Critical Review:

The International Journal of Human Resource Management

The international journal of human resource management, is the platform for human resource

managers to seek guidance and update themselves with the rapidly changing trends of human

resource management. As, human resource department has been evolved from a small section of

welfare to the whole new, separate and essential department. In today’s era human resource is

the new buzz-word and every organization has separate department to manage their human,

capital and monetary resources. This department aids the organization to grow, develop and

retain its sustainability through its core functions (Noe, Hollenbeck, Gerhart, & Wright, 2017).

Traditionally, the chief managers or line managers were performing the duties of human resource

officer (recruitment & selection, training & development, compensation & benefits, employee

relations etc.), but now, there is a separate space for it. Either organizations insource or outsource

the human resource officers(Towers, 2007). So, for proper functioning of HR department, one

should keep oneself updated, through different researches. This journal can brief the manager

with swiftly changing trends of human resource management. The main areas targeted by this

journals are; strategic management, international business, organizational behavior, personnel

management and industrial relations that ascends from changing patterns of internationalization,

technological change, market integration, new concepts of line management, increased

competition, changing corporate climates.

The International Journal of Human Resource Management, has 30 volumes and 275 published

issues till date. In these issues, various fields of management (business, management and

accounting, management of technology and innovation organizational behavior and human

resource management strategy) have been discussed and explored. The International Journal of
Human Resource Management is classified as 3* (out of 4) in the Chartered Association of

Business Schools Academic Journal Guide. Researcher has reviewed the volume thirty and tenth

issue of this journal. Tenth issue contains five research articles, which are;

1. Work–family conflict among Australian dual earner couples: testing the effects of role

salience crossover and gender (Abeysekera & Gahan, 2019).

2. The interactive effects of organizational and leadership career management support on

job satisfaction and turnover intention (Oliveira, Cavazotte, & Alan Dunzer, 2019).

3. Influencing upward: subordinates’ responses to leaders’ (un)awareness of their

empowerment expectations (Wong, 2019).

4. Developmental network structure and support: gendered consequences for work–family

strain and work–parenting strain in the Australian mining industry (Parker, Cotton,

Yates, Baxter, & Arend, 2019).

5. Training and commitment in a German manufacturing company during the post-2008

crisis: a case of internal flexicurity (Schneider & Flore, 2019).

The aim of this journal is to pinpoint and elaborate all (trending) managerial decisions that can

impact the relationship between employee and employer. Furthermore, it elaborates, how a

particular decision taken by management can change the perception of employee towards

employer and vice versa. In this journal articles comprise of comparative studies, explaining that

how distinctively, the same practice will be implemented and adopted by the employees of

developed and developing countries.

Methodology:
In this journal the philosophical paradigm used is positivist. The positivist school of thought is

unbiased and value-free (Field, 2013). The research strategy, used in all articles is the

quantitative study and the approach is deductive one. The adopted theories are elaborated in the

articles. Data collection has been served through the quantitative survey. For the testation of

hypothesis and to answer the research questions, data is analyzed through SPSS. For the purpose

of analyzing the relationship among the variables of the research, bivariate and multivariate tests

such as correlation, regression analysis and ANOVA are used.

In methodology, they have justified the sample size and elaborated the variables. The data

analysis technique is also explained. The detailed view of demographics in tabular form is

provided. The justification, for adaptation of specific approach is missing though it in alignment

with the objectives and research hypothesis but proper justification is not given. The author has

not clearly written about tool. The ethical consideration is also not provided that either consent of

participants is taken or not. Overall, the methodology is just average, it has provided all points

but has justified only a few.

Findings and Recommendations

In this journal, findings are well elaborated with the graphs, figures and tables. The results of the

research are well elaborated and justified with the help of results of statistical tests. In the

findings section, all hypothesis are proved by the numerical results. There are no gaps between

the research objectives and research findings. The objectives which are aimed at the beginning of

the study all are answered with the logic and arguments. But in articles, the limitations are

described but recommendations are not well briefed.

Overall, these articles are informatory to read and to develop one’s interest in the field of human

resources. They have well elaborated introduction, literature, findings and discussions.

Hypothesis have been derived from the literature and the used theories are also explained. The

methodology portion is not well elaborated. They have not justified why they opted quantitative

or why they chose the survey. The data collection tool is not properly discussed too. So, the

recommendation for this volume of journal is that, authors should focus more on methodology

portion.
Abeysekera, L., & Gahan, P. (2019). Work–family conflict among Australian dual-earner couples: testing
the effects of role salience crossover and gender. The International Journal of Human Resource
Management, 30(10), 1549-1582. doi: 10.1080/09585192.2017.1296015
Field, A. (2013). Discovering statistics using IBM SPSS statistics: sage.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource management: Gaining
a competitive advantage: McGraw-Hill Education New York, NY.
Oliveira, L. B., Cavazotte, F., & Alan Dunzer, R. (2019). The interactive effects of organizational and
leadership career management support on job satisfaction and turnover intention. The
International Journal of Human Resource Management, 30(10), 1583-1603. doi:
10.1080/09585192.2017.1298650
Parker, P., Cotton, R. D., Yates, M. S., Baxter, J., & Arend, S. (2019). Developmental network structure
and support: gendered consequences for work–family strain and work–parenting strain in the
Australian mining industry. The International Journal of Human Resource Management, 30(10),
1635-1665. doi: 10.1080/09585192.2017.1299195
Schneider, M. R., & Flore, J. (2019). Training and commitment in a German manufacturing company
during the post-2008 crisis: a case of internal flexicurity. The International Journal of Human
Resource Management, 30(10), 1666-1682. doi: 10.1080/09585192.2017.1308413
Towers, D. (2007). Human Resource Management essays. Retrieved on, 10-17.
Wong, S. I. (2019). Influencing upward: subordinates’ responses to leaders’ (un)awareness of their
empowerment expectations. The International Journal of Human Resource Management,
30(10), 1604-1634. doi: 10.1080/09585192.2017.1299194