Human Resource Policy Project Annotated Bibliography 2
Annotated Bibliography
Auray, S., Fuller, D. L., & Vandenbroucke, G. (2021). Comparative advantage and
moonlighting. European Economic Review, 139, 103897.
https://doi.org/10.1016/j.euroecorev.2021.103897
This article is about how higher-educated workers are most likely to work multiple jobs
simultaneously due to their ability to manage both jobs. However, on the other hand, if
workers overall are paid more regardless of their education, they are less likely to work
multiple jobs. This is due to the cost of working the other job, if an employee is willing to
give up their free time, then they are more likely to take on another job. The article also
discusses how it can be common with people working part-time jobs leading the
employees with greater chances to work both jobs due to scheduling work hours. In
addition, it discusses how there has been a decrease in overtime on employees
moonlighting. This article continues to provide data and insight that over 50% of males
will moonlight at a company at least once in their career. Information from this article
will help small companies such as dentist offices set their policies to prevent employees
from moonlighting.
Gsuri, A.D., & Thakkar, M. D. (2022). Moonlighting: Emerging Trends Alter Covid-19
Pandemic Among Employees: Journal of Management & Research.Sankalpa, 12(2), 56-
60. https://go.openathens.net/redirector/liberty.edu?url=https://www.proquest.com/
scholarly-journals/moonlighting-emerging-trends-alter-covid-19/docview/2787933869/
se-2
This article focuses on how COVID-19 led to income reductions which led to employees’
moonlighting to make up for loss income. Another reason why employees have been
Human Resource Policy Project Annotated Bibliography 3
moonlighting is due to a lack of career enhancement, and lack of incentives, and lack of
facilities for the employee. The advancement of technology has made it easier for
employees to moonlight, especially for those who are working from home and not in an
office setting. Moonlighting has become common in both developing and developed
countries. The job sector with the highest percentage of employees moonlighting is in
information technology. In addition, this article discusses potential reasons why
employees might be moonlighting by categories based on how content the employee is
giving more insight as to reasons why this might be done. This article is about where
moonlighting is occurring and the reasons why. If a company has access to this
information, it can help them facilitate effective policies.
Dharshini, K., & Abraham, S. (2023). ‘Moonlighting’In the Contemporary Work Culture.GChief
Editor,G127, 157.
This article discusses the concept of moonlighting and a variety of viewpoints regarding
the ethics behind moonlighting. It suggests that moonlighting can be both ethical and
unethical, and the motivations of the employees doing moonlighting. It provides data on
COVID-19 and its effect on employees moonlighting, especially in the information
sector. The article continues to go into various theories related to moonlighting to
understand why employees moonlight and how companies can address moonlighting to
avoid having employees do it. An example of a small company trying to prevent workers
from moonlighting is by paying them more and adding it to their contracts upon hiring.
When discussing the negatives of employees moonlighting it can lead to the employee
losing focus at work, misuse of company resources, and potential conflicts of interest.
Lastly, this article discusses the problems that moonlighting will cause for the company
Human Resource Policy Project Annotated Bibliography 4
itself and the potential risk they might have due to sensitive information. For a small
company, this article would be beneficial to them due to showing why employees do it,
how to prevent employees from doing it, and legal implications that could stop the
employee as well.
Ali, A. M., Somroo, N. A., Farooq, U., Asif, M., Akour, I., & Mansoor, W. (2022). Smartphone
Security Hardening: Threats to organizational security and risk mitigation. 2022
International Conference on Cyber Resilience (ICCR).
https://doi.org/10.1109/iccr56254.2022.9995769
This article reviews the security risks of allowing employees to use personal phones in
the workplace. It discusses security threats such as malware that affected the military and
that it could also affect the small businesses where the employees are working. In
addition, to the threats, it discusses ways to reduce the risk of employees using personal
devices on the work premises such as having policies, secure areas for employees to use.
their phones avoiding doing it at their desks, and potential ways to increase security.
Furthermore, discusses how training and policies can reduce the risk by adding VPNs to
the network. It shows data on the percentage of smartphones that are vulnerable to
security risks that could lead the company to be vulnerable to cyber-attacks where
confidential information is stolen and held hostage. For a small company to prevent or
solve any security issues with employees using their devices this article would be
beneficial.
Jiang, H., Siponen, M. T., & Tsohou, A. (2021). Personal use of technology at work: a literature
review and a theoretical model for understanding how it affects employee job
Human Resource Policy Project Annotated Bibliography 5
performance. European Journal of Information Systems, 32(2), 331–345.
https://doi.org/10.1080/0960085x.2021.1963193
This article discusses employees using their phones and technology during work hours. It
reviews policies, reasons why employees might use their technology, and outcomes on
how it affects businesses. It continues to discuss how personal use of technology at work
might affect the employee's job performance along with potential policies for companies
to use to counteract the effects of it. Furthermore, provides insight into the positives and
negatives of allowing employees to use their phones and technology during work hours.
In addition, this article provides data that allowing employees to use personal devices
while at work could potentially increase their work efficiency by as much as 12 percent.
Lastly, it continues into potential stressors from allowing employees to use their own
devices at work and how it can affect their output. Using this article will allow the
company to understand the positives and negatives of allowing employees to use their
technology during work hours and how to prevent or solve potential issues that might
arise.
Misra, K., Stackhouse, M. D., Misra, A. B., & Berry, G. J. (2021). Overcoming the downsides of
personal internet and cell phone use in the workplace: an exploratory empirical analysis.
Journal of International Technology and Information Management, 30(3), 19–37.
https://doi.org/10.58729/1941-6679.1481
This article talks about the impact of the internet and cell phone usage at work along with
productivity. It highlights the current debate for companies to allow it to be used at work
or not and the potential effects. Some of this article argues that by allowing this
technology to be used it can increase productivity at work, while other data suggests that
Human Resource Policy Project Annotated Bibliography 6
it can lead to a distraction at work and a decline in the employee’s work. When
companies implement technology usage policies it can lead to an increase in labor
efficiency. Furthermore, discusses how some companies can use employee internet
management systems where they can monitor what the employees are doing on the
computer and can limit what access they have. One limitation of this article is the small
sample size that they experimented on, however, it could be beneficial for small
companies. This article is beneficial for companies that are trying to adapt to the
changing work environment, where technology is involved.
Petts, R. J., Knoester, C., & Li, Q. (2020). Paid paternity leave-taking in the United States.
Community, Work & Family, 23(2), 162–183.
https://doi.org/10.1080/13668803.2018.1471589
This study investigates the landscape of paid paternity leave in the United States, as it has
received some attention recently in the media. It collects data from three different
national datasets to review attitudes, practices, and predictors of paid paternity leave. The
findings of this article show that there is support for fathers to also receive paid paternity
leave, however, the rates of companies conducting this are low. Some factors that are in
play for companies doing this are economic capital and the culture of the company.
Overall, this article shows the current structure of paternity leave policies that restrict
access to paid paternity leave, leading to gaps that fathers are more financially positioned
to take compared to others. By using this article, it will show the effects of unpaid leave
on employees and their relationships with the organization that they are working for.
Companies need to review this article to see how they can mitigate employees' distrust in
Human Resource Policy Project Annotated Bibliography 7
the company and mitigate any emotional damage that might occur if a company does not
have a good paid paternity leave.
Abdalla, M. J., Said, H., Ali, L., Ali, F., & Chen, X. (2021). COVID-19 and unpaid leave:
Impacts of psychological contract breach on organizational distrust and turnover
intention: Mediating role of emotional exhaustion. Tourism Management Perspectives,
39, 100854. https://doi.org/10.1016/j.tmp.2021.100854
This study examines the effects of COVID-19 and unpaid leave and the impact on the
psychological contract breach by the organization, and turnover effect. This goes on to
review 238 questionnaires in the hospitality sector. It shows the effects of unpaid leave
due to the leave policy, the relationship between psychological contract breach and how
employees grew distrust in the company, and how it affected the employees emotionally.
From the contract breach due to leave policy it can impact the turnover rate of employees
and how it can affect trust within the organization, which is needed to retain employees
and help the company save money by not having to go through the hiring process. When
organizations fail to fulfill their promises to employees it can lead to more negative
consequences such as counterproductive behavior, employees missing work without
approval, and employees quitting. With these being the effects of companies failing to
abide by a leave policy it can lead to hurting the company’s organizational efficiency and
sustainability of the growth of the company. Overall, this article would be beneficial to
use when seeing the consequences of the company’s not having a proper leave policy and
why they are important.
Human Resource Policy Project Annotated Bibliography 8
Maran, T., Liegl, S., Moder, S., Kraus, S., & Furtner, M. (2021). Clothes make the leader! How
leaders can use attire to impact followers’ perceptions of charisma and approval. Journal
of Business Research, 124, 86–99. https://doi.org/10.1016/j.jbusres.2020.11.026
This article discusses how dress codes and how the employees are dressed can affect their
perceptions of charisma, and approval from customers in a workplace setting.
Additionally, leaders who dress in a way that contrasts with their company can be
perceived as more charismatic with customers and receive better customer satisfaction.
The findings from this article can improve customer perspective and improve business
success due to returning customers. Furthermore, for internally at companies, this article
discusses how upper management when dressed properly and abiding by a dress code it
can signal the flexibility or structure of the company and influence people internally
within the company leading to higher employee retention. Overall, this article addresses
how properly dressing with the right dress code can have an impression on internal
management and customers when dealing with the company. This article would be
beneficial to a company of any size as it can affect the behaviors and perceptions at a
workplace.
Jayasooriya, U. (2021). Effect of Dress Code of Sri Lankan Female School Teachers on their Job
Performance. Vidyodaya Journal of Management, 7(1).
https://doi.org/10.31357/vjm.v7i1.4911
This article discusses how a dress code affects a teacher's performance. It discusses how
dress codes that are implemented can promote unity, project the attitude of the employees
to the customers, and lastly ensure the safety of the employees. It provides several studies
showing the relationship between an employee’s attire and their job performance attitude
Human Resource Policy Project Annotated Bibliography 9
such as non-verbal communication, personality of the employee, and their work quality.
Formal or informal dress codes can impact the employees' communication, their morale,
and how productive they are. The article states while having casual attire may improve
the employees to be more approachable and familiar with customers it can lead to the
employees being more relaxed with manners and morals. If a company allows the
employees to dress comfortably it can contribute to improving human performance and
productivity at work. The negatives of a company allowing relaxed dress could pose a
risk, which emphasizes the importance of having a practical and safe dress code at the
company. This article would be beneficial for a small company as it can show the pros
and cons of having a strict or relaxed dress code.
Bobby,
Great post on distinguishing the differences between training and career development, and which
one would lead to higher retention rates within an organization.A weakness in the
discussion post that you made was the difference between training and career
development. You did a great job in the career development aspect, but you could have
improved on the training aspect. The training development’s goal is to ensure the
employee is trained properly on the company’s procedures and to provide the right
knowledge so the employee can do the job effectively as the overall goal for training is to
increase the employee’s productivity (Urbancová et al., 2021). A way that a company can
ensure that the training development is effective is by getting employees' responses
immediately after the training is completed that way training development is
continuously improving (Urbancová et al., 2021). This can lead to employee retention if
Human Resource Policy Project Annotated Bibliography 10
the training development is effective, and employees believe that they were properly
trained for the job. A strength that you did was discussing why career development leads
to an increase in retention rates at a company. You went on and explained the reasons
why it does. When companies focus on career development it allows the company to
show the employee that they can obtain higher career paths and provide more
responsibility and appreciation for the efforts made by the employee (Niati et al., 2021).
Career development can also help increase and maintain employees' productivity as well
(Niati et al., 2021). A biblical verse on career development is from the book of Psalm “I
will instruct you and teach you in the way you should go; I will counsel you with my eye
upon you” (Psalm 32:8 (ESV), n.d.). The meaning of this biblical verse is that companies
should teach you and guide you on the career path that you want and provide feedback to
show that the company cares about its employees.
References
Niati, D. R., Siregar, Z. M. E., & Prayoga, Y. (2021). The effect of training on work performance
and career development: The role of motivation as intervening variable. Budapest
International Research and Critics Institute Journal (BIRCI-Journal), 4(2), 2385–2393.
https://doi.org/10.33258/birci.v4i2.1940
Psalm 32:8 (ESV). (n.d.). Bible Gateway. https://www.biblegateway.com/passage/?
search=Psalm+32%3A8&version=ESV
Human Resource Policy Project Annotated Bibliography 11
Urbancová, H., Vrabcová, P., Hudáková, M., & Petrů, G. J. (2021). Effective training evaluation:
The role of factors influencing the evaluation of effectiveness of employee training and
development. Sustainability, 13(5), 2721. https://doi.org/10.3390/su13052721
