Proactive coping behavior has been considered an important personal job resource for employees. Organizations have paid considerable attention to the proactive coping behavior of employees to maintain their competitive advantage. The purpose of the current study is to discover the relationship between organizational job resources, work engagement, and proactive coping using structural equation modeling. The participants were 340 licensed Chinese social workers. In the rapidly growing social work sector in China, social work organizations require psychologically connected and dedicated social workers. Findings include the effect of organizational job resources and work engagement on proactive coping. Based on the results, impacts on organizational management are discussed.

Entrepreneurial motivation has been one psychological factor that determines the success of MSMEs as it interacts with external factors. However, this has been scarcely studied in relation to women and the success of MSMEs. This study aims to analyze the effects of motivation and external factors on the success of women running MSMEs in the province of Jambi, Indonesia. A survey research methodology through the distribution of questionnaires on the motivation scale and the success of the MSMEs scale that were constructed by the authors was applied. The rating scale of the questionnaires was rated on a five-point Likert scale. A total of 325 women running MSMEs in Jambi City were given and returned the questionnaires. The results showed that motivation, which is comprised of self-confidence, risk-taking, results-orientedness, intelligence, and skills, has a significant effect on the success of MSMEs. Meanwhile, the success of MSMEs is significantly more affected by time and length of effort than loans or funds due to the decreasing trend of demand for goods and services.

Background: The hotel industry is labor-intensive. Both technical and behavioral aspects of quality are considered to ensure service quality and customer satisfaction among the internal and external customers as a whole, creating a competitive advantage. Significance: Recruiting and selecting the right people is paramount to the success of the hospitality industry in the sense that the best delivery will be enhanced if proper procedures are used and the right people are selected who can handle their tasks to the best satisfaction of the customer. Method: The goal of the research was to explore the recruiting and selection practices/methods used in the hotel industry, as well as their employability. The study aims to explore the differences in the mix of recruitment and selection methods implemented in 4- and 5-star and different category hotels. As an enterprise, HRD comprises change, learning, and performance. Results: Based on the findings, it is imperative to invest in human resources as a capital asset to boost staff entities in terms of knowledge and capabilities, thereby contributing to better service quality and enhanced customer satisfaction. This would help fulfil the organizations’ objectives. Conclusion: The study concludes that the selected candidates are being analyzed properly and effectively. It is very important to note that the results of this study cannot be generalized as it deals with a restricted clientele, and this could only add on variables and instances to form a common standpoint for the other hotel managers.

The purpose of this study was to investigate the published literature on human resource management and school performance from January 2012 to December 2022. Numerous literature evaluations have been conducted on human resource management and organizational performance, but school or teacher performance has received less attention than organizational performance. The PICOC (population, intervention, comparison, outcome, and context) technique is integrated into each stage of the PSALSAR framework to assure the study’s objective and comparability. This in-depth research is conducted in three stages: identifying pertinent keywords, screening pertinent papers, and selecting pertinent publications for review utilizing the PRISMA (Preferred Reporting Items for Systematic Reviews and Mata Analysis) technique. This made a final database with 44 publications that met the study’s requirements for inclusion. This study reveals that HRM practices and school performance are correlated. The results of the research identify the eight most essential HRM practices for improving school performance, which included planning, organizing, recruitment and selection, training and development, performance management, employee relations and involvement, reward and compensation, health, safety, and work-life balance. Leadership style, motivation, satisfaction, productivity and task performance, competency, culture and climate, empowerment, and commitment were among the performance-influencing elements.