Employees In Decision Research Articles

The Influence of Employer Branding and Organizational Commitment on Turnover Intention

This study aims to explore the influence of Employer Branding and organizational commitment on turnover intention in the manufacturing sector. By involving 93 respondents in this study. Through a quantitative approach, the data collection method uses a questionnaire with simple random sampling. Questionnaire data was analyzed using Smart PLS software. The results of the analysis show that Employer Branding has a significant positive impact on reducing the intention to move among manufacturing employees. Similarly, high levels of organizational commitment are associated with low turnover intentions, providing evidence that employees who feel emotionally and normatively attached to the company tend to stay in it. This study contributes to the understanding of the factors that influence the decision of employees in the manufacturing sector to consider moving. The implication of these findings is the importance of building a positive corporate image and strengthening the emotional and normative bonds between employees and the organization. This research confirms that an effective Employer Branding strategy and increased organizational commitment can play an important role in reducing turnover intention.

Communication strategies for municipal success: Insights from KwaZulu–Natal, South Africa

Communication is the adhesive that binds people irrespective of their backgrounds. It is the skill of passing information from one person to another. However, effective communication deals with understating emotions and intentions behind the information. Therefore, managers in leadership positions need to understand the manner in which the best effort can be obtained from the workforce, following which communication systems management should be reviewed to ensure it is effective. The aim of the study is to establish whether communicating effectively with employees could improve employee performance in a municipality. In this regard, the study ascertained the extent to which the sharing of ideas creates openness among municipal employees, in addition to whether regular feedback contributes to improved municipal employee performance. Furthermore, the study also investigated whether open channels of communication mitigate misunderstandings and whether the recognition of employee opinions increases employee performance. To establish the stated objectives, the study used a mixed method research approach, employing both quantitative and qualitative methods. Data were collected from the uBuhlebezwe Municipality, where a sample size of 80 respondents was obtained by using a simple random sampling technique. For the qualitative research, 10 employees were gathered by means of convenience sampling, through a focus group at the Ray Nkonyeni Municipality. The results from both methods showed that effective communication was the best tool to change employee performance in municipalities, acting as a catalyst. However, this is largely dependent on the effectiveness and availability of channels of communication. The main recommendations to municipal managers and heads of departments are that they should use effective communication as a strategic tool and appreciate all employee opinions, regardless of their positions in an organisation. Managers in a municipal setting should also involve employees in decision-making, most importantly during policy formulation. It is further important that municipal employees are provided with sufficient resources to be able to perform their day-to-day duties, as inadequate resources lead to poor performance and lack of communication. The provision of regular and honest feedback to employees with regard to their strengths and weakness could additionally improve employee performance and increase productivity. Conversely, lack of communication could lead to misunderstandings and incorrect interpretation of information messages by employees.

Should I Stay or Should I Go? Deciding Factors of Administrative Personnel to Stay or Leave an Academic Institution during A Pandemic: Basis for an Improved Employee Retention Post-Pandemic Program

The COVID-19 pandemic has brought a lot of changes in the workplace. It has influenced the perception of the employees to their employers depending upon how the latter responded during the crisis. The introduction of work remote work arrangements opens a wide range of job opportunities for the employees. By 2021, job hopping become a trend and more Filipino will be resigning for various reasons. This scenario may affect the business of one’s company if not well mitigated. Hence, the policies and plans of the company must be reviewed and revised to meet the company’s changing needs and conditions with regard to employee retention. The purpose of this study is to understand the decision of the administrative employees to stay or leave the academic institution that may or may not affected by their work arrangement experiences during the pandemic. This qualitative research adopted the multiple case study design. Data was extracted through a combination of structured and semi-structured interviews of the randomly selected administrative employees. The respondents were categorized into 3: rank and file, supervisory, and managerial. Reflective thematic analysis using the combination of inductive and latent approaches was used to identify codes and major themes. Factors that may affect the decision of employees to stay are love for work, proximity from home, employee benefits (school discount), job stability, good relationships, a sense of freedom, and gratitude. Factors that may affect an employee’s decision to leave are salary, manager-employee relationship, work modality, company policy and implementation, communication process, leadership and collaboration, motivation, training specific to the position, wellness, and heavy workload. Keywords: human resource, multiple case study, Philippines, retention, thematic analysis

Application of the AHP-TOPSIS Method As Best Employee Decision Support System

In every company, employees are an essential element. To be able to find out whether employees are competent or not, an employee performance appraisal is needed. Employee appraisal is critical, not only because it is a determining factor in employee wage increases and promotions but also because it can evaluate skills. However, the current employee appraisal process still needs to be more objective and accurate, and it takes a long time, and there are many possibilities for human error. This study aims to design a decision support system in determining the best employees using the Analytical Hierarchy Process (AHP) and Technique for Order Preference by Similarity to Ideal Solution (TOPSIS) methods. The AHP method is used to calculate the weight of each parameter, and TOPSIS is used to perform the ranking process based on the parameter weighting results. The results of this study found that the best employees were employees with the alternative code A3, with a value of 0.74271.

THE ROLE OF EMPLOYER BRAND ATTRACTIVENESS IN THE HOTEL LABOUR MARKET

The employer brand is seen as part of the intangible assets of a hotel that provides economic, functional, and psychological benefits to current and potential employees. This paper aims to identify and examine the influence of EBA on potential employees in the hotel industry. The study analyses the relationship between the dimensions of employer brand attractiveness and the decisions of potential employees - intent to join hotels and future behaviour. The sample includes 203 final year bachelor’s students and master’s students in the Hotel management course. The results reveal a positive effect of the dimensions of employer brand attractiveness (compensation and benefits, management value, and development and training) on intent to join. Also, the results reveal the effect of the dimensions (work/life balance, compensation and benefits, and development and training) on the future behaviour of potential employees.

Working environment of health care professionals - focus on occupational stress.

Healthcare professionals most often encounter occupational stress. The aim of the study was to investigate the working environment of health care professionals with the focus on expression of occupational stress, and oversee the possibilities of stress management and prevention. 326 representatives from five different healthcare institutions were surveyed in Siauliai city, Lithuania. The validated questionnaires HSE Management Standards Indicator Tool and the SF-36 questionnaire were used. The study revealed that the most important organizational factors were lack of communication, inappropriate relations with authorities and colleagues, big workload and long working hours, quick decision-making, and manifestations of mobbing. Financial support was reported as one of the main motivators in stress management. The most frequent individual factors were emotional relations with patients and their relatives. The healthcare professionals who experienced stress at work more often felt aches that disturbed their work routine, and their health interfered more their ordinary social activities. The main stress prevention measures are involvement of employees in decision-making, annual interviews with authorities, education, assurance of a safe work environment, and elimination of manifestations of mobbing. More attention must be paid to occupational stress management. It appeared that there is a lack of knowledge by institutions about the models of occupational stress management and internal stress management policy of organization. Therefore, this stimulates the search for measures that could help to change the situation.

The Effect of Employee Involvement in Strategic Change on the Performance of Insurance Companies in Zimbabwe

Due to rapid technological advancements and intense competition, organizations must find new ways to do business. As a result, changes in an organization’s structures, systems, and strategies are now a pre-requisite to survive the competition. Involving employees in strategic change programmes will harness ideas that enhance competitive advantage and organizational performance. The purpose of this study is to inform industry executives, especially in insurance companies, that employees are crucial resources that must be valued for their contribution to the survival of the organization. A total of 115 respondents were surveyed using a 5-point Likert scale questionnaire in a quantitative research approach. This study employed the multiple regression method to test the effect of five employee involvement constructs on organizational performance using IBM SPSS V28 software. All five constructs, that is, participation in decision-making, teamwork, communication, creativity, and innovation, significantly affected the performance of insurance companies in Zimbabwe. This study’s findings will convince top managerial leaders of the insurance industry to acknowledge and appreciate the importance of involving employees in strategic change programmes. Furthermore, industry regulatory authorities can promote policies and practices that involve employees in decision-making.

Decertification Is an Employee Decision

Decertification Is an Employee Decision

The Effect of Strategic Leadership on Retention and Creativity of Employee in Chinese Universities: Career Aspiration as A Mediator

This study investigates the relationship between strategic leadership, employee retention, creativity, and career aspirations in Chinese universities. Using a document analysis approach, we conducted a comprehensive review of existing literature on strategic leadership, retention, creativity, and career aspirations, and analyzed relevant documents such as policy statements, strategic plans, and employee surveys from several Chinese universities. Our analysis revealed that strategic leadership practices that emphasize employee development, communication, and empowerment have a significant positive impact on employee retention, creativity, and career aspirations. Specifically, leaders who provide clear career paths and growth opportunities, involve employees in decision-making, and offer regular feedback and recognition tend to foster higher levels of job satisfaction, commitment, and innovation among their staff. Furthermore, our findings suggest that career aspirations act as a key mediator in the relationship between strategic leadership and employee outcomes. Employees with high career aspirations tend to be more motivated, engaged, and innovative and are more likely to stay with an organization for a longer period. In contrast, employees with low career aspirations may be more likely to leave an organization, even if other factors such as compensation and benefits are favourable. Overall, our research highlights the importance of strategic leadership in promoting employee retention, creativity, and career aspirations in Chinese universities. We suggest that university leaders should prioritize the development of a supportive and empowering leadership culture, and invest in training and development programs to enhance leadership skills among managers and supervisors. Additionally, we recommend that universities take steps to create a work environment that fosters employee growth and innovation, such as offering flexible work arrangements, providing opportunities for skill-building and professional development, and establishing mechanisms for employee feedback and recognition. In conclusion, our study contributes to the growing body of research on strategic leadership, employee retention, and creativity in Chinese universities, and provides practical insights for university leaders seeking to improve employee outcomes and drive organizational success.

Strategies for Enhancing Governmental Public Health Workforce Well-being and Retention.

Strategies for Enhancing Governmental Public Health Workforce Well-being and Retention.

Career identity, career commitment, and self-efficacy: the role of gender and family characteristics

Abstract The career attitudes and decisions of both male and female employees depend not only on the situation at work but are also influenced by their family dynamics. This paper explores the differences in the relationship between career identity and career commitment and tested self-efficacy as a moderating variable for employees with different family dynamics. It also considered whether these relationships vary among male and female employees. The results show that in the female subsample the moderator was significant, while for males selfefficacy did not play a significant role. In terms of family characteristics, being married/cohabiting and being married/cohabiting with dependents in the household were found to be relevant differentiating factors among females when it comes to the significance of the moderating effect. In the male sample self-efficacy exhibited a significant effect only in the group of male employees with dependents.

WAZUP! COMMUNICATION TOOLS IN ORGANIZATIONAL DECISION-MAKING

The WhatsApp application has become the latest trend as a communication tool used in organizations to interact with each other. Most of its use is to convey official or personal information and get immediate feedback. Employees can send information and attach text, images, videos, and audio files. Additionally, users can form specific groups through the WhatsApp application. However, it is unclear to what extent WhatsApp is used as a communication tool that supports decision-making in organizations. This study aims to identify the extent to which WhatsApp is used in the organization and employees' perspectives as an internal organizational communication tool supporting employee decision-making. A quantitative survey method was used to distribute this study through email to executives and non-executives from the selected organization, namely the Malaysian Communications and Multimedia Commission (SKMM), a regulatory body organization under the Ministry of Communications and Digital. Based on the findings of the study, WhatsApp is widely used by SKMM staff to share information, manage daily work routines, and make quick and effective decisions. This WhatsApp is considered an alternative that can be used as a communication tool that supports quick decision-making by the staff in the organization. Most of them agree and gain satisfaction from its use, especially when an immediate decision is needed. The study also shows that all MCMC employees need WhatsApp communication during working hours.

The Best Employee Decision Support System Using the Analytical Hierarchy Process Method at PT ASDP Indonesia Ferry (Persero)

Selecting the best employees aims to spur employee morale by improving performance and dedication. The selection of the best employees is selected based on company criteria. PT ASDP Indonesia Ferry (PERSERO) The best employee criteria applied by the company are Work Quantity, Work Quality, Attendance, Teamwork, and Initiative. Employee assessment is carried out every month by the assessment team (Vice President (VP) and Manager). The problem faced is determining the best employees with criteria and alternatives that are calculated manually. This system is a Decision Support System (DSS) built using the Analytical Hierarchy Process (AHP) method. Previously, the evaluation process for selecting the best employees had never been done. Some of the problems encountered were the absence of an employee performance appraisal process, there was no appropriate selection method, and a Decision Support System (DSS) was not available that could make it easier to assess the selection of the best employees.

The Best Employee Decision Support System Using the Analytical Hierarchy Process Method at PT ASDP Indonesia Ferry (Persero)

The selection of the best employees aims to spur employee morale in improving employee performance and dedication in the company. The selection of best employees is selected based on company criteria. PT ASDP Indonesia Ferry (PERSERO), the best employee criteria applied by the company are Work Quantity, Work Quality, Attendance, Teamwork, and Initiative. Employee assessment is carried out every month by the assessment team (Vice President (VP) and Manager). The problem faced is determining the best employees with criteria and alternatives that are calculated manually. This system is a Decision Support System (DSS) built using the Analytical Hierarchy Process (AHP) method. Previously, the evaluation process for selecting the best employees had never been done. Some of the problems encountered were the absence of an employee performance appraisal process, no appropriate selection method, and a Decision Support System (DSS) was not available that could make it easier to assess the selection of the best employees.

Influence of Leader’s Balanced Processing on Employee Commitment in Agencies Implementing Public Financial Management Reforms in Kenya

In many developing countries, Public Financial Management Reforms (PFMRs) have been considered an instrumental element of governance with the intent to curb wasteful expenditure and corruption. Before making any budgetary or financial decision, leaders are expected to make objective analysis of theavailable financial data and to take into consideration all available options from their subordinatesbefore deciding on a way forward. This is what defines balanced processing. The aim of this paper wastherefore to evaluate how leader’s balanced processing influence the commitment of employees inagencies implementing Public Financial Management Reforms (PFMRs) in Kenya. The study was guided by the positivism research philosophy and applied a descriptive correlational research design inconducting the study. This design is deemed relevant particularly as it reveals accurate informationallowing for inferences through hypothesis testing. This approach was favored because it explains what is in existence and, in turn, assists in revealing new realities and meanings, thus broadening the scope of the phenomenon under study. The study targeted 747 managers from the Kenyan PFMR implementing agencies from which a sample of 260 managers was obtained through simple random sampling technique. A structured questionnaire was used for data collection with analyses being done and presented using both descriptive and inferential statistics. The Binary logit regression model depicted a significant association between the variables with Chi-square χ² (1) = 139.881, p<.001, and the model summary result showed the Nagelkerke R square of .731 (equivalent to R 2 on the linear regression model) hence accepting the alternative hypothesis, which stated that leaders' balanced processing significantly influenced employee commitment among managers in agencies implementing PFMRs. In its recommendation, this study guides that leaders should listen carefully to ideas from every employee fairly and understand that different employees work differently. Some ideas can be implemented to improve the organization, and some can be implemented later; therefore, it effectively attracts employees in decisionmaking and enhances employee commitment.

The Impact of Leader Member Exchange (LMX) Theory on Employee Turnover Intention: An empirical study of employees at the Ministry of Hajj and Umrah in Saudi Arabia

The purpose of this research paper is to investigate the impact of LMX on the turnover intention of employees. Research from both Western and Arabic contexts has shown that the quality of LMX relationships has a positive impact on turnover intentions i.e., the quality of LMX in an organization may encourage employees to stay longer with the current organization and reduce turnover intention. This research study used a quantitative methodology, distributing questionnaire surveys as the research tool to a sample of 297 participants. The participants were all employees at the Ministry of Hajj and Umrah in Saudi Arabia, or who worked for associated companies at the Hajj and Umrah information center. The quantitative survey data was then analyzed to find the relationship between levels of LMX and employee turnover intention in this context. The findings show that high quality LMX relationships were positively correlated with employee decisions to stay with the organization, and indicate that well-functioning LMX may play a part in reducing employee turnover intention at the Ministry of Hajj and Umrah and its connected organizations.

The Impact of Green Human Resource Management on the Triple Bottom Lines of Sustainability Performance

The concern for a green environment in the last few years has increased significantly, due to which firms worldwide spend considerable resources on corporate social responsibility. GHRM is a new concept that involves all the stakeholders for a sustainable environment. Given its importance, we have focused on the textile sector of Pakistan because it contributes significantly to economic development and environmental decay. The study collected 565 responses non-randomly from the targeted textile sectors of Karachi. Given its importance, we tested a model with five articulated hypotheses and found green recruitment and selection and green empowerment significantly affect environmental performance. But we found an inverse association between training and development and environmental performance. Perhaps, employees in the textile sectors feel the training in their entities is not relevant to environmental sustainability. We also found an insignificant association between green empowerment and environmental performance. Most of the textile units in Pakistan are family owned, and they often do not empower the employees in decision-making. Green knowledge theoretically should enhance the association between green recruitment and selection, but we found it does not. The results suggest that the textile sector in Pakistan need to focus on this aspect to increase the employees’ green knowledge.

ІННОВАЦІЙНІ МЕТОДИ УПРАВЛІННЯ В СОЦІАЛЬНО-ОРІЄНТОВАНІЙ СИСТЕМІ ПІДПРИЄМСТВА

This scientific article is devoted to the study of innovative management methods in a socially oriented enterprise system. The article presents an overview of modern theoretical and practical aspects of innovation management in the context of the social orientation of enterprises. The features of socially oriented enterprises, their goals and objectives, as well as the problems they face when using traditional management methods are considered. The desire for efficiency and competitiveness leads to the need to introduce new approaches to management, especially in the area where social values and responsibility to society are a priority. The article discusses such modern innovative management methods as the participation of employees in decision-making, the development of flexible organizational structures, the use of technology to increase productivity and ensure sustainable development, knowledge management, as well as the introduction of a corporate social responsibility system and other methods. For each method, descriptions, advantages, and disadvantages are given, as well as examples of their use in a socially oriented enterprise system. It is substantiated that the social responsibility of an enterprise is an important innovative method of management in a socially oriented enterprise system. The article presents the problems that an enterprise may encounter when introducing innovative management methods in a socially oriented system, as well as measures to avoid or prevent them. The risks associated with new technologies and the need to comply with the requirements of security and protection of personal data, as well as measures to avoid risks when introducing innovative management methods in a socially oriented enterprise system are analyzed. At the end of the article, the author concludes that the use of innovative management methods can help socially oriented enterprises achieve their social goals and ensure financial sustainability. This study allows us to better understand the benefits and potential of innovative management methods in a socially oriented enterprise system.

Factors Affecting Investment Decisions of Employees Working on Financial and Non-Financial Sectors: A Case of Pokhara Metropolitan City, Nepal

The emergence of the financial market favorably influences the economy. The choices of an individual engaging in the financial market have a crucial part in setting the market trend, which subsequently affects the economy. This research seeks to examine the variables impacting the investment choices of people functioning in financial and non-financial sectors. The research employs a social survey design, based on 280 samples obtained by a structured questionnaire employing a convenience sampling approach. The study was restricted to the Pokhara metropolitan city of Nepal. Descriptive Statistics, Chi-square test, t-test, ANOVAs, Confirmatory Factor Analysis and Structural Equation Modeling were utilized to fulfill the study goals. The study demonstrates that there is no substantial difference between personnel working in the financial and non-finance industries on herding, market, heuristic and demographic component. However, people working in the financial industry examine more economic aspects and the total investment performance is greater for employees working in the financial sector. Further, the research reveals that self-confidence, market information, the recommendation of professionals, minimization through portfolio diversification and high-income level increases in interest in investment were the significant influential factors affecting investment decisions of an employee working in financial and non-financial institutions. The CFA establishes a significant link between observable variables and their fundamental constructs. The path analysis demonstrates that Market, Herding, Knowledge and Economic factors has a favorable influence on investment choices. The regulatory authority and related institutions should equip investors in respect of both economic and behavioral elements to make a smart investment choice.

The Role of Culture in Auditors’ Social Norms and Audit Quality in Iran’s Environmental Conditions

Background: The quality of auditing and how it is performed has always been the subject of audit research. Quality of audit is important because of the increased reliability of the financial results. The quality of auditing is remarkable because it can have a tremendous impact on the decisions of investors, employees, employees, and employees.
 Objectives: The purpose of this study is to investigate the role of culture in auditors’ social norms and audit quality in Iran’s environmental conditions.
 Methods: The research method was descriptive and structural equations. The statistical population of this study consisted of all auditors working in member firms of auditors in Iran. According to the unlimited statistical population, with the help of Cochran’s formula, a sample size of 384 was obtained, and finally, by sampling in a questionnaire, 380 were collected. The research tools included innovative questionnaires for activating social norms, audit quality, and auditor culture. Analytical analysis methods were used for the data.
 Results: The fit indices of the research model were in good condition. Activation of social norms (ethical reasoning, responsibility, honesty, and fairness) significantly affected audit quality. The mediating role of culture in auditors’ social norms and audit quality has also been investigated. Among the hypotheses of mediator sub-relationships, the mediating role of ethical culture (ethics at work) in the relationship between (activating the auditor’s ethical reasoning and audit quality) and the mediating role of Islamic culture in the relationship between (auditor’s sensitivity in accountability and audit quality) became.
 Conclusions: The activation of social norms significantly affected audit quality. The auditor culture had a significant effect on the relationship between the activation of social norms and audit quality.