Employee Competence Research Articles

Development and Promotion as Attractive Benefits: Relationships between Competences and Normative Organisational Commitment

The article shows hidden, non-obvious mechanisms explaining the role of development and promotion in managing the competences of employees in public institutions which can shape normative organisational commitment (NOC). First, opinions of experts, whose task was to determine the desired level of professional competence of firefighters, were collected. Then, an original self-assessment questionnaire was developed to examine the level of social and managerial competences, as well as professional firefighters’ perception of development and promotion opportunities. Additionally, the Meyer and Allen scale was used to assess organisational commitment. Descriptive statistics were used for basic calculations and the main research used the difference test between means, the classic approach of the Baron and Kenny mediation analysis. The results obtained indicate the important role of a mediator, that is, opportunities for development and promotion which explain the relationship between the social competences of firefighters in executive positions/managerial competences of firefighters in command positions and NOC. This means that higher competences contribute to an increase in NOC, as firefighters can see opportunities for professional development and promotion. Therefore, clear and fair rules in this matter are a prerequisite for building employee–organisation relations.

Exploring the influence of the critical factors on intentions of employee turnover in the banking segment: a comprehensive mediating analysis

The banking sector in Saudi Arabia is integral to achieving the Vision 2030 plan. High employee turnover has been identified as a critical concern, resulting in increasing expenses and lower profitability in the industry. Therefore, a comprehensive investigation is required to determine the variables leading to the high turnover intention and loss of competent employees. This study aims to investigate the relationships between organizational commitment, organizational identification, and employee turnover intention, as well as the mediating roles of employee performance and corporate reputation. A quantitative cross-sectional design was used to collect data from 550 employees in the banking sector through a survey questionnaire. Structural equation modeling was conducted to analyze the data. The findings indicated significant correlations between seven of the eight hypotheses, whereas an insignificant correlation was seen between organizational identification and turnover intention. Furthermore, three mediating associations received partial mediation, and one exhibited full mediation. Model fit indices demonstrated a satisfactory fit, with values below the suggested threshold of 0.08, while the AVE values surpassed the criterion of 0.50. All variables together explained 29% of the turnover intention variance, which met the substantial threshold. The findings demonstrated the importance of these factors in addressing the issue of high employee turnover, which in turn affects the stability and prosperity of the banking industry and, therefore, the Saudi economy as a whole.

The effectiveness of local government administration in boalemo regency

This study aims to analyze the effectiveness of local government administration in Boalemo Regency based on three main dimensions: goal achievement, integration, and adaptation. This research uses a descriptive qualitative approach with data collection through observation, in-depth interviews, and analysis of official documents. The results showed that in the dimension of achieving goals, the realization of priority programs such as education and health showed significant achievements, although non-priority programs were still not optimal due to fluctuating budget constraints. In the integration dimension, the consistent application of Standard Operating Procedures (SOPs) in agencies such as Dukcapil and BKPSDM increases the efficiency of public services, although limited infrastructure and employee capacity are still an obstacle. Meanwhile, in the adaptation dimension, some OPDs show efforts to adapt to environmental challenges, but limited employee competence and infrastructure facilities are the main obstacles in supporting optimal organizational adaptation. This research concludes that the effectiveness of Boalemo Regency government administration is classified as moderate, with success in strategic programs, but still requires increasing the capacity of human resources, budget efficiency, and strengthening integration across OPDs.

The Effect of Career Development and Wellbeing Programs on Employee Retention in Manufacturing Companies

Employee retention is an important issue for manufacturing companies, especially in the face of a shortage of qualified workers. The company's ability to retain potential employees is crucial, because retaining competent employees is more effective than looking for new employees. Career development and employee well-being programs are considered important factors in increasing loyalty and job satisfaction, which in turn can reduce employee turnover rates. This study aims to examine the influence of career development and welfare programs on employee retention in manufacturing companies. The research method used was qualitative with a purposive sampling approach, involving 60 respondents who worked for more than two years. The variables studied included career development (dedication, commitment, passion, and learning) as well as welfare programs (salary, supervision, co-workers, and communication), which were associated with employee retention (working conditions, vision and mission, work attitudes, and work assessments). The results of the study show that clear career development and supportive wellbeing programs significantly increase employee commitment, loyalty, and retention. The practical implications of these findings are the importance of companies offering appropriate career development opportunities and adequate wellbeing programs to create a productive work environment and high employee loyalty.

Компетентностный портрет современного руководителя как необходимый элемент развития карьеры

The article examines the concepts of “competence” and “competency” from the perspectives of various re-searchers. A differentiation between these terms is conducted. The importance of developing employee com-petencies for career progression is emphasized. The aim of this study is to construct a competency profile for the modern manager. Competency sets for the years 2023–2024, as well as forecasts for 2026, have been analyzed based on research data provided by Sberbank and the Skolkovo School of Management. The analy-sis reveals a lack of static characteristics in the profile of the modern manager, highlighting the dynamic nature of required qualities, skills, and abilities. The competency profile of an effective manager undergoes transfor-mation in response to market conditions, the necessity of ensuring organizational competitiveness, and the shift from a client-oriented approach to a competency-based framework, which is fundamentally grounded in the effective human resource policy of the business structure. Furthermore, it is noted that for active career de-velopment, a symbiosis of digital, managerial, and professional competencies is essential. This amalgamation not only facilitates personal career advancement but also enhances organizational performance in an increas-ingly competitive landscape. It is concluded that the competence portrait of a modern leader presented in the article can serve as a basis for developing a management training plan for various fields, including business and education.

Exploration of Employee Knowledge about Financing Products: A Study at Bank Muamalat KC Parepare

Knowledge of financing products is a crucial factor in providing optimal service to customers, especially in Islamic banking which has special characteristics. Frontliners as the spearhead of service are expected to have adequate understanding of the financing products offered. This study aims to analyze financing products and the level of knowledge of Bank Muamalat KC Parepare employees regarding these products. The approach used is qualitative with a case study design and field research methods. Data were collected through observation, interviews, and documentation, then analyzed using N-Vivo 14 Pro software. The results of the study indicate that Bank Muamalat KC Parepare offers various sharia-based financing products, such as KPR Hijrah, Multiguna, Prohajj Plus, and Back To Back, with sharia contracts such as Murabahah, Musyarakah Mutanaqishah, and Wakalah bi Ujrah. Analysis of employee knowledge levels shows good results, especially in terms of products, contracts, financing, needs, and finance. However, there is still room for further development to improve employee understanding more comprehensively. This study is expected to be a reference for banks in improving employee competence to support excellent service to customers.

Standardizing Competency Mapping To Improve Private Sector Bank Employee Performance In Thruchirapalli District

In the evolving banking landscape, employee competency plays a crucial role in driving efficiency, customer satisfaction, and institutional growth. Private sector banks, characterized by their competitive work environment and performance-driven culture, require a robust competency mapping framework to assess employees’ skills and align them with organizational goals. However, existing assessment models in private banks often lack systematic evaluation, leading to inefficiencies in workforce management. This study aims to develop a structured competency mapping framework for private sector banks in Thruchirapalli district to bridge skill gaps and enhance employee productivity. Data were collected from 250 employees across five leading private banks, including ICICI, HDFC, Axis, Yes Bank, and Kotak Mahindra. The analysis utilized Exploratory Factor Analysis (EFA) and Structural Equation Modeling (SEM) to identify critical competency parameters such as technical expertise, leadership abilities, and customer relationship management. Findings from this study provide a standardized approach to competency mapping, enabling private banks to implement targeted training programs and career development strategies. The study concludes that competency-based human resource strategies significantly improve workforce efficiency and employee retention in private banking institutions.

Analisis Pengaruh Kemampuan Sumber Daya Manusia pada Kinerja Perbendaharaan di BPPKAD Kabupaten Intan Jaya

The Regional Revenue, Finance, and Asset Management Agency (BPPKAD) plays a vital role in regional financial management. This study aims to analyze the influence of human resource (HR) capabilities on treasury performance at BPPKAD Intan Jaya Regency. This research is qualitative in nature, using both primary and secondary data obtained through observation, interviews, and documentation. The informants in this study are four BPPKAD employees who have an understanding of HR capabilities and treasury performance. The data analysis method used is descriptive qualitative, consisting of data collection, data reduction, data presentation, and drawing conclusions. The results show that: 1) The level of competence and skills of HR at BPPKAD Intan Jaya is crucial in supporting treasury performance, where the majority of employees have a good understanding of accounting and financial management, contributing to the accuracy of financial reports. 2) Internal factors influencing HR performance include leadership, management support, and a supportive organizational culture. External factors include government policies, geographical location, and public demand. 3) HR capabilities affect the effectiveness and efficiency of treasury performance, where trained and competent employees can make accurate decisions, prepare accurate financial reports, and manage budgets well. This indicates that good analytical skills can enhance financial management in BPPKAD.

Analisis Sumber Daya Manusia dan Kompetensi terhadap Kualiats Kinerja Pegawai di BPPKAD Kabupaten Intan Jaya

This study aims to analyze the influence of Human Resources (HR) and Competence on the Quality of Employee Performance at BPPKAD Intan Jaya Regency, both partially and simultaneously. The method used was quantitative with multiple linear regression analysis, involving 55 employees as a sample and questionnaire as a data collection tool. The results of the study showed that human resources had a positive and significant effect on the Quality of Employee Performance, with a standard Beta value of 0.260 and a significance of 0.042 (p < 0.05). T count 2.084 is greater than T table 1.67412, indicating that the improvement of human resources contributes to the improvement of the quality of employee performance. In addition, Competence also had a positive and significant effect, with a standard Beta value of 0.554 and a significance of 0.000 (p < 0.05). T count 4.445 is greater than T table 1.67412, indicating that improving competence significantly improves the quality of employee performance. Simultaneously, HR and Competency have a positive and significant effect on the quality of employee performance at BPPKAD Intan Jaya Regency. This confirms that good HR management and employee competency development are key to improving organizational performance.

Analisis Kebijakan Penempatan Jabatan Struktural Organisasi PT. Kanitra Mitra Jayautama, Tenggarong Kalimantan Timur

This study aims to analyze the structural position placement policy at PT. Kanitra Mitra Jayautama (KAMAJU), Tenggarong, East Kalimantan, and identify the supporting and inhibiting factors in its implementation. This research employs a qualitative descriptive and phenomenological approach, focusing on the experiences, perceptions, and opinions of key informants, including human resource management, other staff members, and employees involved in the decision-making process of position placement. The primary data collection methods include in-depth interviews with nine key informants at various levels and direct observations of the placement process. Additional data were gathered from company documents, annual reports, and previous studies. Informants were selected using purposive sampling, encompassing HR managers, supervisors, and employees affected by the placement policy. The data were analyzed qualitatively through transcription, repeated readings, coding, theme identification, and data interpretation. The study found that the position placement policy at PT. KAMAJU is based on the merit system principle, which includes qualification, competence, and performance. However, its implementation has not been fully effective. In terms of qualification, the company has established indicators such as educational background, work experience, and technical competencies as the basis for placement. However, in practice, this policy has not been consistently applied, leading to mismatches between positions and employee competencies. Regarding competence, the company uses Mechanical Grading as part of its internal assessment. However, this process remains highly subjective and does not adequately emphasize soft skills such as leadership and communication. In terms of performance, although some companies use Key Performance Indicators (KPIs) for evaluations, their implementation at PT. KAMAJU is inconsistent. It was observed that some high-performing employees were not promoted, while lower-performing employees received promotions, indicating that promotion decisions were not entirely merit-based.

The Situational Leadership and Employee Competence: Assessing the Impact on Employee Performance through Work Motivation

This study investigates the mediating role of work motivation in the relationship between situational leadership, employee competence, and employee performance at PDAM Tirta Amertha Buana in Tabanan, Bali. Human resource management emphasizes the importance of effective leadership and employee competencies in achieving superior organizational performance. Employing a quantitative research design, data were collected from 80 permanent employees through validated and reliable questionnaires. The study utilized Structural Equation Modelling (SEM) with Smart-PLS 3.0 to analyses the causal relationships. Findings reveal that situational leadership and employee competence positively influence employee performance, both directly and indirectly through work motivation. Situational leadership—characterized by adaptability to team dynamics and organizational conditions—enhances motivation by aligning leadership styles with employee needs. Similarly, employees with competencies aligned with their tasks exhibit higher motivation levels, contributing to improved performance. The mediation analysis confirms that work motivation significantly strengthens the impact of both situational leadership and competence on performance outcomes. These results highlight the necessity for organizations to foster adaptive leadership practices and invest in competency development while simultaneously cultivating motivational strategies. Understanding these dynamics enables the design of effective HR policies that enhance employee engagement and drive sustained organizational success.

Pengaruh Motivasi, Pengalaman Kerja dan Kompetensi terhadap Kinerja Melalui Kepuasan Kerja Pegawai Pemerintah Provinsi Kepulauan Riau

The aim of this research is to analyze motivation, work experience, competence, and performance of Riau Islands Provincial Government employees. The target population in this research is the functional position of Civil Servants in Agencies in the Riau Islands Province. The sample size is adjusted to the analysis model used, namely the Structural Equation Model (SEM). The results of this research found that the job satisfaction variable can have a positive and significant influence on the variables of work motivation, work experience and competence on the performance of Riau Islands Provincial Government employees.

Frontline employee competencies for technologically complex service environments: a conceptual model of mindfulness orientation

PurposeTechnological innovations are rapidly transforming service frontlines, resulting in increasingly complex service touchpoints. These touchpoints place greater demands on frontline employees (FLEs) to deliver a positive customer experience. Despite the considerable extant body of knowledge on FLE competencies, the literature on frameworks for managing the complexity of contemporary frontlines from the FLE’s perspective is sparse. This paper aims to fill this critical gap by developing a framework that enables FLEs to deliver positive moments of truth (MOTs) while ensuring the well-being of all actors involved.Design/methodology/approachThis paper uses a conceptual approach rooted in the organizational mindfulness and individual mindfulness literature as the theoretical lens. This is complemented by a comprehensive review of the FLE skills literature supported by marketplace examples to illustrate the optimal use of the said skills.FindingsThis paper proposes a conceptual framework of mindfulness orientation which delineates how FLE competencies underpinned by a set of key skills can deliver positive MOTs and actor well-being.Research limitations/implicationsThe research is conceptual in nature and does not contain validation through empirical data.Practical implicationsThis comprehensive skill set provides a clear roadmap for firms in both recruitment and developing training for their FLEs, thus contributing to practice.Originality/valueFirstly, we present a conceptual framework of mindfulness, combining organizational mindfulness and individual mindfulness that will enable employees to help facilitate the creation of positive MOTs. Secondly, we develop a comprehensive set of employee skills that underpin the mindfulness orientation framework.

Driving competence across sectors: high-involvement work practices and creative self-efficacy in public and private organizations

PurposeEnhancing employee competence is essential for an organization’s success, but it can be challenging due to the varying work practices across different sectors. This study aims to examine how high-involvement work practices (HIWPs) and creative self-efficacy contribute to competence development in public and private banks. It provides insights into the unique dynamics of each sector.Design/methodology/approachA total of 373 bank professionals from Bangladesh were analyzed, comprising 156 individuals from public banks and 217 from private banks. The hypothesized relationships were examined using structural equation modeling.FindingsInformation sharing is a significant driver of competence in private banks, while empowerment is the primary determinant within public banks. Creative self-efficacy mediates this relationship, enhancing the influence of HIWPs on competence development. Furthermore, sectoral variances indicate that employment contracts and organizational contexts play a crucial role in shaping the impact of HIWPs on competence development.Practical implicationsAdapting HIWPs to different sectors’ needs can significantly enhance employee competence and overall organizational performance. By integrating creative self-efficacy into recruitment processes and promoting supportive work environments, organizations can further stimulate intrinsic motivation and facilitate the development of employee competencies. These insights offer practical guidance for HRM practices applicable to public and private sectors.Originality/valueThis research enhances existing literature by elucidating specific antecedents of competence within the banking sector. It provides practical insights for using individual motivators and human resource management strategies across various organizational contexts.

The Moderating Effect of Competency on the Influence of Work Environment and Behavioral Integrity on Work Performance of State Civil Servant Employees at Lubuklinggau Environmental Service

This research examines the moderating effect of competency on the relationship between work environment and work performance of Lubuklinggau Environmental Service employees who were members of the State Civil Service (ASN). Finding out how much impact employee competence has on the correlation between these two factors and output is the main objective of this research. This research used a quantitative approach by collecting data through questionnaires. Lubuklinggau Environmental Service staff from ASN were used as research samples. To test the research hypothesis, we used moderation analysis and multiple regressions. Employee performance was positively influenced by the work environment and behavioral integrity, according to the research. In contrast, the relationship between workplace integrity, employee performance, and behavioral integrity was influenced by the employee's skill level. Organizational management should pay attention to the work environment, behavioral integrity, and the need to develop employee competency in order to improve the performance of ASN workers. These results were very important in this regard. With luck, this research will increase knowledge about public sector human resource management and provide an idea of ​​how ASN staff can work more efficiently.

Human Capital Investment and Corporate Social Responsibility in SMEs: the moderating role of family business status

PurposeThe purpose of this study is to examine the effect of human capital investment (HCI) on corporate social responsibility (CSR) practices in SMEs. Analysing a sample of 1,136 firms (729 FBs and 407 NFBs) and using a PLS-PM methodology, our results support that HCI has a favourable impact on CSR practices in SMEs and that family business (FB) status plays a moderating role on these relationships.Design/methodology/approachWe estimate the proposed model using partial least squares path modelling (PLS-PM), a variance-based structural equation (SEM) method, using SmartPLS 3.3 software. PLS simultaneously evaluates the reliability and validity of the variables (external model) and the estimation of the trajectories between these constructs (internal model). The PLS-PM technique is appropriate in this research because: 1. the model makes use of type A composites; 2. the proposed research model has some complexity since we pay attention to the existence of moderating effects; and 3. no specific distribution is required in PLS indicators.FindingsThe main findings of this study are: (1) HCI increases CSR practices in the SME context and (2) FB status exerts a positive influence on the relationship between HCI and CSR practices.Research limitations/implicationsThis study, grounded in RBV theory and the concept of “familiness,” uses employees' education and training to measure HCI in FBs. While other research focuses on employee competence and attitude to define HCI, future studies should explore all these elements to better understand their impact on CSR practices in SMEs. Additionally, factors like regulation, organisational culture and personal traits may influence the relationship between HCI and CSR practices, suggesting the need for further research. Future studies could also examine family SMEs by considering aspects such as family management or governance as moderating variables, contributing to the discussion on FB heterogeneity. Causes of heterogeneity in FBs include goals, governance structures and resources, supporting recent calls for a deeper understanding of these variations, particularly in how HCI affects CSR practices.Practical implicationsThis study also highlights several practical contributions. Today’s complex business environment requires organisations to focus on a wide range of stakeholders to remain sustainable. Organisations must understand how HCI influences CSR practices, specifically how education and training for both employees and managers lead to greater sustainable practices. Therefore, awareness and training for family employees, CEOs and external staff are essential for the proper development of CSR practices. Increased education or training programs by public and private institutions or incentive schemes could help promote these practices within firms. Our results further suggest that governments and other organisations interested in business development should not assume that HCI is universally beneficial for CSR practices in all firms. Specifically, the study shows that HCI has a positive effect on different dimensions of CSR in SMEs, and this influence is even more pronounced in family SMEs. Therefore, government agencies and employers' associations should consider the impact of these factors—HCI and FB status—when designing and implementing more effective policies.Social implicationsThis study makes several theoretical contributions. It explores the influence of HCI on multiple dimensions of CSR, focusing on individual-level drivers like education and training for managers and employees. The findings reveal that HCI positively affects environmental, labour and social CSR practices, especially in SMEs. The study also highlights the unique role of FBs, showing that FB status strengthens the relationship between HCI and CSR due to their focus on long-term goals and community well-being. This research addresses gaps in understanding the heterogeneity of CSR practices between FBs and non-family businesses (NFBs).Originality/valueThis article is original, unpublished and all sources and contributions have been properly acknowledged.

Experiences and concepts for improving the collaborative competence of family and women's system employees in foreign countries

This article examines international experiences and concepts aimed at enhancing the collaborative competence of professionals working in family and women’s services. Drawing on a range of case studies and policy frameworks from multiple countries, the research highlights how interprofessional teamwork, cross-sector partnerships, and ongoing capacity-building initiatives can significantly improve service delivery for women and families.

The Role of Employee Competence in Mediating the Relationship between Information System Effectiveness, Employee Training, and Managerial Support on Employee Performance at KKPRI RSSA

This research aims to analyze the influence of information system effectiveness, employee training, and managerial support on employee performance, both directly and through the mediation of employee capability, at the Consumer Cooperative of Employees of the Republic of Indonesia at RSUD Dr. Saiful Anwar (KKPRI RSSA Syaiful Anwar). Using a quantitative approach and path analysis, data were collected from 50 employees who directly interacted with the information system through questionnaires. The results revealed that information system effectiveness, employee training, and managerial support significantly influence employee capability and performance. Employee capability was proven to mediate the relationship between these variables and employee performance. Information system effectiveness showed a stronger direct impact on performance than its indirect effect through employee capability. Conversely, employee training had a negative direct impact on performance but became positive when mediated by employee capability. This study highlights the importance of enhancing employee capability to support optimal performance through effective information systems, managerial support, and relevant training.

Material and Immaterial Compensation as a Determinant of Employee Organizational Commitment

The success and failure of any organization largely depend on talented and competent employees. Through human resource management (HRM) practices and policies, organizations strive to ensure committed employees. One of the fundamental practices they use is undoubtedly material and immaterial compensation. Adequate management of such compensation may contribute to greater employee engagement in achieving the set goals, realizing the mission, and fulfilling the vision of the organization. In such ways employees confirm their affiliation with the organization, which classifies them as committed employees. The paper assumes that the adequate application of material and immaterial compensation in organizations in Bosnia and Herzegovina (BiH) may improve employee organizational commitment. This ultimately has a positive impact on the effectiveness and efficiency of organizations. The research was conducted in 128 BiH organizations with more than 50 employees across four sectors. The hypotheses were tested applying the Principal Components Analysis (PCA) through the Kaiser-Meyer-Olkin (KMO) values and Bartlett's test of sphericity and the regression analysis. The results show a statistically significant positive impact of material and immaterial compensation on employee organizational commitment. Creating more agile policies and practices of human resource management, especially those related to material and immaterial compensation, can significantly improve employee commitment as well as the entire organizational effectiveness.

시니어 재직자의 창업가 역량이 창업의도에 미치는 영향: 기업가정신의 조절효과를 중심으로

This study aims to investigate the relationship between entrepreneurial competencies and entrepreneurial intentions among senior employees who are relatively close to retirement and to examine whether entrepreneurial spirit moderates this relationship. A survey was conducted with senior employees aged 50 and above who are employed in large manufacturing companies, resulting in a sample of 546 respondents. Multiple regression analysis and hierarchical regression analysis were used to analyze the data. The study produced the following key findings regarding the impact of senior employees' entrepreneurial competencies and entrepreneurial spirit on entrepreneurial intentions. First, the marketing competencies and technical competencies of senior employees had a positive effect on entrepreneurial intentions. Second, among the sub-elements of entrepreneurial spirit, innovativeness showed a moderating effect on the relationship between marketing competencies and entrepreneurial intentions but did not exhibit a moderating effect on the relationship between technical competencies and entrepreneurial intentions. Third, both risk-taking and proactivity demonstrated positive moderating effects between both marketing and technical competencies and entrepreneurial intentions. The study suggests the need to provide training programs for senior employees that not only enhance their marketing and technical competencies but also foster entrepreneurial spirit, thereby facilitating entrepreneurial opportunities during the pre-retirement phase.