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Relevant bibliographies by topics / Organizational Behavior and Human Resource Management

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Academic literature on the topic 'Organizational Behavior and Human Resource Management'

Author: Grafiati

Published: 9 July 2021

Last updated: 29 July 2025

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Journal articles on the topic "Organizational Behavior and Human Resource Management"

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Gebretsadik Estifo, Zelalem, Luo Fan, and Naveed Ahmad Faraz. "Effect of Employee Oriented Human Resource Management Practices on Counterproductive Work Behaviors." INTERNATIONAL JOURNAL OF INNOVATION AND ECONOMIC DEVELOPMENT 5, no. 2 (2019): 23–41. http://dx.doi.org/10.18775/ijied.1849-7551-7020.2015.52.2002.

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This research investigated the link between employee-orientated human resource management (EOHRM) counterproductive work behaviors targeted at individual members and organization in Ethiopia. Relaying on social exchange theory, organizational support theory, signaling theory, and relevant literature we examined how employee-oriented HRM practice affects counterproductive work behaviors by using perceived organizational support as a mediator. Data had been obtained from 555 workers and 150 supervisors from eight companies in Ethiopia. Partial least squares structural equation modeling (PLS-SEM)

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Xiang, Ling, and Yi-Chun Yang. "Factors influencing green organizational citizenship behavior." Social Behavior and Personality: an international journal 48, no. 9 (2020): 1–12. http://dx.doi.org/10.2224/sbp.8754.

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We examined the relationships between green human resource management practices, organizational identification, and green citizenship behaviors in the hotel industry. Our framework comprised 5 dimensions of green human resource management practices: green recruitment, green training, green performance management, green reward, and green involvement. We predicted that each dimension would positively influence frontline employees' organizational identification, and, in turn, their green organizational citizenship behaviors of eco-initiatives, eco-civic engagement, and eco-helping. Participants w

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Ituriaga, Christian Angelo. "Green Human Resource Management and Organizational Citizenship." International Multidisciplinary Journal of Research for Innovation, Sustainability and Excellece (IMJRISE) 2, no. 1 (2025): 238–51. https://doi.org/10.5281/zenodo.14727830.

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<strong>Abstract:</strong> <strong> </strong> In today’s competitive business landscape, sustainability is paramount, particularly within the tourism sector where organizations must balance financial performance with environmental stewardship. This study investigates the implementation of Green Human Resource Management (GHRM) and Organizational Citizenship Behavior for the Environment (OCBE) among employees of a Filipino hotel chain in Western Visayas. Utilizing an explanatory sequential mixed methods design, the quantitative phase surveyed 41 employees to assess the extent of GHRM

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Alzghoul, Amro, Sahar Moh’d Abu Bakir, and Ghaith Abdulraheem Ali Alsheikh. "The interplay among human resource information systems, organizational citizenship behavior, and organizational success in Jordanian banks." Problems and Perspectives in Management 21, no. 1 (2023): 493–503. http://dx.doi.org/10.21511/ppm.21(1).2023.42.

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The objective of this study is to investigate the impact of human resource information systems on organizational success and the moderating role of organizational citizenship behavior in the banking sector of Jordan. The study employed a quantitative-research method, using a stratified random sampling technique, to collect data from 141 employees working in the human resources departments of Jordanian banks. The simple regression results showed a significant positive impact of human resource information systems on organizational success, as indicated by a T-value of 4.195 at a significance lev

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Rabin, Bonnie R. "Book Review: Human Resources, Personnel, and Organizational Behavior: Personnel: Human Resource Management." ILR Review 40, no. 1 (1986): 144–45. http://dx.doi.org/10.1177/001979398604000133.

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Florin-Thuma, Beth. "Book Review: Human Resources, Personnel, and Organizational Behavior: Human Resource Accounting." ILR Review 42, no. 1 (1988): 131–32. http://dx.doi.org/10.1177/001979398804200119.

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Wang, Ruinan. "Investigating the Impact of Socially Responsible Human Resource Management on Employees' Organizational Citizenship Behavior." International Journal of Multidisciplinary Research and Growth Evaluation 4, no. 6 (2023): 718–37. http://dx.doi.org/10.54660/.ijmrge.2023.4.6.718-737.

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Socially responsible human resource (HR) management is a sustainable development-focused model that emphasizes stakeholder coordination and significantly influences a company's development. Employees voluntarily participate in corporate citizenship, which enhances the internal environment, enterprise functions, operational efficiency, and interpersonal relationships. Organizational citizenship behavior, carried out spontaneously by employees for the organization's benefit, reflects the company's attitude towards its employees and is closely tied to HR management. Thus, exploring HR management'

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Burack, Elmer H. "Book Review: Human Resources, Personnel, and Organizational Behavior: Strategy and Human Resource Management." ILR Review 45, no. 2 (1992): 395. http://dx.doi.org/10.1177/001979399204500228.

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Obeng, Hayford Asare, Richard Arhinful, Leviticus Mensah, and Dennis Affum Osei. "Investigating the influence of green human resource management practices on employee behavior and organizational commitment in Ghana’s tourism sector." Journal of Tourism Management Research 11, no. 1 (2024): 75–97. http://dx.doi.org/10.18488/31.v11i1.3775.

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This study investigates the influence of green human resource management practices on the environmentally conscious actions of employees in Ghana’s tourism sector. We collected data from 481 employees in selected hotels using a quantitative methodology through snowball sampling. We employed structural equation modelling in AMOS (Analysis of Moment Structures) version 23 for data analysis. The results revealed a statistically significant positive impact of green human resource management practices on in-role green behavior, extra-role green behavior, and green innovative work behavior. Addition

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Pasaribu, Fajar. "The Situational Leadership Behavior, Organizational Culture and Human Resources Management Strategy in Increasing Productivity of Private Training Institutions." Information Management and Business Review 7, no. 3 (2015): 65–79. http://dx.doi.org/10.22610/imbr.v7i3.1155.

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This study aims to analyze the relationship of situational leadership behavior with the organizational culture; the influence of situational leadership behavior and organizational culture on implementation of human resource management strategies; the effect of the implementation of the strategy of human resource management on productivity; the influence of situational leadership behavior, organizational culture and the implementation of human resource management strategies on the productivity of private vocational training institutes. While the type of research are descriptive and verificative

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Dissertations / Theses on the topic "Organizational Behavior and Human Resource Management"

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Molloy, Janice C. "Bridging Micro and Macro Human Resource Management through Human Capital Research." The Ohio State University, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=osu1211954969.

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Devries, Valerie Low. "A Mixed Methods Study on the Relationship among Strategic Human Resource Practices, SOAR, and Affective Commitment in the Federal Workplace." Thesis, Lawrence Technological University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10100301.

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<p> Employees who remain with an organization because they want to, represent a positive organizational phenomenon known as affective commitment (AC). The purpose of this study is to investigate the predictive ability of strategic Human Resource (HR) practices to create AC in the context of federal knowledge workers, determine the role of SOAR in the relationship between strategic HR practices and AC, and the effect of AC on positive behavioral outcomes. SOAR stands for strengths, opportunities, aspirations, and results. </p><p> This mixed methods study explored the relationship among s

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Gheliji, Elham. "Human Resource Management Strategies in Hospitality Industry : Employees’ competence, attitude, behavior and organizational operation (management perspective)." Thesis, Högskolan Dalarna, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:du-29713.

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The current study demonstrates human resource strategies in hospitality industry (Hotel segment) and its impact on employee competencies and skills. The human resource management enhances employee performance and their credibility to maximize overall firm goals in hotel segment. Employees with level of attitude and behavior provide best services and performances. In this regard, service managers need to support and improve their employees’ skills and competencies related to the organization structure and strategy. Therefore, it is necessary for organization to have strong human resource manage

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Tseng, Steven T. "When Resource Precedes Human in Human Resource Management: Organizational Dehumanization and the Roles of HR Attributions and Supervisor Bottom-Line Mentality." University of Akron / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=akron1590497329605876.

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Singh, Ramendra. "An Analysis of Transformational Leadership Skills of Marketing, Sales, Human Resources, and Information Technology Leaders in Relation to Their Job." Thesis, Brandman University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10242925.

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<p> <b>Purpose:</b> The purpose of this quantitative descriptive study was to identify transformational leadership skills exhibited by executives in mid-size companies, working in the fields of Marketing, Sales, HR, and IT. Additionally, this study also tried to identify top domains and skills for each group, and analyze the similarities and differences between groups. </p><p> <b>Methodology:</b> The study was structured around three research questions. As this was a quantitative study, self-rating data on 10 domains and 80 skills were collected using the Transformational Leadership Skills i

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Southern, Craig E. "Decision-Making Models in Human Resources Management| A Qualitative Research Study." Thesis, Northcentral University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10244984.

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<p> Decision making is among the chief liabilities and risks recurring foremost on a daily basis for human resources professionals in today’s workplace. Therefore, human resources professionals as decision makers are often required to be aware of, and comply with, a variety of subject matters, trends, concepts, issues, practices, and laws. For human resources professionals, decision making a core job function. The problem addressed in this study is how the absence of formal decision-making criteria specifically designed for the management of human resources can cause human resources p

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Shapiro, Gail Joyce. "Identifying the Factors That Influence Conflict Management Behavior of Human Resource Professionals in the Workplace: An Analysis of the Relationship Between Personality and Conflict Management Behavior." NSUWorks, 2014. http://nsuworks.nova.edu/shss_dcar_etd/26.

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Effective conflict management in the workplace can reduce the negative consequences of conflict. These negative outcomes can include low productivity, health-related stress, increased employee turnover, or litigation. A Human Resource (HR) professional can help mitigate these negative outcomes in the workplace when using effective conflict management behavior with employees. However, there is a void in research pertaining to HR professionals’ use of conflict management behavior. This quantitative, correlational research study examined whether personality has an impact on assertive or cooperati

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Geiman, Michelle. "A Multiple Case Study of the Influence of Positive Organizational Behavior on Human Resources." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2485.

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Organizations are looking for ways to have higher employee engagement and productive employees. A way that this may be accomplished is through Positive Organizational Behavior (POB) practices. There is a lack of knowledge surrounding the successes and failures of implementing a POB culture by human resource departments (HRDs). The purpose of this qualitative multiple case study design was to explore the influence POB practices have on HRDs. Specifically, the research helped to gain an understanding of how a POB strategy operates and affects HRDs. Items examined in the conceptual framework incl

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Dhir, Saloni. "The changing nature of work, leadership, and organizational culture in future ready organizations." Scholarship @ Claremont, 2019. https://scholarship.claremont.edu/cmc_theses/2064.

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Abstract The relationship between individual and organizational performance is a key challenge for leaders in modern organizations, especially with the current disruption in technology and innovation. This thesis is a literature review and compilation of the relevant empirical evidence on various processes of industrial groups and organizational characteristics such as the changing nature of work, leadership, and company culture in detail. I investigate the complex challenges that millennials and organizations are facing in the current VUCA work environment as well as their potential responses

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Luytjes, Martin C. "THE RELATIONSHIP BETWEEN HIGH-PERFORMANCE HUMAN RESOURCE MANAGEMENT, ORGANIZATIONAL CITIZENSHIP BEHAVIOR, AND UNIT PERFORMANCE AND VOLUNTARY TURNOVER IN THE FAST FOOD FRANCHISE INDUSTRY." NSUWorks, 2017. http://nsuworks.nova.edu/hsbe_etd/128.

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The purpose of this study is to advance knowledge and practitioner understanding of human resource dynamics of the U.S. fast food franchise (FFF) industry, one plagued by extraordinary voluntary turnover (VTO), estimated at 75% of total turnover, and its effects on unit productivity. Following the research of Sun, Aryee, and Law (2007), this study looks for the potential of improving the VTO problem through the practice of high-performance human resource management (HPHRM) and the potential benefits of service-oriented organizational citizenship behavior (SOCB) that it offers. This study used

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Books on the topic "Organizational Behavior and Human Resource Management"

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F, Buller Paul, ed. Cases in management, organizational behavior and human resource management. 5th ed. West Pub. Co., 1996.

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Machado, Carolina, and J. Paulo Davim, eds. Organizational Behaviour and Human Resource Management. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-66864-2.

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Singh, Riann, and Shalini Ramdeo. Contemporary Perspectives in Human Resource Management and Organizational Behavior. Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-30225-1.

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Buller, Paul F. Managing organizations and people: Cases in management, organizational behavior, and human resource management. 7th ed. Thomson/South-Western, 2006.

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Perkins, Stephen J., and Raisa Arvinen-Muondo. Organizational behaviour: [people, process, work and human resource management]. Kogan Page, 2013.

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H, Blanchard Kenneth, ed. Management of organizational behavior: Utilizing human resources. 6th ed. Prentice Hall, 1993.

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1943-, Robbins Stephen P., and Dessler Gary 1942-, eds. Organizational behavior and Personnel/human resources management. Ginn Press, 1993.

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H, Blanchard Kenneth, and Johnson Dewey E, eds. Management of organizational behavior: Leading human resources. Pearson, 2013.

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H, Blanchard Kenneth, and Johnson Dewey E, eds. Management of organizational behavior: Utilizing human resources. 7th ed. Prentice Hall, 1996.

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Hersey, Paul. Management of organizational behavior: Utilizing human resources. 5th ed. Prentice-Hall, 1988.

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Book chapters on the topic "Organizational Behavior and Human Resource Management"

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López, Miguel David Rojas, Maria Elena Valencia Corrales, and Samuel David Rojas Valencia. "Human Resource Management and Organizational Behavior." In Advances in Human Factors, Business Management, Training and Education. Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-42070-7_100.

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Punnett, Betty Jane. "Human Resource Management in an International Context." In International Perspectives on Organizational Behavior. Routledge, 2018. http://dx.doi.org/10.4324/9781351019545-10.

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Bratton, John, Peter Sawchuk, Carolyn Forshaw, Militza Callinan, and Martin Corbett. "Human resource management." In Work and Organizational Behaviour. Macmillan Education UK, 2010. http://dx.doi.org/10.1007/978-0-230-36602-2_17.

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Yu, Jincheng. "Strategic Human Resource Management: Catalyzing Organizational Behavior and Performance." In Proceedings of the 2024 International Conference on Applied Economics, Management Science and Social Development (AEMSS 2024). Atlantis Press SARL, 2024. http://dx.doi.org/10.2991/978-2-38476-257-6_49.

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Singh, Riann, and Shalini Ramdeo. "Human Resource Management in Small and Medium Enterprises." In Contemporary Perspectives in Human Resource Management and Organizational Behavior. Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-30225-1_7.

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Singh, Riann, and Shalini Ramdeo. "Organizational Citizenship and Counter-Productive Work Behaviors." In Contemporary Perspectives in Human Resource Management and Organizational Behavior. Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-30225-1_9.

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Singh, Riann, and Shalini Ramdeo. "Innovative Human Resource Management and Organizational Behavior Responses in Crises." In Contemporary Perspectives in Human Resource Management and Organizational Behavior. Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-30225-1_2.

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Mellahi, Kamel, Kevin Morrell, and Geoffrey Wood. "Organizational behaviour and human resource management." In The Ethical Business. Macmillan Education UK, 2010. http://dx.doi.org/10.1007/978-0-230-31359-0_8.

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Singh, Riann, and Shalini Ramdeo. "Introduction to Contemporary Research Perspectives in Human Resource Management and Organizational Behavior." In Contemporary Perspectives in Human Resource Management and Organizational Behavior. Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-30225-1_1.

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Singh, Riann, and Shalini Ramdeo. "Conclusions and Future Research Directions in Human Resource Management and Organizational Behavior." In Contemporary Perspectives in Human Resource Management and Organizational Behavior. Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-30225-1_12.

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Conference papers on the topic "Organizational Behavior and Human Resource Management"

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Raja, Lakshmikanth, and Geetha Manoharan. "Nurturing Green Human Resource Management in Facilitating Organizational Effectiveness." In 2024 3rd International Conference on Computational Modelling, Simulation and Optimization (ICCMSO). IEEE, 2024. http://dx.doi.org/10.1109/iccmso61761.2024.00047.

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Miglani, Navjot Singh, and Nilesh Arora. "Integrating AI into Sustainable Human Resource Management: Driving Organizational Resilience and Performance." In 2025 3rd International Conference on Advancement in Computation & Computer Technologies (InCACCT). IEEE, 2025. https://doi.org/10.1109/incacct65424.2025.11011444.

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Hameed Marhoon, Reem Hassan, and Khairi Mohamed Omar. "The Role of Sustainable Human Resource Management in Enhancing Organizational Agility (Articles Review)." In 2024 International Conference on Decision Aid Sciences and Applications (DASA). IEEE, 2024. https://doi.org/10.1109/dasa63652.2024.10836604.

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Rumanti, A. A., M. Amelia, and A. S. Rizaldi. "Organizational Performance for Tourism Industry through Human Resource, Quality Service, and Tourism Development: Indonesian Tourism Perspective." In 2024 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2024. https://doi.org/10.1109/ieem62345.2024.10857006.

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Perić, Aleksandra, Slavica Mitrović Veljković, Ana Nešić Tomašević, Predrag Vidicki, and Olga Ivetić. "HUMAN RESOURCE MANAGEMENT THROUGH ORGANIZATIONAL SUPPORT FOR EMPLOYEES." In 19th International Scientific Conference on Industrial Systems. Faculty of Technical Sciences, 2023. http://dx.doi.org/10.24867/is-2023-t6.1-17_04341.

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The theory of organizational support takes into account employees' subjective perceptions of how much the organization values their contributions and cares about their well-being. This subjective perception arises as a response to the manner in which the organization attends to employees’ social and emotional needs. The practices of human resource management that empower employees and motivated organizational behavior are positively correlated. The study examines how human resource management affects employees' subjective perception of organizational support while also analyzing how employees

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Raymond, Rutasimbala, and Lukea Bhiwajee. "Implementation of Green Human Resource Management Practices for Environmental Management: The Role of Employee Green Behaviour." In 16th International Operations Research Society of Eastern Africa Annual Conference. ORSEA Journal, 2025. https://doi.org/10.56279/orseaj.c2024.3.

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Employee green behavior is a novel concept in implementing green human resource management practices for environmental management. This paper explores the role of employee green behavior in implementing green human resource management practices for environmental management. The increasing awareness of and guidelines related to ecological sustainability have raised the concept of green human resource management (GHRM) practices to the scholar for effective environmental management (EM) within the organization. Employee participation and engagement in organizational green practices are vital for

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Veleva, Mariya. "THE SOCIO-PSYCHOLOGICAL ASPECTS OF MANAGEMENT IN ASSISTANCE OF HUMAN RESOURCES MANAGEMENT IN TOURIST ORGANIZATIONS." In TOURISM AND CONNECTIVITY 2020. University publishing house "Science and Economics", University of Economics - Varna, 2020. http://dx.doi.org/10.36997/tc2020.374.

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Tourism is characterized by a highly dynamic internal and external environment, which means that adaptation and periodic changes are an integral part of the organizational life of tourism organizations. The present study aims to indicate how and why the socio-psychological aspects of governance are essential for human resource management in tourism organizations. In this regard, it is clarified what are the applied aspects of social psychology related to management and organizational behavior. The areas of application of these aspects are outlined, the connection between the management of huma

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Aksenov, Viktor, Igor Nosakov, Yulia Chemodanova, and Nikolay Shimin. "Dynamics of organizational culture and behavior of commercial enterprises personnel in modern Russia." In Human resource management within the framework of realisation of national development goals and strategic objectives. Dela Press Publishing House, 2022. http://dx.doi.org/10.56199/dpcsebm.mfor5668.

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The article presents the materials of the study of organizational behavior, which the authors conducted from the mid-90s of the XX century to 2019. The authors of the article believe that the professional behavior of the personnel of commercial enterprises is largely determined by the organizational culture that has developed there and, above all, the value orientations of employees. The article presents the author’s view of Russian and foreign literature. The history of the development of views on organizational culture is touched upon. In addition to fairly well-known authors, Edgar Schein,

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Shanker, Roy, and Ramudu Bhanugopan. "Relationship between Organizational Climate for Innovation and Innovative Work Behavior in Government-linked Companies." In Annual International Conference on Human Resource Management and Professional Development for the Digital Age. Global Science & Technology Forum (GSTF), 2014. http://dx.doi.org/10.5176/2251-2349_hrmpd14.12.

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GRIGORESCU, Adriana, and Diana-Cristina LUNGU. "Bibliometric analysis of human resource management and innovation: insights from a VOS Viewer." In Strategica. Faculty of Management - SNSPA, 2023. http://dx.doi.org/10.25019/str/2023.019.

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The proposed research topic is one of great importance in the current context of technology development and digitalization worldwide. The global context of recent years has shown us that we have to deal with rapid changes, and adaptability to these changes greatly influences the activity of any organization, especially through the lens of people, without whom no public or private institution could exist. Human resource management is critical to encourage innovation in an organization. Although research addressing the use of innovation in human resource management has been around for many years

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Reports on the topic "Organizational Behavior and Human Resource Management"

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West, George, Marco Velarde, and Alejandro Soriano. IDB-9: Operational Performance and Budget. Inter-American Development Bank, 2013. http://dx.doi.org/10.18235/0010526.

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In IDB-9 the Board of Governors of the Inter-American Development Bank (IDB) mandated the adoption of a results-based budgeting process (RBB) that would be aligned to and would help achieve the key performance targets of the Corporate Results Framework (CRF), as well as improve accountability and transparency. In addition, they mandated the use of a Balanced Score Card Performance Management System (BSC) that would incorporate the results from an External Feedback System (EFS). The Governors also requested that the Bank continue its efforts to improve organizational efficiency. The IDB has mad

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Cuesta-Valiño, Pedro. Happiness Management. A Social Well-being multiplier. Social Marketing and Organizational Communication. Edited by Rafael Ravina-Ripoll. Editorial Universidad de Sevilla, 2022. http://dx.doi.org/10.12795/2022.happiness-management.

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On behalf of the Happiness University Network, we are pleased to present here an extract of the information concerning the universities working to generate the diffusion of this network. Specifically, with the support of the University of Salamanca and the Pontifical University of Salamanca the aim is to create a friendly and working environment for the dissemination and discussion of the latest scientific and practical developments in the fields of happiness economics, corporate wellbeing, happiness management and organisational communication. It also offers an opportunity for productive enco

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Martinez, Hector, Kylie Rochford, and Diane Bergeron. Helping You, Helping Me? The Mediating Role of Organizational Citizenship Behavior in the Relationship Between Psychological Capital and Social Network Positions. Center for Creative Leadership, 2025. https://doi.org/10.35613/ccl.2025.2061.

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Over the past few decades, there has been an increasing shift from focusing on what is wrong with humans and organizations (e.g., problems, maladaptive behavior) to focusing on what is right (e.g., strengths, human and organizational flourishing). In this positive vein, we investigated the explanatory role of organizational citizenship behavior (e.g., helping others, volunteering for tasks that help the group or organization, organizing events, speaking up with ideas) in examining the relationship between psychological capital and social network positions. Psychological capital is an individua

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Linehan, Margaret, and Corina Sheerin. The Black Ceiling: Employment Experiences of Women of Colour in Southwest Ireland. Munster Technological University, 2023. http://dx.doi.org/10.34719/vuzy6228.

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This report presents valuable insights of the lived experiences of women of colour in the labour market in southwest Ireland. Their voices articulate a perceived double challenge of being both female and persons of colour, challenges not shared by male persons of colour or generally by white persons in organizations. Some of these challenges arise from misunderstandings, unwarranted preconceptions, conscious and unconscious biases, but sometimes from an insensitive blending of racist and misogynist attitudes. The importance of educating the wider labour market, and society in general, to the s

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Decoding Talent: Talent Management in the Indian Social Sector. Indian School Of Development Management, 2022. http://dx.doi.org/10.58178/2209.1013.

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Talent management (TM) has a direct association with organizational performance. In SPOs, this association is of greater strategic importance as the human hand cannot be replaced by technology or greater financial resources. Thus, for any SPO, achieving its mission heavily relies on its personnel's talent, which is ""the total of all the experience, knowledge, skills, and behavior's that a person has and brings to work."" However, the exploration of TM in SPOs is largely uncharted territory. To overcome this gap in the Indian social sector, the ISDM and CSIP - Ashoka University jointly conduct

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The Human Factor: Process Safety and Culture. SPE, 2014. http://dx.doi.org/10.2118/170575-tr.

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In July 2012 the Society of Petroleum Engineers (SPE) held a two-day summit on human factors to create a common understanding of the strategic challenges for the oil and gas E&P industry, to identify what is known and unknown in the field, and to explore possible actions to accomplish the needed change indicated by the U.S. National Commission on the Deepwater Horizon Oil Spill and Offshore Drilling report. This Technical Report is based on discussions and conclusions at the summit and is intended to provide guidance on the human factors risks in E&P operations and what can be done to

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