Topic 1: The Impact of Green Human Resource Management and Green Transformational Leadership on Organisational Innovation and Environmental Performance.
Research Aim: The study looks to use resource-based view and ability-motivation-opportunity theory to analyse the relationship of green human resource management and green transformational leadership on innovation and environmental performance. The study will use empirical research methods for its design and strategy. This includes the use of surveys for data collection purposes and then using structural equation modelling (SEM) to examine the various hypotheses that have been developed.
Topic 2: Examining the Impact of Green Human Resource Management on Environmental Cooperation with Customers and Suppliers – the Moderating Role of Internal Green Supply Chain Management.
Research Aim: The proposed research will analyse the variables of green human resource management, with regards to its values, against its relationship with environmental cooperation as a construct. The study will examine this relationship with the mediating role of the construct green supply chain management. The research will use a quantitative study design to collect data using a survey proposed to be taken of a specific industry. The data will then be analysed using moderated regression analysis.
Topic 3: Investigating the Impact of Abusive Supervision and Service Performance – The Moderating Role of Co-worker Support.
Research Aim: The study will use the conservation of resources theory to examine the recursive relationship between abusive supervision ad service performance in employees of the services industry. The constructed model will be tested using a cross-sectional study design of service industry employees who will be surveyed for data collection purposes. Using SEM modelling the data points will be analysed to produce meaning analysis.
Topic 4: Analysing the Role of Employee Engagement and Positive Emotional Labour on Proactive Service Performance.
Research Aim: The proposed study intends to use the self-determination theory to examine the employee engagement’s impact as a mediator on employees’ perceived interpersonal leadership and proactive service performance. The research will also analyse the impact that positive emotional labour may have as a moderator in the relationship. The research will be empirical in nature and the data will be collected using questionnaire surveys distributed to service sector employees in the UK. The collected data will with analysed using confirmatory factor analysis and structural equation modelling.
Topic 5: Examining the Impact of HRM Practices on Employee Engagement in the Banking Industry of the UK.
Research Aim: The proposed study will analyse the impact of HRM practices on the banking sector's employee engagement. The research will be conducted on frontline employees in the banking industry in the UK, with data collected using a survey. The data analysis technique implemented in the study will be along the lines of PLS-SEM analysis.
Topic 6: Examining the Impact of Customer Incivility on Employees’ In-Role and Extra-Role Service Performance.
Research Aim: The proposed study intends to analyse the impact of customer incivility, through the mediation of negative affectivity and hostile attribution on employees’ in-role and extra-role performance. The study uses the theoretical framework established by the proactive customer service performance model to build on this relationship. The research will be conducted using a survey questionnaire and then analysed using PLS-SEM.
Topic 7: The Impact of Workplace Mindfulness on Work Engagement - The Mediatory Role of Proactive Service Performance (any industry can be selected).
Research Aim: The study aims to extend the conservation of resource theory and job demands-resources model to examine the mediatory role of employee proactive service performance on the relationship between workplace mindfulness and work engagement.
The research builds on the vast literature indicating the negative impact of customer incivility and stress on front-line employees. The research will be carried out using front-line employees in the service industry by collecting data using a questionnaire survey of Likert-like items. The data will then be analysed using the partial least squares method of analysis.
Topic 8: The Impact of HRM Practices on Equal Employment Opportunities and Service Performance of Public-Sector Employees.
Research Aim: The study will use the social exchange theory to examine the impact of equal employment opportunities and practices of human resource management in public sectors of a developing country. Many of the public sectors and government offices of developing countries face issues of service performance.
The study will examine the mediating role of human resource management practices between the relationship of equal employment opportunity and employee service performance. The data will be collected using surveys from public sector employees in a developing country as a sample. The data will be analysed using structured equation modelling.
Topic 9: Examining the Effect of High Performing Human Resource Practices on Organizational Innovation.
Research Aim: The research intends to analyse the relationship between high-performance human resource practices and organisational innovation through the mediating roles of employee competency and environment for innovation. The study will go about this analysis using survey questionnaires distributed to information technology employees. The study will analyse the data using confirmatory factor analysis and structural equation modelling.
Topic 10: Analysing the Relationship between Standardisation, Ethical Leadership, Justice, and Workplace Behaviour.
Research Aim: The study looks to examine the relationship between constructs of standardization and workplace behaviour using the mediators of ethical leadership and justice. The research intends to study the evidence of standardization and delegation trends in HR fields. The primary focus of the study is to find issues in organisational justice and ethical risks associated with these factors.
The study will be conducted using mixed methods research using quantitative and qualitative data collection and analysis tools.
Topic 11: Analysing the Impact of Human Resource Management Practices on Commitment to Service Quality in Hospitals during COVID-19
Research Aim: The study proposes the use of the Hayes PROCESS to examine the relationship between human resource management practices and commitment to service with the mediation of the service environment. The data collected will be from hospital staff that had experienced the pandemic of COVID-19 to understand how it impacts hospital working staff commitment to service. The data will be collected using questionnaire surveys and analysed using PLS-SEM.
Topic 12: Examining the Relationship between Strategic Thinking and Strategic Human Resource Management in UK’s Manufacturing Industry.
Research Aim: The aim of the study is to analyse the relationship between strategic human resource management practices and strategic thinking using the moderating role of human capital. The intends to analyse this relationship using the backdrop of the manufacturing industry in the UK. The data collected will be so in purely empirical form as will the analysis.
Topic 13: An Argument Against the Resourced Based View Model of Strategic Human Resource Management.
Research Aim: The research will analyse current trends and scholarly knowledge on strategic human resource management. The paper proposes to present an argument that the resource-based view is detrimental to the high commitment human resource strategy and competitive advantage. To present the views of this argument an empirical study will be conducted in HR based firms and consultancy units to establish issues regarding the resource-based view model.
Topic 14: Strategic Agility and its Implications of Human Resource Management.
Research Aim: Strategic agility is an emerging issue related to human resource management that needs to be defined and analysed. For this purpose, the proposed study will analyse the available literature using a systematic literature review method to the organisation and analyse current data. The literature review will analyse the trends in human resource management using a meta-analysis of the available literature to propose implications of findings regarding strategic agility and HRM.
Topic 15: The Impact of Green Human Resource Management in Improving Service Industry’s Environment Performance.
Research Aim: The study’s aim is to analyse the relationship between green human resource management and environmental performance using the variables of employee commitment and organisational citizenship behaviour as mediators. The research intends to use the ability-motivation-opportunity theory to examine the roles of green human resource management with regards to its indirect, direct, and interactive roles. The data will be collected using questionnaire surveys and analysed using PLS modelling.
Topic 16: The Impact of Training in Improving the Human Resource Management and Capability Building in The Hospitality Industry.
Research Aim: The aim of this research is to top diagnose human resource management loopholes in the hospitality industry including hotels, restaurants, and motels. The hospitality industry is a human resource-rich sector that requires a lot of training. The study will focus on the impact of capability-building pieces of training and how they improve the outcome of human resource capital. The research instruments include the customer questionnaires, feedback forms, and employee skill assessments before and after training pieces.
Topic 17: A Review of Human Resource Organization in The Sports Industry.
Research Aim: The aim of this research is to identify the growth opportunities related to human resource management and the importance of human resource management in the sports industry. The study will focus on the lower-tier clubs in which talent promotion activities are non-existent. The research instrument will include the analysis of the current landscape of the human resource systems implemented in clubs for talent acquisition and promotion. The study will propose the improvement in the HRM systems in e sample organizations.
Topic 18: A Case Study of Training, Performance, And Motivation in Long-Term Construction Projects in a Challenging Environment.
Research Aim: Construction projects in remote areas such as dams, roads, and other industrial installations can make human resources at service demotivated and burnt out. The aim of this research is to analyse the impact of demotivating factors, performance hindering factors, and the role of training modules in skill enhancement. The research will also aim to provide insights on what kind of motivational activities can Human Resource managers implement to improve the motivation factor as well as the performance of the employees. The research will analyse various projects and HR strategies implemented in those projects.
Topic 19: A Comprehensive Analysis of The Mental Health Problems in The Night Shift Workers in The Process and Petroleum Industry.
Research Aim: Petroleum and process industry is a work-intensive field in which workers usually work in three different shifts. The night shift workers often complain of restlessness even after the rest hours. The study aims to analyse the impact of doing night shifts and how it affects the mental health of the workers as well as management staff in the night shifts. The study will also analyse the effect of three-shift workplaces versus four shifts workplaces and the outcome of cost vs productivity.
Topic 20: A Detailed Analysis of The Role of Manager Behaviour and On-Job Training Modules to Increase the Employee Retention.
Research Aim: The aim of this research is to analyse the manager's behaviour and its impact on the motivation factors of subordinates. The study will consider the role of the managers in increasing the retention rate of the employees. A lot of employees feel their firm does not care about their growth and hence leave the organization. The study will analyse how on-job training can help keep employees motivated and loyal to the organization.
Topic 21: Analysing the Impact of Research & Development on the Human Resources Management (HRM) and the Related Challenges in Multinationals (MNCs) in the UK.
Research Aim: The United Kingdom has been one of the largest economies with a developed supply chain throughout the world, particularly in financial and technical trading. This research aims to focus on analyzing the progress and development of HRM practices, with an emphasis on the multinational organizations of the UK (any country and/or industry can be selected).
Topic 22: Optimizing Human Resource Management in Large Scale Manufacturing Units
Research Aim: This MBA dissertation topic in HRM aims to provide an insight into how the development of quality HRM practices in large scale industrial manufacturing businesses (an industry and region can be selected) can lead to the sustainable development of the industry.
Topic 23: Evolution of International HR Management in the 21st Century: Innovative Concepts and Current Debates.
Research Aim: The research topic aims to introduce a special edition of the International Human Resource Management (IHRM) of the 21st century. This international human resource management dissertation topic analyzes multiple essential characteristics of the changing global business landscape and the significant rising challenges for IHRM during the next few decades.
Topic 24: A Critical Review of Best Practices in The Worldwide Management of Human Resources.
Research Aim: This HRM dissertation topic aims to discuss and investigate the research approach and the methodology used by the Best International Practices in Human Resource Management. The researcher aims to conduct systematic review and draft recommendations that can be used by the practitioners of the HRM industry.
Topic 25: Analysing the Relationship Between the Four Core HRM Elements; i) Leadership Interactions, ii) Corporate Culture, iii) Learning Organization Operations, and iv) Employment Satisfaction of Staff.
Research Aim: The primary aim of this study is to examine the relation between leadership, corporate culture, the functioning of the learning organization and the contentment of its employees.
The study further aims to suggest a substantial variation in the various operational aspects of the learning organization under the elements of leadership, organizational culture and learning organization functioning.
Topic 26: Analysing the Interplay Between International Humanitarian Law and Human Rights Law Under Conflict Situations.
Research Aim: This law dissertation topic of human rights offers an outline of the historical processes which had led to an increased overlap of human rights legislation. The researcher aims to study the practical workings of interaction between humanitarian law and human rights law.
Topic 27: The Effectiveness of Communication Procedures and the Engagement of Workers Plan to Increase their Commitment to Organizational Objectives – A Case Study of Sainsbury's Supermarket Company.
Research Aim: To potentially enhance employee communication and involvement in the organizational goals/objectives, this proposed research aims to investigate the function and effectiveness of communications procedures and their engagement being employed in the Sainsbury's Supermarket Company.
Topic 28: Analysing the Impacts of Strategic Human Resources Management on Organizational Performance – A Case Study (any organization can be selected).
Research Aim: This research, like various other human resources dissertation topics given here, aims to investigate how organizations achieve their goals and relate their organizational performance through the application of quality strategic human resources management.
Topic 29: The Importance of HRM, Leadership, and Culture in Strengthening Management Systems in Growing Enterprises.
Research Aim: This study aims to present key findings which can be used by organizations and businesses to understand the importance of leadership and culture in managing human resources.
Topic 30: Training of Newly Hired Multicultural Employees in A Large And Diverse Corporation.
Research Aim: This study aims to examine the impact of quality training programs, particularly on the new employees in diverse corporation structures.
Topic 31: The Role of Psychology in Successful Application of Green Human Resource Management Techniques - A Case Study
Research Aim: The primary aim of this study is to analyse the role of human resource management in the development of ecologically viable systems for an organisation, economics and society at large - which is more recently been recognised as green human resource management (GHRM). This study aims to explore the role of psychology (mindset) and the role it can play in the successful application of GHRM practices.
Topic 32: The Development of Self-Esteem of the Human Resources - The Way of the New Generation.
Research Aim: The primary aim of this research is to analyse how self-esteem affects organisational decisions regarding planning, hiring, motivating, and retaining human resources. The researcher further aims to assess how constructive self-esteem can positively contribute to job performance, job satisfaction, organisational commitment, competence, self-image, and success expectancy.
