Human Resources 1
Annotated Bibliography
XXX
School of Business, Liberty University
Author Note
XXX
I have no known conflict of interest to disclose.
Correspondence concerning this article should be addressed to Jacob Tilley. Email:
xxx@liberty.edu
Human Resources 2
Ma, E., Wu, L., Yang, W., & Xu, S. (2021). Hotel Work-Family Support Policies and Employees'
Needs, Concerns and Challenges—The Case of Working Mothers’ Maternity Leave
Experience. Tourism Management, 83, 104216. https://doi-
org.ezproxy.liberty.edu/10.1016/j.tourman.2020.104216
This article studies maternity leave policies in the hospitality business and how mothers
re-integrate into the work environment after their leave. Maternity leave is a very
important issue in human resource management, and the policies laid out by a company
can affect employee retention and satisfaction. As discussed in this article, companies
with family-friendly employee policies that help provide child care, flexible scheduling,
and adequate parental leave experience increased organizational support. In drafting an
employee handbook, a human resources manager would address the maternity leave
policy and would have to weigh the benefits of allowing for more leave in exchange for
future employee commitment. Women face a number of career challenges after having a
child and can feel as though they are not able to be competitive in the work environment
and have children. However, effective human resource management can establish their
value in the workplace and afford them the time and resources they need to also succeed
in their family lives.
Richardson DM, Steeves-Reece A, Martin A, Hurtado DA, Dumet LM, Goodman JM. (2019).
Employee Experiences with a Newly Adopted Paid Parental Leave Policy: Equity
Considerations for Policy Implementation. Health Equity. 3(1):117-123. doi:
10.1089/heq.2019.0007. PMID: 30989153; PMCID: PMC6461060.
This study discusses the effects of a county government adopting a paid parental leave
program. While a local government is operated differently than a small company, many
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of the findings would still be relevant in the management of a small business. This
particular study also defines a paid parental leave policy as affording leave for any parent
of a child through birth, adoption, or foster placement. The study found that employees
viewed the policy as an indication of the employer’s commitment to family prosperity.
This concept easily translates to the management of a small business as many small
businesses pride themselves on having a family atmosphere and commitment within the
business. In developing parental leave policy, it is important to consider that many
employees may not be able to afford child care or sacrifice an extended period of unpaid
leave. This may force some employees into a decision between family and work, which,
as this study discusses, causes a lot of stress and low job satisfaction.
Bizzi, Lorenzo. (2017). Should HR Managers Allow Employees to Use Social Media at Work?
Behavioral and Motivational Outcomes of Employee Blogging, The International
Journal of Human Resource Management, 31:10, 1285-1312, DOI:
10.1080/09585192.2017.1402359
Companies are struggling with how to limit employees using company time for personal
browsing on social media sites without creating a work environment that stifles creativity.
This study focuses on 269 employees in the Canadian healthcare industry. Through
monitoring social media interactions and productivity levels, the study found that
personal blogging with contacts outside of work inhibited productivity while interacting
with coworkers promoted productivity. It offers solutions to human resources managers
by way of management practices that encourage management interaction on social media.
One can conclude from this study that a manager can effectively implement policy that
discourages employees using time at work to monitor personal social media while still
Human Resources 4
involving social media in the management strategy. This gives employees some relief
from work through social interaction without negatively impacting productivity. As an
added benefit, it can give the company an easy way to disseminate information and
promote new initiatives.
Tijunaitis, K., Jeske, D., & Shultz, K. S. (2019). Virtuality at Work and Social Media Use Among
Dispersed Workers: Promoting Network Ties, Shared Vision and Trust. Employee
Relations, 41(3), 358-373. https://doi-org.ezproxy.liberty.edu/10.1108/ER-03-2018-0093
This article largely supports the use of social media in the workplace due to the benefits
of employee socialization in an increasingly dispersed online work environment. While
other studies have shown a negative correlation between social media use and
productivity at work, this article specifically promotes work-related social media use.
From a human resources policy perspective, a manager needs to consider the best way to
implement rules guiding social media use as to not stifle socialization amongst coworkers
but to still keep employees engaged at work. As a manager of social capital, a manager of
a small business can reap many of the same benefits as larger companies through the use
of social networking. Policy should draw a distinct line between productive use of social
media time and unproductive use of online interactions. This study also particularly
studies female workers and finds that they are more motivated than their male
counterparts to establish and maintain social ties with coworkers.
Lauren A. Ricciardelli, Adam E. Quinn & Larry Nackerud (2021). Human Behavior and the
Social Media Environment: Group Differences in Social Media Attitudes and Knowledge
Among U.S. Social Work Students, Social Work Education, 40:4, 473-
491, DOI: 10.1080/02615479.2019.1710125
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This study focuses on the ethical boundaries of social media usage by social work
employees. While not every aspect of social work translates directly to other small
business environments, the ethical tenants of limiting employees’ sharing of company
information through social media are still valid in most businesses. While many other
studies focus on social media’s effects on employee productivity, human resource
managers must also consider policies on what can and cannot be shared on social media
when it comes to work topics. Obvious limitations on sharing for most companies would
include intellectual property, customer relations or information, or internal company
flaws that could affect business. These represent only a few explicit examples that should
be highlighted to employees, but many limitations may need to be agreed upon by
management based on specifics of the business. This particular study notes the influence
personal social media can have on public perceptions and decision making, which also
can translate into how a company develops its social media policy to extend somewhat
into personal sharing.
Morand, D., & Zhang, L. (2020). The Impact of Status-Leveling Symbols on Employee
Attitudes: A Moderated Mediational Analysis. The International Journal of Human
Resource Management, 31(19), 2495-2520. https://10.1080/09585192.2018.1454488
This study focuses on many aspects of traditional status symbols in the workplace and the
effects of eliminating those symbols to create a more open work environment. One of the
symbols studied is dress code. Employee dress code has been a standard human resource
management topic for decades, and businesses have a wide range of acceptable dress for
their employees in different business sectors. The tech sector has set a standard of very
casual employee dress requirements while the finance sector still holds to business attire
Human Resources 6
in most cases. In any business, however, how the employees dress sends a message to
managers, coworkers, and customers. Therefore, it is vital that the human resource
manager explicitly outline a dress standard in published policy, even if the standards are
relaxed. This particular study recommends removing status symbols such as formal
business attire as it helps establish positive relationships within a workplace hierarchy.
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.ezproxy.liberty.edu/10.1016/j.jbusres.2020.11.026
As other modern-day studies show, this article focuses on the advantages of business leaders and
entrepreneurs dressing in a relatable way that lowers social barriers and conveys openness. A shift in
business attire over the last two decades has proven that some of the most rapidly growing companies
in the world center around casual work environments and management that encourages employee
comfort. As this article notes, modern business leaders who break the traditional mold of business
dress codes automatically come across to employees and consumers as more relatable and charismatic,
removing potentially detrimental barriers. This potential benefit of relaxed dress codes in the
workplace lead human resource managers to weigh the pros against the cons of strict dress codes
depending on the type and size of the business. Not all customers want to see their business leaders in
polo shirts and jeans despite that being a trend in Silicon Valley.
de la Torre-Ruiz, José M., Vidal-Salazar, M., & Cordón-Pozo, E. (2019). Employees Are Satisfied With Their
Benefits, But So What? The Consequences Of Benefit Satisfaction On Employees’ Organizational
Commitment And Turnover Intentions. Null The International Journal of Human Resource
Management, 30(13), 2097-2120. https://10.1080/09585192.2017.1314315
Benefits packages are useful tools in hiring employees, retaining quality employees, and generally
improving overall employee satisfaction in the workplace. However, the cost of the benefits to the
company must be weighed against the financial benefit they provide the company in increased
Human Resources 7
productivity. Particularly in a small business, providing large benefit packages as part of compensation
can be very costly, but retaining employees without decent healthcare coverage and other basic
benefits will lead to high employee turnover. This study focuses on the general increase of employee
benefit coverage and the correlation with job satisfaction. Overall, this study found that there tends to
be a point at which offering more comprehensive benefits does not necessarily equate to retaining
employees. Therefore, the human resource manager should consider what benefits employees need in
order to not be under a strain from lack of coverage, but not over-compensate in benefits if employees
could be better served in other ways.
Messersmith, J. G., Patel, P. C., & Crawford, C. (2018). Bang for the buck: Understanding
Employee Benefit Allocations and New Venture Survival. International Small Business
Journal, 36(1), 104–125. https://doi.org/10.1177/0266242617717595
This study is particularly useful to a human resource manager in a small business as it
weighs the financial strain of offering competitive benefits packages with the value added
in human capital in a small business venture environment. Overall, the study found that
offering certain benefits do correlate with likelihood of company survival while offering
others does not. In particular, this study found that healthcare benefits, paid sick leave,
and flexible work schedules are necessities in maintaining human capital in a small
business. However, the study also notes that over or under investing in human resources
can be fatal for a new company. If a human resource manager does not carefully balance
the needs of employees with the financial needs of the company, seemingly good
investments in healthcare or other benefits could cost the firm more than it is worth in
employee satisfaction and retention.
Cordón-Pozo, Vidal-Salazar, M. D., de la Torre-Ruiz, J. M., & Gómez-Haro, S. (2020).
Benefit Communication and Its Effects on Employees’ Benefit Level Satisfaction:
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The Multiple Mediating Effects of POS and Benefit Comparison. International
Journal of Business Communication. https://doi.org/10.1177/2329488420943667
This article is valuable to the human resource manager because it covers the
importance of communicating benefits packages effectively to employees. In
writing a handbook on human resource policy, the manager needs to pay close
attention to how benefits are communicated to ensure that employees understand
the benefits to which they are entitled. The communication of benefits should also
focus on positive aspects of the packages managers have selected for employees.
Portraying benefits in a positive light can help employees have a positive
perception of their benefits and improve job satisfaction without paying for more
comprehensive packages. This study found a positive correlation between
effective benefit communication and overall employee benefit level satisfaction
when compared to presenting the same benefits in plain language to the control
group of employees. While a human resource manager should not inflate or lie
about benefits, emphasizing the breadth of healthcare coverage or perks such as
inexpensive family insurance through the company plan can help employees have
a positive view of their insurance or other coverages.
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