DETERMINING THE EFFECTS OF THE COVID-19 CRISIS ON HUMAN RESOURCE MANAGEMENT IN ORGANIZATIONS
Ljupcho Eftimov - Faculty of Economics in Skopje, University “Ss. Cyril and Methodius” in Skopje, bul. Goce Delcev 9V 1000
Skopje, Republic of North Macedonia
Tanja Kamenjarska - Faculty of Economics in Skopje, University “Ss. Cyril and Methodius” in Skopje, bul. Goce Delcev 9V 1000
Skopje, Republic of North Macedonia
DOI: https://doi.org/10.31410/Balkans.JETSS.2021.4.2.65-76
Ljupcho Eftimov - Faculty of Economics in Skopje, University “Ss. Cyril and Methodius” in Skopje, bul. Goce Delcev 9V 1000
Skopje, Republic of North Macedonia
Tanja Kamenjarska - Faculty of Economics in Skopje, University “Ss. Cyril and Methodius” in Skopje, bul. Goce Delcev 9V 1000
Skopje, Republic of North Macedonia
DOI: https://doi.org/10.31410/Balkans.JETSS.2021.4.2.65-76
|
Balkans Journal of Emerging Trends in Social Sciences, (2021) , Vol 4, No 2
ISSN: 2620-164X |
| ||
Abstract: Human resource management (HRM), as a crucial constituent of crisis management, has paramount importance in managing the employees and ensuring business continuity, especially during the COVID-19 pandemic. In the constellation of such circumstances, this paper aims to identify the impact of COVID-19 on the HRM in organizations and provide recommendations for the development of long-term strategies, effective management practices and activities that are expected to result in increased employee satisfaction and retention as an organizational response to the crisis. Considering the dynamics and ever-changing environment dominantly, this paper attempts to contribute and expand the HRM literature by providing a comprehensive overview of the level of resilience of HR managers in North Macedonia to deal with a crisis such as the COVID-19 pandemic and valuable insight into the adequacy of the measures taken. As for the purpose of determining the impact of the crisis on the HRM practices, a structured questionnaire was developed and distributed to the top and middle management, HR professionals and employees in selected companies in the Republic of North Macedonia. The results revealed that adequate managerial responses to the crisis positively influence the organizational performance of the observed companies.
Keywords: COVID-19, Human resource management implications, Organizational response, Crisis management, Employee retention.
JEL Classification O15 · H12 · E24
Keywords: COVID-19, Human resource management implications, Organizational response, Crisis management, Employee retention.
JEL Classification O15 · H12 · E24
REFERENCES
Anderson, N., Potočnik, K., & Zhou, J. (2014). Innovation and creativity in organizations a stateof-
the-science review, prospective commentary, and guiding framework, Journal of Management,
40, 1297–1333.
Arokiasamy, A. R. A. (2013). A study on employee satisfaction perspectives in the hotel industry
in Malaysia, International Journal of Management and Strategy, 4(6).
Arokiasamy, A.R.A (2013). A qualitative study on causes and effects of employee turnover in the
private sector in Malaysia, Middle East Journal of Scientific Research, 16(11), 1532-1541.
Bagozzi, R.P. & Yi, Y. (1988). On the evaluation of structural equation models, JAMS, 87 (16),
74–94.
Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological
research: Conceptual, strategic, and statistical considerations, Journal of Personality
and Social Psychology, 51 (6), 1173– 1182.
Bentler, P. M. (1990). Comparative fit indexes in structural models, Psychological Bulletin, 107(2),
238–246
Bentler, P. M., & Bonett, D. G. (1980). Significance tests and goodness of fit in the analysis of
covariance structures, Psychological Bulletin, 88 (3), 588–60.
Chandrasekar K. (2011). Workplace Environment and its Impact on Organizational Performance
in Public Sector Organizations, International Journal of Enterprise Computing and Business
Systems, 1(1).
Clark, S.C. (2000). Work/family border theory: A new theory of work/family balance, Human
Relations, 53 (6), 747-770.
Diamantidis, A.D. & Chatzoglou, P.D. (2018). Factors affecting employee performance: an empirical
approach, International Journal of Productivity and Performance Management 68(1).
Edwards, J. R., & Rothbard, N. P. (2000). Mechanisms linking work and family: Clarifying the
relationship between work and family constructs, Academy of Management Review, 25(1),
178–199.
Eshkavandi, A. M., Dolatabadi, R. H., & Tabatabaei, N. S. (2015). Identifying and prioritizing
the components of strategic foresight capabilities, crisis management and human resource
agility in the blood transfusion organization using Delphi method and AHP, Journal of
management futures research, 26(102), 55-68.
Fahim, M.G.A. (2018). Strategic human resource management and public employee retention, Review
of Economics and Political Science, 3(2), 20-39.
Fornell, C. & Larcker D.F. (1981). Evaluating Structural Equation Models with Unobservable Variables
and Measurement Error, Journal of Marketing Research, Published by: Sage Publications,
Inc., 18 (1), 39-50.
Gigauri, I. (2020). Effects of Covid-19 on Human Resource Management from the Perspective of
Digitalization and Work-life-balance, International Journal of Innovative Technologies in
Economy, 4(31)
Grant, A.M. & Ashford, S.J. (2008). “The dynamics of proactivity at work”, Research in Organizational
Behavior, 28, 3-34.
Hu, L. T., & Bentler, P. M. (1999). Cutoff Criteria for Fit Indexes in Covariance Structure Analysis:
Conventional Criteria versus New Alternatives. Structural Equation Modeling, 6, 1-55.
Hussain, I., Nazir, S., Shaheen, I., Waseem, A., Shafiq, M. (2018). Impact of Employees’ Behavior
on Organizational Learning: Moderating Role of Knowledge Management, International
Journal of Business and Social Science, 9 (3).
Leblebici, D. (2012). Impact of Workplace Quality on Employee’s Productivity: Case study of A
bank in Turkey, Journal of Business, Economics and Finance, 1(1), 38-49.
Lings, I. N. (2004). Internal market orientation. Construct and consequences, Journal of Business
Research, 57, 408.
Masood, T. (2010). Impact of Human Resource Management (HRM) Practices on Organizational
Performance: A Mediating Role of Employee Performance (Doctoral dissertation, MOHAMMAD
ALI JINNAH UNIVERSITY).
McGuire, D. & McLaren, L. (2007). The Impact of Physical Environment on Employee Commitment
in Call Centres: The Mediating Role of Employee Well-Being, Team Performance
Management, 14 (5/6).
Meister, J. (2020). “The Impact of The Coronavirus On HR And The New Normal Of Work.”
Mishra, S. (2010). Internal Marketing – a tool to harness employees’ power in service organizations
in India, International Journal of Business and Management, 5 (1), 190.
Morrison, E.W. (2006). Doing the job well: an investigation of pro-social rule breaking, Journal
of Management, 32(1), 5-28.
Mushkudiani, Z., & Dzotsenidze, T. (2019). Modern Human Resource Management Trends. 5th
International Scientific Conference „Modern Maritime Technologies, Problems of Social-
Economic Development and Ways for solving them”, (pp. 160-165). Batumi, Georgia.
Nanzushi C. (2015). The effect of workplace environment on employee performance in the mobile
telecommunication firms in Nairobi city country.
Noah, Y. and M. Steve (2012). Work Environment and Job Attitude among Employees in a Nigerian
Work Organization, Journal of Sustainable Society, 1(2), 36-43.
Nunnally, J. C. (1978). Psychometric theory, 2nd edition, New York: McGraw Hill.
Ollukkaran B.A. & Gunaseelan R. (2012). A study on the impact of work environment on employee
performance. Namex International Journal of Management Research, 2(2).
Özdamar, K. (2017). Scale and test development Structural equation modeling IBM SPSS, IBM
SPSS AMOS and MINTAB applied, Nisan Kitabevi.
Porathe, P., Christine, (2009). How Toxic Colleagues Corrode Performance. Harvard Business
Review, 87(04).
Rajapathirana J. R.P., & Hui Y. (2018). Relationship between innovation capability, innovation
type, and firm performance, Journal of Innovation & Knowledge, 3 (1), 44-55.
Ringle, C.M., Wende, S. & Becker, J.M. (2015), SmartPLS GmbH, Boenningstedt.
Schweitzer, L. & Lyons, S. (2008). The market within: A marketing approach to creating and developing
high-value employment relationships, Business Horizons, 51, 562- 564.
Sheikh Ali, Abdi Ali & Ali Adan (2013). Working conditions and employees’ productivity in
manufacturing companies in Sub-Saharan African context: Case of Somalia, International
Journal of Educational Research, 2(2), 67-78.
Shin, S. J., Yuan, F., & Zhou, J. (2017). When perceived innovation job requirement increases
employee innovative behavior: A sensemaking perspective, Journal of Organizational Behaviour,
38, 68–86.
Tan, C. L., & Nasurdin, A. M. (2011). Human resource management practices and organizational
innovation: assessing the mediating role of knowledge management effectiveness, Electronic
Journal of Knowledge Management, 9(2), 155-167.
Tarmidi D., & Arsjah R.J. (2019). Employee and Organizational Performance: Impact of Employee
Internal and External Factors, Journal of Resource Development and Management, Vol 57.
REFERENCES
Anderson, N., Potočnik, K., & Zhou, J. (2014). Innovation and creativity in organizations a stateof-
the-science review, prospective commentary, and guiding framework, Journal of Management,
40, 1297–1333.
Arokiasamy, A. R. A. (2013). A study on employee satisfaction perspectives in the hotel industry
in Malaysia, International Journal of Management and Strategy, 4(6).
Arokiasamy, A.R.A (2013). A qualitative study on causes and effects of employee turnover in the
private sector in Malaysia, Middle East Journal of Scientific Research, 16(11), 1532-1541.
Bagozzi, R.P. & Yi, Y. (1988). On the evaluation of structural equation models, JAMS, 87 (16),
74–94.
Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological
research: Conceptual, strategic, and statistical considerations, Journal of Personality
and Social Psychology, 51 (6), 1173– 1182.
Bentler, P. M. (1990). Comparative fit indexes in structural models, Psychological Bulletin, 107(2),
238–246
Bentler, P. M., & Bonett, D. G. (1980). Significance tests and goodness of fit in the analysis of
covariance structures, Psychological Bulletin, 88 (3), 588–60.
Chandrasekar K. (2011). Workplace Environment and its Impact on Organizational Performance
in Public Sector Organizations, International Journal of Enterprise Computing and Business
Systems, 1(1).
Clark, S.C. (2000). Work/family border theory: A new theory of work/family balance, Human
Relations, 53 (6), 747-770.
Diamantidis, A.D. & Chatzoglou, P.D. (2018). Factors affecting employee performance: an empirical
approach, International Journal of Productivity and Performance Management 68(1).
Edwards, J. R., & Rothbard, N. P. (2000). Mechanisms linking work and family: Clarifying the
relationship between work and family constructs, Academy of Management Review, 25(1),
178–199.
Eshkavandi, A. M., Dolatabadi, R. H., & Tabatabaei, N. S. (2015). Identifying and prioritizing
the components of strategic foresight capabilities, crisis management and human resource
agility in the blood transfusion organization using Delphi method and AHP, Journal of
management futures research, 26(102), 55-68.
Fahim, M.G.A. (2018). Strategic human resource management and public employee retention, Review
of Economics and Political Science, 3(2), 20-39.
Fornell, C. & Larcker D.F. (1981). Evaluating Structural Equation Models with Unobservable Variables
and Measurement Error, Journal of Marketing Research, Published by: Sage Publications,
Inc., 18 (1), 39-50.
Gigauri, I. (2020). Effects of Covid-19 on Human Resource Management from the Perspective of
Digitalization and Work-life-balance, International Journal of Innovative Technologies in
Economy, 4(31)
Grant, A.M. & Ashford, S.J. (2008). “The dynamics of proactivity at work”, Research in Organizational
Behavior, 28, 3-34.
Hu, L. T., & Bentler, P. M. (1999). Cutoff Criteria for Fit Indexes in Covariance Structure Analysis:
Conventional Criteria versus New Alternatives. Structural Equation Modeling, 6, 1-55.
Hussain, I., Nazir, S., Shaheen, I., Waseem, A., Shafiq, M. (2018). Impact of Employees’ Behavior
on Organizational Learning: Moderating Role of Knowledge Management, International
Journal of Business and Social Science, 9 (3).
Leblebici, D. (2012). Impact of Workplace Quality on Employee’s Productivity: Case study of A
bank in Turkey, Journal of Business, Economics and Finance, 1(1), 38-49.
Lings, I. N. (2004). Internal market orientation. Construct and consequences, Journal of Business
Research, 57, 408.
Masood, T. (2010). Impact of Human Resource Management (HRM) Practices on Organizational
Performance: A Mediating Role of Employee Performance (Doctoral dissertation, MOHAMMAD
ALI JINNAH UNIVERSITY).
McGuire, D. & McLaren, L. (2007). The Impact of Physical Environment on Employee Commitment
in Call Centres: The Mediating Role of Employee Well-Being, Team Performance
Management, 14 (5/6).
Meister, J. (2020). “The Impact of The Coronavirus On HR And The New Normal Of Work.”
Mishra, S. (2010). Internal Marketing – a tool to harness employees’ power in service organizations
in India, International Journal of Business and Management, 5 (1), 190.
Morrison, E.W. (2006). Doing the job well: an investigation of pro-social rule breaking, Journal
of Management, 32(1), 5-28.
Mushkudiani, Z., & Dzotsenidze, T. (2019). Modern Human Resource Management Trends. 5th
International Scientific Conference „Modern Maritime Technologies, Problems of Social-
Economic Development and Ways for solving them”, (pp. 160-165). Batumi, Georgia.
Nanzushi C. (2015). The effect of workplace environment on employee performance in the mobile
telecommunication firms in Nairobi city country.
Noah, Y. and M. Steve (2012). Work Environment and Job Attitude among Employees in a Nigerian
Work Organization, Journal of Sustainable Society, 1(2), 36-43.
Nunnally, J. C. (1978). Psychometric theory, 2nd edition, New York: McGraw Hill.
Ollukkaran B.A. & Gunaseelan R. (2012). A study on the impact of work environment on employee
performance. Namex International Journal of Management Research, 2(2).
Özdamar, K. (2017). Scale and test development Structural equation modeling IBM SPSS, IBM
SPSS AMOS and MINTAB applied, Nisan Kitabevi.
Porathe, P., Christine, (2009). How Toxic Colleagues Corrode Performance. Harvard Business
Review, 87(04).
Rajapathirana J. R.P., & Hui Y. (2018). Relationship between innovation capability, innovation
type, and firm performance, Journal of Innovation & Knowledge, 3 (1), 44-55.
Ringle, C.M., Wende, S. & Becker, J.M. (2015), SmartPLS GmbH, Boenningstedt.
Schweitzer, L. & Lyons, S. (2008). The market within: A marketing approach to creating and developing
high-value employment relationships, Business Horizons, 51, 562- 564.
Sheikh Ali, Abdi Ali & Ali Adan (2013). Working conditions and employees’ productivity in
manufacturing companies in Sub-Saharan African context: Case of Somalia, International
Journal of Educational Research, 2(2), 67-78.
Shin, S. J., Yuan, F., & Zhou, J. (2017). When perceived innovation job requirement increases
employee innovative behavior: A sensemaking perspective, Journal of Organizational Behaviour,
38, 68–86.
Tan, C. L., & Nasurdin, A. M. (2011). Human resource management practices and organizational
innovation: assessing the mediating role of knowledge management effectiveness, Electronic
Journal of Knowledge Management, 9(2), 155-167.
Tarmidi D., & Arsjah R.J. (2019). Employee and Organizational Performance: Impact of Employee
Internal and External Factors, Journal of Resource Development and Management, Vol 57.
Association of Economists and Managers of the Balkans
- UdEkoM Balkan -
179 Ustanicka St, 11000 Belgrade, Republic of Serbia
E-mail: [email protected]
www.udekom.org.rs
- UdEkoM Balkan -
179 Ustanicka St, 11000 Belgrade, Republic of Serbia
E-mail: [email protected]
www.udekom.org.rs
Tel. +381 62 812 5779
VAT number: 108747027
Registration number.: 28157347
Registration number.: 28157347