Adaptation Of Employees Research Articles

Профессионально важные качества сотрудников уголовно-исполнительной системы в условиях цифровой трансформации

In the new socio-economic conditions, the requirements for professionally important qualities of specialists and the formation of their competencies are not just changing, but are being transformed and rebuilt, and this is primarily due to the restructuring of social processes and the introduction of digital technologies in various fields of professional activity. Professionally important qualities are understood as the individual properties of the subject of labor, a certain set of psychological characteristics that are necessary and generally sufficient for the implementation of effective and reliable professional activities, thus ensuring the success of its implementation. Understanding the formation of the necessary professionally important qualities among employees of the penitentiary system, ensuring the success of their official activities, is significant in terms of making timely, highly likely, objective managerial decisions on issues of professional and career growth of employees, assessing the prospects for appointment to certain positions, the possibility of forming a personnel reserve on a regular basis, conducting professional selection procedures, professional certification, professional training. The main professionally important qualities and competencies of employees of the penitentiary system in the context of digital transformation are considered. A promising scientific direction of research on professionally important qualities of employees of the penal correction system using the method of structural analysis of the organization of psychological indicators is highlighted. The issue of professional mentoring in the penal system of the Russian Federation has been updated. Additionally, such professionally important qualities as mastery of digital culture, digital competence, mastery of information hygiene skills when working with software and information systems, compliance with information security and information protection issues were noted. The study of the issues of professionally important qualities of employees of the penitentiary system is of promising scientific practice-oriented interest in such areas of psychological support of professional activity as professional selection optimization of programs to support professional adaptation of employees at various stages of professional development, development of an up-to-date professional description of professional activity, identification of factors of psychological success

Examining sustainable hospitality practices and employee turnover in Pakistan: The interplay of robotics awareness, mutual trust, and technical skills development in the age of artificial intelligence.

Integrating robots and artificial intelligence (AI) into workplaces is becoming increasingly prevalent across various sectors, including hospitality. This trend has raised concerns regarding employee anxiety and the potential for higher turnover intentions, particularly when AI technologies are perceived to undermine professional expertise. This study explores the relationship between awareness of robotics and AI and employee turnover intentions, framed within the Conservation of Resources Theory (COR). To address the challenges posed by AI in the workforce, hotel managers must prioritise organizational support in areas such as financial resources, policy development, career advancement, and employee adaptation. The hospitality industry is leveraging AI and robotics to enhance guest interactions and service delivery, yet this technological shift may inadvertently increase employees' intentions to leave their positions. Employing a cross-sectional design, we gathered data through a structured questionnaire utilizing a five-point Likert scale, targeting 435 employees from 5- and 7-star hotels in Lahore, Pakistan, including CEOs, managers, directors, supervisors, executives, and room service operators. Our findings reveal a significant positive relationship between awareness of robotics and AI and employee turnover intentions. Moreover, mutual trust (MT) emerged as a moderating factor positively affecting the association between robotics awareness and turnover intentions. While technical grooming (TG) and job insecurity (JI) were not previously discussed in the literature, our research indicates that they also play critical roles in this context, highlighting the complex interplay of factors influencing turnover intentions in the face of advancing technology.

MODERN APPROACHES TO RECRUITMENT IN SMALL AND MEDIUM –SIZED ENTERPRISES: EFFECTIVE STRATEGIES AND METHODS

The article examines modern approaches to recruitment in small and medium-sized enterprises, focusing on effective strategies and methods. The study provides an overview of current trends and methods of candidate selection, an analysis of their applicability in a changing labor market, and the demands of modern business. The article examines the key aspects of successful recruitment, including the use of innovative approaches, adaptation to new technologies, and consideration of the specifics of hybrid and remote work. Special attention is paid to the impact of proper selection on the effectiveness of the organization, its competitiveness, and development. Based on the analysis of academic works in the fields of human resource management, labor psychology, and HR practices, the authors of the article identify important trends and innovations accompanying the recruitment process. The article offers recommendations for organizations aimed at optimizing recruitment, improving the quality of the workforce, and increasing productivity. Theoretical significance: The scientific article on recruitment is a contribution to the scientific field of human resource management and labor psychology. She summarizes modern theories and practices of recruitment and formulates new concepts and approaches, which contribute to the expansion of the theoretical base of the field. Practical significance: Optimization of the recruitment process: The recommendations presented in the article can be used by companies to optimize their recruitment processes, improve recruitment efficiency, and reduce staff turnover; Improving the quality of personnel: The methods and approaches developed in the article can help attract and select more qualified employees, which will lead to an increase in the professionalism of the team and the overall productivity of the organization; Economic effect: Effective recruitment can lead to lower costs for training and adaptation of new employees, as well as increase business profitability by increasing the quality and productivity of labor.

Corporate culture as the social foundation of strategic management of virtual teams

The article explores the features of corporate culture as a social basis for managing virtual teams in the context of modern digital transformation and globalization. It considers the role of the corporate culture of organizations in the context of managing virtual teams. The importance of effective mechanisms of corporate culture in maintaining work productivity, motivation, professional and personal development, and cohesion of employees in virtual teams, where the actual presence of the employee in the office is minimized or absent, which causes many risks and challenges, is determined. The study highlights important aspects of corporate culture, such as the social foundation of strategic management of virtual teams and, in particular, its influence on communication, coordination, trust, and adaptation of new employees in remote work conditions. An analysis of the role of strategic management for virtual teams of organizations and the role of corporate culture was carried out, and its advantages and disadvantages were highlighted. To overcome the key risks and challenges of working with virtual teams, taking into account the specifics of their functioning, the key principles of forming an organization's corporate culture are proposed. The article reveals how corporate values help overcome cultural barriers and ensure effective cooperation in multinational teams. Special attention is paid to the issue of forming an optimal scheme for the gradual formation and development of the organization's corporate culture, with an emphasis on the criteria for evaluating the effectiveness of the culture, as well as on the need to develop communication strategies, taking into account the specifics of the work of virtual teams. The article emphasizes the importance of developing new tools and approaches to support the motivation of inclusiveness and ethical standards in the development of corporate culture for members of virtual teams of the organization, which is a real challenge of today's organizations in crisis and unstable conditions.

Innovative Work Behavior in Response to Technology Readiness: The Role of Career Adaptability in the Ghanaian Public Sector

Background: In an era where technological advancements are reshaping the global workforce, understanding the dynamics of technology adoption within the public sector becomes paramount. This study examines how employees in the Ghanaian public sector respond to technology readiness (TR) in terms of their career adaptability (CA) and innovative work behavior (IWB). The uniqueness of this research lies in its empirical investigation of how TR’s motivational and inhibitory dimensions influence CA and, subsequently, IWB, within a context marked by rapid digital transformation. This study is essential due to the key role of Ghana’s public sector employees in national development, especially with ongoing digitization. It fills a research gap by assessing how these employees’ psychological readiness for technology affects their careers and innovation. Method: The study used a cross-sectional survey design and collected data from 484 public sector employees and their supervisors. Partial least squares structural equation modeling (PLS-SEM) was used to test the hypotheses. Results: Findings reveal that optimism, insecurity, and discomfort — components of TR — exert a significant influence on CA, which in turn fosters IWB. Interestingly, innovativeness did not predict CA, suggesting a nuanced interplay between TR dimensions and adaptability. Implications: By elucidating the factors that drive CA and IWB in response to TR, this study offers valuable insights for policymakers and organizational leaders seeking to enhance employee adaptability and innovation amidst technological changes. It underscores the importance of nurturing an optimistic and secure technological environment to cultivate a resilient and forward-thinking public sector workforce. Originality/Value: This study pioneers the exploration of TR’s impact on CA and IWB, utilizing the career construction model of adaptation as a theoretical lens. The findings provide actionable strategies for bolstering the public sector’s technological and innovative capacity, informed by the empirical evidence from the surveyed sample.

The Impact of Virtual Work on Employee Adaptive Performance in IT Industry

The rapid transition to virtual work, driven by technological advancements and accelerated by the COVID-19 pandemic, has significantly impacted employee adaptive performance in many industries. This study investigates the challenges and opportunities posed by virtual work environments on employee adaptability, focusing on six dimensions: geography, collaboration, culture, work practices, organisation, and technology. The research objective is to determine how these dimensions influence adaptive performance, which is crucial for organisational resilience and effectiveness in remote work. A survey was conducted with 276 employees from the IT sector, using purposive sampling to select participants with specific work experience and roles. The study employed a Structural Equation Model (SEM) using Partial Least Squares (PLS) to analyse the data. Key findings indicate that while culture, work practices, organisation, and technology positively and significantly influence adaptive performance, the impact of geography and collaboration was positive but not significant. This suggests that certain aspects of virtual work environments are more critical than others in enhancing employee adaptability. The study's findings underscore the importance of developing targeted strategies to improve adaptive performance in virtual settings, particularly by focusing on cultural adaptation, effective work practices, and leveraging technology. These recommendations are crucial for organisations seeking to enhance their remote work effectiveness. Future research should explore the role of digital skills in enhancing adaptive performance and further investigate the effectiveness of virtual work practices across different industries.

EMPLOYEE DIGITAL ADAPTABILITY IN IMPROVING MARKETING CAPABILITIES

This research explores the impact of AI, Big Data Analytics, Omnichannel platforms, IoT, and integrated learning systems on marketing capabilities within the context of digital banking, with employee digital adaptability serving as a mediating factor. Conducted at a state-owned bank in North Sumatra, the study uses a mixed-method approach that integrates quantitative analysis of 75 marketing employees alongside qualitative interviews. The findings, derived from SEM-PLS analysis, indicate that all the technologies assessed significantly and positively affect marketing capabilities, both directly and indirectly via employee digital adaptability. AI and Big Data Analytics exert the strongest direct influence on marketing capabilities, whereas Omnichannel platforms have the greatest impact on employee adaptability. The research also confirms that employee digital adaptability partially mediates the relationship between each technology and marketing capabilities, with the IoT-marketing capabilities link showing the strongest mediation effect. These insights emphasize the dual role of digital technologies in enhancing marketing performance and underscore the essential role of employee adaptability in optimizing these benefits. The study advocates for a comprehensive approach to digital transformation in banking, focusing on strategic technology investments and robust digital training programs for employees.

Navigating the Post-Pandemic Landscape: Challenges and Strategies of a Beverage Company

This study explores Coca-Cola's adaptive responses to challenges presented by the COVID-19 pandemic, with a focus on how targeted training programs can enhance resilience and drive innovation in areas such as supply chain management, marketing strategies, and employee adaptation. Using a mixed-method approach, the research gathered quantitative and qualitative data through Google Forms surveys and focus groups with Coca-Cola employees in Malaysia. Results highlight that supply chain disruptions and shifting consumer demands were significant obstacles, while an increased focus on employee well-being and digital transformation provided notable opportunities. Findings reveal that Coca-Cola's "well-being-first" approach and approachable leadership style positively impacted employee morale and communication. Training programs, while effective, have room for improvement in areas like digital marketing and sustainability. The study concludes that targeted training in digital literacy, supply chain management, and wellness can strengthen Coca-Cola’s adaptability in a post-pandemic environment, enhancing both workforce resilience and organizational competitiveness

Cross-cultural Human Resource Management in India: Challenges, Adaptation, and Emerging Trends

This paper examines the transformative impact of cross-cultural HR practices in Indian organizations, focusing on the challenges and opportunities presented by cultural diversity. It explores how cultural differences influence organizational performance, employee adaptation, and HR effectiveness. Through literature review, the study identifies key factors affecting cross-cultural adaptation, including communication barriers, varying work ethics, and leadership expectations. The findings show that while cultural diversity fosters creativity and innovation, it also brings challenges such as conflict, miscommunication, and higher turnover. The study also addresses emerging HRM trends, such as the need for tailored recruitment strategies and multichannel hiring approaches. Practical recommendations for HR professionals include developing inclusive training programs, promoting a diverse work environment, and employing various recruitment channels. This research provides valuable insights for managing cross-cultural dynamics and emphasizes the strategic importance of embracing diversity for organizational success.

Uncovering the dynamics of individual learning and employee adaptability in influencing innovation behavior

The success of organizations in the era of ever-changing business is greatly influenced by the adaptability, creativity, and innovation factors of employees, which are obtained through effective learning. Organizations that implement a learning culture encourage employees to adapt and internalize learning from past experiences. Employees who are active in training become more creative and adaptive, increasing their ability to deal with change. This study aims to explore the relationship between Individual Learning, Employee Adaptability, Employee Creativity, and Employee Innovation Behavior, especially in the State Civil Apparatus (ASN) in South Kalimantan. Through a quantitative approach with analysis using Partial Least Square (PLS), this study found that individual learning significantly affects employee adaptability and creativity, and contributes to their innovative behavior. The results of the study indicate the need for a longitudinal approach to understand the dynamics of changes in employee adaptability and creativity in the context of public services. This study identifies the importance of supporting factors such as management support and work environment that influence employee innovation.

Generative AI: Boosting Adaptability and Reducing Workplace Overload

ABSTRACT In the evolving digital work environment, the rising prevalence of generative AI tools presents a complex challenge for practitioners: deciding whether to allow or restrict their use in organizational settings. Our research contributes to expanding the broaden-and-build theory and the job demands-resources model (JD-R) within the context of generative AI tools usage. This study investigates the impact of generative AI tools on employees’ perceived work overload, focusing on the mediating role of employee adaptability. Utilizing a survey of 307 employees and Structural Equation Modeling (SEM) techniques, findings show that generative AI tools usage by employees not only directly reduces perceived work overload but also significantly boosts employee adaptability, further decreasing perceived work overload. This highlights the dual benefits of generative AI tools in the workplace, offering valuable insights for managers on consciously integrating these technologies to enhance adaptability and reduce workload stress.

Адаптация, мотивация и оценка работы сотрудников с ограниченными возможностями

The focus of the study is on the processes of managing employees with disabilities. The relevance of the stated topic is due to the popularization of the problem of employment of people with disabilities. Key features of inclusivity in the workplace include the use of mentoring, the use of a special assessment of the degree of employee adaptation to work, social motivation, etc. The author also conducts research on the types of adaptation of employees with disabilities in the workplace, current methods of motivating employees with disabilities. Theoretical theses are illustrated by the results of international and domestic research in the field of inclusion.

CHARACTERISTICS OF THE PERSONAL ADAPTIVE POTENTIAL OF ADOLESCENTS WITH VISUAL IMPAIRMENTS

The relevance of the study on the personal adaptive potential of adolescents with visual impairments is due to insufficient understanding of the characteristics, structure and conditions that form the adaptive potential of adolescents with visual impairments. 48 adolescents (24 subjects with visual impairments), aged 15 to 16, took part in the empirical study. The study was carried out using a set of psychodiagnostic techniques: the Test of Personal Adjustment by C. Rogers and R. Diamond adapted by M. Prikhozhan as a method of diagnosing socio-psychological adaptation; multilevel personality questionnaire “Adaptability” (A. Maklakov, S. Chermyanin); personal differential technique in the adaptation of employees of the Bekhterev Psychoneurological Institute. The analysis of the data obtained showed that, despite the positive characteristics of the personal adaptive potential in adolescents with visual impairments, the subjects often do not have the necessary skills to effectively use this potential in social interactions.

Reskilling and Upskilling Strategies for Manufacturing Workers in the Industry 4.0 Landscape: Case study on PT. XYZ

The advent of Industry 4.0 has revolutionized the manufacturing sector, necessitating a paradigm shift in workforce skills to adapt to the rapid technological advancements. This paper explores the strategies for reskilling and upskilling manufacturing workers at PT. XYZ to align with the demands of Industry 4.0. The research utilizes a mixed-method approach, combining quantitative data from employee performance metrics and qualitative insights from interviews with management and workers. Key findings indicate that a comprehensive strategy integrating technical training, digital literacy, and soft skills development is essential for enhancing employee adaptability and performance. The case study highlights the pivotal role of organizational culture and leadership in driving successful reskilling and upskilling initiatives. Furthermore, the research underscores the importance of continuous learning and proactive workforce planning to mitigate skill gaps and ensure sustainable growth. The implications of this study provide valuable insights for manufacturing firms aiming to thrive in the Industry 4.0 landscape through strategic human capital development

Needs Analysis on the Module Development for Working Sandwich Generation in public University in Malaysia

The number of caregivers of older people will increase to 60% by 2040 to maintain the current ratio of caregivers to older people, which in turn will impact on their mental health and career needs. This study provides the profile, characterisation and needs analysis of the samples, which were conducted using non-probability convenience sampling. This included 201 sandwich and non-sandwich generation working at a public university in relation to coping with caring responsibilities, workplace challenges, personal development and interest in specific programmes or support systems to strengthen and improve coping strategies, adaptability and resilience of employees in the workplace. Understanding these dynamics, improved the development of modules and services to better meet the specific needs of these groups. The aim of this study is to identify the need for stress coping strategies, career adaptability and career resilience and to analyse needs-based programmes for the working sandwich generation. The needs analysis shows that the development of modules must be taken into account when designing a career intervention modules. The research proposes a comprehensive intervention module for career guidance programs to aid sandwich generation in coping with stress, enhancing career adaptability and resilience.

Adaptive strategies and sustainable investments: navigating organizations through a VUCA environment in and after COVID-19

This study delves into the resilience and adaptability of employees within the volatile, uncertain, complex, and ambiguous (VUCA) business environment, examining their readiness to manage effectively and the organizational agility in navigating change, alongside the impact of sustainable investment practices. Employing quantitative methods, a survey was conducted among employees at two pivotal moments: during and after the COVID-19 pandemic restrictions. Factorial analysis revealed a strong preference for participatory work styles and highlighted the critical need for employee involvement in significant decision-making processes. Although the value of sustainable investments was recognized, a noticeable gap was found in employees’ understanding and adaptability towards these investments. The use of the Wilcoxon test illuminated the significant impact of external disruptions, such as the pandemic, on organizational operations and preparedness. The findings underscore the imperative for organizations to champion continuous learning and training, enabling strategic and innovative responses to the challenges unique to the VUCA world. By aligning adaptive interventions with the demands of the VUCA environment, organizations can define a clear trajectory towards sustainable growth and enhance their proactive stance against sudden shifts in the business landscape.

Employee relations, cross-cultural training and organizational resilience in higher education sector: Basis for employee adaptability framework

Employee relations, cross-cultural training and organizational resilience in higher education sector: Basis for employee adaptability framework

Гнучка зайнятість як засіб збереження робочих місць на українських підприємствах під час війни

The article examines the relevance of flexible forms of employment in the context of current economic challenges, especially in connection with the war in Ukraine. Ensuring the effectiveness of flexible employment is critical for preserving jobs and maintaining the economic stability of enterprises in the current crisis conditions. The purpose of the study was to analyze approaches to the introduction of flexible employment at Ukrainian enterprises and recommendations for adapting the existing model of flexible employment to the conditions of martial law to preserve jobs at enterprises and ensure a balance between the economic interests of enterprises and social guarantees for employees considering the specifics of the modern labor market, and to develop. It has been proven that in times of crisis, flexible forms of employment become a vital tool for preserving jobs and maintaining economic stability, as well as increasing the adaptability of employees to changing labor market conditions, which is critical in times of crisis. However, existing flexible employment models need to be adapted to war conditions. The article develops recommendations for enterprises to introduce flexible forms of employment that allow them to maintain productivity and minimize social tension among employees. These recommendations include using remote work, part-time work, and digital platforms to attract freelancers, as well as measures to improve the social protection of employees, implement mental health support programs, and adapt labor contracts to the new conditions. The practical value of the study lies in the development of specific recommendations for enterprises that will allow them not only to maintain their functioning in the crisis but also to ensure sustainability and development in the long term. The proposed measures can be used as a basis for further improvement of HR management strategies in conditions of instability and crisis. Keywords: flexible employment, crisis model, social guarantees, remote work, outsourcing, outstaffing.

The Role of Servant Leadership and Self-Efficacy in Adaptive Performance

Technological change is an opportunity to develop yourself and work better. The aim of this research is to determine the role of Servant Leadership and Self Efficacy on Adaptive Performance. It is hoped that this research can provide valuable insight for organizations in managing employee adaptation to technology and changes in their work in this ever-evolving era. The sampling method was purposive sampling by distributing questionnaires online to 105 respondents and using the Partial Least Square-Structural Equation Modeling (PLS-SEM) analysis method. The research results prove that Servant Leadership has a positive and significant effect on Adaptive Performance, Self Efficacy has a positive and significant effect on Adaptive Performance, Servant Leadership has a positive and significant effect on Self Efficacy and there is a positive and significant effect between Self Efficacy moderating the relationship between Servant Leadership and Adaptive Performance. Keywords: Servant Leadership, Self Efficacy and Adaptive Performance

The Relationship Between Locus of Control, Perceived Organizational Support and Job Satisfaction in Emergency Service Workers

With this study we provide conclusive evidence on the importance of locus of control and organizational support provided by bosses/colleagues in the workplace for optimal satisfaction and adaptation of emergency department employees. Thus, employees who have a high level of externality (have an externalist orientation) dimension of locus of control, as well as a high level of perceived organizational support from their managers and/or colleagues, will more frequently have higher levels of specific job satisfaction and general job satisfaction. The mentioned personality characteristics, together with other characteristics, can become predictors used in the process of psychological assessment for selection purposes to predict adaptation at work. In this sense, from the data obtained it can be seen that the variation in generic job satisfaction can be explained in 12.6% by the perceived organizational support variable, and the variation in specific job satisfaction can be explained in 63.4% by the externality variable, as a dimension of locus of control.