Employees Of Company Research Articles

Improving employee performance through leadership, motivation and job satisfaction at PT Kharisma Pemasaran Bersama Nusantara Meda

This study aims to analyze the influence of Transformational Leadership, Work Motivation, and Job Satisfaction on Employee Performance and Organizational Commitment at PT. Kharisma Pemasaran Bersama Nusantara Medan. Data were collected through a survey of company employees and analyzed using relevant statistical methods. The results showed that Transformational Leadership (X1) and Work Motivation (X2) have a significant influence on Employee Performance (Y), but do not affect Organizational Commitment (Z). Conversely, Job Satisfaction (X3) has a significant influence on both variables, namely Employee Performance and Organizational Commitment. Furthermore, Employee Performance (Y) is also proven to have a significant influence on Organizational Commitment (Z). However, the Organizational Commitment variable cannot act as a mediator between Transformational Leadership, Work Motivation, and Job Satisfaction with Employee Performance. This finding indicates that while the right leadership and motivation strategies can improve performance, increasing organizational commitment requires a more comprehensive approach. Based on these results, it is recommended that companies focus on developing transformational leadership, increasing work motivation through incentives, and periodically monitoring and providing feedback to improve employee satisfaction and commitment. This study also recommends comparative studies and the development of more holistic models in further research.

Repertory Grid Technique and Honey’s Content Analysis: gathering and processing qualitative data

Purpose This study aims to demonstrate a rigorous approach to applying the Repertory Grid Technique (RGT) and Honey’s Content Analysis (HCA) to obtain and process qualitative data through structured interviews. Design/methodology/approach An illustrative case study using the OpenRepGrid package from the open-source software R facilitates a deeper understanding of these techniques. The study subjects were employees of a corporate charter company. Findings The RGT enables the identification of key attributes as perceived by interviewees regarding the phenomenon, whereas HCA clarifies how these attributes impact the desired analysis outcome. The presented case study identified constructs related to the client–supplier relationship and their impact on service performance from the provider’s perspective. Research limitations/implications This study illustrates the use of qualitative methods based on an interpretative naturalistic approach to rigorously and systematically capture interviewees’ perspectives. Practical implications The combination of RGT and HCA can be a valuable tool for management studies by allowing controlled researcher interference in empirical investigations. In addition, the data-driven selection of constructs by interviewees can lead to the emergence of novel theories. Social implications Using diverse methodologies enables researchers to address complex managerial challenges that often surpass the capabilities of conventional analysis methods. Originality/value The proposed methodology offers a robust understanding of phenomena from the interviewees’ perspectives. Consequently, this study highlights the potential of these techniques for theoretical and empirical research in the field of administration.

The Role of Human Values in the Relationship Between Industry 4.0 and Job Insecurity in an Emerging Economy

ABSTRACTThis study analyses the relationship between Industry 4.0, human values and job insecurity in Colombia against significant technological changes and global economic challenges. It aims to understand how human values mediate the relationship between Industry 4.0's technological advances and the perception of job security in the current era of economic and social uncertainty. Utilising a Likert scale, the study gathered 714 survey responses from employees in medium and large Colombian companies. The study used a multistage multivariate analysis approach, starting with unidimensionality analysis, followed by reliability and validity analysis to measure accuracy. Exploratory factor analysis (EFA) and confirmatory factor analysis (CFA) were subsequently employed to test the underlying factor structures of the data. Finally, structural equation modelling integrated the findings, forming a model that sheds light on the relationships among the studied variables. The analysis revealed strong human values such as commitment, collaboration, tolerance, honesty and loyalty in the workplace. Interestingly, participants had a low perception of job insecurity, indicating a more complex relationship between technological advancements and job security perceptions. This study offers valuable insights into how human values shape the workforce's response to the rapid changes of Industry 4.0, particularly in an emerging economy like Colombia.

Predictors of Individual Work Performance among Private Business Companies for an Enhanced Organizational Human Resource Plan

This study aimed to examine the influence of organizational culture and multi-dimensional self-control as predictors of individual work performance among employees in private business companies. A descriptive-correlational research design was employed, involving 110 respondents from Santo Tomas, Davao del Norte, selected through stratified sampling. Data were collected using three standardized questionnaires, and statistical tools such as Mean, Pearson r, Standard Deviation, and Regression Analysis were applied. The results indicated that both organizational culture and multi-dimensional self-control had significant positive relationships with individual work performance. Specifically, organizational culture was rated with an overall mean of 4.32 (strongly agree), while multi-dimensional self-control scored 3.80 (agree), and individual work performance received an overall mean of 3.75 (agree). These findings suggest that fostering a strong organizational culture and enhancing employee self-control are key strategies for improving work performance, especially in culturally diverse environments. While Presidential Decree No. 442, Article 3, emphasizes the protection of workers' rights and labor laws, its relevance in this study lies in the broader context of promoting effective organizational practices. The study concludes that interventions to strengthen company culture and develop training programs focused on enhancing self-control may significantly boost employee performance. Future recommendations call for more specific and targeted approaches to implement these interventions within organizational frameworks.

Can environmental transformational leadership shape organizational citizenship behavior toward the environment in Indonesia?

This research examines the influence of environmental transformational leadership on organizational citizenship behavior toward the environment. In testing this relationship, other aspects were involved, including green human resources management, a moderating variable, and green employee empowerment, a mediating variable. To achieve their environmental goals, company employees must care about the environment, however motivating them is challenging. Research into environmental transformational leadership and green human resources management is needed in Indonesia. Research there focuses on the impact of companies’ environmentally friendly practices, seen from an external perspective. This study’s data came from an online survey of Indonesian company employees. This was processed using SmartPLS. The results show environmental transformational leadership positively influences organizational citizenship behavior toward the environment, and green employee empowerment. Green employee empowerment partially mediates the relationship between green human resources management and organizational citizenship behavior toward the environment. Green human resources management is a moderator variable in the relationship between environmental transformational leadership and green employee empowerment. Companies must have environmental transformational leadership, green employee empowerment, and green human resources management to achieve green goals. Companies must pay attention to those aspects, so their employees will show organizational citizenship behavior toward the environment to support the company’s success.

Influence of VIVO Mobile Brand Sponsorship of Sports Events on Consumer Purchase Intention

Effective sports sponsorship necessitates consideration of multiple factors. Previous scholars have primarily focused on the brand assets of sponsors and enhancement of the reputation that sponsoring brings to businesses. There has been limited exploration from the perspective of sports events themselves in terms of brand assets and the direct impact of these assets on sponsor audience purchase intention. This research aims to analyze the influences of VIVO mobile brand sponsorship including brand assets, brand fit, and audience engagement of sports events on consumer purchase intention. The research framework was laid on the stimulus-organism-response model. The sample size was 400 audience who attended the 22nd FIFA World Cup held in Guangzhou, China. Statistics used to analyze data were descriptive statistics including frequency, percentage, mean, and standard deviation; and inferential statistics including independent samples t-test, One-way ANOVA, LSD, simple linear regression, and multiple linear regression at the statistical significance level of 0.05. The results found that most of the respondents were male, married, aged 25-35 years old, educational level high school or vocational school, had monthly income of 5,000-10,000 yuan, and company employee. The hypotheses results found that age and occupation affect consumer purchase intention. Event brand assets including event brand image and event brand awareness has positive relation with consumer purchase intention with multiple correlation (R) = .566. The ability to predict the analytical equation is 31.70%. Brand fit and audience engagement influenced consumer purchase intention with correlation (R) = 0.485 and 0.469 accordingly. Keywords: brand assets, brand fit, audience engagement, purchase intention, sports sponsorship

РЫНОК КЕЙТЕРИНГОВЫХ УСЛУГ И ОСОБЕННОСТИ ЕГО УЧЕТА

This article explores the organization of accounting for catering services, which includes both catering and comprehensive service offerings for company employees at locations specified by clients. The demand for catering services is on the rise, fueled by heightened competition and significant socio-economic impacts stemming from the Covid-19 pandemic. In Kazakhstan, corporate clients represent the primary consumer group for catering services, making up 70% of all orders. The article examines the current landscape and future potential of the catering sector in Kazakhstan, identifying key segments such as catering services, corporate offerings, and in-flight catering. It also addresses the legal regulations as well as the documentation, synthetic, and analytical accounting methods relevant to transactions in this field. The findings of this study are practically beneficial for catering businesses, particularly concerning specific documents and accounting entries. With the expansion of catering services in local enterprises and ongoing social contact restrictions due to the Covid-19 pandemic, there is a pressing need to enhance methods and types of catering service delivery, along with the accounting for related expenses.

Sensitivity analysis of human error in the steel industry: exploring the effects of psychosocial and mental health risk factors and burnout using Bayesian networks.

Human error and the high rates of fatalities and other occupational accidents in the steel industry are of significant global relevance. The aim of this study was to investigate the effect of psychosocial, mental health, and burnout risk factors on human error probabilities in an industrial environment using Bayesian networks. This cross-sectional study was conducted in 2023. The participants were 252 employees of a steel company. Error probabilities related to the tasks of participants were estimated using the Human Error Assessment and Reduction Technique (HEART). Other data was collected using a survey that consisted of demographic information, the Maslach Burnout Inventory, Depression Anxiety Stress Scales, and a short version of the Copenhagen Psychosocial Questionnaire. A theoretical model was drawn in GeNIe academic software (version 2.3). The results showed that all the studied variables were able to significantly affect the distribution of human error probabilities. Considering a distribution of 100% for the high state of these variables, the results showed that the greatest increases in error probability were related to two burnout dimensions: emotional exhaustion (29%) and depersonalization (28%). All the variables, with a probability of 100%, increased the probability of high human error probabilities by 46%. The most important variables in terms of their effect on human error probabilities were burnout dimensions, and these variables also had a mediation effect on the psychosocial and mental health variables. Therefore, preventive measures to control human error should first focus on managing the risks of burnout in workers. This, in turn, can also reduce the effect of psychosocial risk factors and mental health problems on human error in the workplace.

Transforming Leadership Style: Enhancing Organizational Culture, Innovative Behavior and Employees Performance

Research aims: This study aimed to investigate how positive Employees Performance can be achieved when leadership behavior fosters Organizational Culture and Employees Innovative Behavior.Design/Methodology/Approach: This quantitative study obtained data through an online questionnaire, where responses were collected from 150 employees of private companies in DKI Jakarta area. The data were then analyzed using Structural Equation Model (SEM) with AMOS version 25.Research findings: The results showed that Transformational Leadership had no direct effect on Organizational Culture, Employees Innovative Behavior, or Employees Performance. However, Transactional Leadership had a direct effect on Organizational Culture and Employees Innovative Behavior, but not on Performance. Even when mediated by Organizational Culture and Innovative Behavior, Transformational Leadership still had no effect on Performance. On the other hand, Transactional Leadership, when mediated by Organizational Culture and Employees Innovative Behavior, had more significant influence on Performance.Theoretical Contribution/Originality: This study offered a novel perspective by showing that neither Transformational nor Transactional Leadership had a direct impact on Employees Performance. However, the mediating role of Organizational Culture and Innovative Behavior strengthened the influence of Leadership on Employees Performance.Practitioners/Policy Implications: To improve Employees Performance through Transactional Leadership, leaders should cultivate innovative Organizational Culture and foster Employees Innovative Behavior. In addition, leaders should address deviations in employees behavior and recognize positive contributions, ranging from verbal praise to offering promotion opportunities.Research Limitations/Implications: This study focused on Transformational Leadership, Transactional Leadership, Organizational Culture and Employees Innovative Behavior, as well as Employees Performance. Future studies were recommended to consider adding independent variables such as Creative Self-efficacy and Humble Leadership. Meanwhile, companies were expected to maintain a flexible culture to adapt to changes, and continuously nurture employees' creative ideas by providing opportunities. Leaders should also consistently monitor employees behavior and acknowledge good performance.

Estimating and Predicting the Rate of Kidney Function Decline over 10 years in the General Population.

We aimed to estimate the rate of kidney function decline over 10 years in the general population and develop a machine learning model to predict it. We used the JMDC database from 2012 to 2021, which includes company employees and their family members in Japan, where annual health checks are mandated for people aged 40-74 years. We estimated the slope (average change) of estimated glomerular filtration rate (eGFR) over a period of 10 years. Then, using the annual health-check results and prescription claims for the first five years from 2012 to 2016 as predictor variables, we developed an XGBoost model, evaluated its prediction performance with the root mean squared error (RMSE), R2, and area under the receiver operating characteristic curve (AUROC) for rapid decliners (defined as the slope <-3 ml/min/1.73 m2/year) using 5-fold cross validation, and compared these indicators with those of (i) the simple application of the eGFR slope from 2012 to 2016 and (ii) the adjusted linear regression model. We included 126,424 individuals (mean age, 45.2 years; male, 82.4%; mean eGFR, 79.0 ml/min/1.73 m2 in 2016). The mean slope was -0.89 (standard deviation, 0.96) ml/min/1.73 m2/year. The predictive performance of the XGBoost model (RMSE, 0.78; R2, 0.35; and AUROC, 0.89) was better than that of either the simple application of the eGFR slope from 2012 to 2016 (RMSE, 1.94; R2, -3.03; and AUROC, 0.79) or the adjusted linear regression model (RMSE, 0.81; R2, 0.30; and AUROC, 0.87). We estimated the rate of kidney function decline over 10 years in the general population as well as demonstrated that application of machine learning to annual health-check and claims data provides better predictive performance compared to traditional methods.

НЕОБХІДНІСТЬ ВИКОРИСТАННЯ МЕТОДІВ КРЕАТИВНОГО МИСЛЕННЯ ДЛЯ РОЗВИТКУ ПІДПРИЄМСТВА В СУЧАСНОМУ КОНКУРЕНТНОМУ СЕРЕДОВИЩІ

The purpose of the study was to determine the main methods of developing the creative thinking of enterprise employees under the conditions of increasing competition. The article states that creativity is a competitive advantage of any enterprise and argues that companies should solve their problems in an innovative way with the help of ideas that allow them to constantly adapt to the external environment. An analysis of research was carried out, which made it possible to highlight creativity as one of the most important leadership qualities for CEOs, which surpasses even decency and global thinking. The benefits of developing creativity have been highlighted, including increased revenue, market share, increased employee productivity, improved customer service, fostering innovation, and ultimately financial success. Analyzed and formulated methods of development of creative thinking: brainstorming of ideas, which provides an opportunity to open up and share thoughts and ideas freely, without restrictions and prejudices; mind maps, as a graphical tool that facilitates idea generation and allows you to dive deeper into a concept or topic, narrowing it down to the most specific topics as ideas are broken down into pieces in the process; changing the way of thinking, which means changing the point of view on the issue and opportunities to approach it differently, this will allow the team to open new perspectives on the issue; role playing as the method most useful for coming up with ideas for a product and predicting how it will perform in the market; study of various psychological theories of creativity; learning to ask the right questions around issues related to product features, customer feedback, problem nature, etc. or using the six thinking hats strategy. The importance of building a program for developing the creativity of the company's employees is proven, which is based on the principle of phasing, when the next stage is logically connected to the previous one and is aimed at consolidating what has been achieved and its further development at the next stage.

Flexible Working Arrangement (FWA) Model: Reducing Congestion Levels and Work Stress and Increasing Work Productivity

Research aims: This research aims to analyze the impact of the flexible working arrangement (FWA) system in reducing traffic jams, reducing work stress, and increasing work productivity.Design/Methodology/Approach: This research uses a sample collection technique with purposive sampling by distributing questionnaires to 100 government and company employees and interviewing 5 informants from government employees. Data analysis uses SEM (structural equation model) with the AMOS analysis tool.Research findings: Flexible working arrangements (FWA) have an important role in reducing traffic jams, which can increase a person's work stress. Reducing traffic congestion has a positive impact on workers and decreases work stress. Despite flexible working arrangements (FWA), work congestion and stress do not influence work productivity.Theoretical Contribution/Originality: This research contributes to the science of human resource management and urban management related to HR work activities.Practitioners/Policy Implications: The results of this research become a source and basis for guidance in structuring work patterns to be more efficient and effective, i.e., working flexibly can reduce the level of traffic congestion.Research Limitations/Implications: The limitation to this research includes the very limited number of respondents and informants who cannot be met directly so the question-and-answer process is less in-depth. Moreover, the indicators for each variable are still lacking, while the references are still weak.

The Role of Innovative Marketing in Achieving Competitive Advantage of Yemeni Pharmaceutical Companies

The study aimed to identify the role of innovative marketing in achieving competitive advantage for Yemeni pharmaceutical manufacturing companies. It employed a descriptive-analytical approach, and to achieve the study's objectives and test its hypotheses, a questionnaire was constructed to collect primary data from the study population of 140 employees in Yemeni pharmaceutical manufacturing companies. A comprehensive sampling method was chosen for all marketing managers, their supervisors, and sales representatives. The questionnaires valid for analysis were 112, and the data were statistically processed using SPSS. The study revealed that there is a significant interest among the studied companies in practicing innovative marketing across its various dimensions. The studied companies also show a high interest in achieving competitive advantage in all its dimensions. It was found that there is a positive role for innovative marketing in achieving competitive advantage. Furthermore, the study revealed a significant interest from the studied companies in offering innovative products and products with different shapes and packaging. The study recommended the necessity of investing in the influential relationship of innovative marketing in achieving competitive advantage, which contributes to enhancing their performance and sustainability by strengthening their innovative marketing capabilities and skills, and thus positively impacting their competitive advantage.

Improving Commitment among Employees with Human Resource Management Practices: Evidence from Insurance Companies

Developing a committed workforce is critical to the success of today's businesses. In this regard, this study aims to analyze the association of HRM practices on commitment among employees of Nepalese insurance companies. This study employs a descriptive research approach. 30 sets of questionnaires in each of the six insurance companies were distributed. The study reveals a positive and significant relationship between employee commitment and HRM practices in insurance companies. The results reveal that an effective and enhanced compensation plan is vital since it clarifies the staff's developing position and gives them a better long-term perspective. Organizing training and development events regularly for employees to improve their abilities, stimulate innovation, and improve performance is also critical for increasing employee commitment. Furthermore, companies should implement a successful system for performance reviews to assist employees in carrying out their obligations. Such practices ultimately help in improving employee commitment.

Impact of Human Resource Management Policies and Practices on Employee Motivation, Commitment and Performance

The primary goal of this study is to demonstrate how human resource management (HRM) policies and practices, which include employee job status, job security, internal promotion, and individualized rewards, have a substantial impact on employee motivation and commitment and their level of performance in the organization. Employees of commercial banks, insurance companies and financial companies at the managerial and assistant levels were included in this study. According to the study, there is a substantial and positive association between HRM policies and practices with that of employee motivation, and commitment. Similarly, a high level of employee motivation and commitment would contribute to the improvement of their level of performance in the institution as they accomplish the allocated duty based on their best efficiency, ability, and knowledge. It is the reason that management of the organization needs to focus on the improvement of employee job status, job security, internal promotion, and individualized rewards along with other variables of HRM policies and practices so that employees would feel motivated and committed to the accomplishment of assigned jobs. It is essential for the improvement of employee performance and also the overall performance of the organizations so that they can sustain and perform business activities in society for a long duration of time.

Роль развития персонала в HR-стратегии организации

The article clarifies the concept of “personnel development” and shows its role and place in the formation and implementation of the organization’s HR strategy. Features that systematize methods of personnel development are proposed for use. Innovative methods for managing the training and development of company employees are identified. The successful experience of Russian companies in personnel development is presented.

Bringing employee learning to AI stress research: A moderated mediation model

While a substantial portion of the literature characterizes artificial intelligence (AI) stress as a hindrance, our focus diverges by probing employee learning as an active response to this challenge. We highlight the role of employee knowledge and skills development amidst an enterprise's digital transformation. Drawing on the active learning perspective of the Job Demand-Control model, we investigate why and when AI stress promotes employee learning and subsequent adaptive coping behaviors. We propose that AI stress can create opportunities and resources for employee learning, leading to improved job performance and supportive behavior for digital transformation. Additionally, we examine how employee trust in AI moderates these relationships, finding that higher levels of AI trust are associated with greater use of active learning strategies when faced with AI stress. Our findings, based on a two-wave survey of 224 employees from a motor-vehicle testing company in China, are further supported by post-hoc interview data collected from 32 employees of the same company. Overall, our study contributes to the understanding of AI adoption, digital transformation, and stress learning.

PUBLIC INTEGRITY AND LABOR RIGHTS IN BRAZIL: The Role of Compliance in the Dismissal of Public Employees of Mixed Economy Companies

PUBLIC INTEGRITY AND LABOR RIGHTS IN BRAZIL: The Role of Compliance in the Dismissal of Public Employees of Mixed Economy Companies

Compare and Contrast of Knowledge Sharing in Virtual Teams in IT Companies and Manufacturing Industries using the Theory of Planned Behavior

The purpose of this research work is to Compare and Contrast of Knowledge Sharing in Virtual teams in IT companies and Manufacturing industries Using the Theory of Planned Behaviour. In this research study, we understand the Theory of Planned Behaviour (TPB) Models with Structural Equation Modeling Methodology. In this research study, we use TOOLS like IBM SPSS (Statistical Package for Social Sciences), IBM AMOS, TABLEAU. Scope of Virtual Teams Though virtual teams hope deeply on information and communication technology but it is not just circumscribed to the IT industry. Today almost every industry sector extending from construction, academics, manufacturing, non-profit, automotive and healthcare and to retail are promoting virtual teams. From corner to corner of the world, on one hand loftier organizations like Hewlett Packard, Whirlpool, Texas Instruments, British Petroleum etc with their gigantic possessions and proficiencies fascinated on the doles of virtual teams to strengthen their efficiency and services to customer. Fundamentally all principal occupations or job roles like Research and development, engineering, finance, sales, logistics, business development and Human resources can be consummated in a virtual atmosphere. As Covid 19 affected the globe and made a huge loss, virtual teams supported the tantrum hence letting the company employees not to fail in performing their job roles.

How organizational citizenship behaviors promote job performance: evidence from the aviation industry

In the 21st century, the working environment is changing rapidly, and competition is fierce. In industries such as airlines, it is crucial to identify the factors that drive employee performance. This study aims to determine the elements of organizational citizenship behaviors (OCBs) that have an impact on work performance. A mixed research method was employed for the study, which collected survey data from 195 employees of ground service companies in Vietnam, including Saigon Ground Service Company (Sags), Vietnam Airport Ground Service Company (Viags), and Hanoi Ground Service Joint Stock Company (Hgs). The results revealed that five factors of OCBs affect job performance, ranked in descending order: (1) Voice-speaking up about concerns, (2) civic virtue, (3) conscientiousness, (4) courtesy, and (5) altruism. The study also proposed some implications for managers of ground service companies to enhance their employees’ job performance.