Assessment Jan DAMI
Assessment Jan DAMI
Assessment Jan DAMI
organization's people. HRM research identifies and analyzes how HR practices affect
organizational policies and procedures and suggests HR practices based on data, critical
reactions (Siyal et al., 2020). This type of HRM research strives to use high-quality data and
critical thinking to make informed decisions that are motivated by the potential outcomes of
these decisions, rather than by external factors such as the organizational hierarchy or
personal biases. By doing so, HRM research aims to help organizations make more effective
and efficient use of their human resources. In other words, HRM research aims to identify
and promote HR practices that are grounded in evidence and that are designed to achieve
specific outcomes rather than being influenced by external factors (Collings and Mellahi,
2009). Human resource research reveals how effective certain policies and procedures have
been. Understanding what works, what doesn't, what requires change, and the type and extent
of that change can be gleaned from studies of human resource management (HRM) practices
capacity to create a significant context in the form of a shared understanding of the content,
which can inevitably lead to improved organizational performance. This suggests that greater
scholarly efforts. Improvements in HRM policy and practice are a direct result of academic
inquiry into the discipline (Kaufman, 2012).Wright and McMahan (2011) argued that
academic research has shaped HRM policy and practice. They emphasized that research on
employee motivation, leadership, and organizational culture has improved HR management
and influenced HRM policies and practices. Guest (2011) highlighted how academic research
shapes HRM policy and practice. He contended that academic research has advanced HRM
Research into the field of management has increased dramatically over the past few decades,
with studies focusing on everything from the impact of financial incentives on employee
motivation and retention to the efficacy of merger evaluations and the effectiveness of
different types of compensation plans (Liu and Liu, 2022). Since many of the common issues
that managers confront are comparable to those experienced in a wide range of situations,
much relevant research may be found from outside the management discipline. In spite of the
fact that many working professionals are exposed to study results while still in school, new
studies are always being conducted, and these studies frequently alter our thinking. A
thorough understanding of how to locate relevant research and assess its quality is crucial if
you want to incorporate recent findings from the scientific literature into your decision-
The quality of research findings must be evaluated in connection to the research question
being asked at all times. Thus, for instance, only longitudinal study methods that monitor
changes over time may provide adequate answers to concerns concerning cause and effect.
Whether or not the research was conceived and conducted in a way that is likely to generate
findings that can effectively answer the research questions is one approach to consider
regarding the reliability of scientific evidence. Starting to use scientific evidence is as simple
and religious identity in the workplace has shaped organizational policy and practice. This
physiotherapists and religion in the workplace affects stakeholders and the organizations'
policies and practices. This essay will assess the research methodologies and their rationale.
According to the research conducted by Latzke et al. (2021), physiotherapists who work for
themselves are more likely to be happy with their careers than those who are employed by a
healthcare facility. It's speculated that self-improved employment satisfaction levels are due
to the freedom and control it affords. The research desigb adipted was a cross-sectional
online survey, where physiotherapists in Austria rated their own levels of job satisfaction as
well as the importance and realization of several factors contributing to their level of job
satisfaction. Job satisfaction predictors were identified using multiple linear regression
There were 581 physiotherapists included in the survey; 342 were self-employed, 100 were
employed, and 139 were both employed and self-employed. While physiotherapists as a
whole reported high levels of satisfaction with their jobs, this sentiment varied considerably
overall job satisfaction, as well as recognition and autonomy, than those in the other two
categories. By comparison, therapists who work independently were less pleased with their
access to mentors and peers. The disparity between the importance and actualization of a
work-life balance was largest among those who were both employed and self-employed.
Among physiotherapists who are currently employed, it was found that recognition is the
most significant predictor of both job satisfaction and intention to leave (Latzke et al., 2021).
Employers and physiotherapist professional organizations may take advantage of the insights
arrangements. Employed physiotherapists may benefit from policies that promote their
visibility and independence, while those who work independently would gain from expanded
possibilities for professional dialogue and collaboration. A more flexible work schedule could
help employees who also see private patients balance their time between their two jobs.
A qualitative methodology is implied while conducting a qualitative survey, and this strategy
is appropriate for the study's goals because it generates nuanced findings from a wide range
of individuals and experiences; hence, any resulting policy will be sufficiently broad and
Self-employed physiotherapists reported higher levels of job satisfaction than their employed
counterparts. These results are consistent with those of a study covering a wide range of
industries and occupations in 15 European Union countries (Millán et al., 2011) that
compared the job satisfaction of self-employed and salaried workers and found that the effect
is particularly pronounced for those with a college degree. Independent physical therapists
have been shown in the past to be happier with their careers than their salaried counterparts
(Salles and d’Angelo, 2020). The study conducted by the researchers highlights recognition
Human resource management (HRM) policies and practices that put an emphasis on
employees' ability to make decisions while still being supported by management have been
linked to greater job satisfaction among workers. Employees who are content in their
occupations are more likely to be enthusiastic about their work, efficient in their tasks, and
developed by Deci and Ryan (1985), states that people need autonomy, competence, and
relatedness. The authors claimed that meeting these demands increases intrinsic motivation
and job happiness. Autonomy, in particular, promotes job satisfaction by giving workers
control over their work and the freedom to make their own decisions.
According to the study's findings, employee physiotherapists' recognition is not only the most
significant indicator of job happiness but also closely linked to their inclination to leave their
current positions. PTs who were older were less inclined to quit their organization, which is
consistent with earlier research, and recognition was the only other predictor of intention to
leave (Kattenbach et al., 2014). Physiotherapists have been shown in multiple studies to want
more respect for their work (Brattig et al., 2014), to feel underappreciated by their peers in
the medical field, and to point to this lack of respect as a problem in the field. The results also
show that the desire to advance one's profession is diminished when one's talents and
experience are not valued (Bacopanos and Edgar, 2016). The study also revealed that self-
employed physiotherapists felt the most recognized for their abilities, followed by those who
were both self-employed and employed. This is consistent with the results of a previous
study, which found that independent therapists had a higher sense of appreciation than their
employed counterparts (Barzel et al., 2011). One possible explanation is that self-employed
therapists receive more direct feedback from patients than their employed counterparts do,
Barzel et al (2011) opined that physiotherapists' job satisfaction rises in proportion to the
amount of autonomy they are given, and self-employed physiotherapists report higher levels
Numerous studies across a wide range of industries have concluded that self-employed
people are happier than their employed counterparts because they have more freedom and
responsibility (Lange, 2009). A survey of 2000 professionals found that those in salaried
positions who felt they had autonomy, variety, and task significance were just as happy as
those in self-employed positions (Hytti, Kautonen and Akola, 2013). The poll found that self-
employed physiotherapists are more satisfied with their jobs than employed ones, supporting
this research. Thus, employing businesses may implement Human Resource Management
(HRM) efforts that emphasize recognition and autonomy to improve hired physiotherapists'
job satisfaction. Human resource management tactics include developmental appraisals, real
positive feedback that rewards initiative, factual, non-judgmental issue input, and actively
listening to employees' opinions. Thus, HRM training for team leaders and members of
(interprofessional) teams is necessary to define duties, create trust, and promote fruitful
positions, which would have positive effects on the overall efficiency and efficacy of the
could all benefit from greater investment in HRM research into the importance of job
satisfaction and the factors that contribute to it. (Latzke et al., 2021).
expression at work is becoming more visible but is still a neglected dimension of diversity
suggesting that within HR management, culture and policy could be pivotal to diversity
management of religion or the lack thereof. Both concepts may affect workplace well-being
may examine how religion affects occupational happiness and well-being, Both studies may
help organisations establish a supportive workplace that matches employee requirements and
preferences. According to the labour process theory, organizations have the ability to
influence employee outcomes like job satisfaction and religious expression through their own
policies and practices. This includes the experiences of independent physiotherapists and
The difference between the two researches is that self-employed physiotherapists' job
satisfaction may depend on their autonomy and control, their clients and work environment,
and their work-life balance, while the organization's support and accommodation of religious
diversity, the workplace's inclusiveness and tolerance for religious beliefs and practices, and
managers' and team leaders' leadership styles may affect religious identity in the workplace.
Schaeffer and Mattis (2012), opined that religious expression can sometimes lead to conflict.
The opportunity to express religious identity in a work role affects whether and how a person
does so (Ramarajan and Reid, 2013). Opportunities and barriers arise from organizational
features such as culture, policy, and practices and from positional features such as the
individual's role expectations, job status, and local leadership influences (Gleibs and Haslam,
2016). The researchers’ review finds that service roles and their inherent emotional labor can
be particularly facilitated by religious identity (Carlisle, 2015). At the same time, they noted
The researchers conducted a systematic review (SR) of the relevant but fragmented literature
aspect of diversity research, religious identity in the workplace. They conducted a systematic
review of the literature in order to synthesize the evidence for and against the influence of
There are four important contributions to be found in their review. To begin, the researchers
conducted a systematic literature study to gain a deeper familiarity with the topic of work and
nonwork identities and the consequences this has for individuals, teams, and businesses.
Second, the research synthesis produced an organizing framework that clarifies the
framework also helps identify the antecedents and repercussions associated with this
congruence (Milliman, Gatling and Bradley-Geist, 2017). Organizations can adopt several
diversity and inclusion policies and HR practices. The creation and adoption of a diversity
and inclusion statement or policy is one such example. This can demonstrate the company's
commitment to diversity and inclusion and give employees a guide. Organizations can also
train staff on diversity and inclusion to create a more inclusive workplace. Finally,
organizations can implement diversity recruitment and retention programs by engaging with
underrepresented groups, targeting recruitment, and offering staff growth and promotion
(Gates and Mark, 2012). The researchers were able to make a contribution to the theory and
practice of workplace diversity through the review and subsequent framework by elucidating
when and why a person's religious identity is compatible or incompatible with the workplace.
And in doing so, answered the call to action from Lynn et al. (2010) for more research to fill
the gaps in current knowledge on the effects of religious participation on the job. Third, the
researchers were able to point the way for future studies based on their findings, encouraging
a more thorough examination of the relationship between religious identity and the complex
dynamics of the workplace. Furthermore, the study widened the commonly held
identification and the profoundly important consequences it has for diversity management at
the macro and micro levels. As a result, the study's authors offered guidelines for improving
systematic review approach that follows a clear, well-documented process (Tranfield, Denyer
and Smart, 2003) that facilitates the consolidation of literature from a variety of disciplines
(Rojon, McDowall and Saunders, 2011). The researchers conducted a series of searches in 11
Sociological Abstracts, Medline, and the Cochrane Library using terms related to identity,
religion, occupation, compatibility, conflict, and health. They left open the beginning date
and the boundaries of the publication types in an effort to include everyone. All submissions
had to be written in English, applicable to at least one of the review questions and published
no later than March 2018. There were a total of 70,752 documents found that were not
duplicates and could be considered relevant after the search was performed. The majority
were papers that had been evaluated by experts in the field; the remainder were books,
chapters, and reports that had not been reviewed by experts. Theses and dissertations were
also incorporated into the study. When other writings were reviewed, the researchers looked
for evidence that they were based on research (e.g., reviews and theory papers based on
empirical studies).
The titles and abstracts of all sources were read in light of the aforementioned criteria, and
the remaining resources were culled based on these two evaluations. Using terms like
"religiosity" as a stand-in for "religious identity" and other terms similar to those asked about
in the review questions, the researchers selected publications to include. The resulting 373
papers were subjected to a full-text evaluation for relevance and evidence quality, using
established SR methods (Rojon et al., 2011). The first author evaluated all of the publications
in full, and another 20% were assessed by two authors to ensure consistency. After three
writers independently examined the relevance of the remaining 125 papers, 53 publications
were found to address at least one review issue. Using a consistent data extraction form, they
culled useful information from the final 53. (e.g., purpose, theoretical framework, method,
contribution). Data were organized first by review question, then by major conclusions and
The study discovered that religious identification improves organizations and their members
and has a long-term positive impact on citizenship, ethics, and customer service. HR
encourages client, consumer, and coworker tolerance and respect, and well-supported HR
models tolerance and respect. Workplace religious identity integration can increase employee
contributions, belonging, and commitment. Respect and tolerance lessen workplace religious
identity concerns. Diversity management is critical because conflicts between religious and
vocational identities have an impact on human well-being and work performance. According
to research, organizational practices can influence each of these factors (Swann Jr., Johnson
and Bosson, 2009). At the same time, the insufficient effort to create a tolerant and
psychologically safe community for all employees can activate faultlines such as those based
on religion. Attempts to exclude religious identity from the workplace are likely to be an
religion has been a source of social strife (Dickson and Hargie, 2006), responses to religious
identity in the workplace have centered on strategies for optimal management rather than the
This study's results may suggest that organisations should broaden their attention to include
more than just issues of diversity and inclusion and that they should do more to get to know
and help their employees as people. Organizations can adopt several diversity and inclusion
policies and HR practices. The creation and adoption of a diversity and inclusion statement or
policy is one such example. This can demonstrate the company's commitment to diversity
and inclusion and give employees a guide. Organizations can also train staff on diversity and
targeting recruitment, and offering staff growth and promotion (Carter, 2017). Human
resource management has the potential to empower formerly silenced workers by allocating
Conclusion
In this paper, we explored how HRM affects organizational strategy and practice.
This essay analyzed and investigated how the satisfaction of independent physiotherapists in
Austria and how religious identity in the workplace have impacted the two distinct sectors’
corporate policy and practice. This essay also demonstrated the influence of these two ideas
on the stakeholders. The essay also covered the research designs and methodologies that were
employed to better understand the issue at hand. This essay has shown an evaluative
understanding of just how important human resources management research is and how it
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