Digital literacy and technostress as dual pathways linking work-from-home practices to employee performance: Evidence from the post-digital workplace.

This study examines the relationship between top management support, the adoption of activity-based costing (ABC), and the performance of public universities in Malaysia. The study collected data from senior financial officers of 20 public universities in Malaysia using survey questionnaires and analysed 83 usable responses using partial least square structural equation modelling (PLS-SEM). The results of the study suggest that top management support has a significant positive effect on ABC adoption in public universities in Malaysia. Furthermore, the study found a positive relationship between ABC adoption and the effectiveness and efficiency of public universities, suggesting that ABC adoption can lead to improvements in the performance of public universities in Malaysia. However, the study did not support the moderating effect of technological advancement in strengthening the relationship between ABC adoption and effectiveness and efficiency. Hence, while technology may play a role in ABC adoption and the performance of public universities, it may not necessarily strengthen the relationship between the two. Overall, the findings suggest that ABC adoption can improve public universities' effectiveness and efficiency as part of good governance in managing the education sector. Keywords: Top management support; ABC adoption; effectiveness and efficiency; technology

Purpose– The aim of this study is to build upon Jainet al.'s (2007) work by investigating the knowledge-sharing barriers and strategies of academic staff in public and private universities in Malaysia which have received relatively little research attention to date.Design/methodology/approach– A survey of 502 questionnaires was collected on both public and private universities in Malaysia. Data were analysed using SPSS.Findings– The overall findings show that private universities are more effective and are more willing to share knowledge. Linking knowledge sharing with non-monetary rewards and fair performance appraisals are strongly recommended in private universities, while monetary rewards, recognitions, publication of knowledge on websites and newsletters and the use of appropriate technology tools and systems are strongly recommended in public universities.Practical implications– Top management in Malaysian public and private universities must play their role and put in more effort to ensure academics have the proper platform and support to share their knowledge.Originality/value– This study is perhaps one of the first to address the comparison between knowledge sharing among lecturers in private and public universities in Malaysia.

Businesses in the tourism services industry must possess superior, competitive human resources due to increasingly intense competition. Employee performance plays a crucial role in business success, particularly in the service sector, which is highly dependent on service quality. This study aims to examine the effects of service competence, work motivation, and transformational leadership on employee performance at PT HAS Nawara Nusantara, with employee engagement serving as a mediating variable. This research employs a quantitative, survey-based approach. Data were collected through questionnaires distributed to employees of PT HAS Nawara Nusantara who had worked at the company for at least 1 year. Both direct and indirect relationships among variables were analyzed using Structural Equation Modeling–Partial Least Squares (SEM-PLS). The results indicate that employee engagement is positively and significantly influenced by service competence, work motivation, and transformational leadership. Furthermore, employee engagement has a positive and significant effect on employee performance, whereas service competence and work motivation do not have a significant direct effect on employee performance. Employee engagement serves as a mediating variable in the relationships among service competence, work motivation, transformational leadership, and employee performance. In conclusion, companies can implement human resource development strategies by enhancing service competence, strengthening work motivation, and applying transformational leadership to foster high and sustainable employee engagement.

This study examines the performance of millennial employees in four-star hotels in Medan, with harmonious dedication as an intervening variable. The research employs the Partial Least Square – Structural Equation Model (PLS-SEM) for data analysis. The findings indicate that workload does not significantly influence harmonious dedication or employee performance. Conversely, worker autonomy positively impacts both harmonious dedication and employee performance. Work passion significantly affects employee performance but does not contribute to harmonious dedication. Work innovation plays a crucial role, significantly influencing both harmonious dedication and employee performance. Additionally, harmonious dedication enhances employee performance and serves as a mediating variable in the relationship between work innovation and employee performance. However, it does not mediate the effect of work passion on performance. These results highlight the importance of worker autonomy and work innovation in improving employee performance, while workload and work passion have limited direct effects. The study provides insights for hotel management to focus on enhancing autonomy and innovation to boost employee dedication and performance. Future research can explore additional factors influencing millennial employee performance in the hospitality industry.

The rapid advancement of digital technologies has reshaped organizational operations and demands employees to master evolving systems while maintaining effective performance. This study examines the influence of digital literacy and achievement motivation on employee performance, with innovative behavior as a mediating factor, at the Communication and Information Office of Pasuruan Regency. A quantitative explanatory approach was applied, involving all 65 employees as respondents through structured questionnaires, supported by observations and interviews to strengthen data accuracy. Data were processed using Partial Least Squares–Structural Equation Modeling (PLS-SEM) to evaluate both the measurement and structural models. The findings reveal that digital literacy significantly enhances employee performance by improving information processing abilities, technological adaptability, and the effective use of digital platforms to support work completion. Achievement motivation also shows a positive effect on performance, reflecting the role of personal initiative and goal-oriented behavior. Among the tested variables, innovative behavior demonstrates the strongest impact on performance, indicating that creativity, willingness to innovate, and problem-solving capabilities are essential for achieving optimal results. Furthermore, digital literacy and achievement motivation indirectly influence performance through innovative behavior, confirming its mediating role in the model. These results highlight the importance of continuous digital competency development, motivation enhancement through recognition and fair evaluation, and the creation of a supportive climate for innovation. Future research may explore additional contextual factors such as leadership style or work environment to enrich understanding of performance improvement in digitally oriented public institutions.

This study investigates the role of reward management systems in enhancing employee performance in public universities in Nairobi County, Kenya. Specifically, the study aimed to investigate the impact of reward policies, reward processes, reward structures, and reward categories on employee performance in public universities in Nairobi County, Kenya. The study was theoretically informed by equity theory, goal-setting theory, Maslow’s hierarchy of needs, and Herzberg's two-factor theory. Using a descriptive research design, the study collected and analyzed data from 150 respondents drawn from the two major public universities in Nairobi County. Descriptive statistics and inferential statistics were used to analyze the data. The findings revealed that rewarding policies had a significant effect on employee performance in the selected public universities. Further, rewarding processes were found to significantly contribute to employee performance in the public universities. The findings also showed that rewarding structures, including team-based, individual-based, and position-based approaches, had a significant influence on employee performance. Similarly, rewarding categories through intrinsic, extrinsic, and total rewards had a significant influence on employee performance in public universities in Kenya. The study concluded that the ineffective adoption of reward-based management systems resulted in inadequate employee performance at the surveyed universities. It is therefore recommended that the management of public universities, including human resources managers, maintain effective reward management systems as a means of promoting and enhancing employee performance. The findings from this study are instrumental to human resource practitioners, university management, and the academic world.

Performance results can ensure a long-term business sustainability. Performance can be achieved with key factors in the scope of leadership, culture, and motivation. The research analyzed the effects of work motivation, transformational leadership, and organizational culture on employee performance, mediated by job satisfaction. The research focused on examining both direct and indirect implications within the model. The research was conducted in automotive manufacturing companies. The sampling technique employed purposive sampling, targeting employees with at least one year of tenure and those directly involved in business processes. Data collection was carried out using a questionnaire distributed via Google Forms, with a total of 177 respondents. Then, Structural Equation Modeling - Partial Least Squares (SEM-PLS) was used for hypothesis testing within the research model. The findings reveal that work motivation and organizational culture significantly affect job satisfaction, whereas transformational leadership does not. Job satisfaction positively influences employee performance. Then, work motivation and organizational culture indirectly impact employee performance through job satisfaction. However, transformational leadership does not have an indirect effect on employee performance through job satisfaction. The formation of job satisfaction can act as a generator for achieving high-quality performance. The implementation of transformational leadership should be evaluated against leadership styles that meet organizational needs. Motivation and culture should be considered key factors in enhancing employee performance.

Career growth has an important role in human resource design strategies to achieve productivity, maintain retention, and improve company image. The purpose of this study is to determine the effect of employee learning, knowledge, creativity, satisfaction, benefits, and performance on career growth and employee turnover intention. Further factors can be seen in the variables of employee learning, employee knowledge, employee creativity, employee satisfaction, employee benefits, employee performance, career growth and turnover intention. This research use quantitative methods with purposive sampling technique distributed through questionnaires to 260 respondents in the Quality Control department employees in the footwear industry located in the JABODETABEK area. Primary data analysis was carried out using the Partial Least Square - Structural Equation Modeling (PLS-SEM) method. The results of this study show that employee learning variables are found to have a role in determining the level of employee knowledge, employee creativity, and employee performance positively. Employee creativity has significant positive effect on employee satisfaction. Employee benefits have significant positive effect on employee satisfaction. Employee benefits have negative effect on employee performance. Employee knowledge has significant positive effect on employee performance. Employee satisfaction has significant positive effect on employee performance. Employee performance has significant positive impact on career growth. Career growth has negative effect on turnover intention. Next, in providing an intermediary impact, employee knowledge has impact between employee learning and employee performance. Employee benefits have impact between employee satisfaction and employee performance. This research is expected to contributes to the company for important implications in terms of company efficiency and productivity. The results of this study suggest to future researchers to expand the scope of sampling and extend the duration of the study.

The main purpose of this study is to examine how transformational leadership encourages intrinsic work motivation, which leads to improved employee performance, as well as to analyze the mediating and moderating role of intrinsic work motivation in the relationship between transformational leadership and employee performance. Research data was collected from employees of a community health center in Riau, Indonesia. A two-step approach to partial least squares structural equation modeling (PLS-SEM) employing SmartPLS 3.0 software was adopted to scrutinize the mediator and moderator variable. The research findings of this study show that transformational leadership significantly affects intrinsic work motivation and employee performance. Furthermore, the findings prove the significant mediating and moderating effect of intrinsic work motivation in the relationship between transformational leadership and employee performance. This study concludes that transformational leadership can enhance employee performance via the interactive influence of intrinsic work motivation by encouraging employees to better understand and enjoy their work, think outside the box, and generate bright ideas that lead to innovative performance within the organization. The findings suggest that the community health center should be developing and applying transformational leadership to stimulate intrinsic work motivation. This would lead to superior employee performance.

This study aims to analyze the effect of Digital Competence, Technology Readiness, and Leadership Style on Employee Performance through the adaptation of Artificial Intelligence (AI) among employees at PT Sewangi Alam Nusantara. The study is motivated by the need to improve employee effectiveness, efficiency,and work quality in the digital era, where digital literacy,readiness of technological infrastructure, and adaptive leadership are key factors supporting adaptation to AI-based innovations. The research employed a quantitative approach with data collected through questionnaires distributed to 102 employees. Data analysis was conducted using Structural Equation Modeling (SEM)via Smart PLS 3.0 to examine both direct and indirect relationships among variables. The results indicate that Digital Competence (path coefficient = 1.740), Technology Readiness (2.731), and Leadership Style (1.844) positively affect Employee Performance. These three variables also contribute positively to AI Adaptation (0.534; 0.834; 1.063), which significantly mediates the improvement in employee performance (0.423), resulting in a total mediated effect of 0.917. The study concludes that a combination of digital competence, technology readiness, and adaptive leadership, reinforced by AI adoption, is a critical factor in enhancing employee productivity and performance. Practical implications include the need for digital literacy development, upgrading technological infrastructure,and applying leadership styles that support digital transformation to ensure optimal AI implementation in the workplace.

The accelerating transformation of Industry 4.0 has increased the strategic importance of developmental leadership practices capable of strengthening employee adaptability, resilience, and performance. This study investigates the role of managerial coaching as a human-centered leadership approach in enhancing employee performance, with psychological capital serving as the key mediating mechanism. Drawing on Organizational Support Theory (OST), Conservation of Resources Theory (COR), and Positive Organizational Behavior (POB), the study examines how coaching behaviors stimulate employees’ internal psychological resources—hope, efficacy, optimism, and resilience—in digitally intensive workplaces. Using a quantitative survey of 224 employees in a manufacturing firm in Indonesia, data were analyzed through Partial Least Squares Structural Equation Modeling (PLS-SEM). The results reveal that managerial coaching exerts a positive and significant direct effect on employee performance and an indirect effect through psychological capital. Psychological capital emerged as a strong mediator, indicating that employees who receive developmental coaching are more capable of activating positive psychological resources that translate into superior performance. This study extends existing coaching literature by integrating contemporary psychological frameworks and highlights managerial coaching as a critical strategy for developing high-performing and future-ready human capital in the digital era. Practical implications encourage organizations to institutionalize coaching cultures and invest in psychological resource development to sustain competitiveness in Industry 4.0.

This research aims to determine the influence of employee engagement, transfers, compensation and motivation on employee performance. Apart from that, you can see the review from an Islamic perspective. The population of this study were employees of the Jakarta Cakung Primary Tax Service Office with a sample size of 89 respondents. The sampling technique uses a non-probability sampling method, with a saturated sampling technique through distributing questionnaires. The data analysis method uses the Partial Least Square Structural Equation Modeling (PLS-SEM) method. The model in this research provides a strong influence with a strong level of relevance in predicting the influence between variables with a large level of suitability. employee engagement has a positive and significant effect on employee performance. Furthermore, mutations have a positive and significant effect on employee performance. Compensation has a positive and significant effect on employee performance. Motivation has a positive and significant effect on employee performance. Managerial Implications Organizations should prioritize enhancing employee engagement through effective communication and involvement in decision-making processes to boost performance. Additionally, strategic employee mutations or transfers can be leveraged to match skills with job roles more effectively. Fair and competitive compensation packages are essential to motivate employees and enhance their commitment.

Background: This study aims to find out an overview of employee training, competencies, and performance at the XYZ Health Foundation. In addition, this study aims to determine the influence of each variable that can affect Employee Performance at the XYZ Health Foundation, namely training and competence. Research sample The sample to be taken in this study includes male and female employees at the XYZ Health Foundation with a total of 106 employees using purposive sampling techniques. Method: The analysis method used is a quantitative method with descriptive and verifiable/causative analysis. The instrument test was carried out with a validity test consisting of convergent validity and discriminant validity. In addition, a reliability test was carried out using a composite reliability approach. Data analysis was carried out using the Partial Least Square – Structural Equation Modeling (PLS-SEM) approach which will be processed with the help of Smart PLS 4.0 software. Results and Conclusions:The results of the study show that training has a positive influence on employee performance and competence also has a significant effect on employee performance. Training and competency simultaneously have a significant effect on employee performance at the XYZ Health Foundation. Effective training is able to support competency development, which ultimately contributes to improving overall employee performance.

Employee performance has become a global issue of concern among scholars and policymakers. In Nigeria, basically the increase of low employee performance in public health facilities remains crucial. Among the dynamics studied in relation to employee performance, few, if any, have linked workplace belongingness with employee performance in public health facilities. Thus, this study examines the mediating effect of affective commitment on the relationship between workplace belongingness and employee performance of public health hospitals in Niger State. A cross-sectional research design was used to collect data from 344 respondents, drawn from a total population of 3100. The population of the study comprises of all medical personnel and supporting staff of public health facilities of general hospital in Niger State. The collected data were analysed using Partial Least Squares Structural Equation Modelling (PLS-SEM) version 4. The theory used for the study is a belongingness theory. The results show that workplace belongingness has a positive and significant effect on employee performance. Also, affective commitment has a positive and significant effect on employee performance. In the mediation model, it was found that, the incorporation of affective commitment influence a causal relationship between workplace belongingness and employee performance. The study recommends that the management of general hospitals, alongside government and policymakers, should prioritize increasing the workforce by hiring additional staff. This approach would help reduce workload, enhance employee performance over time, and promote the overall well-being of healthcare employees.

Purpose: This research aims to determine the influence of talent management on organizational performance; the influence of religiosity organizational citizenship behavior as a mediator on organizational performance; the influence of digital literacy as a mediator on organizational performance; the influence of talent management, digital literacy and religiosity organizational citizenship behavior simultaneously on employee performance and employee performance. organization, and designing a model for improving organizational performance through digital literacy and religiosity organizational citizenship behavior as mediators Theoretical Framework: Drawing from the practice-based view theory, this research focuses on several constructs and relationships between talent management, digital literacy and organizational citizenship behavior in ASNs in government agencies which have not yet been widely studied. This research is an effort to develop a model for improving organizational performance through talent management and ASN digital literacy and also combines aspects of organizational citizenship behavior which are based on religious values, which are still rarely used by previous researchers. The research method used is an explanatory survey approach to explain the relationship between variables through hypothesis testing in the field. Research that uses descriptive surveys and explanatory survey methods is carried out by collecting information from samples directly at the scene of the incident (empirical) through questionnaires with the aim of finding out the opinions of the samples regarding the research problem. And this research uses the Partial Least Squares Structural Equation Modeling analysis technique (PLS-SEM), to model many variables in research Results and Discussion: To examine the influence of mediator variables, Partial Least Squares Structural Equation Modeling analysis technique (PLS-SEM),to estimate the causal relationship between variables (causal model) that has been determined previously based on the theory. Answering research questions requires correct statistical data processing. The results of this research will be more powerful if adequate statistical data processing is used. Scientifically based research shows that findings can be evaluated and proven, and if other researchers used the same procedures, the results would almost certainly be the same. As a result, researchers chose statistical data processing techniques to use in these calculations. The result of research. Based on the results of research regarding "Model for Improving Organizational Performance Based on Talent Management Through Religious Organizational Citizen Behavior", the following results were obtained: Overview of talent management, religiosity organizational citizenship behavior, digital literacy, employee performance and organizational performance in Regency/City Government Agencies throughout West Java Province are in the high/good category, which means they are running in accordance with agency procedures. Talent management has a significant positive effect on organizational performance in Regency/City Government Agencies throughout West Java Province. This is based on the results of direct effect hypothesis testing, the t-statistics results obtained were 2.482 and the significance results (pvalue) obtained were 0.007 (0.007<0.05), so Ho was rejected and Ha was accepted. Religious organizational citizenship behavior is unable to mediate the influence of talent management on employee performance. This is based on the results of testing the indirect effect hypothesis, obtaining a significance result (pvalue) of 0.053 (0.053>0.05). Meanwhile, digital literacy is able to mediate the influence of Talent Management on Employee Performance. This is based on the results of testing the indirect effect hypothesis, obtained a significance result (pvalue) of 0.000 (0.000<0.05). Digital literacy, religiosity organizational citizenship behavior and employee performance are able to mediate the influence of talent management on organizational performance. This is based on the results of testing the indirect effect hypothesis, obtained a significance result (pvalue) <0.05. There is an increase in organizational performance through digital literacy and religiosity organizational citizenship behavior in talent management. Implications: The research results show that religiosity organizational citizenship behavior, digital literacy and employee performance are variables that can mediate the influence of talent management on organizational performance in Regency/City Government Agencies throughout West Java Province.