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Abstract
This study explores the critical factors influencing labor management in company operations, focusing on technological integration, workplace flexibility, diversity and inclusion (D&I), performance-based incentives, and Strategic Human Resource Management (SHRM). A mixed-methods approach was employed, combining quantitative surveys with 200 mid-level and senior managers and qualitative interviews with 20 participants across various industries. The quantitative data provided statistical insights, while the qualitative data offered a deeper contextual understanding. The study identified that technological integration enhances operational efficiency and employee engagement but requires continuous upskilling and robust cybersecurity measures. Workplace flexibility improves productivity and job satisfaction but challenges maintaining team cohesion. D&I drives innovation but faces implementation barriers such as insufficient leadership commitment. Performance-based incentives motivate employees but can lead to stress and burnout if not balanced with intrinsic rewards. Effective SHRM aligns HR practices with organizational goals but requires overcoming structural and cultural barriers. These findings align with existing theories and highlight both the benefits and challenges of contemporary labor management practices. The study provides valuable insights for organizations seeking to enhance labor management practices. Practical recommendations include investing in employee training, adopting new management strategies for flexible work environments, committing to D&I initiatives, balancing extrinsic and intrinsic rewards, and viewing HR as a strategic partner. Addressing these areas can lead to improved organizational performance and employee satisfaction.
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References
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- Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99-120. https://doi.org/10.1177/014920639101700108
- Becker, B. E., & Huselid, M. A. (1998). High performance work systems and firm performance: A synthesis of research and managerial implications. Research in Personnel and Human Resources Management, 16, 53-101. https://doi.org/10.1016/S0742-7301(99)16002-7
- Bloom, N., Liang, J., Roberts, J., & Ying, Z. J. (2015). Does working from home work? Evidence from a Chinese experiment. The Quarterly Journal of Economics, 130(1), 165-218. https://doi.org/10.1093/qje/qju032
- Deci, E. L., Koestner, R., & Ryan, R. M. (1999). A meta-analytic review of experiments examining the effects of extrinsic rewards on intrinsic motivation. Psychological Bulletin, 125(6), 627-668. https://doi.org/10.1037/0033-2909.125.6.627
- Deryabina, E. (2021). Labor management in the housing and communal services industry. Public Sector Management, 14(3), 320-335. https://doi.org/10.1057/psm.2021.78
- Eisenberger, R., & Cameron, J. (1996). Detrimental effects of reward: Reality or myth? American Psychologist, 51(11), 1153-1166. https://doi.org/10.1037/0003-066X.51.11.1153
- Frey, B. S., & Jegen, R. (2001). Motivation crowding theory. Journal of Economic Surveys, 15(5), 589-611. https://doi.org/10.1111/1467-6419.00150
- Gajendran, R. S., & Harrison, D. A. (2007). The good, the bad, and the unknown about telecommuting: Meta-analysis of psychological mediators and individual consequences. Journal of Applied Psychology, 92(6), 1524-1541. https://doi.org/10.1037/0021-9010.92.6.1524
- Golden, T. D., & Veiga, J. F. (2005). The impact of extent of telecommuting on job satisfaction: Resolving inconsistent findings. Journal of Management, 31(2), 301-318. https://doi.org/10.1177/0149206304271768
- Gomez-Mejia, L. R., Balkin, D. B., & Cardy, R. L. (2016). Managing Human Resources. Pearson.
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- Johnson, A., & Brown, B. (2020). The role of technology in labor management. Journal of Business and Management, 45(3), 112-128. https://doi.org/10.1016/j.jbusman.2020.03.003
- Kossek, E. E., Thompson, R. J., & Lautsch, B. A. (2015). Balanced workplace flexibility: Avoiding the traps. California Management Review, 57(4), 5-25. https://doi.org/10.1525/cmr.2015.57.4.5
- Lee, C., & Kim, D. (2019). Performance-based incentives and employee motivation. International Journal of Human Resource Management, 30(5), 745-760. https://doi.org/10.1080/09585192.2019.1582043
- Martinez, J., Sanchez, R., & Gomez, M. (2020). The impact of inclusive labor practices on organizational innovation. Journal of Organizational Behavior, 41(6), 921-937. https://doi.org/10.1002/job.2469
- Mayo, E. (1933). The Human Problems of an Industrial Civilization. Macmillan.
- Meyer, J. W., & Rowan, B. (1977). Institutionalized organizations: Formal structure as myth and ceremony. American Journal of Sociology, 83(2), 340-363. https://doi.org/10.1086/226550
- Nishii, L. H. (2013). The benefits of climate for inclusion for gender-diverse groups. Academy of Management Journal, 56(6), 1754-1774. https://doi.org/10.5465/amj.2009.0823
- Shved, A. (2023). Balancing economic, psychological, and social tasks in labor organization. Labor Studies Journal, 48(1), 45-62. https://doi.org/10.1111/lsj.2034
- Smith, L., Jones, M., & Taylor, K. (2021). Flexible work arrangements and employee productivity. Human Resource Management Journal, 31(2), 178-195. https://doi.org/10.1002/hrmj.2187
- Stone, D. L., & Deadrick, D. L. (2015). Challenges and opportunities affecting the future of human resource management. Human Resource Management Review, 25(2), 139-145. https://doi.org/10.1016/j.hrmr.2015.01.003
- Tarasov, I. (2021). Challenges of labor management in the oil and gas industry. Energy Sector Management Review, 9(4), 250-268. https://doi.org/10.1002/esmr.3429
- Taylor, F. W. (1911). The Principles of Scientific Management. Harper & Brothers.
- Wang, W., Pauleen, D. J., & Zhang, T. (2016). How social media applications affect B2B communication and improve business performance in SMEs. Industrial Marketing Management, 54, 4-14. https://doi.org/10.1016/j.indmarman.2016.01.006
- Wright, P. M., & McMahan, G. C. (1992). Theoretical perspectives for strategic human resource management. Journal of Management, 18(2), 295-320. https://doi.org/10.1177/014920639201800205
References
Bakker, A. B., Demerouti, E., & Verbeke, W. (2004). Using the job demands-resources model to predict burnout and performance. Human Resource Management, 43(1), 83-104. https://doi.org/10.1002/hrm.20004
Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99-120. https://doi.org/10.1177/014920639101700108
Becker, B. E., & Huselid, M. A. (1998). High performance work systems and firm performance: A synthesis of research and managerial implications. Research in Personnel and Human Resources Management, 16, 53-101. https://doi.org/10.1016/S0742-7301(99)16002-7
Bloom, N., Liang, J., Roberts, J., & Ying, Z. J. (2015). Does working from home work? Evidence from a Chinese experiment. The Quarterly Journal of Economics, 130(1), 165-218. https://doi.org/10.1093/qje/qju032
Deci, E. L., Koestner, R., & Ryan, R. M. (1999). A meta-analytic review of experiments examining the effects of extrinsic rewards on intrinsic motivation. Psychological Bulletin, 125(6), 627-668. https://doi.org/10.1037/0033-2909.125.6.627
Deryabina, E. (2021). Labor management in the housing and communal services industry. Public Sector Management, 14(3), 320-335. https://doi.org/10.1057/psm.2021.78
Eisenberger, R., & Cameron, J. (1996). Detrimental effects of reward: Reality or myth? American Psychologist, 51(11), 1153-1166. https://doi.org/10.1037/0003-066X.51.11.1153
Frey, B. S., & Jegen, R. (2001). Motivation crowding theory. Journal of Economic Surveys, 15(5), 589-611. https://doi.org/10.1111/1467-6419.00150
Gajendran, R. S., & Harrison, D. A. (2007). The good, the bad, and the unknown about telecommuting: Meta-analysis of psychological mediators and individual consequences. Journal of Applied Psychology, 92(6), 1524-1541. https://doi.org/10.1037/0021-9010.92.6.1524
Golden, T. D., & Veiga, J. F. (2005). The impact of extent of telecommuting on job satisfaction: Resolving inconsistent findings. Journal of Management, 31(2), 301-318. https://doi.org/10.1177/0149206304271768
Gomez-Mejia, L. R., Balkin, D. B., & Cardy, R. L. (2016). Managing Human Resources. Pearson.
Huselid, M. A. (1995). The impact of human resource management practices on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38(3), 635-672. https://doi.org/10.5465/256741
Johnson, A., & Brown, B. (2020). The role of technology in labor management. Journal of Business and Management, 45(3), 112-128. https://doi.org/10.1016/j.jbusman.2020.03.003
Kossek, E. E., Thompson, R. J., & Lautsch, B. A. (2015). Balanced workplace flexibility: Avoiding the traps. California Management Review, 57(4), 5-25. https://doi.org/10.1525/cmr.2015.57.4.5
Lee, C., & Kim, D. (2019). Performance-based incentives and employee motivation. International Journal of Human Resource Management, 30(5), 745-760. https://doi.org/10.1080/09585192.2019.1582043
Martinez, J., Sanchez, R., & Gomez, M. (2020). The impact of inclusive labor practices on organizational innovation. Journal of Organizational Behavior, 41(6), 921-937. https://doi.org/10.1002/job.2469
Mayo, E. (1933). The Human Problems of an Industrial Civilization. Macmillan.
Meyer, J. W., & Rowan, B. (1977). Institutionalized organizations: Formal structure as myth and ceremony. American Journal of Sociology, 83(2), 340-363. https://doi.org/10.1086/226550
Nishii, L. H. (2013). The benefits of climate for inclusion for gender-diverse groups. Academy of Management Journal, 56(6), 1754-1774. https://doi.org/10.5465/amj.2009.0823
Shved, A. (2023). Balancing economic, psychological, and social tasks in labor organization. Labor Studies Journal, 48(1), 45-62. https://doi.org/10.1111/lsj.2034
Smith, L., Jones, M., & Taylor, K. (2021). Flexible work arrangements and employee productivity. Human Resource Management Journal, 31(2), 178-195. https://doi.org/10.1002/hrmj.2187
Stone, D. L., & Deadrick, D. L. (2015). Challenges and opportunities affecting the future of human resource management. Human Resource Management Review, 25(2), 139-145. https://doi.org/10.1016/j.hrmr.2015.01.003
Tarasov, I. (2021). Challenges of labor management in the oil and gas industry. Energy Sector Management Review, 9(4), 250-268. https://doi.org/10.1002/esmr.3429
Taylor, F. W. (1911). The Principles of Scientific Management. Harper & Brothers.
Wang, W., Pauleen, D. J., & Zhang, T. (2016). How social media applications affect B2B communication and improve business performance in SMEs. Industrial Marketing Management, 54, 4-14. https://doi.org/10.1016/j.indmarman.2016.01.006
Wright, P. M., & McMahan, G. C. (1992). Theoretical perspectives for strategic human resource management. Journal of Management, 18(2), 295-320. https://doi.org/10.1177/014920639201800205