118
The Research objective and question
The objective of the present research article was to recognize the role that is played by transformational leadership (TL) in relation to the development of social identity and its effect on burnout, intention to leave, patient care quality and team climate in nursing. Although the 4 hypotheses of the research are clearly stated by the researcher there is a lack of proper research questions that adds to the limitation of the research.
Method:
For conducting the research, a cross-sectional design was followed. Data were collected from 201 registered nurses based in Australia with the utilization of questionnaires (Cheng, Bartram, Karimi&Leggat, 2016). In order to test the four hypotheses, the researchers had made the use of structural equation modelling technique.
Findings and discussion
The findings of the research indicate that there is a strong relationship between the team climate and the TL styles in relation to the healthcare industry. It has been found that social identity mediates the way in which TL is related to the team climate. The analysis of the data indicates the presence of a direct positive impact of Transformational Leadership on the team climate while an indirect impact on team climate occurs when Transformational Leadership directly influences social identity. Apart from the understanding of the relationship between team climate and TL, the link between employee burnout and TL is also understood. It emphasizes the necessity of adopting appropriate leadership styles to gain a promising way of addressing issues relating to the retention of nurses and enhancing the quality of patient care. It has been indicated that when a TL style is adopted in the context of nursing, the strength of teamwork is also increased that eventually results in a reduced level of employee burnout. The research findings further indicate that the perception of the nurses regarding the quality of care is increased when the transformational leaders strengthen their social identity. Therefore, the TL style is further identified to enhance the retention levels of the employees by impacting on their social identity. In the view of Nankervis, Baird, Coffey & Shields, (2019), the provision of adequate leadership roles to the younger employees is an innovative and creative career planning strategy in HRM.
Conclusion
The research article has concluded that the social identification process can be regarded as a psychological mechanism. Additionally, it is also concluded that TL affects the important outcomes of the employees incorporating the perceived quality of care provided to the patients. The role of HRM in supporting the development of leadership among the front-line managers in health care institutes is important. It is recommended that adopting TL styles can impact positively on optimal patient care delivery.
Relevance to Essay 3
The present article is valuable in contributing to the essay that is based on HRM practices in the healthcare industry in Australia as it indicates there is a strong relationship between the HRM roles and the development of leadership styles among the front-line managers.
5th Article
The reference:
Shipton, H., Sanders, K., Atkinson, C., &Frenkel, S. ( 2016) Sensegiving in health care: the relationship between the HR roles of line managers and employee commitment. Human Resource Management Journal, 26: 29– 45.doi: 10.1111/1748-8583.12087.
The Research objective and question
The present research article does not clearly highlight the research objectives and research questions. On the other hand, the purpose of conducting the research is also not highlighted clearly. It has been identified that the major aim of conducting the research was to examine the prioritization of HR roles among the line managers and the consequences of these roles on the attitude and commitment of the employees in the health-care setting.
Method:
For conducting the research, the researchers followed a quantitative and multi-actor study. As a sample, 67 line managers and 509 employees from four Dutch hospitals were recruited (Shipton, Sanders, Atkinson &Frenkel, 2016). A two-step stratified sampling approach was used in selecting the sample. The researchers have classified the eighteen departments of the four hospitals in four areas and used the paper-pencil survey technique to collect data.
Findings and discussion
The findings of the research indicate that the more is the reporting of HC_HRM by the line managers the more staff of the hospitals are committed to their job and the organizations. It indicates that the commitment level of the employees is positively associated with the significance of the EC roles for the line managers. The analysis further indicates that the SP role of the line managers is not linked to the commitment. It has been discussed that also in hospitals the senior leaders because the responsibility to steer the organisation by competing expectations based on the demands, direct interface with the patients through the care delivery is directed by nurses, employees, front line staff and therapists. Vocational principles are identified to be effective in motivating employees and promoting values like helping others and doing rewarding works. The findings of this research indicate that the impact of the line managers to prioritise specific human resource roles is above and over the impact of HC-HRM on the commitment levels of the employees. In an EC role, it is likely that line managers can spend more time listening to the needs of the employees and share insides that are perceived to be important by the employees. The most significant finding of this research article is that combining prioritisation of EC roles and SP roles of the line managers have a strong impact on the commitment levels of the employees than the line managers who prioritizes EC roles in isolation.
Conclusion
This research concluded that apart from the impact of high commitment HRM, prioritization of the EC roles alone and the EC and SP role in combination is linked to the greater commitment levels of the employees. The conclusion relates directly to the study conducted by Nankervis, Baird, Coffey & Shields, (2019) wherein it has been emphasized that long term-commitment in an organization is promoted by the process of familiarising employees with the organisation.
Relevance to Essay 3
The article has helped in identifying different roles of the HR practitioners and the line managers in the health care setting and how they can increase the level of commitment of the healthcare workers to improve the care delivery. Therefore, this study would provide information to Essay 3 regarding the prioritization of roles among line managers.
References
Cheng, C., Bartram, T., Karimi, L., &Leggat, S. (2016). Transformational leadership and social identity as predictors of team climate, perceived quality of care, burnout and turnover intention among nurses. Personnel Review, 45(6), 1200-1216. doi:http://dx.doi.org.ezproxy.cqu.edu.au/10.1108/PR-05-2015-0118
Malik, A., Boyle, B., & Mitchell, R. (2017). Contextual ambidexterity and innovation in healthcare in India: The role of HRM. Personnel Review, 46(7), 1358-1380.
doi:http://dx.doi.org.ezproxy.cqu.edu.au/10.1108/PR-06-2017-0194
Nankervis, A., Baird, M., Coffey, J., & Shields, J. (2019).Human resource management.Cengage AU.
Shantz, A., Alfes, K., &Arevshatian, L. (2016). HRM in healthcare: The role of work engagement.HRM assignment Personnel Review, 45(2), 274-295.doi:http://dx.doi.org.ezproxy.cqu.edu.au/10.1108/PR-09-2014-0203
Sharma, J., &Dhar, R. L. (2016). Factors influencing job performance of nursing staff: Mediating role of affective commitment. Personnel Review, 45(1), 161-182. doi:http://dx.doi.org.ezproxy.cqu.edu.au/10.1108/PR-01-2014-0007
Shipton, H., Sanders, K., Atkinson, C., &Frenkel, S. ( 2016) Sense giving in health care: the relationship between the HR roles of line managers and employee commitment. Human Resource Management Journal, 26: 29– 45.doi: 10.1111/1748-8583.12087.
