Employee Relationship Research Articles

Empirical Research on the Issues of Termination of Employee Relationships Post Pandemi Covid-19. Urgency of the Role of Work Motivation and Employee Trust: Evidence from Indonesia

The purpose of this study was to determine the effect of Work Motivation and Employee Trust on Termination Anxiety Issues post the COVID-19 Pandemic. This research is classified as Explanatory Research with a quantitative approach. The sample used was 90 employees of PT.Marinal Indo Prima with purposive sampling technique. The type of data used is primary data, namely data collection using a questionnaire. Analysis of the data used is Multiple Linear Regression with SPSS. The results of this study indicate that work motivation has a negative effect on Termination Anxiety Issues. Likewise, Employee Trust has a negative effect on Termination Anxiety Issues. Simultaneously Work Motivation and Employee Trust have an effect on Termination Anxiety Issues.

Sustainable HRM, training for employability and organizational outcomes: the moderating role of competitive intensity

PurposeThe present study connects the literature on sustainable HRM with that on employability to investigate the relationship between sustainability-oriented human resource actions and organizational outcomes. More specifically, this study explores how training for employability affects the employer–employee relationship and employee retention. Furthermore, this study considers competitive intensity as a potential moderator in these relationships.Design/methodology/approachThe analyses draw on the fourth European Company Survey (ECS 2019) with a sample of 21?869 firms with more than ten employees. Two separate logistic regression models were used to test the hypothesis.FindingsThe results show that training for employability contributes to improving the employer–employee relationship and that competitive intensity positively shapes this relationship. Contextually, training for employability reduces the overall employee retention of the firm.Originality/valueAlthough this study supports the potential win–win nature of employability support, especially for companies that operate in competitive markets and an uncertain environment, it also highlights the existence of paradoxical sustainability tensions that should be managed by employers.

Exploring Customer Citizenship Behavior Through Customer–Organization Identification

This paper aims to investigate the influence of customer–organization identification from a customer–employee relationship perspective. Specifically, this paper examines the mediating effects of the customer–employee identification and customer–employee trust between the relationship between customer–organization identification and customer citizenship behavior. Based on social identity theory, this paper builds a research framework that is empirically tested using a sample of 465 patients or their families from one of the largest high-level hospitals in China. Structural equation modeling and a bootstrapping method were adopted to test the model and the mediation effects. Results of data analysis reveal that customer–organization identification has a direct positive influence on customer citizenship behavior, and customer–employee identification and customer–employee trust have positive mediation effects between customer–organization identification and customer citizenship behavior. Funding: This study was supported by the National Natural Science Foundation of China [Grant 71772186 to L. Xie and Grant 71802052 to X. Guan].

Employee Relationship Management and Organizational Agility: Mediating Role of Employee Empowerment in Consumer Goods Sector

The study examines the mediating role of employee empowerment in the relationship between employee relationship management and organizational agility. The survey method was used in the study using a closed-end copy of the questionnaire to collect data from three hundred and fifty-eight (358) respondents via the Google Document platform. Structural equation modeling was used to analyze the data using the PROCESS macro program as a regression-based software package. The results show that employee relationships have a significant impact on organizational agility. It was also found that managing relationships with employees improves employee empowerment because it helps them achieve their organizational goals directly by allowing them to make decisions. Finally, there is a good link between employee empowerment and organizational agility. The results also indicate that employee empowerment has a positive and important relationship with employee relationships and organizational agility. This study establishes a strong role for employee empowerment as an intermediary between employee relationship management and organizational management. This means that all employers have the greatest competitive advantage of always empowering their staff with recognized world-class talent. The study has contributed to the body of knowledge by demonstrating the RBT's adaptability in a pandemic period to optimize employee motivation at the expense of acknowledging the instinct of organizational agility in a challenging era where change occurs without warning.

Exploring the effect of organization–employee relationships on employee communication behaviors on social media: The moderating role of position level.

Exploring the effect of organization–employee relationships on employee communication behaviors on social media: The moderating role of position level.

EMPLOYEE ENGAGEMENT: A LITERATURE REVIEW

Employee involvement is an important factor in organizational success, which is able to drive productivity, innovation, and employee welfare. This literature review aims to provide a comprehensive overview of employee engagement, exploring the conceptualization, causes, outcomes, and measurement of employee engagement. The conceptualization of employee engagement involves the emotional, cognitive, and behavioral aspects of employee relationships and commitment to their work and organization. This includes factors such as job satisfaction, organizational commitment, and a sense of belonging. Many causes affect employee engagement including personality characteristics, job characteristics, and work environment. In addition, organizational factors such as leadership style, communication style, and organizational culture have a significant effect on the level of involvement. Employee engagement is complex and has far-reaching implications for organizations. Employees who are highly engaged tend to show higher job performance, increased organizational concern, and lower turnover. The article also identifies various employee engagement measurement approaches whose results can be used as evaluations for organizations to improve performance. Overall, this literature review provides a comprehensive overview of employee engagement, the Concept of Employee Engagement, Influencing factors, outcomes, and engagement measurement.

From Neglect to Progress: Assessing Social Sustainability and Decent Work in the Tourism Sector

Measuring social sustainability performance involves assessing firms’ implementation of social goals, including working conditions, health and safety, employee relationships, diversity, human rights, community engagement, and philanthropy. The concept of social sustainability is closely linked to the notion of decent work, which emphasizes productive work opportunities with fair income, secure workplaces, personal development prospects, freedom of expression and association, and equal treatment for both genders. However, the tourism sector, known for its significant share of informal labor-intensive work, faces challenges that hinder the achievement of decent work, such as extended working hours, low wages, limited social protection, and gender discrimination. This study assesses the social sustainability of the Portuguese tourism industry. The study collected data from the “Quadros do Pessoal” statistical tables for the years 2010 to 2020 to analyze the performance of Portuguese firms in the tourism sector and compare them with one another and with the overall national performance. The study focused on indicators such as employment, wages, and work accidents. The findings reveal fluctuations in employment and remuneration within the tourism sector and high growth rates in the tourism sector compared to the national average. A persistent gender pay gap is identified, which emphasizes the need to address this issue within the tourism industry. Despite some limitations, such as the lack of comparable data on work quality globally, incomplete coverage of sustainability issues, and challenges in defining and measuring social sustainability indicators, the findings have implications for policy interventions to enhance social sustainability in the tourism industry. By prioritizing decent work, safe working conditions, and equitable pay practices, stakeholders can promote social sustainability, stakeholder relationships, and sustainable competitive advantage. Policymakers are urged to support these principles to ensure the long-term sustainability of the tourism industry and foster a more inclusive and equitable society. This study provides insights for Tourism Management, sustainable Human Resource Management, Development Studies, and organizational research, guiding industry stakeholders in promoting corporate social sustainability, firm survival, and economic growth.

Performance appraisal and employee commitment: The mediating role of job satisfaction

AbstractCommitment is essential for employees to establish and maintain a long‐lasting employer–employee relationship, hence the call for more research to investigate its antecedents. The purpose of our study was to empirically investigate the relationship between performance appraisal and employee commitment. Analysis of survey data drawn from academics across the UK Higher Education Institutions found a positive relationship between performance appraisal and employee commitment, explained through the mediation of job satisfaction. The study is novel as it extends performance appraisal and employee commitment theorization by highlighting how job satisfaction mediates both constructs differently at intrinsic and extrinsic levels. Practically, our study provides insights that will support the development of performance appraisal systems that influence job satisfaction and commitment of academics.

Organizational career growth and high-performance work systems: The roles of job crafting and organizational innovation climate

This study focused on the relationship of employees' career growth with high-performance work systems (HPWS), how and the conditions under which HPWS enhance organizational career growth. It considered job crafting as part of the mechanism, the idea being that employees actively exploit the resources provided and demands imposed by HPWS to craft their jobs. Using a multi-level, three-wave time-lagged design with 663 employees and 67 human resource managers from 67 companies, we found that (a) organization-level HPWS were positively related to individual employees' career growth; (b) task and relational job crafting mediated the relationship; (c) the organizational innovation climate moderated the relationship between organization-level HPWS and job crafting; and (d) the moderating effect had an impact on employees' career growth through job crafting. The implications of the study for the advancement of knowledge and practice are discussed.

Bottom-line mentality and abusive supervisory behaviour in MSMEs: how do they affect employee outcomes?

PurposeGrounded on trait activation and social learning theories, this study aims to examine the effects of bottom-line mentality (BLM) and perceived abusive supervisory behaviour on proactive employee work behaviour and employee bottom-line mentality (EBLM) in micro-, small- and medium-sized enterprises (MSMEs) in Ghana. The moderating effects of relational attachment on how abusive supervisory behaviour relates to employee proactive work behaviour (PWB) and BLM were examined.Design/methodology/approachThe study was based on a quantitative approach. An online questionnaire was used in a cross-sectional survey to elicit data from 643 conveniently sampled employees. Structural equation modelling was used to analyse the data.FindingsThe results support the proposition that owner-manager bottom-line mentality (OMBLM) positively and significantly predicts abusive supervision. The findings also revealed that owner-manager abusive supervisory behaviour significantly predicts employee PWB and EBLM. While the moderating effect of relational attachment on the relationship between perceived owner-manager abusive supervisory behaviour and EBLM is positive and significant, its effect on perceived owner-manager abusive supervisory and proactive employee work behaviour relationship was positive but insignificant.Originality/valueThe authors studied owner-manager abusive supervisory behaviour to understand how OMBLM relates to proactive employee work behaviour and EBLM among MSMEs in Ghana. The study sets the tone to investigate further the impact of OMBLM and the functional effect of owner-manager abusive supervisory behaviour on manager–employee relationships and outcomes among MSMEs in emerging economies.

Pengaruh Lingkungan Kerja Fisik Terhadap Kinerja Karyawan Pada Apron Movement Control (AMC) PT. Angkasa Pura I Bandar Udara Internasional Yogyakarta

ABSTRACT , The working relationship of employees and leaders can determine the level, benefits of the Work Environment and Employee Performance of the company they feel. Any positive work relationship can help create a healthy work environment and environment for employees. The purpose of this research is to find out how the work environment affects the work productivity of employees at the AMC Unit of PT. Angkasa Pura I Yogyakarta International Airport. This study used a quantitative method with data collection techniques through questionnaires and documentation which was carried out from 1 March to 31 March 2023. Respondents from this study were all employees of AMC PT. Angkasa Pura I Yogyakarta International Airport with a total of 15 people. testing the results of this research using IBM SPSS 23 Statistics For Windows. The results showed that variable X (Work Environment) on variable Y (Employee Performance) in the AMC Unit with a simple linear regression test showed a strong influence by obtaining a correlation coefficient of 0.576 and a large effect with a coefficient of determination test of 33.1%. Therefore, the work environment must be maintained or improved so that the performance of the AMC Unit personnel of PT. Angkasa Pura I at Yogyakarta International Airport maintains and improves its performance in the room and in the field.

Wage (in)equality matters: the effect of organizational economic inequality on others’ and self-ascriptions

ABSTRACT Economic inequality has consequences at the social-psychological level, such as in the way people make inferences about their environment and other people. In the present two preregistered studies, we used a paradigm of an organizational setting to manipulate economic inequality and measured ascriptions of agentic versus communal traits to employees and the self. In Study 1 (N = 187), participants attributed more agency than communion to a middle-status employee, and more communion than agency when economic equality was salient. In Study 2 (N = 198) this finding was replicated. Further, this inequality-agency association was explained by perceptions of competitive employee relationships. Results, moreover, suggested that participants mainly attributed more communion than agency to themselves in the equality condition. We conclude that agency and communion ascriptions may be functional and thus inform about the expectations people have on the nature of social relationships in the face of economic inequality.

Ladder of analytical abstraction: a constructive map for data analysis a case of voluntary reporting of human capital

PurposeThis study aims to demonstrate how Carney’s ladder of analytical abstraction is used to examine the motivations of banks for reporting human capital (HC) information.Design/methodology/approachThe authors use semi-structured interviews of senior bank employees at eight large New Zealand banks. They analyse the managers’ views using a constructive mapping of responses applying Carney’s ladder of analytical abstraction. The findings are interpreted from a stakeholder theory perspective.FindingsThe authors find that the New Zealand banks report on HC to manage reputation, strengthen employee relationships and achieve competitive advantages. The results suggest that banks engage in opportunistic reporting to distract external stakeholders while advancing their interests.Research limitations/implicationsThe study will guide researchers in the use of Carney’s ladder of analytical abstraction in analysing qualitative data.Practical implicationsThis study provides insights for businesses to improve the consistency and quality of HC reporting and ensure that the information needs of broader stakeholder groups are met.Originality/valueSome previous voluntary reporting studies analyse their data using inductive analysis. The authors use Carney’s ladder of analytical abstraction as a framework to guide our inductive analysis.

PENGARUH ETOS KERJA DAN INSENTIF TERHADAP KINERJA KARYAWAN PT PARIT PADANG GLOBAL CABANG JAKARTA 3

The objective this research is to analyze the influence of work Ethics and incentives to employee perfomance at PT Parit Padang Global Cabang Jakarta 3. The method for collecting of data used observation and questionnaires.The sampling method with the probability sampling by 80 respondents. The result of this research concluded thar descriptive view the most of respondents give perception with strong agree to work ethics conditions, incentives and also employee performance. Furthermore, based on simple regression method, Score, and Observation. The factors of discipline, morale, and turnovers already good. The work ethics and incentives give influence as positive and significant to employee work perfomance. The recommendations of this research, the company has been to maintaining and improving work ethics especially on employee perfomance, work relationship, and mental readiness of employee, discipline, motivational leadership.

MANE: Organizational Network Embedding With Multiplex Attentive Neural Networks

Every organization has organizational networks for exchange of ideas and information. It is believed that organizational network analysis (ONA) can help the business be more effective. While considerable research efforts have been made for visualizing and analyzing relationships in organizational networks, it lacks a holistic way to model the complex social structures and rich semantic information of these networks. Indeed, employee behaviors can occur across different communication platforms, such as email and instant messaging systems, which naturally lead to the multiplex structure of organizational social networks. Meanwhile, it is also a challenge to model the impact of semantic information, such as employee attributes and organization charts, and the collaboration relationships of employees. To this end, in this paper, we propose a Multiplex Attentive Network Embedding (MANE) approach for modeling organizational social networks in a holistic way. Specifically, we first develop a multiple attributed random walk approach to jointly model multiple networks, with the integration of external work information. Then, we preserve the network structure by maximizing the probability of predicting the central node based on the surrounding context nodes. In particular, we introduce an attention mechanism to assign a weight to each context node in the training process, according to its attributed relation and structural relation with the central node by utilizing the k-core algorithm and the shortest path algorithm. In this way, the embedding results can be kept consistent with their structural relationships. Furthermore, to solve some department-level tasks, we introduce an attentive relational transition method to learn the representation of departments in the organizational networks. Finally, we evaluate the performance of MANE with extensive experiments on real-world data for three important talent management tasks, namely employee performance prediction, employee turnover prediction and department performance prediction. We also conduct a link prediction task to validate the effectiveness of employee embedding. Experimental results clearly show the effectiveness and interpretability of MANE for organizational network analysis.

Mental health issues and illness and substance use disorder (non-)disclosure to a supervisor: a cross-sectional study on beliefs, attitudes and needs of military personnel

ObjectivesResearch suggests that military personnel frequently delay disclosing mental health issues and illness (MHI), including substance use disorder, to supervisors. This delay causes missed opportunities for support and workplace accommodations...

Judge and fury: instrumentality, feedback formats and turnover intention in schools

PurposeIn the deregulated public sector upper secondary school field in Oslo, Norway, turnover among teachers is found to be high. The purpose is to examine whether instrumental practices like control-oriented HRM, performance appraisal and heteronomy directly or indirectly lead to turnover intention, as a crucial pre-stage to turnover. Another purpose is to examine whether this varies with feedback format.Design/methodology/approachThe present study is based on a survey (N = 1,055) carried out among upper secondary school teachers in Norway. Data were analyzed with path analysis, and mediation and moderation analyses were performed.FindingsThe study shows that control-oriented HRM, PA dissatisfaction and heteronomy are antecedents to turnover intention for teachers receiving feedback in three different feedback formats. The effect of control-oriented HRM and PA dissatisfaction on turnover intention was generally not stronger among numerically rated than among those rated otherwise. For most feedback format groups, leader–member exchange mediated between turnover intention and PA dissatisfaction and heteronomy, respectively, but not between turnover intention and control-oriented HRM. For teachers rated with text, figures or colors, LMX moderated between control-oriented HRM and turnover intention.Research limitations/implicationsThe paper advances that introduction of instrumental practices will be seen as breaches of the psychological contract, but this does not apply to all feedback format groups, for example those receiving numerically rating. Limitations involve self-reported measures, direction of causality issues and a relatively low sample size for some groups.Practical implicationsPractitioners should note that both control-oriented HRM, performance appraisal and little autonomy may cause teachers to consider leaving their jobs. Practitioners should also be aware of the importance of the relationship between employee and leader, as negative responses to instrumentality may work through the leader–employee relationship, leading to turnover intention and, possibly, turnover.Originality/valueThe present study is among the first to examine whether and how antecedents to turnover intention vary with feedback format. A rare interaction between HRM and LMX is uncovered. Few other studies have analyzed the relationship between instrumental practices and turnover intention in light of psychological contract theory.

Transformational Leadership in Education: Review of Literature

Research on transformational leadership (TL) and human resource management (HRM) typically include looking at how leaders can create a more engaged, productive workforce, and how to manage employee relationships more effectively. This paper establishes the importance of leadership in education. Human Resource Management and its related fields of education and performance are crucial organizational support functions for such development. Organizations that promote superiority in learning and performance have been characterized as having robust HRM cultures. Transformational leadership (TL) is a style of leadership where school administrators and leaders encourage, connect, and inspire instructors and students to bring innovation and transformation to an institute for the sake of development and future success. Leaders in this setting empower and coach stakeholders to exercise authority and make decisions in their allocated roles. Literature-based research is essential because it establishes an in-depth understanding and knowledge of the field of study. Therefore, this research aims to provide a review of the literature that focuses on leadership in education and ways to transform the educational systems so that policymakers, educators, scholars, and academics with important perspectives and insights into factors associated with transformational leadership. Three things support this assertion: the foundation of transformational leadership, prior studies supported by evidence, and issues of the leaders' actual work in the field of education.

The Toxic Bully Boss: Echoes of American Slavocracy Tactics in Adverse Workplace Leadership Styles

The Toxic Bully Boss: Echoes of American Slavocracy Tactics in Adverse Workplace Leadership Styles

The Effect of Human Resource Management on Performance of Employees with Mediating Effect of Work-Life Balance in Nigeria

This paper examined the effect of human resource management on the performance of public sector organizations with the mediating effect of the work-life balance of the Nigerian Federal Inland Revenue (FIRS). The specific objectives of the study were to ascertain the practices of Human Resource Management (HRM) regarding work-life balance and to examine the level of effectiveness of Human Resource Management of FIRS regarding work-life balance. The study also investigated the challenges of work-life balance faced by Human Resource Management in FIRS and suggested probable measures to improve the HRM system at FIRS. The study was hinged on the Easton System theory of 1979. The study adopted a quantitative survey with data collected from one hundred and thirty-two (132) respondents from the Federal Inland Revenue Service, Kaduna state, Nigeria. Findings from the study reveal that there is an average level of practices of HRM regarding work-life balance in FIRS. Further, the findings revealed that the level of effectiveness of Human Resource Management of FIRS regarding work-life balance is poor. It also revealed that challenges include employers’ difficult policies and practices, lack of duty control, unsupportive employee relationships, inadequate human resources, increasingwork–life pressures, and high-stress levels. The study, therefore, recommends that the organization employs strategies that will boost staff morale, motivate workers, reduce absenteeism, and improve organizational productivity. This can be done through an efficiently managed work-life balance among employees at FIRS. Keywords: Human Resource Management, Performance, Public Sector, Work-life Balance, and Nigerian Federal Inland Revenue Service.