Basis For Employees Research Articles

Organizational support, identity and innovation climate: Basis for employees’ innovative behavior framework in Chinese technology companies

Organizational support, identity and innovation climate: Basis for employees’ innovative behavior framework in Chinese technology companies

Human Relations and Corporate Effectiveness in Selected Organizations

The study examined human relations and corporate effectiveness in selected organizations. The study seeks to achieve the following objectives to; determine whether there is a significant relationship between communication and goal achievement, ascertain whether there is a significant relationship between interpersonal relations and goal achievement, and examine whether there is a significant relationship between welfare scheme and goal achievement. The design employed in this study is survey research design. Data for this study were gathered from the primary sources through the use of structured questionnaire. The study employed Pearson Product Moment Correlation analysis to measure the relationship between variables tested in the study. Based on the analysis of the results, the following findings were enumerated; there was a significant relationship between communication and goal achievement, there was a significant relationship between interpersonal relations and goal achievement, and there was a significant relationship between welfare scheme and goal achievement. The study recommended that communication is an exchange of opinions, thoughts or information by mode of speech, writing or symbols, therefore organization should devise an effective strategy that will enable both employee and management to have an understanding when communication process arises. Also, employees should work together in the same organization in order to achieve their goals and objectives. Finally, welfare scheme programme should be regularly organized on yearly basis for employees in order to motivate them as well as attaining the goals of the organization.

МОТИВАЦІЯ ЯК ОСНОВА ПІДВИЩЕННЯ КАДРОВОГО ПОТЕНЦІАЛУ

Based on the analysis of scientific literature, the article examines the theoretical foundations of the motivation of workers. The terminology of motivation is clarified. The classification of motivation factors according to the directions of influence on direct and indirect was determined. The structure of the factors of direct influence and their division into material and non-material incentives has been established. A study of the current motivational model at the private enterprise "Husiatyn furniture factory "Elegant", built on the basis of employees' work experience, was conducted. and the implementation of an improved motivational system is proposed. In addition to seniority, it is proposed to include two more components in the employee motivation system – bonuses for the effective use of the working time fund (taking into account the time norms for the production of a unit of furniture products) and for the accuracy of the production of a model range of products. An evaluation of the effectiveness of the proposed motivational system was carried out, salary calculations were carried out for two groups of employees with different years of work under the existing and proposed motivational systems. The methods of non-financial motivation of the staff of the investigated furniture factory were considered and proposed, in particular: holding motivational meetings, providing opportunities for professional growth, improving the comfort of working conditions, congratulating on significant dates, conducting events to increase and support team spirit, implementing a flexible work schedule for certain categories of employees, providing discounts on factory products. Separate measures have been proposed to improve the effectiveness of non-financial employee incentives, in particular, to waive fines in favor of introducing flexible work schedules and to offer measures to improve the qualifications of production workers. Considered a proposal for an additional day off for the best production workers. It has been proven that the majority of managers are convinced of the effectiveness of only monetary rewards, but experienced HR managers are convinced that the greatest return can be obtained only if there is a successful combination of material and non-material motivation. It is justified that it is appropriate for management personnel to create such conditions at workplaces for their subordinates so that they do not have to resort to fines.

The Impact of Individualism and Collectivism on Employee Radical and Incremental Creativity

Although individualism-collectivism orientations play pivotal roles in determining individual creativity, the conclusions on the topic are inconsistent. Based on sensemaking theory, our research aims to examine how individualism and collectivism differentially affect individual creativity by classifying creativity into radical creativity and incremental creativity. Time-lagged data from 342 Chinese employees and their supervisors indicated that vertical individualism has a stronger positive impact on radical creativity than on incremental creativity, whereas horizontal individualism has no significant effect on radical or incremental creativity. Meanwhile, the positive effect of vertical collectivism on incremental creativity is stronger than that on radical creativity; in contrast, the difference between the effects of horizontal collectivism on radical creativity and incremental creativity is insignificant. Our research further underscores the crucial theoretical perspective of multifaceted creativity for explaining how individualism-collectivism values drive employee creativity and highlights the vital implication for predicting employee creativity on the basis of employees’ cultural values (individualism vs. collectivism).

Recognition and Measurement of Fixed Assets

This research is different from previous research, this research focuses on the process that forms a system in the application of recognition and measurement of fixed assets with the problems that follow based on the perspective of PSAP 07. This type of qualitative research is used in this study with a case study approach. Sources of data through interviews, documentation, and observations of asset officers and accounting officers within the Dinas Kesehatan and UPT Puskesmas of Lumajang Regency. The validity of the data using the triangulation technique. The results of the study indicate that the application of recognition and measurement of fixed assets based on the perspective of PSAP 07 is carried out by the system that has been formed in the organization. This system serves as the basis for employees who are responsible for managing fixed assets. A theoretical contribution to this research is to strengthen Institutional theory. The practical contribution is a recommendation for the government maintain the system that has been formed with the hope that the management of fixed assets in OPD will be of higher quality.

Employees’ Perception of Lean Six Sigma Implementation to Business Performance on Low-cost Budget Hotels

ABSTRACT This study aims to identify the critical success factors (CSFs) of Lean Six Sigma (LSS) at low-cost budget hotels, which are affiliated with virtual hotel operators (VHOs) that provide some knowledge on how CSFs influence the LSS implementation and how LSS can affect operational and organizational performances on the basis of employees’ perception. To achieve this objective, the researcher surveyed 120 respondents who work in hotels that are affiliated with VHOs, such as Airy Rooms, RedDoorz, and OYO Rooms at Semarang City. The result indicates that among the six CSFs that were determined, only three affected the LSS implementation, namely, management involvement and commitment, linking LSS to business strategy, and project selection and prioritization. LSS has a weaker direct influence on organizational performance than its relationship with operational performance. This study focused on hotels that have partnerships with VHOs, which do not implement LSS in their business environment. This research was based on employees’ perception if LSS was implemented in their working environment to give some points of view on what CSFs could successfully affect the LSS implementation and whether it could effectively boost the performances. At the end of part of the discussion, the authors attempted to explain the importance of CSFs in the hotel industry, especially hotels that are affiliated with VHOs, and how they can influence the success of LSS and finally can affect hotel performance.

Service Encounter di Yayasan Nurul Hayat Surabaya

This study aims to describe the implementation of service encounters at the Nurul Hayat Foundation and the supporting and inhibiting factors in its application. To describe these two problems, the researcher used a qualitative approach with descriptive research type. The data collection techniques used were interviews, observation, and documentation. The results of this study indicate that the application of service encounters takes place in three stages, namely: pre-purchase, service encounter and post-purchase. In its implementation, service encounter support factors include: the use of SOPs as a basis for employees, a special team in monitoring employees on their SOPs, providing call centers, trying to solve any problems quickly, providing training for employees, providing product knowledge books to memorize, requiring customer service always friendly, strives to always be trustworthy in managing the money that has been given by consumers, guarantees consumer data, employees are able to adapt to every consumer who comes, requires cs employees to memorize the names of consumers who are interacting with employees, and have concrete evidence of the building and reviews from consumers. Meanwhile, the inhibiting factors for service encounters include: employees have odd jobs which can affect the service and one main building is inadequate in serving consumers

PENGARUH KOMPETENSI SUMBERDAYA MANUSIA TERHADAP KINERJA PEGAWAI PADA DINAS KOPERASI PERINDUSTRIAN DAN PERDAGANGAN (KOPERINDAG) KOTA BIMA

Competence is the basis for employees in carrying out work demands that are their responsibility. Employees must continue to improve their competencies so that they can adapt to changes related to their field of work. In this case, the organization must play a role in the development of its human resources, especially related to competencies so that future employee performance will be better. This study aims to determine the positive and significant influence of human resource competencies on employee performance at the Department of Industry and Trade Cooperatives (KOPERINDAG) of Bima City. This type of research is associative. Poulasi in this study were 50 employees with a sample of 30 employees who included ASN. The sampling technique used was purposive sampling (taking samples based on certain considerations). Data collection techniques used are observation, interviews, and questionnaires using a Likert scale, the type of data used is quantitative data from primary data sources. Data analysis techniques used are validity, reliability, simple linear regression, simple linear correlation and partial tests (T test). Based on the results of this study concludes that human resource competence does not have a significant effect on employee performance, this is evidenced by the t test value of 0.323 and sig of 0.749.Keywords: Human resource competence, employee performance

СОЦИАЛЬНО-ТРУДОВЫЕ ОТНОШЕНИЯ: СУЩНОСТНАЯ ОСНОВА ТРУДОВОГО ПОВЕДЕНИЯ РАБОТНИКОВ ПРИ ВНЕДРЕНИИ ИЗМЕНЕНИЙ

СОЦИАЛЬНО-ТРУДОВЫЕ ОТНОШЕНИЯ: СУЩНОСТНАЯ ОСНОВА ТРУДОВОГО ПОВЕДЕНИЯ РАБОТНИКОВ ПРИ ВНЕДРЕНИИ ИЗМЕНЕНИЙ

Impact of human resource (HR) practices on organizational performance

PurposeThe purpose of this paper is to establish the impact of human resource (HR) practices on organizational performance and moderating effect of Islamic principles on the impact in Pakistani business organizations. It aims at finding efficacy of HR practices as well as the role of Islamic teachings in business.Design/methodology/approachFive broad categories of HR practices: selection, training, compensation, performance appraisal and employee participation, have been taken as independent variables and their impact has been assessed on organizational performance: dependent variable, keeping the application of the Islamic principles as moderating variable. Data were collected from employees of mobile telecommunication service providers operating in Pakistan through a questionnaire based on a 5-point Likert scale and then analyzed in SPSS.FindingsHR practices, including selection, training, compensation, performance appraisal and employee participation, have been found to be significantly and positively related to organizational performance. Moderation by the application of Islamic principles was observed to be positive. Its magnitude generally displayed decreasing trend with an increase in level of application.Research limitations/implicationsMeasurement of Islamic work ethics and organizational performance has been unidirectional, gauged only on the basis of employees’ judgment. Inclusion of organizational and market data in future studies will add to the value of the outcome. Understudy business organizations grudgingly provided required information, in spite of personal connections and liaison, because of their organizational policies, commitments and limited concern with the research. Lists of employees were not shared with the researchers, which left only the option of convenient sampling. More reliable sampling techniques are recommended for future research on the subject. Moreover, the sampling frame was limited to the province of Punjab because of shortage of resources. Future research on the subject is suggested to have a broader base, including organizations interested to participate in the exercise of research.Practical implicationsOutcome of the study will provide useful guidelines to the business organizations by clarifying whether business is a religion-neutral affair or not. It is also expected to provide a line of thought for self-assessment and improvement. The concept of maximization of profit for a business organization can be evolved to a win–win arrangement by the maximization of benefit for all stakeholders. This is a logical and certain outcome once a business organization takes care of its employees, society, environment and, definitely, its shareholders.Originality/valueA few studies exist on human resource management in Islamic as well as Pakistani context; however, the role of the religion and its contribution toward organizational performance has not been amply crystallized. This is just an endeavor in hitherto less frequented direction.

An Empirical Tool to Measure the Effectiveness of Kaizen Events: A Case Study in the Wood Products Industries

Abstract Kaizen events are used in business organizations to lower manufacturing costs and increase product value. However, little research has focused on measuring the effectiveness of Kaizen events as a continuous improvement tool. The goal of this article is to introduce an empirical tool to measure the effectiveness of Kaizen events on the basis of employees' perceptions of their knowledge of, barriers to, motivators for, drivers for, and effectiveness of Kaizen. The design of the tool included a questionnaire for the upper management and a questionnaire for production and nonproduction employees, and it was implemented in a wood products company located in the United States where Kaizen events had been conducted for several years. The interview with the Kaizen manager revealed critical aspects related to strategic issues, structure and support, and implementation of Kaizen events. The analysis of the questionnaire implemented with production and nonproduction employees indicated that perceptions regarding motivators and barriers did not differ among the type of employee. In addition, statistical analysis revealed that only the driver “teamwork efforts” was a predictor of Kaizen effectiveness. The design of a Kaizen effectiveness tool and its implementation in a case study firm is an important contribution in the area of continuous improvement to help practitioners and researchers measure the effectiveness and impacts of Kaizen events.

Effect of Management Factor on Employee Job Satisfaction: An Application in Telecommunication Sector

In this study, effects of management approach and leadership style on employee job satisfaction, are explicating and representing on the basis of employees who work in the telecommunication sector. Within the scope of study, samples are selected from sub manager employees who work in a nationwide organization which carries on telecommunication sector. At the stage of application of survey comeback are taken from 202 employees. In order to interpret how manager's leadership styles and management approaches are perceived from employees “Ekvall and Arvonen Leadership scale” was used; on the other hand to evaluate employee job satisfaction “Minnesota Job Satisfaction Survey” is preferred. Employee performance can be thought as sum of job satisfaction and motivation. Therefore organizations focused on continuous development and growth should manage perception of employees who works in the strategic plans such as near and far targets, technology, company policies and investment decisions. How compatible perspectives of leaders/managers and expectations of employees? Do Leadership style and management approach affect employees job satisfaction? The study look for an answer of this questions in general terms.

Study on Potential Appraisal Metrics for Managerial Employees

Performance appraisal system has a dual objective - employee development for the corporates and career development for the employees. This objective is better fulfilled by a potential appraisal system, which tells about an employee's capability to successfully assume a new role demanded by the organization. Promotion is awarded on the basis of employees' present performance in their existing role; responsibilities and functions that are substantially different from those of higher responsibilities. In organizations, it is a normal practice to promote people on the basis of their past performance, and this practice is hierarchical in nature. In an organization, the functions and responsibilities given to an employee depend upon the role played by Him/Her in the organizational hierarchy. The capabilities required to perform one role may not be the same as those required to perform a role with higher responsibility having different functions. The major inadequacy of the present performance appraisal system for promotions is based on performance appraisals that are dependent on past performance. Hence, to promote young talent, who need to cope with the demanding needs of a liberalized business era, a potential appraisal system to appraise the employees was thought to be a fitting approach for the present study. The desired metrics to measure the same were considered and discussed in this research paper.

Study on Potential Appraisal Metrics for Managerial Employees

Performance appraisal system has a dual objective - employee development for the corporates and career development for the employees. This objective is better fulfilled by a potential appraisal system, which tells about an employee's capability to successfully assume a new role demanded by the organization. Promotion is awarded on the basis of employees' present performance in their existing role; responsibilities and functions that are substantially different from those of higher responsibilities. In organizations, it is a normal practice to promote people on the basis of their past performance, and this practice is hierarchical in nature. In an organization, the functions and responsibilities given to an employee depend upon the role played by Him/Her in the organizational hierarchy. The capabilities required to perform one role may not be the same as those required to perform a role with higher responsibility having different functions. The major inadequacy of the present performance appraisal system for promotions is based on performance appraisals that are dependent on past performance. Hence, to promote young talent, who need to cope with the demanding needs of a liberalized business era, a potential appraisal system to appraise the employees was thought to be a fitting approach for the present study. The desired metrics to measure the same were considered and discussed in this research paper.

Sustainable control room technology for international mining companies boosts efficiency and provides a decision making tool for management and workforce

AbstractThe article presents current and future developments in German mine control room technology and discusses the needs of the international market. It focuses on data collection in the production areas, information treatment and visualisation and the creation of a decision making basis for employees and management. At a time when operating costs and performance levels are coming under increasing pressure it is crucially important to achieve a sustained improvement in occupational safety, transparency and efficiency and to have in place a uniform reporting system for the different organisational levels. The development of an integrated software system that uses modern software architectures, but at the same time can be installed on a modular basis, is the key to achieving these objectives. Today's control room technology must also include user‐friendly applications that are easy to understand and provide support for the workforce above and below ground. These individual objectives are not mutually inconsistent but in fact complement and build on each other.

Balancing the act: the implications of jointly pursuing internal customer orientation and external customer orientation

Current marketing paradigms recognise a need for organisations to create value for both internal and external customers. However, jointly pursuing an internal and external customer focus has been argued to be both synergistic and contradictory. Using cluster analysis, this paper develops a typology on the basis of employees’ perceptions of their organisation’s joint pursuit of internal and external customer orientation. This allows an examination of the joint implications of these strategic postures on organisational processes, including information generation, information dissemination, training, communication and human resource practices. The results suggest that employees have the most positive perceptions of organisational processes when they perceive the organisation pursues a strong internal orientation, followed by those organisations that are jointly strong on internal and external customer orientation.

Effectiveness of Appraisal System on Employeees Performance

This study focuses on, how much an appraisal system is effective in an organization and what would be its impact on employees’ performance. This paper focuses on different aspects of an appraisal system. Today organizations are using different methods or combination of those methods. Rewards and incentives are also given on the basis of employees’ performance. Now the study examines what the effect of appraisal system on employees’ performance is. Whether it increases their performance, decreases their motivation or it has neutral effect. This paper concludes that in some organizations most of the employees feel that appraisal system in their organizations/universities is satisfactory. Many employees also want to have a right to appeal against the appraisal system. Most of the employees agreed that this system is not just wastage of time and money. Employees in particular universities want to be appraised by committee rather than boss. Many employees also agreed that if the appraisal system in their organization seems to be excellent one, they will feel motivated. They also agreed that their organizations are applying non discriminatory practices regarding males and females. This paper concludes that employees in particular universities are satisfied with the appraisal system and its practices and no gender discrimination is being adopted. To make appraisal system more effective, Using only one type of appraisal system, objective criteria, ethical aspects, fairness, following the one’s own cultural practices, privacy in appraisal process and level of trust between the employee and supervisor and behavior oriented criteria are further suggested.

Cultural conditioning of employees’ engagement

Cultural determinants of employee engagement The article presents the problem of employees’ engagement. Being aware that values are the basis of employees’ engagement it was assumed that it could be different in enterprises operating in diverse cultures. Taking the models of culture by G. Hofstede and H. Schwarz into consideration as well as factors influencing engagement the analysis of cultural conditioning of engagement was conducted.

Relationship between Career and Competency: Verification of Theoretical Model Validity

Relationship between Career and Competency: Verification of Theoretical Model Validity

Rights to a process for the masses or select privileges for the few? Telework policy and labour market inequality in Australia

Telework as a ‘flexible work practice’ is often mythologised as a revolutionary form of work. However, to varying degrees, teleworking opportunities have been undermined by policy instruments predicated on assumed equalities between economic actors. This research suggests that while the request-based policies in the UK are not a guaranteed right, they do provide an important basis for employees to internalise their ‘rights’ and initiate a process for flexible working arrangements. They also imbue a corresponding obligation of firms to consider delivering on those expectations. By contrast Australian privilege-based policy instruments particularly restrict access for those employed in precarious and unskilled areas of the economy. Drawing on international and national telework policy approaches, this paper reflects on tensions between what could be described as ‘rights’ and ‘privilege’ policy approaches to teleworking. It argues that if telework is to become a legitimate employee expectation, policy instruments in Australia must be based firmly on rights, rather than privileges.