https://journals.gulfuniversity.org/index.php/ijihrm/issue/feed International Journal of Intellectual Human Resource Management (IJIHRM) 2025-07-27T08:20:30+00:00 International Journal of Intellectual Human Resource Management gu.journal@gulfuniversity.edu.bh Open Journal Systems <p>International Journal of Intellectual Human Resource Management (IJIHRM) is a bi-annual journal published by Gulf University, Kingdom of Bahrain. It is a peer-reviewed (Pring ISSN 2535-9800 &amp; Online ISSN 2536-0043), a double-blind journal that publishes original research in the fields of human resource management, covering a wide area of the fields related to human resource. Research published in this journal includes empirical, analytical, theoretical as well as experimental, and case studies on the latest issues in the field. Innovative methodological approaches used in the discovery of knowledge are also welcome for publications in this journal.</p> https://journals.gulfuniversity.org/index.php/ijihrm/article/view/259 Sustainable Resilience: Navigating Humanitarian and Environmental Challenges in Yemen 2025-07-27T05:36:47+00:00 GU Journal gu.journal@gulfuniversity.edu.bh <p>The study explores sustainable resilience techniques in Yemen by combining Human Resources Management (HRM) practices with contemporary sustainability and governance frameworks. It attempts to provide a thorough theoretical framework by reviewing current literature to identify topics for further exploration. The research highlights the significant impact of traditional knowledge, governance obstacles, and limitations on the implementation of renewable energy for sustainable resilience.<br>Methods: The study involves an extensive review of academic papers focusing on comparative and aligned studies about Yemen's environmental and humanitarian concerns. This method helped identify deficiencies in existing literature and combine results from prior research to provide an in-depth overview of the subject.<br>Findings: The findings demonstrate the inherent sustainability of Yemen's HRM practices and the substantial potential of native techniques in contemporary sustainability initiatives. Governance concerns and political instability are significant obstacles to the adoption of renewable energy, underscoring the need for comprehensive policy interventions and the active participation of local populations in sustainability initiatives.<br>Conclusion: The research suggests that sustainable resilience in Yemen may be achieved by combining HRM practices with modern sustainability methods. Future research should prioritize doing empirical investigations to confirm and build upon the theoretical framework, especially by addressing the highlighted knowledge gaps. Collaboration and multidisciplinary work are crucial for addressing governance and renewable energy obstacles, leading to the implementation of successful sustainable development plans in Yemen.<br><br></p> 2025-07-27T00:00:00+00:00 Copyright (c) 2025 International Journal of Intellectual Human Resource Management (IJIHRM) https://journals.gulfuniversity.org/index.php/ijihrm/article/view/260 The Impact of Zoho HRIS on Employee Satisfaction and Wellbeing: A Case Study of Alena Supermarket 2025-07-27T05:51:32+00:00 GU Journal gu.journal@gulfuniversity.edu.bh <p>This research investigates the impact of implementing Zoho HRIS on employee happiness and satisfaction at Alena Supermarket, a large retail corporation in Bahrain. The study employed a case study approach, utilizing surveys, interviews, and document analysis to assess the effects of transitioning from traditional HR practices to a technology-driven approach. Findings reveal a significant improvement in employee happiness and satisfaction following the implementation of Zoho HRIS. Key benefits include streamlined HR processes, enhanced communication, increased employee empowerment, and improved training and development opportunities. These positive changes are attributed to the automation of repetitive tasks, which fosters a more collaborative and supportive work environment and provides employees with greater access to information and resources. The study highlights the transformative potential of HR technology in promoting a more fulfilling and productive workplace, underscoring the importance of investing in employee wellbeing for organizational success.</p> 2025-07-27T00:00:00+00:00 Copyright (c) 2025 International Journal of Intellectual Human Resource Management (IJIHRM) https://journals.gulfuniversity.org/index.php/ijihrm/article/view/261 Recruitment and Selection in a Global Market: Economic Costs and Psychological Competencies 2025-07-27T06:14:47+00:00 Durgeshwary Kolhe durgeshwary19@gmail.com Arshad Bhat bhatarshd09@gmail.com <p>Globalization has revolutionized human resource methods, forcing organizations to seek out talent from a global pool. This chapter examines the financial expenses and cognitive demands associated with global recruiting and selection. The study undertakes an extensive examination of existing literature and an analysis of specific instances to investigate the various channels, methods, and criteria employed in the recruitment process of individuals from other countries. The study employs a comprehensive review of the current literature and an analysis of specific cases to examine the various channels, methods, and criteria used to recruit individuals from foreign nations. The study thoroughly examines existing literature and specific cases to examine the various channels, methods, and criteria employed in recruiting workers from foreign countries.</p> 2025-07-27T00:00:00+00:00 Copyright (c) 2025 International Journal of Intellectual Human Resource Management (IJIHRM) https://journals.gulfuniversity.org/index.php/ijihrm/article/view/262 A Governance Perspective on Contract Operation Policies in Palestine within the Framework of Human Resources: A Study on the Impact of Accountability, Transparency, and Integrity on the Public Sector 2025-07-27T06:37:25+00:00 Dr. Samer Mohammed Hassan Arqawi arqawi@ptuk.edu.ps <p>The study aimed to identify the level of implementation of governance principles—namely accountability, Integrity, and transparency—in the Palestinian public sector from the perspective of employees in the study sample. It also aimed to assess the respondents' level of awareness regarding the contract operation policy in the Palestinian public sector, and to investigate whether there is a statistically significant effect at the significance level (α ≤ 0.05) between the application of governance principles in their various dimensions (accountability, transparency, and integrity) and the contract operation policy in the Palestinian public sector. The practical significance of this study lies in the potential application of its results to enhance contract-based employment policies and strengthen governance practices within Palestinian public institutions, thereby improving transparency, accountability, and institutional efficiency. Using a descriptive-analytical methodology and drawing on previous literature, a questionnaire was developed consisting of 22 items distributed across four domains: accountability, transparency, Integrity, and contract operation policy. After verifying its validity and reliability, the researcher adopted a quantitative approach. The study population consisted of employees from three ministries, ensuring representation of the Palestinian public sector, comprising a total of 250 employees. Purposive sampling was used in this study to specifically target contract-based employees, as they are the group most closely related to the study's subject on governance and contract operation policies. This method was chosen for several methodological reasons, most notably: focusing on a specific group that represents the core of the phenomenon under investigation, enabling the collection of more accurate and in-depth data from individuals with direct experience, as well as considerations related to ease of access and prioritizing data quality over quantity. A total of 121 questionnaires were collected, and two responses were later excluded as outliers. The data were analyzed using the Statistical Package for the Social Sciences (SPSS) and structural equation modeling via SmartPLS 4 to test the study's hypotheses and extract results. The study concluded that the level of implementation of governance principles was high, the level of contract operation policy was also high, and there was a statistically significant effect at the (α ≤ 0.05) level between the application of governance principles and the contract operation policy.</p> 2025-07-27T00:00:00+00:00 Copyright (c) 2025 International Journal of Intellectual Human Resource Management (IJIHRM) https://journals.gulfuniversity.org/index.php/ijihrm/article/view/263 THE EFFECT OF INTERNATIONAL HUMAN RESOURCE MANAGEMENT ON MULTINATIONAL FIRMS 2025-07-27T06:45:17+00:00 Jimoh Jimoh.al@unilorin.edu.ng <p>Multinational firms play a significant role in the global economy. It is well known that numerous multifaceted obstacles have severely hindered the growth of multinational firms. This study outlines how managing Human Resources in international firms comprises activities such as training, a global workforce, and remuneration in order to maintain a competitive advantage in the sector. The population of the study is 770 while Taro Yamane used to estimate sample size to be 263 people. A survey study design was employed to collect information by distributing questionnaires to respondents, and the collected data were evaluated using regression analysis. According to the findings, the two hypotheses developed have a favorable and significant effect on the performance of the multinational corporation's workforce at Unilever Nigeria plc. The report advises that multinational human resource management policies and procedures be adopted without discrimination if firms are to accomplish their goal of becoming globally competitive.</p> 2025-07-27T00:00:00+00:00 Copyright (c) 2025 International Journal of Intellectual Human Resource Management (IJIHRM) https://journals.gulfuniversity.org/index.php/ijihrm/article/view/264 EMPLOYEE RETENTION AND THE DIMENSIONS OF ORGANISATIONAL COMMITMENT IN COCA COLA NIGERIA LTD, IBADAN, OYO STATE, NIGERIA 2025-07-27T06:48:51+00:00 GU Journal gu.journal@gulfuniversity.edu.bh <p>Strengthening employee commitment, retaining competent staff, and enhancing overall corporate performance have become major concerns in the manufacturing sector. However, this study examined the influence of employee retention on the dimensions of organizational commitment in Coca-Cola Nigeria Ltd, Ibadan, Oyo State, Nigeria. Focusing on employee retention and the dimensions of organizational commitment, such as affective, continuance, and normative commitment as the objective of the study. The study employed an ex-post facto research design with a sample size of 153 employees from Coca-Cola Nigeria Ltd. Data were collected through a structured questionnaire, and both descriptive and inferential statistics were used for data analysis. The findings showed that there was a significant influence of employee retention on organizational commitment in Coca-Cola Nigeria Ltd, Ibadan [t (148) =10.28, p&lt;.05]; there was a significant influence of employee retention on affective commitment in Coca-Cola Nigeria Ltd, Ibadan [t (148) =3.14, p&lt;.05]; there was a significant influence of employee retention on normative commitment in Coca-Cola Nigeria Ltd, Ibadan [t (148) =2.15, p&lt;.05]; there was a significant influence of employee retention on continuance commitment in Coca-Cola Nigeria Ltd, Ibadan [t (148) =4.34, p&lt;.05]. The study concluded that employees' retention had a significant influence on organizational commitment in Coca-Cola Nigeria Ltd, Oyo State, Ibadan. Therefore, the study recommended that Coca-Cola Nigeria Ltd should improve its employee retention strategies to ensure that top-talented staff are retained by offering competitive compensation packages, providing opportunities for skill development, career progression, and cultivating a positive work environment that enhances employee satisfaction.</p> 2025-07-27T00:00:00+00:00 Copyright (c) 2025 International Journal of Intellectual Human Resource Management (IJIHRM) https://journals.gulfuniversity.org/index.php/ijihrm/article/view/266 INFLUENCE OF DIGITAL LEADERSHIP ON ORGANISATIONAL EFFECTIVENESS AMONG STAFF OF PRIVATE UNIVERSITY IN OGUN STATE, NIGERIA 2025-07-27T08:20:30+00:00 GU Journal gu.journal@gulfuniversity.edu.bh <p>The pandemic served as a catalyst for private universities in Nigeria to rapidly shift to digital teaching platforms, remote work practices, and virtual leadership, ensuring effectiveness and efficiency in service delivery, particularly during the COVID-19 pandemic. However, this study specifically investigated the influence of digital leadership on organizational effectiveness among staff of private university in Ogun State, Nigeria. An ex-post-facto research design was used for the study. Data were collected using a structured questionnaire. The study adopted simple random sampling techniques and stratified sampling techniques to select respondents for the study. The method of data analysis was strictly descriptive statistics and inferential statistics. Descriptive statistics were used to analyze the socio-demographic characteristics of the respondents, while inferential statistics were used to analyze the study's hypothesis. Specifically, linear regression was used to test the research hypothesis at 0.05 significant level. The findings of the study revealed that digital leadership significantly influenced organisational effectiveness (R² = 0.409, β = 0.639, F(1,632) = 437.266, p &lt; 0.05).<br>The study concluded that digital leadership significantly influenced organisational effectiveness. It was recommended that selected Universities should prioritize training their academic staff on the use of digital tools, virtual team management, and remote management skills for improved organizational effectiveness and effective performance in future crises.</p> 2025-07-27T00:00:00+00:00 Copyright (c) 2025 International Journal of Intellectual Human Resource Management (IJIHRM)