The need for strategic alignment within HR management increased managers' concern about individual behavior and how this behavior was related to the achievement of goals. In public management, effectively managing employees' performance has been necessary since Weber's bureaucratic administration. The individual performance appraisal is the right tool to assess employees' competencies. Thus, we proposed the following research question: Which factors, as pointed out by theory, have the most significant influence on the individual performance appraisal process? The quantitative method was applied to answer this question, developing and testing a scale via EFA and a hypothetical model via SEM-CB. The results indicated a scale with 25 items able to access the main points of the IPA process and a hypothetical model with 7 constructs that indicate the influence on employee engagement. The main finding is the significant influence of feedback on the whole process. The main theoretical contribution was the construction of the MIPAS scale, and the practical contribution was to identify the points where managers should focus on improving the IPA process with their subordinates.

This research examines intangible assets or intellectual capital (IC) performance of tourism-related industries in an underexplored area which is a tourism intensively-dependent country. In this study, VAIC which is a monetary valuation method and also the most widely applied measurement method, is utilized as the performance measurement method for quantifying IC performance to monetary values. Moreover, to better understand performance, the standard efficiency levels are further applied for classifying the performance levels of tourism industries. The sample sizes of study are 20 companies operating in the tourism-related industries in the world top travel destination or Thailand, and the companies’ data are collected from 2012 to 2021. Therefore, finally, there are 187 firm-year observations. The utilization of VAIC could assess IC performance of tourism firms and industries, and the standard efficiency levels further support the uniform interpretation of IC efficiency levels. The obtained results show the strong performance of both human and structural capital of the focused tourism dependent country especially in the logistics industry that directly supports and connects to the tourism attractions. Moreover, the finding also highlights the significance of human capital which plays as a major contributor for overall IC performance in this tourism dependent economy. This study contributes the new exploration of IC in the high impact industries and also specifically in the top significant tourism country. Moreover, the application of VAIC also confirms a practical application for management. The limited number of studied countries is a limitation of study. However, these new obtained data and information could be further applied for making comparisons or in-depth or statistical analysis in the future works.

The employees in academic sector had to face an abrupt change due to Covid-19 pandemic and transformation of education into online and remote learning. This has led to virtual work intensity as an aftermath that negatively influences employees’ job satisfaction. In addition, due to remote working conditions, the lines between work and life had been dimmed and thus, the current situation is important to be addressed for wellbeing of academic staff. This research specifically aims to examine impact of virtual work intensity on job satisfaction among university staff. Furthermore, mediating effect of organizational support and work-life balance on the aforementioned relationship are analyzed to better understand the underlying effects. Through PLS-SEM and using a questionnaire survey, a total of 183 data were collected from teachers and administrative staff of two universities. The results show that virtual work intensity can hinder job satisfaction, while organizational support and work-life balance can improve job satisfaction of academic employees. This is due to the fact that support, and balance act against work intensity that diminishes wellbeing of individuals. This implies the vital role of organizations (e.g., human resource department) in providing support for their staff, and creating an environment, where academic staff can have a better work-life balance, leading to higher rates of job satisfaction as an important factor for psychological wellbeing.

COVID-19 has amplified existing imbalances, institutional and financing constraints associated with a development strategy that did not take sufficient account of challenges with emissions, environmental damage and health risks associated with climate change in a number of countries, including China. The recovery from the pandemic can be combined with appropriately designed investments that take into account human, social, natural and physical capital, as well as distributional objectives, that can also address commitments under the Paris agreement. An important criterion for sustainable development is that the tax regimes at the national and sub-national levels should reflect the same criteria as the investment strategy. Own-source revenues, are essential to be able to access private financing, including local government bonds and PPPs in a sustainable manner. Governance criteria are also important including information on the buildup of liabilities at all levels of government, to ensure transparent governance.
Despite differences in political systems, the Chinese experiences are relevant in a wide range of emerging market countries as the measures utilize institutions and policies reflecting international best practices, including modern tax administrations for the VAT, and income taxes, and benefit-linked property taxes, as well as utilization of balance sheets information consistent with the IMF’s Government Financial Statistics Manual, 2014. The options have significant implications for policy advice and development cooperation for meeting global climate change goals while ensuring sustainable employment generation with transparency and accountability.

Research that discusses the impact of implementing Green Human Resource Management and environmentally friendly behavior, especially in sustainable tourism, is limited. It becomes crucial to understand how implementing good green human resource management practices in tourism sector organizations. To achieve the objectives of this research, a qualitative approach was used where the data and information collected were obtained through direct observation and interviews with tourism informants. The findings show the importance of environmentally friendly behavior as the implementation of green human resource management is able to improve tourism management. The uniqueness of this research is developing a model of human resource readiness in implementing environmentally friendly behavior towards sustainable tourism. This resource readiness will be reflected in the GHRM model in supporting sustainable tourism. The results of this research offer a model of sustainable Green Tourism which includes antecedents, implementation and results achieved. These antecedents come from internal and external (environmental ethics and management commitment) managers which will result in good GHRM implementation. This model will be the basis for implementing sustainable tourism in human resource management practices based on literature reviews and also tourism management practices.

Several studies have discussed the benefits of blockchain in human resources management (HRM) policies to support the efficiency of HRM routine practices in organizations. The discussion ranges from selection and recruitment to employee separation. With the growing interest in digital application usage, research focused on utilization and effective measurement is needed. However, the existing literature review on blockchain-based HRM practices linked to cost efficiency still needs to be improved. Hence, this study aims to review current studies on blockchain human resources management systematically. This study investigates the trends in blockchain application usage in terms of practices, methodologies, and settings. This study used a literature survey and Publish or Perish software with Google Scholar and Scopus as the databases. 123 articles published in 19 journals from 2010 to 2022 were selected. This study used systematic data to reveal trends in HRM practices and qualitative inductive analysis to define relevant themes within the topic. The results show that blockchain applications for efficiency are used mainly in the recruitment and selection process, ranging from personal data verification to the quality of decision-making in skill development and maintenance. Five HRM practices have been discussed, indicating potential explorative and exploitative future research to improve the effectiveness of using blockchain in HRM practices.