Desirable Employee Research Articles

Impact of Organizational Support and Hardiness on Employees' Telework Intentions: The Mediating Role of E-Work Life

Purpose: This paper examines how supplementary telecommuting support from the organization, personal hardiness, and perceived work-life balance affect a person’s telework continuation intentions. This study seeks to establish whether WLB directly and interactively moderates the relationships of these variables to contribute ideas towards improved telework management. Design/Methodology: The survey questionnaires self-administered and completed by 210 respondents, and validity analysis conducted through factor loadings test while reliability analysis done through inter-item reliability and test-retest reliability while correlation analysis was done with coefficient of correlation test. Findings: The findings showed that hardiness was a significant factor on teleworking continuation intention but organizational support not when it existed singly. Moderation analysis revealed that work to life balance acted as a moderator of the relationship between organizational support and as a moderator and mediator of the positive relationship between hardiness and telework intention. Practical Implications: Employees’ needed improvements should be in towards what is good for them through organizational policies, for instance, adoption of liberal working hours and stress mitigation measures. Work-life balance can used to increase support for telecommuting and maintain the desire of employees to continue working remotely in the long term. Originality/Value: The study establishes the use of organizational support, personal resources, and work-life balance as predictors of telework intentions. This paper builds on current telework literature by examining the moderation of WLB and provides useful recommendations for organizations in implementing sound telework policies.

Pengaruh Kepemimpinan, Beban Kerja, dan Kemampuan Kerja terhadap Turnover Intention Karyawan pada PT Pendidikan Maritim dan Logistik Indonesia (PMLI) Bogor

This research aims to determine the influence of leadership, workload and work ability on employee turnover intention at PT Pendidikan Maritim Dan Logistik Indonesia (Pmli) Bogor. Before an employee takes a turnover action, it is usually preceded by turnover intention. In this research, the cause of the employee's desire to stop working is thought to be leadership that is not working well, too much workload and a mismatch in abilities and job duties. Sampling of 100 employees was carried out using proportional stratified random sampling. The analytical method used in the research is descriptive and verification methods. Data collection techniques through questionnaires, observation, interviews and literature study. Data analysis uses multiple regression analysis, coefficient of determination analysis, F test and t test. The results of this research show that the variables of leadership, workload and work ability simultaneously have a positive and significant effect on employee turnover intention. Meanwhile, partially leadership and workload have a positive and significant effect on employee turnover intention and work ability has a negative and significant effect on employee turnover intention.

Perceived Fairness of Performance Appraisal: Does It Shape Bankers’ Attitudes towards their Job and Organization?

Purpose: The study aimed to assess the effect of perceived fairness of performance appraisal (PA) on bankers’ attitudes, namely job satisfaction, job involvement, work engagement, and organizational commitment. Methodology: The research employed a convenience sampling method to gather data from 207 front-line bank officers working in 10 private commercial banks in Bangladesh. For the analysis of the collected data, the study used statistical tools such as ANOVA, Pearson correlation, and regression, using SPSS version 25. Findings: The study found that fair PA has a significant positive impact on all four types of attitudes. From the control variables (i.e., experience, age, gender, education, and marital status), only education level is found to have a significant negative association with job satisfaction and job involvement. Practical Implications: By highlighting the significance of a fair performance appraisal (PA) system, the study provides insights for bank administrations on improving the positive attitudes of their workforce. This, in turn, may boost bankers’ performance and foster success for the banks as a whole. Originality/Value: In a first-of-its-kind endeavor, the study contributes valuable theoretical insights by exploring the influence of fair PA on diverse types of desirable employee attitudes towards jobs, work, and the organization. Moreover, the study explains the findings in the context of social exchange theory as well as equity theory. Research Limitations: A small sample size, convenience sampling, and cross-sectional self-reported data are the main limitations.

Unethical pro-organizational behavior: a systematic literature review and research agenda

Purpose The literature on unethical pro-organizational behavior (UPOB) has experienced significant growth in the past decade. However, there is limited research on the effects of organizational, team and malleable individual factors on UPOB. It is also necessary to explore its adverse effects for theoretical advancement and to uncover unexplored opportunities. This study aims to systematically examine the existing body of literature on UPOB, providing thorough theoretical, contextual and methodological insights. Design/methodology/approach Using the preferred reporting items for systematic reviews and meta-analysis technique, the authors identified 43 articles on UPOB from journals included in the ABDC-2019 list. The authors conducted an analysis of the identified articles and categorized them using a modified version of Paul and Rosado-Serrano’s (2019) TCCM framework. Findings Existing literature primarily focuses on attitudinal and contextual antecedents of UPOB, neglecting individual differences and their consequences. The review suggests that certain desired employee attitudes may also lead to UPOB. In addition, the study highlights underutilization of established behavioral theories, emphasizing the need for a more inclusive theoretical framework. The exploration identifies research gaps, including in multidisciplinary and transdisciplinary studies, aiming to broaden the research scope in this field. Research limitations/implications The study highlights the need for a more comprehensive theoretical framework to understand UPOB. Practical implications It cautions organizations fostering positive employee attitudes, such as job satisfaction, workplace spirituality and organizational commitment, as these may inadvertently promote UPOB. Social implications Socially, the paper highlights how engaging in UPOB affects the lives of involved employees. Originality/value This paper’s originality arises from its methodical review and categorization of prior research on UPOB using a distinctive, multidisciplinary research framework.

Особливості застосування змістовних теорій мотивування працівників в умовах воєнного стану

The article examines the intricacies of staff motivation at Ukrainian enterprises in the conditions of unprecedented challenges associated with the ongoing crisis and martial law. Modern motivation strategies, aimed at identifying and satisfying actual needs, should contribute to the formation of conditions that provide staff with a sense of stability and security, thereby contributing to an increase in their productivity and satisfaction at the workplace. By studying the main theories of motivation, such as Abraham Maslow’s hierarchy of needs, the theory Alderfer’s ERG, McClelland’s acquired needs theory, and Herzberg’s two-factor theory, the authors highlight the multifaceted implications of each perspective, especially as applied to the unique context of wartime. The scholarly study begins with a comprehensive analysis of motivation theories, providing readers with a detailed understanding of their applicability and challenges in various contexts. The article outlines Maslow’s hierarchical progression of needs as opposed to her more variable Alderfer classification. The researchers proposed A. Maslow’s Adapted Pyramid of Needs for motivating employees in martial law conditions, which, when used effectively, will help managers create the necessary psycho-emotional environment and minimize staff turnover. In addition, David McClelland’s emphasis on achievement, affiliation, and power needs, which are not the priority desires of employees compared to safety needs, is explored in detail. Herzberg’s dichotomy between hygiene and motivational factors is also described, which gives insight into the importance of balancing the satisfaction of hygiene and motivating needs. This article highlights the renewed relevance of foundational motivational theories in shaping pragmatic strategies in a changing business landscape. In particular, Maslow’s hierarchy and Herzberg’s two-factor theory become the main guidelines for the development of effective motivational interventions, especially taking into account the urgent needs of employees, such as physiological and safety requirements, which are the most important in the modern Ukrainian environment. The authors of the article give examples of specific measures that Ukrainian enterprises can take. use to increase the motivation of personnel in wartime conditions. In particular, intangible incentives such as support, team building, volunteering, extra days off and vacations are effective. At the end of the article, the importance of understanding and adapting motivation theories to the specific context of Ukrainian enterprises during the war is emphasized. By recognizing the nuances of their workforce’s needs, managers can effectively implement motivational strategies that promote employee engagement, productivity, and resilience in the face of conflict.

Digitalization, Current Working Conditions and Environment: Comparative Study of Several Countries in ASEAN

Digital technology changes the way of work. It can improve connections between an organization's technical and social systems as well as connections with external networks through the sharing and exchange of digital information. The average worker in ASEAN wants a salary increase and wants a promotion, and some others want to change jobs. Respondents who want to change jobs come from Indonesia. Most respondents in ASEAN want job satisfaction, and many believe that job skills will change in the next five years. Apart from that, most respondents in ASEAN also believe that their organizations will be able to stay in business for more than 10 years. Respondents from Indonesia rated the highest on variables related to workplace culture, empowerment, fairness and feedback. Meanwhile, respondents from the Philippines gave the lowest assessment to variables related to new job opportunities, opportunities to learn new skills and increased productivity with the presence of artificial intelligence. Employee welfare needs to be a priority for companies, so companies need to collect data about employee desires and motivations, segment employees and prioritize action plans for management in the company.

Are Both I-Deals? The Mediating Role of I-Task and I-Incentive in the Relationship between Supervisor Support and Employees’ Silence and Voice

Informed by Social Exchange Theory, this study has developed a mediation model that explains the role of I-deals in the relationship between perceived supervisor support and employees’ discretionary behaviors (i.e., voice and silence). Using a sample of 140 Chile employees, results from our structural equation modeling, indicated that the relationship between supervisor support and employees’ voice (positive) and silence (negative) was mediated by task I-deals. However, we found that the relationship between supervisor support and employees’ voice (negative) was mediated by task I-incentive while this type of I-deals did not mediate the relationship between supervisor support and employees’ silence. This research expands the I-deals literature by focusing on the provision of I-deals to their subordinates and by analyzing the outcomes of incentive I-deals and task I-deals to employees’ discretionary behaviors. Supervisors and HR departments might utilize task I-deals to help facilitate desirable employee outcomes, namely more voice and less silence.

Working from home during and beyond the coronavirus pandemic: Employee reflections from the Czech Republic

Research background: Working from home (WFH) has become the norm for many people around the world due to the coronavirus pandemic. It has accelerated the implementation of WFH and has raised questions about its further use. Purpose of the article: The article analyzes the experience of employees in the Czech Republic with WFH during the coronavirus pandemic to identify perceived benefits, difficulties, skills, and conditions related to WFH, assess the employee desire to work from home depending on their industry, age, and gender, and propose actions for further use of WFH beyond the coronavirus pandemic. The statistical verification of the dependence of the desire of employees to work from home beyond the coronavirus pandemic on their industry, age, and gender is integral to the analysis. Methods: The analysis is founded on data from the authors' online questionnaire survey conducted from December 2021 to September 2022. Responses from 480 employees who experienced WFH during the coronavirus pandemic in the Czech Republic are analyzed. Statistical non-parametric methods for the analysis of nominal data are used to verify defined hypotheses. Findings & value added: A research gap concerning the further use of WFH in the Czech Republic and elsewhere by considering the employee experience is met. The findings have revealed the desire of more than half of surveyed employees to continue working from home part-time to achieve reasonable work-personal-family well-being. The desire turned out to be dependent on the employees' industry. Within further use, WFH should be taken as a specific work pattern for suitable professions and individuals with adequate organizational and technical support. Three matters concerning performance agreement, work environment, and self-management are proposed to enhance work-personal-family well-being and thus job satisfaction and productivity of homeworkers. The findings and proposals can help any theorist and practitioner interested in WFH.

A Study of Employee Satisfaction at Workplace

“Employee Satisfaction at the Workplace” delves into the intricate dynamics that influence employee contentment within organizational contexts. In today’s competitive business landscape, understanding and addressing the factors that contribute to employee satisfaction is crucial for organizational success and the overall well-being of employees. This abstract serves to dissect the various dimensions that play a role in shaping employee satisfaction.“Employee Satisfaction at the Workplace” delves into the intricate dynamics that influence employee contentment within organizational contexts. In today’s competitive business landscape, understanding and addressing the factors that contribute to employee satisfaction is crucial for organizational success and the overall well-being of employees. This abstract serves to dissect the various dimensions that play a role in shaping employee satisfaction. Employee satisfaction, encompassing feelings of contentment and fulfillment in the workplace, is a pivotal aspect of organizational success. This abstract explores the various factors contributing to employee satisfaction, including organizational development, job security, work tasks, compensation policies, and opportunities for advancement. By investigating these variables, the abstract underscores the significance of understanding and addressing the diverse needs and desires of employees to foster a positive work environment. Furthermore, the abstract delves into strategies for enhancing employee satisfaction, emphasizing the importance of promoting employee engagement, providing opportunities for career development, and implementing effective compensation and benefit structures. Through a nuanced analysis, this abstract provides insights into the importance of prioritizing employee satisfaction for achieving organizational goals and maintaining a motivated and committed workforce

Effort to Prevent and Reduce Employee Turnover Intention in The Hospitality

Purpose: The loss of skilled workers is one of the negative effects of the high turnover rates that the hospitality sector is currently experiencing. Turnover intention refers to an employee's desire to relocate or quit their position. There are several organizational disruptions brought on by this staff turnover. The purpose of this study is to test a research model empirically by examining how job security, perceived organizational support, and transformational leadership affect the intention to leave a company. Theoretical framework: This study employs the Social Exchange Theory, which posits that a balanced exchange occurs between two parties, with recipients typically responding positively when the giver provides something valuable. In line with this concept, the research aims to explore how factors such as job security, perceived organizational support, and transformational leadership influence individuals' inclination to remain in their current employment. Method/design/approach: Quota sampling, which establishes a quota depending on the percentage of each hotel, is the sample method employed. Analysis employing Partial Least Squares was used in this study. In order to ensure that the computations are spread equally, the analysis's findings determine the proportion of the demographic conditions of each employee respondent at 4-star hotels. Consequently, a total of 176 respondents were gathered from the sampling, comprising 123 male and 53 female employees, with the majority falling between the 20–25 age range. Results and conclusion: The findings suggest a positive association between the desire to leave a company and factors such as perceived organizational support, transformational leadership, and job security. Interestingly, the results indicate that enhancing job security could potentially decrease the inclination to leave. However, the study did not uncover significant effects of transformational leadership or perceived organizational support on turnover intention. Research implications: Provide new references in theoretical studies, especially on turnover intention behavior, especially in the hospitality sector. Originality/value: Establish a new measurement mechanism in an effort to reduce turnover intention using different antasedent variables.

The Colorado State Government ‘Reduce Our Footprint’ initiative

During the COVID-19 pandemic, the State of Colorado embarked on a state-wide initiative to reduce the State’s physical space called ‘Reduce Our Footprint’. This initiative included 21 state departments and agencies under the Governor’s purview and was led by the Colorado Department of Personnel and Administration. The Reduce Our Footprint initiative implemented a series of strategies built on the widespread use of remote and hybrid work as well as the opportunity to consolidate space, which supports employee desires for more flexible work options and saves money. Strategies included: comprehensive space needs analysis; state portfolio investment; lease contract and process improvements; unused and underutilised asset deployment; organisational changes; and new legislation. Since the beginning of the pandemic, the Reduce Our Footprint initiative reduced state-owned and private-leased space by over 350,000ft2. This represents about a third of the initiative’s 1mft2 goal, which has the potential to save more than US$20m a year.

The Influence of Transformational Leadership and Compensation on Employee Turnover Intention (Study of Employees of the HR Department of PT Bank Rakyat Indonesia Medan Branch Office)

Turnover intention refers to an employee's desire to leave the company, and employee turnover in an organization can result in negative impacts. One important aspect in reducing the turnover rate is transformational leadership combined with fair compensation. This research aims to examine the impact of transformational leadership and compensation on turnover intention of HR employees at PT Bank Rakyat Indonesia Medan Branch Office. Using quantitative methods and an associative approach, this research involved a population of 40 employees in the human resources department at PT Bank Rakyat Indonesia Medan Branch Office, with a sample of 38 respondents selected through a purposive sampling technique. Data collection involved questionnaire distribution and literature review. Research findings show that while transformational leadership does not have a significant effect on turnover intention, compensation shows a significant effect.

Impact of Work Motivation, Physical Work Environment, and Compensation on Job Satisfaction on Employees of PT. Kiandra Alam Semesta

Job satisfaction for employees in a company is very important because it will directly or indirectly affect the continuity of employees' work. If employees are dissatisfied with their work, negative attitudes towards work will emerge, such as a lack of employee motivation, the employee's desire to look for another more unbalanced job or a new one, and other complaints. The impetus for conducting this research was to know how work motivation, physical work environment, and encouragement influence employee job satisfaction. Participants in this research survey were employees of PT. Kiandra Alam Semesta, numbering 30 people. Sampling in this study used a saturated sampling technique. Questionnaires were sent to research participants as part of the quantitation methodology. Data analysis procedures include validity and reliability tests. Statistical studies using various regression formulas, partial tests, simultaneous tests, and coefficients of determination are used for descriptive and verification purposes. Based on findings at PT. Kiandra Alam Semesta, together Work Motivation (X1), Physical Work Environment (X2), and Compensation (X3) have a significant influence on the Level of Job Satisfaction (Y)

A STUDY ON STRATEGIC REWARD SYSTEM OF EMPLOYEES WITH REFERENCE TO IT SECTOR

Companies must grow to be more strategic if they are to carry on and do well in the current business situation. Functional and unit strategies must be aligned with overall company strategy to enhance organizational effectiveness. In this respect, strategic reward systems are vital to ensuring desired employee behaviours and enhanced company performance. This project reviews strategic reward systems and examines rewards. It outlines the employee’s strategic compensation and recognition programs and discusses implications for management. Companies for reaching higher goals and development use motivation. Motivation is a complex phenomenon which is influenced by individual, cultural, ethnic and historical factors. Some methods are suggested to increase employee performance. Rewards and incentives are probably among the most popular ones. So, organizations use reward systems and strategies to motivate their employees and to increase their performance. The aim of this study is to investigate how reward systems and organizational incentives influence employees.

INTERELASI KOMPENSASI DAN BEBAN KERJA TERHADAP TURNOVER INTENTION PADA SEKTOR INDUSTRI TEKSTIL DI BANDUNG

Examine the impact of compensation and work pressure on the desire of workers to quit the textile industry sector companies in Bandung. The research is a quantitative research involving 100 employees working in the textile industry in Bandung. The Data were taken using questionnaires and data processed using statistical methods to predict the linear dependent variable with SPSS version 25. The achievement of the following research analysis is the result of commensurate findings and some that are not and simultaneously the impact of compensation and workload on the employee's desire to resign. The achievement of the explanation analysis showed that the compensation effect did not show a big impact on the employee's intention to leave the company on the other hand the complexity of the work has a high value as a driving factor that causes employees to leave their jobs.
 
 Key words: Compensation, Workload, Turnover Intention

Exploring Employee Turnover Intention: PT. Esta Dana Ventura Case

Purpose: The purpose of this study to determine the effect of workload, work stress and burnout on turnover intention employee of PT. Esta Dana Ventura Branch of Makasar.Design/Methodology/Approarch: This research uses explanative research with a quantitative approach. A sample of 120 respondents was selected for data collection using simple random sampling method. A closed questionnaire was used which was facilitated through Google Forms. The collected data was analyzed using a Likert scale model and t test.Findings: This study confirms a positive and significant relationship between workload, work stress, and burnout with employee turnover intention. These results support theories that describe excessive workload, high stress levels, and levels of burnout with the desire of employees to leave the organization. These implications can enrich our understanding of how these variables are interrelated and how they impact employee attitudes and behavior. Based on the research results, PT. Esta Dana Ventura Makassar Branch should take some practical steps Encouraging open communication between management and employees is very important. This can help identify problems related to workload, work stress, and burnout that affect employees. Management needs to open effective communication channels to provide opportunities for employees to convey problems and problems that are experienced.

PENGARUH STRES KERJA DAN KEPUASAN KERJA TERHADAP TURNOVER INTENTION KARYAWAN (STUDI KASUS PADA KARYAWAN PT. NUSANTARA SURYA SAKTI (NSS) KOTA BENGKULU)

Turnover intention is the intention or desire of employees to leave the company where they currently work voluntarily and consciously. Some of the factors that influence turnover intention are job stress and job satisfaction. This study aims to determine the effect of job stress and job satisfaction on turnover intention. This type of research is quantitative research with a descriptive approach. The population of this research is all employees of PT Nusantara Surya Sakti (NSS) Bengkulu City. The number of research samples was 63 people. Data collection was done using a questionnaire. Data analysis techniques using multiple linear regression analysis techniques. The results of data analysis obtained multiple linear regression equations as follows: Y = 23.125 + 0.298 X1 - 0.336 X2. The results of the analysis show that partially job stress has a positive and significant effect on turnover intention (tcount = 5.619 and Sig = 0.000) and job satisfaction has a negative and significant effect on turnover intention (tcount = -6.407 and Sig = 0.000). Simultaneously, there is an effect of job stress and job satisfaction on turnover intention.nIt is recommended to the management of PT. NSS Bengkulu City to be able to reduce the level of turnover intention in employees by reducing the level of job stress and increasing employee job satisfaction. Keywords: Turnover Intention, job stress, job satisfaction

АНАЛІЗ СИСТЕМИ СТИМУЛЮВАННЯ ПРАЦІВНИКІВ ВІТЧИЗНЯНОГО ПІДПРИЄМСТВА ГОТЕЛЬНО-РЕСТОРАННОГО БІЗНЕСУ

The article examines the effectiveness of the incentive system for employees of the domestic hotel chain PJSC "UKRPROFTUR" and analyzes the needs for training and professional development through a sociological survey of the company's personnel. Factors affecting the readiness of personnel to improve their qualifications are considered. It has been established that most employees consider the creative element to be the least developed in the company's work and that this aspect has nothing to do with their work. As part of the experiment, it was determined that staff turnover is a problem due to the insufficient development of the employee rotation system. After all, measures to train employees cannot be implemented, and employees are fired rather than change departments. It was established that the reward for competences and high training results exists only in some units, which also negatively affects the general perception of the need for staff training. The problem of lack of cooperation between the training system and the organization's experts was identified: the personnel management system of PJSC "UKRPROFTUR" provides training for managers and key experts, but the participation in training of ordinary specialists is quite low. The limitation of training programs is a factor affecting the desire of employees to acquire knowledge. It was found that the training plans in the company were not developed well enough. At the stage of employee training planning, training needs, training goals and their quantitative characteristics (evaluation criteria) are determined. The motivation to acquire knowledge is not consistent with the curriculum to be implemented. For PJSC "UKRPROFTUR", the incentive to directly train and develop employees is of crucial importance for the company's competitiveness, and the impossibility of timely planning of training is a disadvantage for the management. Thus, the main problem of the system of in-house personnel training was revealed – the discrepancy between the needs of the personnel in the field of competence acquisition and the existing educational programs. It is necessary to make changes to the existing internal training programs.

The Effect of Employer Branding and Electronic Word of Mouth (E-WOM) on Intention to Apply Mediated by Corporate Reputation with Social Media as a moderation Variable in E-Commerce Companies in Indonesia

Competition between companies is not only to win the market, but also in getting the best employees. Potential employees tend to be more selective in choosing which company to apply to. This study was conducted to see how the effect of the application of employer branding, and electronic word of mouth communication that occurs on the desire of potential employees to apply for jobs in e-commerce companies which are also seen as mediation and moderation relationships. Respondents of this study amounted to 398 consisting of FEB students from 3 universities that have a high level of employability in their graduates. The data analysis method used in this study is using the Structural Equation Model (SEM) with SMART-PLS software. In this study, it was found that there was a positive influence of the application of employer branding on the desire of potential employees to apply to e-commerce companies. So that the application of employer branding in e-commerce companies is important to attract potential applicants.

UNCOVERING THE DARK SIDE OF LEADERSHIP: CONSEQUENCES OF TOXIC LEADERSHIP ON TURNOVER INTENTION WITH BPHUBBING AS MODERATION

This research aims to measure the role of toxic leadership which is reinforced by boss phubbing behavior as a moderating variable which negatively influences employee behavior and triggers the employee's desire to leave an organization. We use a sample from 305 employees of private companies and work for both industrial and service companies in Indonesia. The method was carried out by conducting a pre-test using Confirmatory Factor Analysis to determine validity and reliability. Furthermore, this research describes the respondent's profile and tested the hypotheses using the Structural Equation Modelling (SEM) method. The results showed that there was a significant, direct effect from the influence of toxic leadership on job stress, perceived leader integrity, and meaningful work. These three variables also had a significant effect on turnover intention. Moreover, boss phubbing also managed to moderate the relationship between toxic leadership and job stress, perceived leader integrity, and meaningful work. The research is unique because no empirical research before tries to examine the relationship between toxic leadership and Boss phubbing as a supporting element for the emergence of negative behavior for employees.