Employees Of Company Research Articles

Technology Innovation and Social and Behavioral Commitment: A Case Study of Digital Transformation in the Moroccan Insurance Industry

Digital transformation (DT) has become an imperative for companies seeking to evolve in a constantly changing industrial ecosystem, driven by the continual development and application of innovative digital technologies. Nevertheless, the success rate of DT initiatives remains surprisingly low, which only serves to highlight the need for a deeper understanding of the factors that determine the success of these initiatives. This study adopts a quantitative methodological approach to address this challenge, focusing on the Moroccan insurance industry. First, a systematic literature review was undertaken to identify the key change dimensions and related factors that influence DT acceptance, at both individual and corporate levels, as well as the potential risks associated with the adoption of DT. A survey of 100 employees of insurance companies in Morocco was then undertaken to statistically establish the key factors that determine the success of DT in these companies. The research results reveal that planned behavioral factors, as well as the innovative features of digital technologies, exert a positive influence on the attitude toward the acceptance of DT. Furthermore, this positivity translates into greater personal acceptance of new technologies within the Moroccan organizations studied. Although this paper focuses on one industry sector in one country, the authors believe the results make a valid contribution to both theory and practice. The findings indicate a clear distinction between individual acceptance of innovation and acceptance at a social level, an approach that has scarcely been addressed in previous research. It also offers valuable insights for leaders and organizational managers seeking to succeed in their DT projects by highlighting key determining factors to effectively guide this complex process.

Willingness to pay for the effect of SARS-CoV-2 antivirals in preventing COVID-19 transmission to others in the Japanese population

Objective This study aimed to investigate the willingness to pay (WTP) of the Japanese population for the transmission prevention function of SARS-CoV-2 antiviral treatments and identify the attributes associated with higher WTP. Methods A web-based survey (registration number: UMIN000054955) was conducted from May 17 to June 1, 2024, targeting a general population using a survey company panel. We aimed to obtain around 3,000 valid responses. Respondents were randomly divided into two groups: one assuming a COVID-19 infection (infection-assumed group) and the other without this assumption (non-infection-assumed group). WTP was assessed using an open-ended question format, asking how much they would be willing to pay out-of-pocket for a hypothetical antiviral drug that reduces the risk of transmitting COVID-19 to others by half. The survey also collected demographic information, COVID-19 related attributes, empathy levels using the Multidimensional Empathy Scale (MES), and health literacy using the Communicative and Critical Health Literacy scale. The mean WTP for COVID-19 treatment was calculated for all respondents and for the infection-assumed and non-infection-assumed groups. Subgroup analyses examined the effects of respondent attributes on WTP. A linear regression model with stepwise selection identified factors associated with WTP. Results Responses were obtained from 3,657 individuals, with 3,131 valid responses analyzed. The mean WTP among all respondents was JPY 3,205 (USD 20.85) (standard error: JPY 84 [USD 0.55]). The infection-assumed group showed a 21% higher WTP than the non-infection-assumed group (p < 0.001). Subgroup analyses indicated that WTP varied based on attributes such as co-residing children, occupation, empathy levels, and health literacy. Higher WTP was significantly associated with being aged 65 years and older, higher household income, absence of co-residing children, being a company employee, executive, or public servant, fear of COVID-19 infection, higher other-oriented emotional reactivity (a factor of MES), and higher health literacy. Conclusion We presented the WTP of the Japanese population for the transmission prevention function of COVID-19 treatments as an actual monetary value. Factors such as empathy, health literacy, and some attributes were significantly associated with WTP. These findings might help inform policymakers in developing health policies based on the universal health insurance system in Japan.

Design of ERP Production Planning Module to Optimize the use of System Application and Processing (SAP) Software Using Business Process Improvement and Activate SAP Methodology at PT. XYZ

The management of a company always tries to find a solution on how to survive and be able to align company resources with the development or increasing business demands. Increasing business demands, especially in managing company resources, require a systematic and integrated system. One way is to improve the Enterprise Resource Planning (ERP) system that is currently owned by changing or increasing its status by upgrading to ERP that is able to help company employees in managing company assets, production needs, customer management, accounting and financial systems. One type of ERP that is widely used by large companies is the System Application Product (SAP). In addition, to optimize its operational performance by reimplementing SAP ERP because in its operations there are still several business processes that have not implemented SAP ERP to improve Business Process Improvement, cost efficiency through integrated digitalization and corporate value.

P-1987. Effectiveness of Tixagevimab-Cilgavimab as Pre-Exposure Prophylaxis in Patients Undergoing Hematopoietic Cell Transplant or Chimeric Antigen Receptor T-cell Therapy

Abstract Background Tixagevimab-cilgavimab (tixa-cil), was approved for emergency use authorization by the FDA in December of 2021 for pre-exposure prophylaxis of the COVID-19 virus in immunocompromised populations due to concerns about vaccine efficacy. Data regarding real world efficacy of tixa-cil in preventing SARS-CoV-2 infection in immunocompromised patients is limited.Table 1Patient Demographics Methods We conducted a retrospective analysis of all patients who had received hematopoietic cell transplantation (HCT) or chimeric antigen receptor T-cell (CAR-T cell) therapy between 12/1/2021-12/1/2022 at the University of North Carolina Bone Marrow Transplant and Cellular Therapy Program and were eligible to receive tixa-cil as pre-exposure prophylaxis. Patient demographics, underlying malignancy type, COVID-19 vaccine status, data and number of tixa-cil injections, cellular infusion type, presence of GVHD, adverse events, and cause of death if related to COVID-19 were all collected.Table 2Therapeutic Agents Used For Treatment of COVID-19 Results Of 184 eligible patients, 113 (61%) received at least one tixa-cil injection. Forty-five cases of either documented or reported COVID-19 infection following cell infusion (including 8 recurrent infections) were identified. Of the 113 patients who received tixa-cil, 14 (12%) had a documented positive COVID test within 6 months. In comparison, 23 (32%) of the 71 patients who did not receive tixa-cel had a documented positive COVID test, (p=0.0013, Fisher’s exact test), OR=0.2951. Of 13 COVID-related hospitalizations, only one occurred in a patient who received tixa-cil, (p=0.0048, Fisher’s exact), OR=0.0641. Number of Patients with Documented COVID Infections Who Did and Did Not Receive Tixa-Cil Conclusion Our findings indicate that tixa-cil was effective as pre-exposure prophylaxis in reducing SARS-CoV-2 infection and disease severity in a highly immunocompromised patient population. While the FDA removed authorization for ongoing use of tixa-cil in January 2023 due to its ineffectiveness against the Omicron variants, our data suggest that mAbs are highly effective in providing protective passive immunity to patients at risk of impaired vaccination responses. Pemibivart, a new anti-SARS-CoV-2 spike protein mAb, was recently authorized by the FDA. Our results suggest a clinical benefit for this therapy; however, real world studies will be needed to determine actual efficacy. Number of Patients Hospitalized Related to COVID Infection Who Did and Did Not Receive Tixa-Cil Disclosures Jonathan Ptachcinski, PharmD, Johnson &amp; Johnson: Company Employee

The Effect ff Job Insecurity on Turnover Intention with Organizational Support and Ethical Leadership as Moderation and Job Satisfaction as Mediation (Study on Telecommunication Company Employees)

The Effect ff Job Insecurity on Turnover Intention with Organizational Support and Ethical Leadership as Moderation and Job Satisfaction as Mediation (Study on Telecommunication Company Employees)

Green Behaviors Among Employees in Chinese E-Commerce Companies: Impact of Environmental, Social, and Governance (ESG) Performance

Perceived ESG performance refers to stakeholders’ assessment of a company’s efficacy in implementing and maintaining ESG initiatives. This perception is crucial as it influences stakeholders’ trust and engagement with the company. The present study aims to test the relationships between the perceived performance of Chinese e-commerce firms and their employees’ green behaviors, with the mediating role of green psychological climate and the moderating role of ESG actions: substantive vs. symbolic. Employees’ green behavior is defined as any measurable individual behavior that contributes to environmental sustainability goals in the work context. Green psychological climate is defined as employees’ perceptions and interpretations of their organization’s policies, procedures, and practices regarding environmental sustainability. The sample includes 1285 employees from various Chinese e-commerce firms. Participants ranged in age from 19 to 66 years, with a mean age of 37.27 years (SD = 10.35). This study examines the impact of environmental, social, and governance (ESG) performance on green behaviors among employees in Chinese e-commerce companies. Leveraging data from organizational surveys, the findings reveal that perceived ESG performance significantly influences green behaviors, both directly and indirectly, through the mediating role of green psychological climate. Mediation analysis underscores the pivotal role of green psychological climate in bridging ESG performance and individual green behaviors, with the strength of this relationship varying significantly across levels of substantive ESG actions. Furthermore, while the moderating effects of ESG substantive and symbolic actions on the relationships between ESG performance, green psychological climate, and green behaviors did not achieve conventional statistical significance, observed trends suggest a nuanced interplay worthy of further exploration. These findings highlight the complexity of translating organizational ESG commitments into employee actions, emphasizing the importance of both substantive and symbolic ESG initiatives in fostering a green psychological climate. This study contributes novel insights into the mechanisms driving green behaviors in organizational contexts, offering implications for both academic research and managerial practice.

Executive Leadership Affecting the Employees’ Happiness at Work Private Companies in Bangkok

Background and Aims: Executive Leadership is very important for the successful and effective management of the organization. Working within the organization must be accompanied by happiness. Because happiness affects the development of individuals and organizations in a good direction. It can also be a guideline for the future development of organizations and the country. This research aimed to (1) personal factors affecting the employees’ happiness at work private companies in Bangkok and (2) the executive leadership level affecting the employees’ happiness at work private companies in Bangkok. Methodology: It is quantitative research. This study used a sample of 385 employees of private companies in Bangkok. The sample size was calculated using Cochran's formula. By setting a confidence level of 95 percent and an error level of 5 percent and using the accidental sampling method. The research instrument used for data collection was a questionnaire. Data analysis statistics included frequency, percentage, mean, standard deviation, T-value, and F-value tests. Results: (1) The majority of the respondents were female, accounting for 64.9 percent, aged 30-39 years, accounting for 38.0 percent, were married, accounting for 54.5 percent, had a bachelor's degree, accounting for 50.9 percent, had 10 years or more of work experience, accounting for 34.5 percent, and had a monthly income of 15,001 - 20,000 baht, accounting for 43.6 percent and (2) the executive leadership level, Overall it was at a high level ( = 3.92, S.D = .847). The aspect with the highest mean score was supportive leadership followed by participative leadership and achievement leadership. The aspect with the lowest mean score was directive leadership ( = 3.90, S.D = .843). Conclusion: (1) personal factors of employees in private companies in Bangkok with different ages, status, education levels, work experience, and monthly income have different effects on their happiness at work, statistically significant at the 0.05 level, and (2) the executive leadership affected the employees’ happiness at work private companies in Bangkok consisted of supportive leadership and participative leadership affected the employees’ happiness at work private companies in Bangkok Consists of supportive leadership and participative leadership.

To Investigate the Factors Influencing the Dehradun District Retail Investors Choice to Invest in Mutual Funds

Investment attracts different types of investors for different reasons. There are two major types of investors in the capital market, the institutional investor and the retail investor. People who are employees of companies or organizations that make investments on behalf of others (usually other corporations and organizations) are known as institutional investors. Conversely, retail investors are those who use their funds to make investments, typically for their benefit. Over the past few years, it has been the boom time for retail participants in the capital markets trading, as a record number of new participants have been added to the NSE and BSE. The present study helps to find the growth of retail investors, and different factors affecting the growth of retail individual investors and to study the Incremental growth of the Demat account in past few years which reflect the interest of investors in the capital market. This study presented the recent data of retail investors and Demat account growth rate of Dehradun city Uttarakhand.

Career Prospects for Human Resource Management Professionals in Portugal

The research conducted aimed to analyze the attitudes of human resource professionals towards managing their careers. The attitudes of protean and boundaryless careers were investigated, and the extent to which sociodemographic factors, such as salary, gender and academic degree, influence these attitudes. A total of 732 human resources professionals working as employees in private companies in Portugal participated in the study. The methodology involved a non-probabilistic convenience sampling approach, with a detailed survey covering dimensions like self-managed career attitudes, values-driven career attitudes, boundaryless career attitudes and mobility facilitating career attitudes. The results show that most professionals have protean and boundaryless career attitudes. Other research findings show that: (1) those with higher salaries have higher levels of protean and boundaryless career attitudes; (2) male professionals and (3) those with higher education show a higher prevalence of protean and boundaryless attitudes compared to female professionals and those with no higher education. This study sheds light on Portuguese HR professionals' career attitudes. The findings significantly contribute to our understanding of modern career concepts, suggesting avenues for future research.

A ANALYSIS OF LEGAL PROTECTION AND LABOR GENDER EQUALITY IN THE COAL MINING INDUSTRY PT. MUTIARA ETAM COAL, PALARAN DISTRICT, EAST KALIMANTAN

Regulations related to legal protection and gender equality in labor are crucial aspects, especially in industries dominated by male workers such as coal mining. This study aims to analyze legal protection for gender equality in the coal mining industry, with a case study on PT. MEC. The research method used is qualitative descriptive with a case study approach. This research involves company leaders and employees as research subjects, with data collection techniques through observation, interviews, and documentation. Data analysis is carried out through the stages of collection, reduction, presentation, and drawing conclusions. The results of the study show that PT. The MEC complies with Law No. 13 of 2003 on Manpower, which explicitly prohibits gender discrimination in the workplace. The implementation of gender equality at PT. MEC is based on several key factors. First, the company implements an equal wage system between men and women, based on the principle of fairness and efforts to increase the retention of female employees. Second, PT. The MEC implements an inclusive recruitment policy that actively encourages women's participation in various departments, aiming to increase workforce diversity. Third, the company provides facilities and policies that support employee welfare, including maternity leave and adequate lactation facilities. PT. The MEC also takes special measures to ensure the safety of workers, especially women, including anti-harassment policies. However, challenges remain, especially in raising workers' awareness of gender equality rights and encouraging more women to pursue careers in the industry. Although PT. While MECs have demonstrated a strong commitment to gender equality and creating a fair working environment, further efforts are still needed to achieve all-round equality. These findings emphasize the importance of sustainable implementation of more comprehensive policies and strategies in the context of the coal mining industry.

PENGARUH KOMPETENSI DAN PELATIHAN TERHADAP KEPUASAN KERJA RS MARTHA FRISKA

Competence is a basic characteristic possessed by someone who has direct influence to predict the performance of a company's employees. Competence is needed to improve the quality of human resources in the company. In addition to competence, training can also influence the progress of the company. A company needs to provide training to employees. The objective of the study is to test and analyze the effects of competence and training on employee performance at Martha Friska Hospital Medan. The research data were analyzed by using multiple linear regression analysis. The research populations were 212 employees while the research samples were 138 respondents. The result of the study shows that competence and training simultaneously have a significant effect on employee job satisfaction.

The integrating role of digital staff maturity in a balanced digital transformation model.

The article is devoted to the theoretical and methodological substantiation of the integrating role of digital maturity of personnel in the processes of modern transformations of industrial enterprises. The subject of the study was the assessment of the role of company employees within the framework of the proposed balanced digital transformation (DT) model, and its purpose is to establish the relationship between the digital maturity (DM) of employees and methods of its formation, taking into account the priorities of a balanced DT. The methodological basis was the materials of works from the field of organizational institutionalism, applicable to solving the problems of managing digital transformations in industry. The results of the research, carried out using the methods of scientific analysis and synthesis, as well as processing the results of the survey and questionnaires, consist in the formation of new ideas about the model of digital transformation. The article reflects its features such as cyclical nature, the sequence of mandatory stages (formation of corporate digital culture, motivation of staff, practice-oriented mentoring, technology, data analysis and customer influence). As differences from existing approaches, the inclusion of the integrating role of digital maturity of personnel in the digital transformation (DT) processes and consideration of technologies and customer needs only after assessing the readiness of personnel in the formed digital environment is noted. The authors have formed recommendations for the practical implementation of the presented model of balanced digital transformation and the conduct of appropriate survey procedures that may be of interest to specialists in this field.

The Relationship Between Green Human Resource Management and Green Innovation: The Moderating Role of Data-Driven Culture Analysis in Its Application to Egyptian Telecommunications Companies

The study aimed to identify the moderating role of data-based culture analyses in the relationship between green human resource management and green innovation. By applying it to employees of Egyptian Telecommunications companies. The study relied on two programs SPSS V.26, Smart PLS4, and the sample size was 442 individuals from Egyptian telecom companies and the response rate was 100%. The results of the study showed that there is a statistically significant positive effect of green human resource management dimensions on green innovation, and there is a statistically significant positive effect of data-based culture analyses on the dimensions of green innovation, and there is a statistically significant moderating effect of data-based culture on the relationship between green human resource management dimensions and green innovation. Keywords: Green HRM, Green Innovation, Data-Driven Culture Analytics

EFFECTIVENESS OF INNOVATIVE SOLUTIONS IN MULTICULTURAL MANAGEMENT BASED ON A BIG PHARMA COMPANY CASE STUDY

The globalization process, IT revolution, and technological progress in most industrial branches (e.g., pharmacy) have compelled businesses all over the world to adapt to survive. The role of human resources management has changed completely after the new needs of development induced by bringing in foreign labor employees. This paper presents the results of a study conducted in 2022 on employees of an international company. The study looks at how employees, with primarily technical backgrounds, from different countries and cultural backgrounds, develop specific social skills that allow them to efficiently communicate and perform with one another towards a common goal. For this reason, the study aimed to identify the opinions of employees and managers regarding the multicultural influence on outcomes in researched companies. The literature study, bibliometric analysis, a survey questionnaire, and structured interviews were used during the study. The employees pointed out that multicultural teams are more innovative and efficient, and they believe cultural diversity encourages growth and creativity but only if managed well. If not, it can lead to conflicts and a toxic work environment.

Analysis of Factors Effecting Psychological Well-Being in Employees of Shoe Industry Companies

This research is intended to identify the effect of Spiritual Leadership, Workplace Spirituality, and Workplace Incivility on Psychological Well-being in employees of shoe industry companies in Serang Regency Banten. This research is a descriptive quantitative research through the distribution of questionnaires in the form of google forms. The method implemented is hypothesis testing. Hypothesis testing utilizes simple regression analysis with SPSS 27.0 software. The data collected in this research are employees of shoe industry companies in Serang Regency Banten. Data samples were collected from 241 employee participants. The independent variables of this research include Spiritual Leadership. The dependent variables are Workplace Spirituality, Workplace Incivility, and Psychological Well-being. The results of the analysis identified a positive effect of Spiritual Leadership on Workplace Spirituality, a positive effect of Workplace Spirituality on Workplace Incivility, a negative effect of Workplace Incivility on Psychological Well-being.

Multiplying Impact: The Role of Emotional Marketing in Mitigating Customer Revenge

This study investigates the effectiveness of emotional marketing strategies in reducing instances of customer revenge, focusing on Fayd AL-Qassim Company in Al-Najaf Al-Ashraf as the applied context. Emotional marketing—characterized by personalized communication, empathetic customer service, and brand storytelling—plays a significant role in shaping customer perceptions and responses. By appealing to customers' emotions, companies can enhance satisfaction and loyalty, thereby reducing the likelihood of revengeful actions against the company. Using a descriptive-analytical approach, data were collected from employees of Fayd AL-Qassim Company. Statistical analysis conducted with SPSS v27 and Amos v24 revealed a significant correlation between emotional marketing efforts and revenge behaviors. The findings indicate that implementing emotional marketing techniques can provide substantial benefits for companies, not only by fostering positive customer relationships but also by protecting the company’s reputation and financial stability. This study contributes to the growing body of knowledge on the importance of emotional marketing in mitigating negative customer behaviors, highlighting its role in amplifying positive impacts on business outcomes.

Adapting Business Models In The Travel Industry For Generation Z : Lessons Form Travel Hajimena Berkah Jaya Companies

T&lt;span lang="EN-US"&gt;he travel industry has undergone significant transformations driven by technological advancements and changing consumer preferences, particularly among Generation Z. This study explores how Travel Hajimena Berkah Jaya, a leading travel company in Indonesia, has adapted its business model to meet the needs of this digitally native generation. The primary objective of this research is to analyze the adaptation strategies employed by the company and derive lessons that can benefit other travel companies targeting Generation Z.&lt;/span&gt;&lt;span lang="EN-US"&gt; Using a descriptive qualitative approach, data was collected through in-depth interviews with the company's management and employees, direct observation of operations, and content analysis of social media and customer reviews. The study also incorporates document analysis from internal reports and related publications. Thematic analysis was used to identify patterns and insights relevant to the research objectives. The findings reveal that Travel Hajimena Berkah Jaya has successfully implemented several key strategies, including the development of a mobile application for seamless booking and customer interaction, extensive use of social media marketing through influencer collaborations, and offering personalized travel experiences. These strategies have significantly enhanced customer satisfaction and loyalty among Generation Z. Despite facing challenges such as rapidly changing preferences and intense competition, the company's continuous innovation and adaptation have ensured its relevance and competitiveness in the market.&lt;/span&gt;

WORKERS AND EMPLOYEES OF CONCESSION COMPANIES IN ALTAI: WORKING CONDITIONS AND CHARACTERISTICS OF ACTIVITY AT THE TURN OF THE 19TH AND 20TH CENTURIES

The efficiency and productivity of an enterprise directly depend not only on the actions of management, but also on the conditions under which the employees work. This article examines the socio-economic and legal status of employees in concession companies in the Altai mining industry during the period of rapid development of capitalism in Russia. Within the scope of this article, we attempt to analyse imperial legislation, the number of employees, types of positions, and their household and financial conditions using examples from the implementation of concession policies in the region. Our research methodology is based on the «microhistory» approach. The text highlights the evolution of regional labor laws, changes that were directly related to the Altai gold mining industry. Information is provided on the number of employees and types of work in mining enterprises. The comparative results of wages at individual concessions in the region and on a national scale are summarized. The main social and domestic challenges faced by employees at concession companies in Altai, such as a lack of access to quality healthcare and unsanitary living conditions, are discussed. Additionally, efforts by concession management to address these issues are presented.

COST EVALUATION OF EXISTING PRODUCTION

The issues of cost evaluation of existing production have been in the focal point while in transit to market economy. The article analyses the notion of “the cost of existing enterprise” (CEE) defined in scientific literature and official documentation such research publications, thesauruses, textbooks, documents issued by RF Ministry of Finance. The publications of those engaged in accounting are also in the focal point of this submission. The analysis made is intended to help to remedy the disadvantages of existing cost evaluation methodology. The author provides comparative analysis of interpretation of this notion, adjust its contents and justify the necessity of counting such cost components as goodwill in cost evaluation of an enterprise. The methodology of the profitable approach to estimating the cost of production based on discounted cash flows in an unlimited billing period is analyzed, as well as the presented direct method for calculating the CEE by the amount of complex non-current and current capital used for the reporting period. The article introduces the methodology of CEE calculations based on the total value of capital (current assets and fixed assets). The formula of CEE calculations with goodwill counted is viewed as seller’s extra earnings transformed in a particular part of future balance costs of a buyer company, which is increasing its capital costs and reducing its production efficiency to some average industry standard. The article is aimed at managers, entrepreneurs, investors, professional appraisers, employees of investment companies and banks, teachers, students and postgraduate students.

Arab Culture and Organisational Context in Work-Life Balance Practice for Men and Women: A Case Study from Gaza, Palestine

This paper examines types of WLB (Work–Life Balance Policies) that have emerged in research in Western countries, and compares their applicability for male and female employees in Arab countries in general, and in Gaza, Palestine in particular. A qualitative study has been undertaken with employees of telecommunication companies, with thematic analysis to identify new kinds of WLB in an Arab culture. The WLB policies identified in the two companies were often quite different from those identified by Western researchers, and were guided by the religious principles of Islam, cultural factors, and the needs and aspirations of female employees. The international investors identified had adapted their policies to meet the cultural requirements of an Arabic society. This paper contributes to debates on the effectiveness of, and the need for culturally adapted WLB policies which try to meet the aspirations of women in developing countries. Additionally, this case study adds a new theoretical base, advocating the importance of WLB policies which are adapted to local cultural conditions in ways which also meet the aspirations of international business models. The WLB practices identified have not been described previously in any detailed study. The WLB policies and practices identified advocate for further research studies focusing on gender differences in the provision and take-up of WLB, using both qualitative and quantitative methodologies.