Employees In Business Organizations Research Articles

THE EFFECT OF TRAINING EFFECTIVENESS ON INDIVIDUAL WORK PERFORMANCE IN BUSINESS ORGANIZATIONS IN CAMBODIA

On-the-job training or off-the-job training are considered training effectiveness which is very crucial for all employees to have earned more skills and knowledge to improve work performance for effective outcomes. Since some employers are not much concerned about training programs for their employees in business organizations which result in poor work performance. Therefore, this study aims to measure the training effectiveness which impacts on individual work performance in business organizations in Cambodia. Quantitative research has been employed in this study with descriptive and inferential data were analyzed. Simple and multiple regressions are used in order to test the training effectiveness variables on individual work performance. The study has constructed the valid questionnaires to survey 200 participants with different business organizations in Cambodia. A regression analysis reveals that training significantly influences individual work performance. All training variables, including style, content, environment, schedule, and materials, showed a positive relationship with performance. Training materials and training content have had positive effects on individual work performance. The study emphasizes the importance of investing in well-rounded training programs that consider various aspects of delivery and content. The study's value lies in its demonstration of how to apply successful aspects of training programs to improve individual work performance in business firms. Eventually, the study has suggested that the leaders of business organizations should consider the efficient techniques of organizing training programs for their employees.

A study on social and psychological qualities of managers and employees in business organizations

Introduction. The study of social and psychological qualities of leaders in business organizations plays an important role in increasing organizations' efficiency and developing leaders' management methods in the modern business environment. Aim: to determine the social and psychological qualities of managers and employees in business organizations. Methods. The following methods were used in the study: Diagnosis of Leadership Abilities (E. Zharikov, E. Krushelnytskyi), Diagnosis of Emotional Intelligence (M. Manoilova, adapted by V.I. Barko, V.P. Ostapovich, and P.S. Oleshko), Character Traits - T. Leary's Self-Assessment Questionnaire, and H. Eysenck's Test-Questionnaire. Results. Managers' leadership abilities differ from the abilities of employees and are determined not only by managers' social and psychological characteristics, but also by the levels of their emotional intelligence. Managers of business organizations have better leadership qualities, emotional intelligence and relationships dominance. Conclusions. The obtained results allow predicting leadership behaviors during interpersonal interaction and interpersonal styles of behavior in business organizations.

Development of electronic courses for training employees in business organizations

Introduction. Intensive changes in the information space necessitate employee's regular knowledge and skills improvement, which is promoted by most organizations. The creation of an electronic course involves a complete re-evaluation, decomposition of available information, training programs in the organization, which were created for training with the personal participation of training specialists. Aim. Based on the author's experience in creating electronic training courses, to analyze the process, main stages and model of creating electronic training courses for business organization employees. Results. Creation of an electronic course (E-learning course) in a business organization has a project format. The principles and models of Instructional Design, ID are used to create electronic courses. The model for creating an electronic course consists of five stages: 1. Request; 2. Designing; 3. Creation+pilot; 4. Implementation; 5. Assessment of learning outcomes. The role of each specialist involved in the electronic course creation is analyzed in detail: electronic course customer; expert in the field of knowledge which the course will be created (Subject Matter Experts - SME); instructional designer (or methodologist); typewriter; graphic designer. The author discusses the importance of the Matrix of Competences as a tool for request clarifying and educational material structuring, as well as describes in detail the Authoring Tools used in course creation. An e-course focus group and electronic education platforms (Learning Management System - LMS) were shown to play an important role in effective business organization personnel's training. Conclusions: The author analyzes his experience in creating electronic courses, which can be used in training business organization personnel.

Investigating the Dimensionality of Psychological Contract from a Spiritual Perspective: an Empirical Study of Indonesian Employees

Based on the Western value system, research on the psychological contract has received immense attention from human resources management researchers. However, psychological contract from the spiritual perspective has not been much explored. This empirical study attempts to enrich the understanding of the psychological contract phenomenon from a spiritual perspective. This is a research paper to explore the dimensionalities of a spiritual psychological contract with examined both inner (structure) and outer (measurement) models via Partial least squares structural equation modeling (PLS-SEM). A survey of 108 employees in business organizations in Indonesia, Malaysia, the United Kingdom, and Taiwan was drawn for the study using a nonprobability convenience sampling procedure to obtain a more representative sample. The construct validity of the spiritual psychological contract (SPC) via SmartPLS 3.2.7 software led to the major finding; the SPC measurement model in the business organizational context is explained by three components i.e., transactional, relational, and liturgical contract. This is a new insight into psychological contract research and needs further studies to explore it.

Employee Motivation Strategies To Improve Performance In The Sundanese Cultural Background Business Organization

Employee motivation strategies to improve performance in the Sundanese cultural background business organization, there are results of research conducted in the Sundanese cultural environment. This study seeks to examine factors that influence work motivation in an effort to improve performance both individually and organizations in employees in business organizations with a background in the Sundanese culture. This research is literature research, where the data collection comes from various journals and books analyzed according to existing problems. The result showed factors of motivation consisting of salary and social security, type of work, hope for a career, working complete, the role of managers, work environment, employee competence, and company policies have a positive and significant influence on the performance of employees at companies Sundanese cultural background. And there are several ways or strategies for a company manager in an effort to improve the work motivation of its employees so that the company's performance can be achieved according to expectations

Comparative suitability for promotion: ethical transgressions, culture and a third dimension of appraisal

Purpose This paper looks at the relationship between judgments of ethical behavior and organizational promotion prospects. The purpose of this study is to examine if an independent dimension of ethical performance should be recognized. When managers and others in organizations compare candidates for promotion or other organization rewards, what role is played by information about the candidates’ previous ethical behavior? Are all prior ethical transgressions perceived in the same light or do some types carry more weight for organizational rewards? And, how do organizational values effect these evaluations? Design/methodology/approach A questionnaire was developed which asked respondents to rank a set of six candidates for a promotion. All candidates were said to be qualified for the promotion, but each was described differently in terms of past ethical transgressions. While information about a candidate’s prior ethical behavior is expected to be impactful for promotion consideration in the general population as well as among members of religious-oriented businesses, types of ethical transgressions may be weighted differently by the two groups. The survey was administered to a sample of 204 employees of business organizations at all levels obtained through a survey research firm, as well as a sample of 52 employees of organizations in the Christian publishing industry. Nonparametric statistics were used to analyze the results. A comparison was made between the respondents sourced through the research firm, seen as representing the general population, and those from the Christian-oriented group. Findings Ethical transgressions were weighted differently by each group. And some transgressions were deemed more unethical than others. Overall, our work suggests that ethical transgressions can matter with regard to promotability. Differences between the groups of respondents from the general population and the group representing Christian-based firms are discussed. Practical implications This paper focused on the selection for promotion of six candidates, ranked by two groups. As expected, the ethical transgressions were weighted differently by each group. And some transgressions were deemed more unethical than others. Overall, this work suggests that ethical transgressions can matter with regard to promotability. This research contributes to practical implications within organizations. Originality/value Only a few studies have looked directly at the relationship between judgments of ethical behavior and organizational promotion prospects. These have focused on ethical leaders rather than rank and file employees. In a study of ethical leadership and promotability, Rubin et al. (2010) found that managers rated high on ethical leadership by their subordinates are more likely to be viewed by senior managers as eventually promotable to senior leadership than those who were not – although they were no more likely to receive a promotion in the near term.

The cyber-work performance of managers in education

PurposeThis study addresses the perspective of N = 273 school principals as related to technology role in performing managerial roles.Design/methodology/approachIn the context of this study, the concept of technology only refers to digital office tools such as microcomputers, email and administrative software. The concept of managerial roles is understood and used herein in relation to the definition provided by Mintzberg (2013) in his managerial typology. Moreover, a survey method was used to collect data from the aforementioned managerial employees. The managerial typology of Mintzberg was applied as a theoretical lens to collect and interpret survey data.FindingsThe findings suggest that surveyed school principals believe that technology use improves their ability to perform informational and decisional roles at work. Arguably, these managerial employees are satisfied with using technology as a labor tool for administrative and managerial work.Research limitations/implicationsThis study is limited because its sample size does not allow the findings to be generalized to all Canadian school principals. Nevertheless, the findings are significant because they suggest that similar to the positive technology-related attitude of managerial employees in business organizations, those in school organizations also perceive technology as an organizational asset. For that reason, management scholars should not only limit their studies of the intersection between technology and managerial roles or work to business organizations. They also need to extend their research studies and fieldwork to school organizations.Originality/valueThe originality of this study lies in the fact that in management literature, the intersection between technology and the managerial roles of school principals is underresearched. As such, this study represents a step forward toward the need to study the technology-related behaviors of school principals to better understand how technology use enables their workflow system.

Pengaruh Konflik Pekerjaan-Keluarga Terhadap Kepuasan Kerja di Industri Perbankan

The current business organization is important to review the conflict between work and family. It can impact on the survival of employees in business organizations. Work-family conflicts can be one reason employee dissatisfaction with work. The relationship between work-family conflict and job satisfaction. Based on research conducted on 118 respondents employees a bank in Bandung, obtained results that show there is a relationship between work family conflict with job satisfaction. This is evidenced by the results of correlation analysis between work family conflict variables with job satisfaction included in the negative and significant relationship. Furthermore, work family conflict also has a negative effect on job satisfaction in the regression analysis done.

Pengaruh Konflik Pekerjaan-Keluarga Terhadap Kepuasan Kerja (Kasus Karyawan Bank BJB Cabang Utama Bandung)

The current business organization is important to review the conflict between work and family. It can impact on the survival of employees in business organizations. Work-family conflicts can be one reason employee dissatisfaction with work. The relationship between work-family conflict and job satisfaction. Based on research conducted on 118 respondents employees Bank Bjb Office Main Branch Bandung obtained results that show there is a relationship between work family conflict with job satisfaction. This is evidenced by the results of correlation analysis between work family conflict variables with job satisfaction included in the negative and significant relationship. Furthermore, work family conflict also has a negative effect on job satisfaction in the regression analysis done.

Pengaruh Konflik Pekerjaan-Keluarga Terhadap Kepuasan Kerja (Kasus Karyawan Bank BJB Cabang Utama Bandung)

The current business organization is important to review the conflict between work and family. It can impact on the survival of employees in business organizations. Work-family conflicts can be one reason employee dissatisfaction with work. The relationship between work-family conflict and job satisfaction. Based on research conducted on 118 respondents employees Bank Bjb Office Main Branch Bandung obtained results that show there is a relationship between work family conflict with job satisfaction. This is evidenced by the results of correlation analysis between work family conflict variables with job satisfaction included in the negative and significant relationship. Furthermore, work family conflict also has a negative effect on job satisfaction in the regression analysis done.

Situational leadership theory: a test from a leader-follower congruence approach

PurposeEmpirical tests of Hersey and Blanchard’s situational leadership theory (SLT) have demonstrated that the assessment of follower competence and commitment, critical contextual features dictating optimal leadership style, poses several problems in testing the validity of this theory. As well, most previous studies have used leader rating as the only information source in making these assessments. The purpose of this paper is to use the degree of agreement between leader rating and follower self-rating to determine follower competence and commitment, and consequently an optimal leadership style.Design/methodology/approachSurvey data collected from both supervisors and employees in business organizations in Norway were analyzed to test the predictions put forward in SLT.FindingsThe results show that SLT principles are supported when leader rating and follower self-rating are congruent. However, no support was obtained for Blanchard’s suggestion to apply followers’ self-ratings of competence and commitment in the case of discrepant ratings of follower development level. But data do support the contention that leader assessment would be a better basis for providing followers with appropriate direction and support.Originality/valueSo far SLT has been a very popular but as yet under-researched theory. An important contribution of the present study is by making SLT an evidence-based theory, as opposed to just being intuitively sound. As such, the authors think SLT in an updated “convergent” version should be applied in organizations and taught in leadership development programs.

Implicit change leadership schemas, perceived effective change management, and teachers’ commitment to change in secondary schools in the Philippines

Implicit change leadership theory (ICLT) highlights the importance of determining congruence between the ideal and actual change leadership schemas of employees in successful change management. This paper utilized ICLT in exploring effective change leadership and management in secondary schools and examined how these influence teachers’ commitment to change. Data were gathered from 707 secondary school teachers from both private and public high schools in the Philippines. Findings indicated that (1) teachers seem to have a more holistic and integrative view of change leadership schemas than employees of business organizations, (2) teachers’ change leadership schemas significantly predicts perceived effectiveness of change management, and teachers’ affective commitment to change, and (3) perceived effectiveness of change management significantly mediates the effect of change leadership schemas on teachers’ affective commitment to change. This study expanded the applicability of ICLT in basic education settings and contributes to the understanding of effective change leadership and change management in schools. Implications on practice and further recommendations for school leaders are also discussed.

اثر البیئة الوظیفیة التکنولوجیة على تحسین اداء العاملین

الملخص: نظرا للتغيرات البيئية المتلاحقة وظهور التقنيات الحديثة کالتکنولوجيا والإنترنت ونظم المعلومات، وما طرأ من تغيرات على بيئات الدول بصفة عامة وبيئات المنظمات بصفة خاصة من أحداث سياسية واقتصادية واجتماعية في العصر الحديث على المستوى المحلى والدولي، أصبح لزاما علينا إعطاء بيئة العمل الوظيفية أهمية أکبر مما کانت عليه من قبل(1)، وتتمثل عناصر ومکونات البيئة الوظيفية التکنولوجية في مجموعة من العوامل تتمثل في عوامل البيئة المادية، عوامل البيئة المعنوية، العوامل التکنولوجية، الأمن والسلامة والصحة المهنية. يعد تحسين أداء العاملين من الموضوعات ذات الأهمية الجوهرية لما لها من أثر کبير على الفرد والمنظمة والمجتمع أيضا ، حيث يمکن من خلاله رفع مستوى أداء العاملين من خلال تقييم أدائهم والوقوف على نقاط القوة وتعزيزها ونقاط الضعف ومعالجتها وتدريب العاملين لرفع کفاءتهم المهارية. يظهر الارتباط الوثيق بين البيئة الوظيفية التکنولوجية وتحسين أداء العاملين في منظمات الأعمال جليا من خلال ما يتحقق من نتائج مبهرة تعود على کافة الأطراف ذات العلاقة أو الصلة بالمنظمة حتى تستطيع المنظمة بذلک زيادة إنتاجيتها وتقليل تکاليفها الناتجة عن ارتفاع نسب الفاقد والتالف بالإضافة إلى تکاليف الاستغناء عن العمالة نتيجة انخفاض أدائها أو ترک العمل نتيجة عدم ملاءمة البيئة الوظيفية . Abstract: According to the successive environmental changes and the emergence of modern technologies such as technology, the Internet and information systems, and the changes in the environments of countries in general and the environments of organizations in particular of political, economic and social events in the modern time at the local and international levels, we have to give the work environment more important than it was, The elements and components of the technological job environment are :factors of the physical environment, factors of the moral environment, technological factors, security, safety and occupational health. Improving the performance of employees is a key issue because it has a great impact on the individual, organization and society as well. It can improve the performance of employees by assessing their performance, identifying strengths, strengthening them and weaknesses, addressing them and training staff to increase their skills. The close link between the technological job environment and the improvement of the performance of employees in business organizations is evident through the impressive results achieved by all relevant parties or the organization, so that the organization can increase its productivity and reduce its costs resulting from higher losses and damage rates, As a result of less performance or leaving work as a result of inadequate functional environment.

Role of Ethical Orientation of HRM in Establishing an Ethical Organizational Culture: A Literature Review and Implications

Growing unethical behavior of employees in business organizations and its negative impact on the organization, economy and the society has become a global concern over the past two decades. Hence Growing unethical behavior of employees in business organizations and its negative impact on the organization, making employees more ethical to create an ethical organizational context and its positive impact on the organization, economy and society have received growing scholarly attention in the business and organizational ethics literature. Creating and sustaining an Ethical Organizational Culture (EOC) is a crucial strategic goal for any business organization. Despite its significance in the present corporate environment, empirical investigations on EOC and the contribution of Human Resource Management (HRM) in creating and sustaining an EOC are limited. This paper reviews relevant theoretical and empirical findings of research work in literature from Business Ethics, HR, management, and organization studies fields, in the link EOC and HRM over the past three decades. The main objective of the study is to explore the role of Ethical Orientation of HRM (EOHRM) in making employees more ethical, in order to create and sustain an EOC. The paper discusses this role under four key HRM dimensions: Acquire, develop, retain and motivate ethical employees, in order to create an EOC. Working definitions for the main constructs in the study, EOHRM and EOC were developed by the authors. Systematic review method recommended by Tranfield et al. (2003) with an archival method, was used for reviewing of literature. This paper has a significant utility for future research.

THE IMPACT OF SPIRITUALITY AND SOCIAL RESPONSIBILITY ON ORGANIZATIONAL CITIZENSHIP BEHAVIOUR FROM THE ISLAMIC PERSPECTIVE: EMPIRICAL INVESTIGATION OF MALAYSIAN BUSINESSES

The phenomenon of organizational citizenship behavior (OCB) emanating from the Western value system has received enormous attention from researchers, however, the model of organizational citizenship behavior from other cross cultural or religious perspectives such as the Islamic perspective, has not been much explored. This empirical study attempts to enrich the understanding of OCB from Islamic management perspective. In view of this, Western OCB framework was studied and further enriched in light of the Islamic heritage (Qur’an and Sunnah, i.e. that Prophetic tradition of Prophet Muhammad, peace be upon him) and established the need for Taqwa serving as antecedent of citizenship behaviors from the Islamic perspective. The survey data used for this empirical research was drawn from 405 Muslim employees in business organizations in Malaysia. Principal component analysis (i.e. PCA using SPSS version 18.0) and confirmatory factor analysis (i.e. CFA using AMOS version 18.0) of the constructs; Islamic spirituality (IS), Islamic social responsibility (ISR) and Organizational citizenship behaviour from Islamic perspective (OCBIP), were conducted. Using structural equation modeling (SEM), good fit indices led to two major findings, thus, ISR influences employees’ OCBIP performance; IS does not. Several implications from the study were discussed.

Ethical Cultures in Large Business Organizations in Brazil, Russia, India, and China

This study focuses on comparison of perceptions of ethical business cultures in large business organizations from four largest emerging economies, commonly referred to as the BRICs (Brazil, Russia, India, and China), and from the US. The data were collected from more than 13,000 managers and employees of business organizations in five countries. The study found significant differences among BRIC countries, with respondents from India and Brazil providing more favorable assessments of ethical cultures of their organizations than respondents from China and Russia. Overall, highest mean scores were provided by respondents from India, the US, and Brazil. There were significant similarities in ratings between the US and Brazil.

To Identify the Employability Skills for Managers through the Content Analysis of the Selected Job Advertisements

The purpose of this paper was to outline the basic employability skills and or competencies required by employees in business organizations to perform and compete. For the purpose of the present study employability skills were, “a set of attributes, skills and knowledge that all labor market participants should possess to ensure that they have the capability of being effective in the workplace-to the benefit of themselves, their employer and the wider economy”. A content analysis was conducted of selected job advertisements during August to December 2008. Three Hundred and Ten advertisements in print (Newspapers) and online (Naukri, Monster) were selected for the study. Two judges independently coded and assessed the coding of the advertisements. This study has identified that the employability skills can be categorized as Basic Academic skills, Technical skills and Generic skills. Generic skills were further grouped as Operational, Behavioral skills and other soft skills. Communication skills, analytic skill and leadership skills were found to be most important generic skills.

The meaning of working among professional employees in Germany, Poland and Russia

PurposeThe purpose of this paper is to report the results of an empirical study of the meaning of working, individual level work outcomes, and job and career satisfaction, among professional level employees in business organizations in Russia, Poland, and Germany.Design/methodology/approachThe theoretical framework for the study was based on the work by England and colleagues. The sample (n=638) included professional level employees in the medium and large manufacturing and service organizations in the three countries. Correlations, discriminant function analysis, and multiple regressions were used to answer research questions regarding the relationship between the study variables and to determine country differences.FindingsResults indicate different patterns and levels of work centrality, desired work outcomes, work role identification, and job and career satisfaction among the three countries. A significant difference was found between work values in Russia, on the one hand, and Germany and Poland, on the other. Gender differences in meaning of work patterns were found among Russian respondents. Job and career satisfaction was related to different combinations of demographic and work meaning variables.Practical implicationsFor human resource development (HRD) and training and development (T&D) professionals working in multinational companies and/or with customers/suppliers in these three countries, the findings imply the need to take into account the similarities and differences in individual meaning of working variables when designing and implementing organization development and training interventions.Originality/valueDespite the central role of working for individuals and the central role of the work values construct for the professional fields of training and HRD, research on meaning of working has been sparse in the academic literature. Thus, the study can contribute to a fuller understanding of experience of work and its implications for the theory and practice of training and human resource development.

Locus of control and affectivity by gender and occupational status: A 14 nation study

This study investigated the extent to which reported gender differences in values are attributable to differences in national culture and organizational seniority. Locus of control and affectivity scores were obtained from 4599 managers and employees in business organizations located in 14 countries. Across nations, men and those in senior positions were more internal and less affective. Gender effects were additional to those attributable to status. Respondents in nations scoring higher on an index of modernity were found to be less internal. A pan-cultural factor analysis of locus of control items yielded four subscales. Men and those in senior positions scored higher on Socio-Political Control and Effort, but no differences were found on the Luck and Active Friendship subscales. The results are contrasted with those obtained from single-nation samples using student subjects.

The Rotter Locus of Control Scale in 43 Countries: A Test of Cultural Relativity

A databank of 9140 responses to the Rotter (1966) locus of control scale was analyzed, using multidimensional scaling techniques. Respondents were employees in business organizations in 43 countries. Three interpretable dimensions were identified. The first was interpreted in terms of Schwartz's (1992) dimensions of mastery over the environment versus harmony with the environment. It also correlated significantly with country means for internality. The second distinguished responses from countries identified by Hofstede (1980) as individualist and collectivist. The third referred principally to the role of luck and chance. Parallels with the results of Levenson (1981) and the implications of convergence with the results of cross‐cultural studies not based upon the concept of locus of control are discussed.