Employee Readiness Research Articles

BELT AND ROAD INITIATIVE INTENDED TO BOOST THE MARITIME TOURISM SECTOR

The initiative of One Belt One Road (OBOR) has economically benefited many countries in terms of export and import cargo. Malaysia is one of the countries that greatly export and import commodities business across international borders via different modes. However, this study shows that the OBOR initiative’s adaptation in Malaysia seaports is still beginning. The purpose of this study is to identify the issues faced by Malaysian seaports, to adapt the OBOR initiative, as well as to develop a new approach to overcome the obstacles that have been identified. A qualitative research approach was carried out to archive the objective of this study. A total of six maritime experts were interviewed and the results were analyzed by content analysis and coded using Nvivo 12 software. The results show that Malaysia suffers from financial instability, a lack of port capacity, and poor employee readiness. To overcome the issues, the experts proposed upgrading the port capacity, improving the port system with modern technology, and expanding the employee’s knowledge, as well as the safety and security of the port. This study proposes a novel framework to adapt maritime tourism as a new business market into OBOR strategy. This framework will overcome the current issues that Malaysian seaports have encountered. In the current digital world, the introduction of many advanced technologies known as “Smart” has great potential to progress the maritime tourism agenda into a smart maritime tourism industry to gain more benefits.

The Influence of Organizational Culture on Employee Affective Commitment to Change with Employee Resilience and Employee Readiness to Change as Mediators

Changes in the organizational environment (e.g. IT, covid-19, age of employees) are driving organizational change, including government organization. Several studies have shown that 70% of change programs fail to run with various causes. The role of humans as a factor that influences the success of organizational change is necessary to research employee commitment to change by looking at the factors that affect it. This study aims to analyze, interpret and evaluate resource management practices, especially about the influence of Organizational Culture, Employee Resilience, and Employee Readiness to Change on Employee Affective Commitment to Change. Data collection was carried out through a survey at a government-owned academy in Indonesia with 185 respondents. The data were analyzed using variant-based Structural Equation Modeling (SEM) or Partial Least Square (PLS-SEM). As a result, Externally Oriented Organizational Culture significantly affects Employee Affective Commitment to Change through Employee Readiness to Change as a mediator variable. On the other hand, Employee Resilience has no significant effect on Employee Affective Commitment to Change Keywords: affective employee commitment to change, organizational culture, employee resilience, employee readiness for change

Model development for assessing inhibitors impacting Industry 4.0 implementation in Indian manufacturing industries: an integrated ISM-Fuzzy MICMAC approach

Industry 4.0 (I4.0) adoption is becoming predominant in manufacturing industries due to its limitless opportunities. Even though companies are interested in adopting digitalization, several perceived barriers stymied them. However, in the interest of its smooth adoption, these perceived barriers must be addressed urgently. This research aims to analyze the broader spectrum of possible barriers that impede the implementation of I4.0 and converge them into the most prominent inhibitors, further assessing these inhibitors to develop contextual relationships among them. A comprehensive literature review and an empirical research-based survey considering a large sample size are used to address the study’s research objectives. Industry and academia experts’ inputs are considered to derive the I4.0 implementation barrier’s current prominence. The interrelationship among extracted twelve significant inhibitors through principle component analysis (PCA) is modeled using interpretive structural modeling (ISM) to manifest each inhibitor’s direct and indirect effect. Fuzzy matriced’ impacts croise’s multiplication applique’e a’ un classement (MICMAC) analysis is further considered to classify these inhibitors into drivers and dependents. The study depicts inadequate organizational strategies, uncertainty about financial decision making, limited employee readiness, inconsistent legal and government policies, Insufficient IT and automation infrastructure as the most prominent driver inhibitors of the I4.0 adoption. An integrated novel PCA-ISM Fuzzy MICMAC model developed in this research paper is unique and used for the first time to establish the hierarchical relationship among I4.0 implementation inhibitors considering the post-COVID-19 scenario. This study offers practical insights and outcomes that will help researchers, decision-makers, and practitioners in unlocking the potential of I4.0 by dealing with its inhibitors efficaciously.

Factors Determining Libyan Banking Employees’ Readiness to Support the Transformation to a Full-Fledged Islamic Banking System

The purpose of this research is to examine the determinants of banking employees’ readiness to support the transformation to the full-fledged Islamic banking system in Libya. Using the Theory of Planned Behaviour (TPB) and employing survey questionnaires of 323 employees of 10 conventional Libyan banks analysed using Structural Equation Modelling (SEM). This research revealed that the readiness of Libyan banks’ employees is influenced significantly and positively by attitudinal, religious and subjective norms. Moreover, attitude toward transformation is the most critical factor that determines readiness among bank employees. This indicates that bank employees are willing to support the transformation process toward Islamic banking. Due to the unstable security situation in Libya, this research is confined to two states (Tripoli and Benghazi). Further researches may extend applying the proposed model to other states in the country, which may enhance the generalisability of this research’s findings. Overall, this research provides support for the transformation process to Islamic banking as a way to evaluate the readiness of Libyan banking employees for such change. Also, this research emphasizes the importance of undertaking a pre-implementation evaluation of readiness for change in Libyan commercial banks.

Technology Readiness Index (TRI) for Measurement of User Readiness in ERP Implementation in the Marketing Department

Customer Relationship Management is part of the ERP System as one of the company's strategies to know and understand consumers as well as an approach that views consumers as the core of the company's business and success. PT. Selaras Hutama Mandiri (SHM) needs to analyze the readiness of Customer Relationship Management users with the aim of preventing failures during the implementation process which will have an impact on the company's business processes. By looking at the existing Human Resources, they are still unfamiliar with the use of technology, so it is feared that the technology to be adapted cannot be used by existing human resources. The method used is the Technology Readiness Index which refers to the tendency of users to adopt and use new technology in the work environment with the variables Optimism, Innovation, Discomfort and Insecurity. The results obtained that the independent variable that has an influence on the readiness of Customer Relationship Management users in operating or using Customer Relationship Management is the innovation variable with a value of sig .001 < from probability 0.05 and the t test has t count > t table, namely 5.916 < 2.365. Other independent variables Optimism, Discomfort and Insecurity did not affect users in operating or using Customer Relationship Management. Meanwhile, the independent variable simultaneously influences the dependent variable on the readiness of the Customer Relationship Management (Technology Readiness) users. So that the company' s concerns with the readiness and ability of employees to use technology can be overcome by an analysis using the Technology Readiness Index method that they are ready to use Customer Relationship Management. It is very important to analyze user readiness so that the technology applied to the company's business processes can be appropriate, meaning that technology implementation is not only a trend but in accordance with company needs. Keywords: ERP, CRM, TRI, User Readiness.

Achieving an agile organisation in an Indonesian telecommunications company: investigation on leadership impact and mediation variables

PurposeAgility is an important characteristic that every organisation requires in today’s competitive digital era. Telecommunications companies in Indonesia face various types of competition, both from the same industry and new models. This study aims to identify the agility level of telecommunications companies in Indonesia. It also examines the effect of leadership style directly and indirectly through the mediation of employee readiness, innovation culture, technology capability and organisational structure.Design/methodology/approachThis study used a non-probability sampling technique. The macroprocess was used to identify and measure the direct and indirect effects. The results are based on survey data collected from a telecommunications company in Indonesia with a total of 1,073 employees.FindingsThe results of this study showed that an adaptive leadership style has a direct and significant positive effect on the organisational agility level. Employee readiness, innovation culture, technological capability and organisational structure function as mediators between adaptive leadership style and agility.Practical implicationsThis study could contribute to the development of programs to ignite and boost organisational agility. Organisations are recommended to conduct periodic evaluations to measure agility levels and amend their programs accordingly.Originality/valueAdaptive leadership style was used, which expresses the leader’s deep concern for employee needs and organisational achievement. This leader will most likely positively impact employees and favourably influence the organisation (technology, structure, innovation and agility).

Apakah Perilaku Kewarganegaraan Organisasi Dan Komitmen Afektif Berperan Dalam Kesiapan Karyawan Untuk Berubah?

Changes in digitization at Tirtanadi Regional Water Company Medan (PDAM Tirtanadi) as a form of the organization's efforts to overcome the problem of offline services. The importance of employee readiness to change PDAM Tirtanadi Medan will support the planned transformation as expected. This study aimed to determine the effect of organizational citizenship behavior (OCB) and affective commitment on employee readiness to change at PDAM Tirtanadi Medan. This study used quantitative methods involving 88 employees as research samples. The sampling technique was simple random sampling. The data collection used was a questionnaire using a Likert scale which was distributed to respondents via a google form. The data analysis technique used an instrument test of reliability validity, classical assumption test, and hypothesis test was done by using multiple linear regression analysis. The results of this study indicate that OCB and affective commitment have a significant effect on employee readiness to change at the PDAM Tirtanadi Medan partially and simultaneously. The effect is given by OCB and affective commitment contributed to employee readiness to change, which is amounting to 14.6%. In this case, it is necessary to increase OCB and affective commitment that is right on target so that it can continue to improve employee readiness for the better. So that the increase in company productivity will also increase

Human resource competency 4.0 and its impact on Bank Indonesia employees' readiness for transformational change

PurposeThe purpose of this paper is to analyze the influence of factors that affect human resource competency (HRC) 4.0, employee readiness for transformational change as well as analyzing the mediating and moderating factors that influence the relationship of factors such as soft skills training and individual characteristics on employee readiness for transformational change and HRC 4.0.Design/methodology/approachThis research is a quantitative research with descriptive statistics. The analytical tool used is a structural equation model of partial least squares (PLS). This research was conducted at five Bank Indonesia Offices in Aceh and North Sumatra Provinces. Using a proportional random sampling technique, 200 respondents of employees were selected.FindingsThe results of this study are as follows: (1) both soft skill training and individual characteristics have a significant effect on HRC 4.0; (2) HRC 4.0, soft skill training and individual characteristic have a significant on employee readiness for transformational change; (3) soft skill training has significant effect on employee readiness for transformational change through HRC 4.0; (4) individual characteristic has a significant effect on employee readiness for transformational change through HRC 4.0; (5) the effect of HRC 4.0 on employee readiness for transformational change moderates by transformational leadership; (6) the effect of HRC 4.0 on employee readiness for transformational change moderates by employee commitment to change.Originality/valueThis research contains valuable novelty, which is a new concept of HRC 4.0 that is linked to soft skill training and individual characteristics variables, and employee readiness for transformational change. Furthermore, transformational leadership and employee commitment variables have significant effect in moderating the influence off HRC 4.0 on employee readiness for transformational change.

Antecedents and consequences of organisational citizenship behaviour: a mediated-moderation examination in an emerging economy

PurposeThe objective of this paper is to employ a model to expand the literature's comprehension of the organisational citizenship behaviour (OCB) phenomenon in the Indian banking sector. The authors examine OCB as a mediator of the relationship between job embeddedness (JE), self-efficacy (SE) and organisation effectiveness (OE). The authors also verify the moderating role of affective commitment (AC) on the JE, SE and OE relationship.Design/methodology/approachData for the purpose of this paper are collected from 568 employees in 89 branches of banks located in North and Central India using a survey questionnaire. The data collected were analysed using structural equation modelling (SEM).FindingsThe findings confirm the positive association between JE, SE and OE. The results also suggest that OCB mediates the association between the independent and dependent variables. Furthermore, the authors observed that AC moderates the OCB and OE relationship.Practical implicationsThe results of this examination will assist the employees to realise the substance of OCB in directing their performance towards OE. This investigation will inspire bank managers to notice that employee readiness to put in extra effort in a bank is primarily the effect of apt individual characteristics, namely JE and SE, that can be shaped and developed. Furthermore, this study draws the attention of bank managers towards the significance of AC, as an essential phenomenon to emotionally attach the employees to their organisation.Originality/valueThis study contributes to the existing literature on OCB by examining how OCB leads to desired outcomes and the conditions that promote the effect of OCB. The authors address these questions by building on a more contemporary perspective, i.e., PsyCap.

Analysis Of The Effect Of Employee Readiness On The Implementation Of Accreditation At Royal Prima Medan Rsu

Hospitals are required to carry out accreditation to improve the quality of health services, some employees feel accreditation is a workload and they are not ready to carry out the sustainability of hospital accreditation. The purpose of this study was to analyze the relationship between employee readiness and the sustainability of hospital accreditation. This research is an analytic study with a cross-sectional approach. The study was conducted at Royal Prima Hospital Medan. The study population was 230 people and a sample of 70 people. Sampling by stratified random sampling. Data analysis used univariate, bivariate with chi-square test, and multivariate with multiple logistic regression at the 95% confidence readiness to change, management support, and self-benefit with the continuation of hospital accreditation at the Royal Prima Hospital in Medan, p <0.05. While the unrelated variable is confidence, p> 0.05. The variable that has the greatest relationship with the sustainability of hospital accreditation is management support with the value Exp (B) / OR = 18.978. The management of Royal Prima Hospital needs to continue to support the improvement of the quality and professionalism of employees with continuing education and training to improve the quality and safety of patients at Royal Prima Hospital Medan.

The role of Psycap and Readiness for change of hotel employees in implementing the CHSE protocol

To prevent the transmission of the Covid-19 virus, the hotel industry continues to improve, especially with regard to health protocols, therefore the Hotel has started implementing the Cleanliness, Hygiene, Sanitation, and Environment (CHSE) protocol, this protocol was created by the government to increase efforts to prevent and control transmission Covid-19 for the public in public places and facilities to prevent new clusters of transmission. The implementation of the CHSE protocol requires the readiness of all hotel employees to implement it. This research is a causal quantitative research that aims to see the readiness of star hotel employees in Surabaya, Malang, and Batu to implement changes seen from 4 dimensions, namely Self-Efficacy, Optimism, Hope, Resilience. This research was conducted by distributing questionnaires to 68 hotel employees, where the majority of respondents came from the FB Service department 29 people (42.65%) and the Front Office 18 people (26.47%) FB Culinary 11 people (16.18%), Housekeeping 6 people ( 8.82%), Security 4 people (5.88%). Data processing in this study uses the help of smart PLS 2.0. From the results of this study it can be concluded that 4 dimensions, namely Self-Efficacy, Optimism, Hope, Resilience have a positive and significant effect on employee readiness in implementing changes.

Business environment, training, human resources development and entrepreneurial readiness for employees of PT Industri Telekomunikasi Indonesia

This research aims to determine the effect of the business environment, training, and human resource development on the entrepreneurial readiness of employees of PT Industri Telekomunikasi Indonesia. The research method used is descriptive quantitative. The data of this study is primary data, namely the data from questionnaires distributed to respondents. The population in this study were all employees of PT Industri Telekomunikasi Indonesia in the position of April 2021 as many as 276 people, and the sample was taken using a random sampling method with a total of 57 respondents. The method of analysis and testing of research data used is modeling using the Amos 24.0 program while verification testing with an approach in modeling and solution techniques that will be used as an analysis tool Modeling on variants or components, namely PLS (Partial Least Square). The resulting study is shown that there is a positive influence of the business environment on readiness for entrepreneurship, the positive effect of training on readiness for entrepreneurship, and a positive effect on human resource development on readiness for entrepreneurship.

Retirement Planning: A Pre-Retirement Framework for Employees of Wesleyan University-Philippines

This study aims to design a pre-retirement conceptual framework for employees. The framework’s basis is the respondents’ demographic profile such as age, sex, civil status, years of service, educational attainment, nature of work, and monthly salary. The extent of readiness in terms of financial planning, wealth, health, and network engagement. And the challenges in terms of lack of knowledge in Investment, difficulty in time management, poor attitude towards savings, and running out of money. The study respondents were 40 employees who were 55 years old and above, working at Wesleyan University – Philippines, Cushman campus. The study made use of a descriptive research design. The instrument was a survey questionnaire created by the researchers and was critiqued and validated by a panel of experts in terms of its content. It was piloted to a group of teachers before it was used. The demographic profiles were presented according to percentages, and weighted means for the extent of readiness were used.The respondents were mostly faculty, female, married, and 57-58 years. They have been working for almost 20-29 years in the institution with the highest educational attainment of a master’s degree and have a current salary range of P24,600.00 – P28,600.00. Regarding the extent of readiness for retirement, the employee respondents still need more income for a longer time to save and invest accordingly in terms of financial planning. Also, in terms of wealth, employees’ respondents know how much money they still needed to accumulate by retirement. Moreover, in terms of health, respondents have a regular check-up to reduce healthcare costs make them more aware of their health. The correlation analysis showed that the respondents’ profile variables were significantly correlated with the extent of readiness of WU-P employees towards retirement. Likewise, the respondents’ profile and the challenges faced by WU-P employees towards retirement are significantly correlated. A pre-retirement conceptual framework was designed to focus on aspects of readiness for retirement and some wellness dimensions. It can be concluded that most of the respondents were not ready for retirement. Therefore, a Pre-Retirement Conceptual Framework for employees is designed to prepare respondents for retirement. The study recommended adopting this pre-retirement conceptual framework and using this framework in developing a pre-retirement program for employees. Institutions should financially support the pre-retirement program for employees.

Transformational Leadership and Employee Engagement Analysis on Employee Performance Readiness to Change at Human Resources Development Agency

In government organizations, demands for quality improvement and the use of information technology in services are unavoidable due to the expansion of globalization. Through improving employee performance during dynamic environmental changes, organizations can make this happen. This study aims to determine and analyze employee performance by looking at the effects of transformational leadership, employee engagement, and employee readiness to change. The respondents of this study were 73 employees at BPSDM Kumham who were selected by the purposive sampling method. The research method used is quantitative with data collection techniques through questionnaires—data analysis using Smart Partial Least Square (PLS) 3.0. The study results conclude that transformational leadership and employee engagement have a positive but not significant effect on employee performance. However, transformational leadership and employee engagement have a positive and significant effect on readiness to change. Readiness to change was found to have a positive and significant effect on employee performance and is a full mediator between the relationship between transformational leadership on employee performance and employee engagement on employee performance. Changes that occur both inside and outside the organization will not have an impact on employee performance if they have equipped themselves with the various competencies needed to carry out their work.

Семантический анализ понятия «качество физической подготовки курсантов»

The article follows an actual and under-researched problem of assessing the quality of physical training of cadets of educational organizations of the Ministry of Internal Affairs of Russia. Semantic analysis of scientific publications has been based on the key unit «the quality of physical training of cadets». The author defined the semantic field of the studied frequency of occurring keywords, ranked by relevance. It is revealed that the included words are most often found in the organization of the learning process, without highlighting the specific foundations for assessing and diagnosing the quality of physical readiness of future employees. The formed array of phrases consisting of two words highlighted by the semantic processing system is determined by the following factors: the process of physical training and the assessment of the quality of physical training of cadets. The degree of interrelation of these groups was defined as 5/4. It should be noted that the quality of physical training of cadets lacks analysis in the scientific, methodological and educational literature; a multi-level assessment of the quality of physical readiness of future employees for professional activity is not presented.

The mediating effect of affective commitment to change in the readiness for change – TQM relationship

A comprehensive review of the literature indicates that the impact of employee readiness for change (ERFC) and employee affective commitment to change (EACC) on total quality management (TQM) implementation is still in its infancy. More specifically, there are limited empirical studies examining the mediating role that EACC plays in the ERFC dimensions – TQM relationship. To address these gaps, we aimed to investigate the relationship between ERFC dimensions and TQM with the meditational role of EACC. A total of 586 questionnaires were distributed to two employees, each within 293 manufacturing organisations in Jordan. The analysis, conducted using structural equation modelling, demonstrated that different dimensions of ERFC impact EACC and TQM distinctively. Our findings offer strong evidence of the pivotal mediating role of EACC in the relationship between ERFC dimensions and TQM. Thus, this study unveils the role of EACC as a mechanism upon which the ERFC–TQM relationship is based.

Employee Readiness for Organizational Change in the SME Internalization Process: The Case of a Medium-Sized Construction Company

A growing body of research, especially in the domain of psychology and business, is aimed at identifying the link between work-related factors and employee readiness to accept change. Moreover, change management is a topic that rapidly attracts the attention of the academic and business communities as well. Therefore, this study is conducted in order to identify the antecedents of the effective implementation of change(s) within a context of a medium-sized construction company that went through numerous changes during its lifetime. A total of 12 different hypotheses and sub-hypotheses was tested to better understand what factors affect employee readiness for change. A multiple regression analysis was used on a sample of 54 employees indicating that organizational commitment, career commitment, and job satisfaction positively affect employee readiness for organizational change. The research contributes to the fields of human resources, organizational psychology, management of small and medium-sized enterprises, and change management.

Organizational Justice and Employee Readiness for Change: The Mediating Role of Perceived Organizational Support.

Recent studies have shown that an organization must adapt to change to succeed in a constantly changing market. However, most change efforts fail due to employee resistance to change. It is critical to address employee readiness for change to avoid employee resistance. Employees’ perceptions of fair treatment by their organizations have positively predicted their Readiness for organizational change. This research aims to investigate the influence of organizational justice on employee readiness for change using perceived organizational support (POS) as a mediator. This study was carried out on the Ethiopian Revenue and Customs Authority (ERCA) and conducted with 359 employees. The study used a structural equation model and multiple regression analysis to analyze the data. The model developed explains how POS mediates the positive relationship between organizational justice and employee readiness for change. The result shows that organizational justice is a significant influencing factor on employee readiness for change. Furthermore, POS mediates the positive influence of organizational justice on employee readiness for change. This study can assist public and private organizations, as well as policymakers and practitioners, in improving and encouraging different organizational change practices in Ethiopia. Moreover, this study can also contribute to the literature on organizational change by filling the gaps in the relationship between organizational justice and employees’ Readiness for organizational change. Overall, this study concludes that organizations in Ethiopia, including ERCA, should investigate the influence of organizational justice on employee readiness for change to have successful organizational change.

Стрессоустойчивость как элемент готовности сотрудников органов внутренних дел к эффективному осуществлению своей профессиональной деятельности

The article is devoted to the actual problems of studying and developing stress tolerance as an element of the readiness of employees of internal affairs bodies to effectively carry out professional activities. The article analyzes domestic and foreign studies of stress and stress resistance of the individual, features of psychological training of employees. The reader’s attention is drawn to the specifi cs of preventive work, taking into account the impact on cognitive and/or emotional stressors (controlled or uncontrolled), individual personality traits, work with the most appropriate samples.

Readiness for Change in Public Accounting Firms

The accounting profession continually faces the dynamics of change. Changes such as globalization and growth in technology have significant impact; however, prior research on change in the profession has been limited. This study examined individual attitudes toward change as an indication of employee readiness. The paper presents the findings of an empirical study using the Attitudes toward Change Instrument. The instrument explores cognitive, affective, and behavioral attitudes toward change. A quantitative survey was conducted within a multi-national accounting firm and included audit staff from member firms in Australia, Canada, and the United States. The findings indicate individuals, particularly at the leadership level, have a positive attitude toward change.