Vol. 7 No. 4 (2025)

Open Access

Article

Article ID: 4815

The mediating role of perceived organizational support in the relationship between university teachers’ competence and job performance: A comprehensive analysis

by Qianqian Mo, Siti Nisrin Mohd Anis

Human Resources Management and Services , Vol.7, No.4, 2025; 445 Views

This study aims to explore the mediating role of perceived organizational support(POS) in the relationship between university teachers' competence and job performance. Through a questionnaire survey of 968 undergraduate university teachers in China, 879 valid questionnaires were collected. The study employed quantitative methods, constructing a university teacher competence scale comprising foundational competence, teaching competence, research competence, and innovation competence, as well as a job performance scale encompassing task performance, relationship performance, and adaptive performance. Structural equation modeling and SOBEL tests were used for data analysis. The results showed that POS exhibited different mediating effect patterns between various competence dimensions and job performance dimensions: no significant mediating effect was found in task performance; partial mediating effects were observed in relational performance and adaptive performance; and a complete mediating effect was identified between foundational competence and adaptive performance. The study provides theoretical support and practical guidance for university teachers management, emphasizing the importance of establishing a competence-based human resources management system, strengthening teachers perceptions of organizational support, and establishing diverse evaluation standards. Future research could further explore the impact of different cultural backgrounds and organizational types on mediating effects.

Open Access

Article

Article ID: 4728

Enhancing cross-cultural design competencies: Integrating knowledge, innovation, and ethics for human capital development in global markets

by Vuthipong Roadkasamsri, Peerapong Sensai, Kamjorn Saecheong, Apinya Anphanlam, Apiched Teekalee

Human Resources Management and Services , Vol.7, No.4, 2025; 266 Views

This study investigates the core competencies essential for product designers to excel in cross-cultural global markets, with particular emphasis on implications for human resource development and organizational leadership. As design practices increasingly transcend cultural and geographical boundaries, designers are required to integrate advanced technical proficiency, creative problem-solving, technological adaptability, and cultural intelligence to create inclusive, socially responsible, and market-relevant products. Employing a mixed-methods approach—including focus groups and surveys with design professionals, industry executives, and academic leaders—the research identifies key competencies such as flexibility, intercultural communication, ethical integrity, and systems thinking. The findings underscore the necessity of balancing technical expertise with emotional intelligence and transformational leadership capabilities to effectively lead diverse, cross-functional teams. These competencies contribute significantly to fostering innovation, enhancing employee well-being and job satisfaction, and strengthening organizational resilience, thereby supporting sustainable human resource strategies. Furthermore, the study highlights the importance of continuous professional development and lifelong learning in cultivating culturally competent and ethically driven design talent. The insights offer strategic guidance for human resource professionals, organizational leaders, and educational institutions aiming to develop adaptive, inclusive, and future-ready design capabilities aligned with evolving global demands.

Open Access

Article

Article ID: 5403

A Study on the Impact of Digital Transformation on Employee Relations in Listed Companies

by Haitong Wang

Human Resources Management and Services , Vol.7, No.4, 2025; 193 Views

This study investigates how digital transformation influences employee relations in Chinese A-share listed companies and whether corporate cultural fit strengthens this relationship. Drawing on survey data from 482 valid employee questionnaires, we operationalize digital transformation, employee relations, and cultural fit as mean-based composite indices and assess measurement quality through reliability (Cronbach’s α, CR) and validity tests (EFA, CFA, AVE, Fornell–Larcker). Hierarchical OLS regression results show that digital transformation is positively associated with employee relations (b = 0.58, p < 0.001). Cultural fit also has a significant positive effect (b = 0.59, p < 0.001) and moderates the main relationship: the interaction term is positive and significant (b = 0.21, p = 0.001), indicating that the effect of digital transformation on employee relations is stronger under high cultural fit. Simple slope analysis further confirms this pattern (high-fit β = 0.68 vs. low-fit β = 0.32). The findings highlight that digital transformation improves employee relations not only through technology adoption but also through culturally supported change processes, offering practical guidance for integrating digital initiatives with human-centered management.

Open Access

Article

Article ID: 5561

Developing digital human capital: Formation mechanism and human resource development framework of pre-service teachers’ AI integration competence

by Yingdi Lu, Mohd Nihra Haruzuan Mohamad Said

Human Resources Management and Services , Vol.7, No.4, 2025; 118 Views

As the artificial intelligence (AI) technology is fully integrated into the education field, AI integration involves developing AI integration among the pre-service educators as the human resource of tomorrow. Education has been a determinant of the quality of education and the digital transformation of education. The study will focus on the research objectives, as follows, to investigate the contemporary status of pre-service teacher using AI-TPACK competencies, to study the differences by gender, grade, school level and years of teaching experience, to test the impact that school technical support, technological attitude and technological competence impose on AI-TPACK formation, and finally to generate an AI-TPACK theory of pre-service teacher human resources. The research gathered the data by conducting a questionnaire survey of 325 pre-service teachers in Chinese universities, but it mainly utilized structural equation modeling to analyze the data. The results showed that pre-service teachers display fairly high overall levels of AI-TPACK, but they do not show competencies in their technical knowledge (AI-TK) and technological integration (e.g., AI-TPK, AI-TCK). Technological support, attitudes, and technological competence in schools are important determinants of their AI-TPACK products and institutional level and teaching experience are critical external moderators. Based on these findings, this paper makes a systematic suggestion on how the AI integration capabilities of pre-service teachers can be developed based on the human resource development perspective. This framework includes four folds, namely optimization of curriculum, enhancement of practice, resource support and policy guidance.

Open Access

Review

Article ID: 4595

The rise of AI in human resource management: A systematic review of task automation through PRISMA

by Kawthar Bouzerda, Selimane Hani, Hasnae Rahmani, Ali Hebaz, Abdessamad Dibi, Hasna Mharzi

Human Resources Management and Services , Vol.7, No.4, 2025; 787 Views

Objective:   This study synthesizes current evidence on the role of Artificial Intelligence (AI) and, where relevant, Open Science (OS) practices in enhancing Human Resource Management (HRM) performance. It focuses on recruitment processes, ethical considerations, and employee participation. Methodology:  A systematic literature review was conducted in Scopus covering the period 2019–2024, following PRISMA guidelines. The initial search yielded 1486 records. After de-duplication and screening using Rayyan, 66 studies (≈ 4.4%) met the inclusion criteria, which targeted peer-reviewed works addressing AI-supported HR decision-making. A combined content and bibliometric analysis was performed in R (Bibliometrix) to identify thematic patterns and conceptual structures. Results:  Analysis revealed four thematic clusters: 1) Implementation and employee participation emphasizing human-in-the-loop approaches and effective change management; 2) ethical challenges including algorithmic bias, transparency gaps, and data privacy risks; 3) data-driven decision-making delivering higher accuracy, fewer errors, and personalized recruitment and performance assessment; 4) operational efficiency enabling faster workflows and reduced administrative workloads. AI tools consistently improved selection quality, while OS practices promoted transparency and knowledge sharing. Implicat ions:  The successful adoption of AI in HRM requires employee engagement, strong ethical safeguards, and transparent data governance. Future research should address the long-term cultural, organizational, and well-being impacts of AI integration, as well as its sustainability.