Liberty University
Module 4 Assignment
Draft Assignment - Human Resource Policy Project Annotated Bibliography
Lloyd Williams
BUSI642: Contemporary Issues in Human Resource Management
Instructor Colleen McLaughlin
March 2023
Author Note
I do not have any conflict of interest to
disclose. Email Address:
Human Resource Policy Project Annotated Bibliography Assignment
Battaglio, R. P., & French, P. E. (2016). Public service motivation, public management reform,
and organizational socialization. Public Personnel Management, 45(2), 123
147. https://doi.org/10.1177/0091026016644623
This essay looks at organizational characteristics, and socialization is important for
encouraging serving in the public sector. According to the authors, encouraging people to engage
in difficult tasks like public safety is what defines public service motivation. By rigorous data
gathering and empirical research techniques, they assess ten distinct locations to identify the
relationship that exists between government services and self-service. The outcomes of the data
analysis demonstrate that municipal employees put in significantly more committed in public
safety tasks than other categories. Unfortunately, the levels of commitment do not necessarily
correspond to compliance with policy criteria.
These correlations are linked to personality differences by the authors. This article
emphasizes how intensely difficult circumstances frequently increase municipal workers' innate
motivation, which promotes staff productivity and improves organizational performance. The
authors argue that organizations that provide public services ought to take a multifaceted
approach to the workplace in order to inspire individual employees. They also urge people to
consider public service and to handle challenging workplace circumstances objectively.
Brandth, B., & Kvande, E. (2020). Workplace support of fathers’ parental leave use. Designing
Parental Leave Policy, 169-
182. https://doi.org/10.1332/policypress/9781529201574.003.0011
This peer - reviewed article discusses the importance of providing parental leave to
working men. The authors highlight the significance of social policy in balancing a person's
career and family responsibilities, especially for men. The Norwegian model is used in the
analysis of data part of the paper to demonstrate how gender equality, family welfare, and
working life are all interconnected. The main concern is how a company can sustain employee
performance whereas balancing the three components.
Findings from interviews with working fathers show that different leave policy ideas for
men and women make it harder to be a good father as well as may put the interaction between a
company and a worker at risk. Even though it's clear that fathers' leave is important, the authors
stress the need to be clinical when talking about fatherhood in an organizational setting.
Credibility is added to this research project by the way it looks at the topic as a whole and the
way it gathers and analyzes data to come to impartial findings. The paper's findings can assist
people deal with the idea of gender equality and diversity at work.
Khattar, R. (2021). Equal pay in collective bargaining. https://doi.org/10.1787/af05a832-en
The importance of collective bargaining in promoting and maintaining pay equity is
discussed in this book chapter. The author emphasizes the important responsibilities that labor
unions play in driving equal pay rules and encouraging payment term clarity. Particularly,
collective bargaining provides a useful framework for assessing the role of gender in the
workplace, developing evaluation plans to track employee-employer relations, and conducting
integrative research on a variety of workplace-related topics.
Also, the representatives of the workers can inform the public of any inequalities and
provide individual workers the authority to demand equality. Aside from the obvious importance
of collective agreements, the author states that the project is hampered by a lack of or insufficient
social partners to advance equal pay through campaigns and conversations. The impartial
definition of terminology and methodology used in this chapter demonstrate its reliability. It also
covers a wide range of topics related to collective bargaining, making it comprehensive. The
article will assist in examining how collective bargaining activities and workers' representatives
may promote fair pay in the workplace.
Kurtulus, F. A. (2015). The impact of affirmative action on the employment of minorities and
women: A longitudinal analysis using three decades of EEO-1 filings. Journal of Policy
Analysis and Management, 35(1), 34-66. https://doi.org/10.1002/pam.21881
The validity of affirmative action in alleviating workplace inequality is examined in this
study paper. From outlining the genesis of the action to describing its scope, justification, and
beneficiaries, the author extensively analyzes the topic and its ramifications in the US work
environment. The effort has greatly benefited the beneficiaries, especially Black and Native
People. With a thorough investigation and analysis that takes into account more than 90,000
private companies, the author arrives at the study conclusions objectively.
The findings show that affirmative action has greatly boosted the number of government
contractors. The data results show that affirmative action has helped Black and Native American
women land important career opportunities. The results show that disparities in business size also
have an impact on how well affirmative action programs perform in actual workplaces. The
thorough and impartial data gathering and analysis methods used in this article are a clear
indication of its reliability. The conclusions will aid in the discussion of social injustices and the
significance of measures promoting equality.
Park, S., & Abril, P. S. (2016). Digital self-ownership: A publicity-rights framework for
determining employee social media rights. American Business Law Journal, 53(3), 537-
598. https://doi.org/10.1111/ablj.12084
This study examines the use of social media in the modern workplace, emphasizing the
relationships between employers and employees across various platforms. The writers make
claims on how social media affects workplace social rights and how to effectively balance
interactions between people. Because there are not any clear rules about how employees should
act on social media platforms, a social media right is open to interpretation. A lack of a
framework that combines social media norms and practices in the workplace also makes it harder
for people to talk to each other.
The authors emphasize that people have experienced serious legal repercussions as a
result of the guidelines' ambiguity regarding the use of social media at work. In addition to the
apparent legal ramifications, the judicial system lacks a trustworthy method to resolve the
apparent conflicts brought about by limitless social media rights. Given the research paper's
objectivity, it will be trustworthy to address the significance of social media rights in the
workplace.
Piatak, J. S., Sowa, J. E., Jacobson, W. S., & McGinnis Johnson, J. (2020). Infusing public
service motivation (PSM) throughout the employment relationship: A review of PSM and
the human resource management process. International Public Management
Journal, 24(1), 86-105. https://doi.org/10.1080/10967494.2020.1805381
This peer reviewed article discusses employee relationships and public service
motivation, emphasizing the specific roles of the tools in the human resource management
department. The authors highlight the differences between human resource management in for-
profit and public enterprises, highlighting that the job context affects how these places differ in
model practices and functions. In order to support public service motivation (PSM), this essay
emphasizes the need of fostering efficacy in human resource management (HRM).
The authors draw attention to the fact that research on PSM and HRM both encounter
significant obstacles and limit the effectiveness of the two crucial organizational aspects in
reality. They emphasize the key elements of HRM job design, recruitment, and selection and
show how ineffective many corporations are in these areas. The article's findings, conclusion,
and recommendation emphasize the necessity for additional, thorough study on PSM and HRM
in order to promote the effectiveness of the corresponding processes, policies, and practices.
Contextualizing the significance of PSM and HRM will be made easier thanks to the
research findings.
Sachs, B. (2016). Fair equality of opportunity in our actual world. Theory and Research in
Education, 14(3), 277-294. https://doi.org/10.1177/1477878516676712
This peer - reviewed article investigates global equality in access to employment
opportunities, focusing on a person's chances of landing the ideal job. Following a thorough
examination of the literature, the author concludes that equality of opportunity is no longer
relevant. Due to factors such as parental parenting styles and the unequal distribution of jobs
around the world, achieving equality in future job prospects is inconceivable. The influence of
society on parental direction, independence, and subjectivity in raising children impedes fairness,
so this extends to the job market. Significantly, as children grow older, parental practices become
increasingly important in determining their success and deciding their abilities and potential.
The uneven distribution of job opportunities in society, as stated in this article, prevents
the practical promotion of job equality. The author also claims that initiatives to improve fairness
are hindered by the lack of a common scale for classifying appropriate and inappropriate jobs.
This article will assist in investigating job market disparities and the role of human resource
management in dealing with the situation. Its thoroughness and objectivity in debates make it
credible.
Tran, B. (2017). Organizational diversity. Advances in Human Resources Management and
Organizational Development, 100-131. https://doi.org/10.4018/978-1-5225-2250-8.ch006
The function of human resource management in promoting organizational diversity is
examined in this journal article. The author identifies the hiring team and company as the key
factors affecting diversity and inclusion, and they forecast a person's capacity to judge whether
they are worth the job chance. They further underline that individuals must recognize that
humans are not robots and treat them properly, without discrimination. The main elements
influencing an individual's performance in an organizational context are their skills, knowledge,
and abilities, according to the article.
Employers and the employee management team should be objective in judging the
credibility and trustworthiness of potential employees' abilities, taking into account factors such
as social class and whether or not a person is impaired. The author comes to the conclusion that
while hiring a new team, the hiring team must be explicit and take into account the main
priorities. The article's objectivity and thorough treatment of the topic demonstrate its legitimacy.
It will assist in examining how human resource management contributes to organizational
diversity by taking into account its conclusions.
Wang, S., & Sinnott, R. O. (2017). Protecting personal trajectories of social media users through
differential privacy. Computers & Security, 67, 142-
163. https://doi.org/10.1016/j.cose.2017.02.002
The significance of privacy when utilizing social media on a personal or professional
level is examined in this article. The authors focus on both the difficulties that come with social
media and the various advantages that it has bolstered in the corporate world to start the
conversation. The article specifically stresses the transformative effects of social media on the
transportation industry, with precise applications that make it simple to follow a person's
movements. Business stakeholders must be aware of the negative repercussions as the corporate
environment benefits from the ease of tracking and other exact characteristics of the
transportation sector and other corporate interactions.
The author contends that the key issue is the employers' ability to monitor employees'
whereabouts, which restricts their rights to privacy and confidentiality. The article's conclusion
emphasizes the necessity of implementing a technology that supports individual privacy while
taking the advantages of the business sector into account. The use of technology in the modern
corporate environment is explored in this reliable research piece.
Young, M. (2020). Gender inequalities in the Malaysian workplace. Professional Discourses,
Gender, and Identity in Women's Media, 1-26. doi.org/10.1007/978-3-030-55544-
3_1
he Malaysian workforce is used in this book chapter to examine gender disparities in the
workplace. The author examines the socioeconomic factors that encouraged women's admission
into the workforce and led to appreciable reductions in workplace inequality. However, the
admission of women into the workforce brought with it new difficulties, such as workplace
discrimination, which is still a concern in Malaysia's present working environment. Reinforcing
gender equality in the workplace in Malaysia has been difficult due to limited access to labor
markets, limited decision-making ability, and limited policy-making power.
The three issues are still cited by the writers as obstacles to women's advancement in the
workforce. They also draw attention to the difficulties that particular women encounter in the
workplace, highlighting sexual harassment and pregnancy discrimination as the most serious and
important issues. The book chapter's thoroughness and discussions' objectivity contribute to the
author's ability to present a more thorough and convincing case, which indicates credibility. Its
conclusions will be crucial in examining gender inequality and the role that HRM can play in
such situations.
