Desirable Employee Research Articles

Pengaruh Job Insecurity Terhadap Turnover Intention Karyawan Bagian Sales di Mediasi Kepuasan Kerja

Turnover intention is the desire of employees to quit their jobs in order to get another job. This study aims to analyze job insecurity against turnover intention mediated job satisfaction. The sample in this study was 51 sales employees at Kredit Plus (PT Finansia Multi Finance) Ambon Branch and used a simple random sampling method. Data collection was carried out by distributing questionnaires using Likert scale. The analysis tool used in this study is Smart PLS 3.0 software. The results obtained from this study are: (1) job insecurity has a positive and significant effect on turnover intention, (2) job insecurity has a negative and significant effect on job satisfaction (3) job satisfaction has a negative and significant effect on turnover intention (4) job satisfaction does not mediate the effect of job insecurity on turnover intention. Keywords ;; Job Insecurity, Job Satisfaction, Turnover Intention.

Analysis of Employee Satisfaction with Helpdesk Websites using Service Quality in Construction Companies

In analyzing employee satisfaction with the website, the main problem is whether the quality of service provided by the building construction company's helpdesk website is adequate. This information involves asking about the extent to which the website can meet the needs and expectations of employees in obtaining the necessary help and information. Helpdesk is a service unit tasked with helping organizations solve problems related to information and communication technology (ICT). This research aims to determine how satisfied employees are with the helpdesk services available at Building Construction Companies and whether these services meet employee expectations. This research uses quantitative research methods, and data collection techniques are carried out using questionnaire surveys. The results obtained show that H1 means that there is a significant influence on user quality, such as in the dimensions of reliability (0.39), Responsiveness (0.42), and Assurance (0.28) on user satisfaction with the helpdesk service system. Meanwhile, the Empathy dimension (0.05) gets a small positive gap value, almost meeting expectations. For the Tangibles dimension (0.59), there is no significant influence on user quality, so these results are quite satisfactory for employee desires and the need to improve service quality on user satisfaction in the helpdesk service system. Factors that influence the effectiveness of a helpdesk system include technical aspects, time management, effective response, and system use. Tangible aspects, such as physical and visual attributes, negatively impact helpdesk effectiveness. Companies must ensure that the helpdesk provides timely and effective responses to meet employee needs. Companies must also ensure that the helpdesk is user-friendly and intuitive so that employees can easily understand and use the helpdesk.

Detecting Change in Needs-Supplies Fit Through Reliable Change Methodology.

Studying change is a critical part of psychology and science in general. Studies often treat fit as static and use between-person designs to assess change. Accordingly, potentially insightful within-person information is frequently overlooked. The current study aimed to establish the utility of reliable change methodology within the domain of organizational psychology, using needs-supplies fit as a guiding framework. When employee needs can be tracked with a fair degree of clarity, organizations can devise better strategies to routinely address discrepancies between desired employee needs and organizational offerings. This longitudinal study used secondary data from 258 secondary school teachers. The Needs-Supplies Fit Scale was administered. The study's hypothesis was assessed through reliable change methodology. When considering all the participants that experienced at least some change across time intervals (n = 148), 23.65% (n = 35) of this change was meaningful. This declined to 17.33% meaningful change when factoring in the entire sample, including those who did not experience any change. When organizations are aware of the ever-evolving needs of employees, quicker action can be taken to avoid impending person-environment misfit. This study contributes to existing within-person studies that showcased the malleability of needs-supplies fit and emphasize the value of placing a more prominent focus on the individual.

Analisis pengaruh budaya organisasi dan kepuasan kerja terhadap turnover intention karyawan (Studi Pada Green Terrace Tegallalang, Gianyar - Bali)

Turnover intention is an employee's desire to leave an organization that has not been realized in a definite action to leave the organization where the employee is. The purpose of this study was to determine the effect of organizational culture and job satisfaction on turnover intention at Green Terrace Tegallalang. The number of respondents is 38 employees (saturated sampling). Data collection was carried out through observation, questionnaires, interviews, literature and documentation. The data analysis technique used is validity and reliability test, classical assumption test, multiple linear regression analysis, determination, t test (partial regression), and F test (simultaneous regression). The results found a negative and significant effect of organizational culture (X1) on employee turnover intention (Y). there is a negative and significant effect of job satisfaction (X2) on employee turnover intention (Y). there is a negative and significant effect of organizational culture (X1) and job satisfaction (X2) on employee turnover intention (Y) at Green Terrace Tegallalang.
 
 Keywords: Organizational Culture, Job Satisfaction and Turnover Intention

Raise Their Voices: The Link Between Motivating Language and Employee Voice

ABSTRACT Employee voice – in our study, upward and constructive work-related messages – is instrumental to many desirable employee and organizational outcomes including performance, organizational learning, and psychological well-being. Considerable research demonstrates that leader behavior, notably from the immediate supervisor, is significantly related to an employee’s decision to exercise voice. Recent research advances how such influence is specifically transmitted through leader communication. We take a closer look at these phenomena by investigating if strategic immediate supervisory oral communication, embodied in motivating language and the mediators of leader transparency, openness to feedback, and follower-perceived purpose, has significant relationships with both promotive and prohibitive employee voice. The majority of our hypotheses are supported based on a large, cross-national, and diverse sample of 597 respondents. These findings and their implications for research and practice are more fully discussed in the paper.

The Impact of Job-Related Stress, Employee Motivation and Job Satisfaction on The Performance of Employees

This study examines how work stress, motivation, and job satisfaction affect Fajar TV employees in Makassar City. This study included 82 Fajar TV staff and 68 Slovin formulation employees. This study includes primary data from questionnaires given to all respondents. The analytical method used in this research is multiple linear regression analysis, which includes descriptive analysis, data quality testing (validity and reliability tests), the classic assumption test (normality, multicollinearity, heteroscedasticity tests), and testing all hypotheses proposed in this research. This research shows that work stress, motivation, and job satisfaction positively and significantly affect employee performance. While work stress and motivation affect employee performance, job happiness dominates. Policymakers should focus on job satisfaction in terms of perceptions, abilities, organisation, and coworkers to improve Fajar TV in Makassar City. This study also found that partially work motivation does not affect performance. Therefore, stakeholders must pay attention to motivational variables that can lower employee performance, such as allowances and salaries that are not in line with employee desires but still consider the company's position.

Employee intentions and employer expectations: a mixed-methods systematic review of “post-COVID” intentions to work from home

ABSTRACT The COVID-19 pandemic accelerated cultural and organisational acceptance of remote working. For a portion of the commuting workforce, working from home (WFH) is now possible. Of great interest is whether increased WFH will diminish actual mobility, and thereby reduce the transport task of cities. To understand this possibility, we must know how much WFH will be sustained into the future. Using a bespoke approach combining scholarly and grey literature, this review develops a tangible record of employee desires and intentions to WFH, in the context of the expectations of employers. Its contribution is a novel and rigorous appraisal of recent practices and sentiments. Results confirm that there is a strong underlying demand to WFH. Many studies, however, estimate unrealistically high rates of WFH which cannot be projected onto the wider working population. Further, we find there is a conflict between employee preferences and their expectations to WFH, with estimations of preferences far greater than estimates of expectations. This finding is confirmed by the analysis of employer sentiments. Employers broadly realise that accommodating WFH reflects a best-practice approach, yet favour predictable routines where specific days of on-site attendance are mandated. We conclude with reflections on the impact of our findings on the transport system. We propose that the impact of WFH on commuter decision-making depends on the degree to which employers mandate on-site attendance. Finally, we emphasise the need to acknowledge the wider political, economic and social milieu in which work is performed as shaping future WFH practice.

Employee Competence and Attachment Impact against Employee Performance at PT.Vincent Sheppard Indonesia

Employee performance is significant to note since employees are crucial to the organization'sability to achieve its objectives and advance to compete successfully. Organizations or businesses withhigh employee performance will have more human resources available. Competence and employeeengagement are two elements that must be considered while attempting to improve employeeperformance. Competence is a characteristic that aids in achieving strong performance, and employeeengagement is a feature that employees receive for what they accomplish or obtain, with the desires ofemployees being met to ensure high motivation and morale at work. This study sought to ascertain howcompetency and employee engagement impacted workers' performance at PT. Vincent SheppardIndonesia. A quantitative research method was adopted for the study. The 275 participants in this studywere all PT. Vincent Sheppard Indonesia employees. The Slovin method was used in this investigationwith a 74-person sample and a tolerance level or error of 10%. The proportionate stratified randomsampling approach is the one that is employed. Multiple linear regression is the method of data analysisthat has been applied. The findings indicated that the factors of competence and employee engagementhad a favorable and significant impact on employee performance, either partially or concurrently.

Analysis of Workload, Occupational Safety and Health (K3) and its Impact on Turnover Intention on Process Employees in Plastic Processing Companies (Case Study at ABC Company, Bandung)

The Company was founded to achieve a predetermined goal. To achieve this goal, companies must be able to pay attention to and maintain their employees so that they can survive and have no desire to leave (turnover intention). The purpose of this study was to determine the analysis of workload and occupational safety and health (K3) and their impact on turnover intention in process employees at Company ABC, Bandung. The number of informants in this study were 15 people. The research design used qualitative methods with data collection methods consisting of interviews, observation and documentation. Test the validity of the data used in this study using a triangulation process. The results showed that the workload on process employees was in the high category, occupational safety and health (K3) at Company ABC was in the bad category and the turnover intention of process employees was in the high category. It also shows the results that workload has a greater impact on employee turnover intention in the process section, meaning that the higher the workload given, it will have an impact on increasing an employee's desire to leave the company. In addition, occupational safety and health (K3) also has an impact on employee turnover intention in the process section, meaning that the better the occupational safety and health (K3) in a company, the less the desire of an employee to leave the company.

Organisational Image's Moderating Effect on Cynicism and Turnover Intentions in Public Sector Employees

This study examines the relationship between organizational cynicism and the intention to leave an organization, emphasizing the moderating role of corporate image. The research explores how organizational cynicism impacts an employee's desire to leave, focusing on how the organization's image might influence this relationship. This study fills a gap by specifically analyzing the interplay of these elements, especially among public sector employees in Indonesia. In this study, the perceived external prestige was an indicator of organizational image. A survey was conducted with 80 public sector employees from a government agency in a district in Indonesia to collect data for this study. Social exchange theory served as the theoretical framework of the investigation. The data were then analyzed using Moderated Regression Analysis to determine the regression coefficients, followed by a two-way interaction ANOVA test. According to the data, cynicism is a major predictor of the desire to leave the organization, and organizational image helps mitigate the link between cynicism and intention to leave. This study contributes to the existing body of knowledge by shedding light on the influence of adverse workplace perceptions on employees' intentions to leave their employers, particularly in public sector firms. Notable because it analyzes the interplay between these variables, this study stands out. Prior research has not investigated all three components concurrently in the manner proposed by the model.

Unconstructive curiosity killed the cat: The importance of follower political skill and constructive curiosity to avoid leader perceptions of insubordination and unlikability

The popular business press has portrayed workplace curiosity – defined as the pursuit of information, knowledge, or learning in the workplace – as the most valuable quality employees can possess. Most research examining workplace curiosity has found that it is positively related to desirable employee outcomes; however, little is known about the potential dark side of this well-intentioned, yet risky, workplace behavior. Further, past research suggests that well-intentioned risky follower acts can lead to unintended negative leader perceptions. In this paper, we theorize that the relationship between follower curiosity and leader ratings of follower likability is mediated by leader perceptions of follower insubordination, and that this mediated relationship is moderated by follower political skill, such that the indirect effect of follower curiosity on follower likability via perceptions of follower insubordination is stronger for followers with lower (rather than higher) political skill. In Study 1, using data from three samples of leader–follower dyads collected at three time points, we find support for our theoretical model. In Study 2, using experimental vignette methodology, we not only find that follower curiosity and political skill interact to predict lower levels of leader perceptions of follower insubordination, but also that the curiosity of politically skilled followers is perceived as more constructive than the curiosity of followers who are less politically skilled. In Study 3, also using experimental vignette methodology, we find that leaders rate curious followers as more insubordinate and less likable when they engage in unconstructive curiosity. Together these three studies suggest that political skill enables followers to be curious without being perceived as insubordinate, that follower curiosity is less risky when it is constructive, and that curious followers who ask the right questions are less likely to be considered insubordinate or unlikable by their leader. Implications and future research directions are discussed.

Why Do Employees Negotiate Personalised Work Arrangements? Examining the Motives and Outcomes of Idiosyncratic Deals in an Indian IT Industry Context

Idiosyncratic deals (i-deals) are personalised work arrangements negotiated between employees and employers. In most contemporary organisations, i-deals have achieved desirable employee behaviour and positive work-related outcomes. Although recent literature has given increased attention to i-deals, a lack of clarity exists regarding what drives i-deal negotiations and the perceived outcomes of such individualised negotiations in emerging economies like India, which falls in the middle zone of negotiability. Therefore, the study investigates what motivates employees for i-deal negotiations and the outcomes of such i-deals from an employee perspective by following a qualitative methodology. Data for the study were collected through in-depth interviews among 30 IT sector employees in India who successfully negotiated i-deals. Axial coding was used for data coding, resulting in two main themes for the study: motives for i-deal negotiation and outcomes of those negotiations. The study findings show that career advancement and job autonomy are the critical drivers of i-deal negotiations. Besides, the benefits experienced by the employees from such negotiations include reduced work–family conflict, enhanced work engagement and job satisfaction. Theoretical and managerial implications are also discussed.

Features of organization of labour of Belarusian workers

The article presents the results of a study of the peculiarities of the organization of labor of Belarusian workers, which has already undergone changes in the context of digital transformation and innovative development of the economy, and requires some improvement in the Republic of Belarus. The organization of labor is presented from the standpoint of the methodology of labor economics and methods of sociological analysis. New methodological approaches to monitoring the organization of labor based on sociological methods and economic and mathematical tools are presented. The factors influencing the state of labor organization and working conditions in the workplace are discussed. Analysis and assessments were obtained using an expert database of opinions of Belarusian workers. The results of the assessments showed that there are a number of national peculiarities in the organization of labor, which are associated with the reasons for changing jobs, with working conditions and wages at the workplace, with the availability of additional income for workers, with the level of job satisfaction. It is proved that: in Belarusian organizations, the authority of the leader is high, and he determines the desire of employees to perform an additional amount of workload; work with better working conditions and a smaller workload is a significant priority when choosing the trajectories of the labor movement of workers in Belarusian organizations.

The Role of Human Capital in the Universities’ Management Efficiency Process

Abstract Universities can only be as successful as their staff. Without qualified staff and effective hiring practises, universities cannot capitalise on their talents. For this reason, strategic HCM is necessary to attract and retain skilled employees. A university’s workforce – from professors to administrators – is critical to fostering innovation, conducting research, providing educational opportunities, and contributing to the institution’s overall mission. Indeed, human capital management (HCM) is critical for universities to attract and retain qualified employees. This includes developing a strategic plan for managing the workforce, including recruitment, hiring, training, and development. The HCM approach should aim to align the university’s goals with the needs and desires of employees to create a winwin situation for both parties. The purpose of this article is to demonstrate through a documentary analysis that academic staff retention is essential for universities to maintain their academic excellence, reputation and competitiveness. By creating a positive work environment, competitive remuneration, professional development opportunities and reduced administrative burdens, universities can improve academic staff retention and create a more rewarding work experience for academic staff. Successfully recruiting and retaining top personnel is an important task for HR departments (and universities as a whole). As a result, the institution becomes more creative and effective.

Global tourism and local ethnicity: Reconfiguring racial and ethnic relations in central Laos

Based on ethnographic research in a multi-ethnic village in Laos, this article examines how global tourism reconfigured racial and ethnic relations between foreign tourists and locals, as well as among villagers of different ethnicities. While tourists of various nationalities were homogeneously racialized by the locals as farang (white foreigners) who are fundamentally different, they were generally in a dominant socioeconomic position. However, such global hierarchies could be upended when they became long-term stayers employed by local tourist businesses and were incorporated into the power structure. Likewise, ethnic hierarchies among local villagers that used to privilege majority youth on the job market were temporarily reconstituted as minority youth became more desirable employees in the tourism industry because of their superior English-language abilities acquired from an NGO-supported, informal class in the village. Nonetheless, recent changes in global tourism indicate that structural ethnic hierarchies persist and continue to subject ethnic minorities to employment uncertainty.

Strategi Mengoptimalkan Manajemen Kinerja Karyawan Melalui Konsep Organizational Citizenship Behavior (OCB): Suatu Kajian Literatur

This article aims to review and attempt to confirm the strategy for optimizing employee performance management through the concept of organizational citizenship behavior ( OCB). The research method used is qualitative and literature studies or library research. Based on the results and discussion, it can be concluded that to optimize employee performance management through organizational citizenship behavior ( OCB) it can be done with three factors, namely spiritual intelligence, leadership style and organizational culture. The position of spiritual intelligence in shaping organizational citizenship behavior ( OCB) and employee performance is very important because spiritual intelligence contains several aspects that are characteristic of high spiritual intelligence, namely: friendly attitude, closeness, curiosity, creativity, construction, self mastery and religion. Likewise, the element of leadership style is also an important element in employee performance management because leadership is a process by which an individual influences other members of the organization to work together to achieve organizational goals. As well as the elements of organizational culture in their influence on optimizing employee performance management is very strong, because in a strong culture, the main values of an organization or company are highly upheld and especially for all employees, the more employees who accept these values and the greater the commitment to them, the stronger the corporate culture. This strong culture will form cohesiveness, loyalty and commitment to the company in its employees which will reduce the desire of employees to leave the organization or company.

MOTIVATION OF STAFF TO INCREASE THE LEVEL OF LABOR INTELLECTUALIZATION IN NEW MANAGEMENT PARADIGM

The purpose. The aim of the study is to deepen the methodological basis and develop practical recommendations in the context of motivating staff to increase the level of work intellectualization in the new management paradigm. Method. To achieve this goal, methods of monographic and logical analysis, axiological and systematic approaches, comparison were used. The theoretical and methodological basis of the study are the economics and management science classics, domestic and foreign scientists works, aimed at studying current issues of motivation to improve the efficiency of innovative enterprises intellectual activity. Results. Developed scientific position in the management approaches transformation essence context of to motivating and stimulating staff in terms of innovative enterprises. The study highlights the value of creative potential, as well as proves its impact on the socio-economic development of modern enterprise. A number of new opportunities and threats to human activity in the new economy are outlined. A system of material and intangible incentives for increasing the labor intellectualization are formed, taking into account the factors influencing them. Motivators and tools that motivate staff to professional development are identified. Methods of motivating the enterprises employees to creative content intellectual work are offered. It is proved that the formation of employees motivating system to effective intellectual work will accelerate the management of innovative enterprises. Scientific novelty. An algorithm for forming a motivation system is developed, which contributes to the achievement of the company's goals by attracting creative workers, their creative and professional qualification skills. Applying this innovative model in practice will contribute to more intensive training and the desire of employees to share existing experience, resulting in effective exchange and increase of organizational knowledge, both at the cognitive and informational levels. Рractical significance of the obtained results: the practical use of scientific developments and recommendations of the author allows us to increase the innovation and efficiency of enterprises as the main structural unit of the national economy. The obtained results provide grounds for deepening research on the enterprises intellectualization as a result of the gradual spread and saturation of society with information technologies, revision of approaches to investing in human capital development, projecting of management support systems for training programs, personnel training.

Pengaruh Person-Organization Fit dan Kepuasan Kerja terhadap Turnover Intention dengan Budaya Organisasi sebagai Variabel Moderasi

Organizational effectiveness is not only supported by the success of employees' work tasks, but companies need to pay attention to the behavior of their employees broadly. This is done to minimize the desire of employees to change jobs. The purpose of this study was to determine the effect of person-organization fit and job satisfaction on turnover intention with organizational culture as a moderating variable. Primary data was collected through a questionnaire in which the respondents were 96 people. This explanatory research uses validity test, reliability test, multiple linear regression analysis, path analysis, and sobel test. The empirical results obtained show that partially, both person-organization fit, job satisfaction and organizational culture have a significant effect on turnover intention. Other results show that organizational culture is proven to be a moderation in the influence of person-organization fit and job satisfaction on turnover intention.

The Mediating Role Of Job Satisfaction: The Impact Of Organizational Commitment On Employee Intention To Quit

The purpose of this study was to investigate how of job satisfaction that mediates the intention to quit employees from the company that determined by organizational commitment. The study used the explanatory method, and the sample was based on a questionnaire distributed by 120 respondents with SEM analysis. The results of this study indicate that organizational commitment and job satisfaction have a positive and significant effect on intention to quit. The positive effect of organizational commitment shows that employees have a high desire to quit. Opportunities to leave the organization are getting stronger because company leaders are aware of their behavior. The positive effect of organizational commitment on job satisfaction has also increased. Actions taken by employees are more directed towards expectations because extrinsically job satisfaction has an important role for the work itself. It strengthens the emotions of employees to work better. Another finding, also states that organizational commitment mediated by job satisfaction also responds to the employee's desire to quit, this positively also places the work they are engaged in, and contributes practically because high job satisfaction generally results in high employee retention rates.

Motivation of staff at transport enterprises in modern economic conditions

The study is devoted to the actual problem of motivating personnel at transport enterprises, the urgency of which is beyond doubt, since finding ways to solve it is one of the most important issues of improving the economic mechanism. At the current stage, the problem of motivation is of great importance. The majority of Ukrainian enterprises pay significant attention only to material motivation, namely, they use traditional mechanisms of material motivation, i.e. the payment of wages, allowances and one-time bonuses, which in turn devalues the desire of employees for labor competitiveness. Personnel is the most complex and specific type of resources used by the enterprise in its activities. Therefore, the essence of motivation comes down to creating the conditions that denied workers the feeling that they could satisfy their needs with such behavior that ensures the achievement of goals organizations. The efficiency of the enterprise largely depends on the efficiency of the personnel. It is due to the employee's interest in the results of his work, when creating proper working conditions, it is possible to achieve an increase in labor productivity. Motivation is one of the main functions of management at all enterprises, because only under the conditions of effective motivation can the enterprise realize its potential for the highest quality economic growth. That is why the issue of improving the motivation of personnel at transport enterprises is one of the most urgent. The results. Proposals for motivating employees at transport enterprises in modern conditions have been developed. Scientific novelty. It is determined by a set of scientific provisions, conclusions and recommendations of a theoretical nature, aimed at solving the problem of motivating the personnel of transport enterprises.