Employees Of Company Research Articles

Impact of Human Resources in Indian Oil Companies: Evolution, Challenges, and Future Trends

This study analyses the evolution, current challenges, and future human resource (HR) management trends within Indian oil companies. It seeks to provide a comprehensive understanding of how HR practices have developed over time, the obstacles faced by HR departments today, and the strategic directions necessary for future growth and adaptation. The research employs a mixed-methods approach, combining qualitative and quantitative data. Primary data were collected through surveys and interviews with HR professionals and employees in major Indian oil companies. Secondary data were drawn from industry reports, academic literature, and company records. The study utilizes thematic analysis to identify critical trends and challenges and statistical analysis to quantify the impact of various factors on HR practices. The study finds that HR practices in Indian oil companies have evolved from traditional administrative roles to strategic partners in business development. Current challenges include managing a diverse and technologically evolving workforce, adapting to global economic fluctuations, and addressing regulatory compliance issues. Future trends suggest an increased focus on digital transformation, diversity and inclusion, and strategic workforce planning. The findings offer valuable insights for HR practitioners and policymakers in Indian oil companies. They highlight the need for innovative HR strategies to address emerging challenges, such as integrating advanced technologies and fostering an inclusive work environment. The study also recommends improving HR practices to enhance organizational performance and employee satisfaction.

Metabolic Syndrome and Its Component Factors Among Corporate Company Employees in Kampala Uganda.

Metabolic syndrome (MetS), a cluster of metabolic dysregulations indicative of increased cardiometabolic risk is on the rise in Sub-Saharan Africa. The study aimed to determine the prevalence of MetS and its components, among corporate employees in Kampala, Uganda. A cross-sectional survey was undertaken among 408 adults who were employees from seven corporate companies in Kampala, using the WHO STEPwise NCD screening approach. Metabolic syndrome was measured using the National Cholesterol Education Program Adult Treatment Panel (ATPIII) and the International Diabetes Federation (IDF) criteria with the waist circumference (WC) cut-off points adapted for Sub-Saharan African populations. The mean population age (standard deviation [SD]) of the respondents was 34years (± 8.87) years and 52% of them were females. The prevalence of MetS was 22.8% (NCEP ATPIII) and 28.4% (IDF). Of the respondents who did not have MetS, 75% had at least one metabolic dysregulation. Of those respondents with MetS, only 31% perceived that they were at risk of this cluster of metabolic dysregulations. In this analysis, we observed that the systolic blood pressure (BP) and the body mass index (BMI) correlated strongly (r = 0.81 and r = 0.71) with the diastolic BP and waist circumference (WC), respectively. Age on the other hand correlated fairly with the WC and BMI (both r values = 0.46). Principal component analysis showed that the greatest loadings in principle factors one, two and three were from central obesity, with low HDL-C explaining 60.8% variance in the population. Age, BMI, family history of having cardiometabolic disorders, and perceived cardiometabolic disease risk (CMR) were associated with an increased risk of MetS by 5, 8.86, 1.55, and 2.73 (all P values were < 0.05) respectively in this group of respondents. These risks remained for age, BMI and perceived CMR after removing the confounding effects of education status, marital status and family history of cardiometabolic disease. Being single on the other hand, was associated with a reduced risk of MetS (0.23, p < 0.009). While the primary contributors to the high prevalence of MetS among corporate employees in Kampala, Uganda were the high BP, high WC and high fasting blood sugar (FBS); age, BMI and perceived CMR were the key determinants of MetS. Future MetS interventions should aim to control and monitor obesity indicators in this population. Additionally, the findings inform targeted screening parameters for cardiometabolic risk assessment and suggest the need for further research into a weighted algorithm for MetS in this population.

Challenges and opportunities in crowdsourced delivery planning and operations—an update

AbstractHow to best deliver goods to consumers has been a logistics question since time immemorial. However, almost all traditional delivery models involved a form of company employees, whether employees of the company manufacturing the goods or whether employees of the company transporting the goods. With the growth of the gig economy, however, a new model not involving company employees has emerged: relying on crowdsourced delivery. Crowdsourced delivery involves enlisting individuals to deliver goods and interacting with these individuals using the internet. In crowdsourced delivery, the interaction with the individuals typically occurs through a platform. Importantly, the crowdsourced couriers are not employed by the platform and this has fundamentally changed the planning and execution of the delivery of goods: the delivery capacity is no longer under (full) control of the company managing the delivery. We present the challenges this introduces, review how the research community has proposed to handle some of these challenges, and elaborate on the challenges that have not yet been addressed. In this update, we expand the literature review and discuss new challenges that have emerged in the past years. (This is an updated version of the paper “Challenges and Opportunities in Crowdsourced Delivery Planning and Operations” that appeared in 4OR, 20(1), 1-21 (2022)).

Ethical Practices and Efficiency in the Internal Control of Peruvian Public Transport

The study aims to assess the impact of ethical practices on the effectiveness of internal control in public transport companies in Peru, to understand how these aspects influence corporate integrity, customer trust and corporate reputation; a quantitative, descriptive and explanatory methodology was used; data were collected through structured surveys applied to 50 employees of a transport company, covering various areas such as sales, administration and internal control; it is concluded that ethical practices significantly influence the effectiveness of internal control. Deficiencies in these areas lead to loss of customer confidence and financial and legal risks. The integration of sound ethical practices into business culture and processes improves management, customer confidence and business sustainability; highlights the need to improve integrity and operational efficiency in transport companies. It recommends implementing ethics training programmers and strengthening internal control systems adapted to the local context, as well as integrating advanced technologies for risk management and visualization.Corporate Governance

Real-World Outcomes of a Digital Behavioral Coaching Intervention to Improve Employee Health Status: Retrospective Observational Study.

Chronic noncommunicable diseases (NCDs) account for major disability and premature mortality worldwide, with low- and middle-income countries being disproportionately burdened. Given the negative impact of NCDs on employee performance and work productivity, there is a rising need for stakeholders to identify effective workplace solutions that can improve employee health outcomes. As the workplace becomes more dispersed post pandemic, digital behavioral coaching offers a scalable, personalized, and cost-effective method of managing chronic disease risk factors among employees. This study aimed to retrospectively evaluate the impact of a digital behavioral coaching program on year-to-year changes in employee health status in a cohort of Indonesian employees. This retrospective real-world exploratory analysis of secondary health data followed 774 employees of an Indonesian company who completed company-sponsored health screenings between 2021 and 2022 and were given access to Naluri (Naluri Hidup Sdn Bhd), a holistic digital therapeutics platform offering digital behavioral health coaching and self-help tools. Participants were retrospectively classified as those who received active coaching (n=177), passive coaching (n=108), and no coaching (n=489). Linear mixed-effects models were used to evaluate the year-to-year changes in health outcomes across the 3 employee groups, with post hoc analyses evaluating within-group differences between the 2 time points and between-group differences at follow-up. Significant time×group interaction effects were detected for body weight, BMI, hemoglobin A1c, low-density lipoprotein, total cholesterol, and systolic and diastolic blood pressure. Post hoc pairwise comparisons revealed significant improvements in hemoglobin A1c (mean difference [Mdiff]=-0.14, P=.008), high-density lipoprotein (Mdiff=+2.14, P<.001), and total cholesterol (Mdiff=-11.45, P<.001) for employees in the Active Coaching group between 2021 and 2022, with the other 2 groups reporting deteriorations in multiple health outcomes throughout the 2 time points. At follow-up, those who received active coaching between 2021 and 2022 reported significantly lower body weight (P<.001), BMI (P=.001), low-density lipoprotein (P=.045), and total cholesterol (P<.001) than the No Coaching group. This study demonstrates real-world outcomes and implications supporting the use of workplace digital behavioral coaching in improving employee health status. Given the rising burden of NCDs in the Southeast Asian region, our findings underscore the role that workplace digital health interventions can play in preventing and managing chronic disease risk factors.

Hagnýting menntunar meðal háskólamenntaðs starfsfólks einkarekinna fyrirtækja og opinberra stofnana

Markmið greinarinnar er að kanna hvort munur sé á hagnýtingu þekkingar meðal háskólamenntaðs fólks sem vinnur annars vegar í einkareknum fyrirtækjum og í opinberum stofnunum hins vegar. Úrtak rannsóknarinnar byggðist á tilviljunarúrtaki úr þjóðskrá sem Þjóðmálakönnun Félagsvísindastofnunar Háskóla Íslands framkvæmdi 9. mars til 9. apríl 2016. Könnunin náði til 2.001 einstaklings á aldrinum 18 ára og eldri á landinu öllu og svöruðu 1.210 þeirra könnuninni. Í þessari rannsókn var aðeins litið til þeirra þátttakenda í úrtakinu sem höfðu lokið háskólanámi og voru í launaðri vinnu á Íslandi hjá hinu opinbera eða í einkafyrirtæki. Eftir hreinsun gagna voru þátttakendur 374, þar af voru 178 karlar og 196 konur. Niðurstöður rannsóknar sýndu að 20,3% þátttakenda voru ofmenntuð. Meirihluti kvenna vinnur hjá hinu opinbera en meirihluti karla hjá einkafyrirtækjum. Vanmenntaðir starfsmenn eru líklegri til að starfa hjá hinu opinbera á meðan ofmenntaðir eru líklegri til að starfa hjá einkafyrirtækjum (sá munur skýrist af van- eða ofmenntun kvenna). Hjá opinberum fyrirtækjum starfa frekar þeir sem lokið hafa námi á sviði mennta- og heilbrigðisvísinda meðan starfsfólk af verk- og náttúruvísindasviði er helst hjá einkafyrirtækjum. Laun eru hærri hjá einkafyrirtækjum.

Risk management and insurance failures: the case of Ghana’s National Health Insurance Scheme

Since its inception, Ghana’s National Health Insurance Scheme (NHIS) has brought about notable improvements in healthcare access and health outcomes. However, challenges have arisen, threatening its intended function. This study aims to investigate the challenges encountered by NHIS participants and their risk management practices in response to insurance failures. Convenience and purposeful sampling techniques were employed to gather data from 45 Quality Insurance Company (QIC) employees residing in the Greater Accra area of Ghana who are NHIS members. A quantitative approach was utilized, and a questionnaire was administered to collect data. The study employed Cronbach’s alpha to assess the reliability and validity of the data. Additionally, Regression analysis, correlation, and descriptive statistics were utilized to achieve the study's objectives. The study revealed several challenges facing the NHIS, including a shortage of medical specialists, medications, and hospital beds, as well as high patient out-of-pocket expenses. Despite these challenges, the NHIS has not yet failed. However, the majority of NHIS cardholders (62.20%) would be adversely affected in the event of system failure, as they primarily rely on NHIS for risk management. Conversely, a minority of participants (37.80%) are less likely to experience the effects of failure due to alternative insurance plans and personal savings. Therefore, understanding these dynamics is crucial for policymakers and stakeholders to strengthen the NHIS and ensure sustainable healthcare access for all Ghanaians.

Blending Work Values, Engagement, and Satisfaction to Drive OCB in Technopreneurial Startups

In startup companies, financial and other resources are often still limited, so human resources are a valuable asset that plays a crucial role in running an entrepreneur. Organizational Citizenship Behaviors (OCB) support new companies or startups success and growth. OCB can increase efficiency and productivity, create a positive work environment, and improve the ability to adapt to change. Therefore, startup companies must encourage and foster OCB among employees to achieve sustainable competitive advantage. This research analyzes the factors influencing OCB by exploring the role of work values, engagement, and job satisfaction. The participants in this research were 351 employees of startup companies in Jakarta. The sampling technique uses simple random sampling, and data analysis uses SEM-PLS. The research findings state that work values positively impact engagement and job satisfaction. Then, work engagement and job satisfaction were ultimately proven to increase employee OCB in startup companies. This study enriches the literature, especially in managing human resources in organizations, and becomes a basis for companies to create rules and policies to increase OCB in a dynamic and competitive business.

Addressing Environmental, Economic and Social Impact Mining Companies on Taliabu Island, North Maluku

The fundamental characteristic of the iron ore mining industry is clearing land and changing the natural landscape so that it has the potential to have an impact on the environment, social and economic aspects of society. This research was conducted to determine the environmental, social and economic impacts on the people of Taliabu Island Village. This research uses a qualitative method with a case study method. The conclusion of this research is that the environmental impact caused by mining in the Taliabu Island Village area can still be overcome by the company by replanting trees in places where mining has been completed and the company even provides signs along roads and dangerous areas so that the community is protected from these environmental impacts. . The company can also overcome the social impacts that arise by providing equal career development opportunities for local employees and migrant employees so that social jealousy does not occur and economic welfare increases for the people of Taliabu Island Village. The community's economy has improved with the opportunity to work as company employees and the emergence of many food stalls, daily necessities stalls and even entertainment venues where previously the community had a source of income from clove and head plantations. The company also establishes a family relationship between the village head and all members of the community so that the impact, no matter how small, can still be overcome because all levels of society have a sense of ownership of the company and the benefits of the company are greatly felt.

The Impact of Procedural Justice on Employee Intention to Stay in Nepalese Insurance Companies: Exploring the Mediating Role of Affective Commitment

Procedural justice fosters the perceptions of fairness and support within the organization ensuring that all employees are treated equitably and transparently. It supports employees to stay a long term by creating a sense of fairness and trust in organizational processes, leading to higher job satisfaction and emotional commitment. This study examines the influence of procedural justice on intention to stay of employees within the Nepalese insurance companies, emphasizing the mediating role of affective commitment. To achieve the stated objective, data were collected from the primary source using a structured questionnaire administered through random sampling technique. The respondents comprised 298 employees of insurance companies working in different positions. The Smart PLS 4.0 was used to analyze the structural relationships within the proposed theoretical model. The findings of this study validated the set hypotheses that procedural justice has positive and significant effect on the intention to stay of the employees in Nepalese insurance sectors. The findings indicate that fair and transparent organizational procedures significantly enhance employees' emotional attachment to their companies, thereby increasing their intention to remain. By fostering perceptions of fairness, insurance companies can strengthen affective commitment, ultimately reducing turnover intentions and promoting long-term organizational stability. This research highlights the importance of procedural justice in retaining a committed and loyal workforce within the Nepalese insurance sector.

The Role of Competence on Performance Leadership Style as an Intervening Variable

This study aims to analyze the effect of employee competence on their performance in the company through the leadership style in the company, while the following research uses a quantitative method that uses a population of employees of the Plastic Woven Packaging Manufacturing Company using a sample of the production department of 100 respondents. The following research results show that the influence of (1) employee competence has a significant influence on performance, (2) employee competence has a significant influence on leadership style, (3) leadership style has a significant influence on performance, while profit sharing has an indirect effect through the mediating variable style (4) Competence has a significant direct effect in order to provide an increase in employee performance even though it is not through Leadership Style as a mediating variable. The company should pay attention and provide an increase in the competence that can affect employee performance.

The Knowledge Management of Employees of Lao Telecommunication Public Companyin four provinces in the north of LaoPDR

The purpose of the research were: 1) To study the levelof knowledge management of employees of the Lao Telecommunication Public Company,2) To study the level of factors influencing knowledge management of Employees of Lao Telecommunication Public Companyand 3) To study the factors affecting the knowledge management of employees of the Lao Telecommunication Public Company in fourprovinces in the northern part of Lao PDR. The simple was 128 staff members of Laotelecommunication public companyin fournorthern provinces of Lao PDR. A questionnaire was used as a research instrument for data collection. Data collected were then analyzed using descriptive analysis to determine frequency, percentage, mean and standard deviation and multiple regression analysis by stepwise method.The results of the study found that: 1) The level of knowledge management of employees of Lao telecommunication public company was at high level (=4.16, =0.57)and consisted of seven aspects such as: knowledge identification, knowledge acquisition, knowledge dissemination, knowledge organization, knowledge creation, knowledge application and learningrespectively. 2) The level of factors influencing knowledge management of employees of Lao telecommunication public company was at high level (=4.14, =0.50)and consisted of seven aspects such as: vision factors, leadershipfactors, technology factors, structurefactors, measurementfactors, cultureorganizationfactors, strategyfactors respectively.3) The factors affecting the knowledge management of employees of the Lao Telecommunication Public Company in four provinces in the northern part of Lao PDR, which consisted of two factors such as: structurefactors, leadershipfactors and measurementfactors at a significant level of 0.05. The equation can predict the knowledge management of employees of the Lao telecommunication public company in four northern provinces of Lao PDR as a whole up to 80.50%.

MILLENNIALS' PERCEPTION OF START-UP COMPANY CULTURE: ENGAGEMENT, MOTIVATION AND LOYALTY MODERATED TERMINATION

This study examines the impact of corporate culture, work engagement, and work motivation on the loyalty of millennial employees in startup companies. Additionally, the research investigates how termination of employment (layoffs) can influence the relationship between these factors and employee loyalty. Data was collected from 250 millennial employees working in middle-level positions at startup companies in Jakarta. The results show that a positive corporate culture, high work engagement, and strong work motivation contribute to increased employee loyalty. However, layoffs can diminish the positive effects of work engagement and work motivation on loyalty. This research provides valuable insights for startup companies to develop strategies for enhancing millennial employee loyalty, especially in the face of challenges like layoffs.

Pengaruh Kepemimpinan Transformasional terhadap Kinerja Karyawan dengan Kepuasan Kerja dan Organizational Citizenship Behavior sebagai Variabel Mediasi

Correct and good management of human resources (HR) will get employees who have high skills and are reliable, so that the performance of the company's employees will be better and can achieve company goals optimally. This research aims to analyze the influence of transformational leadership, job satisfaction, and organizational citizenship behavior. The number of samples used was 237 respondents in BPD Bali Province. The data analysis technique was carried out using Path Analysis (SEM PLS). The results of the research prove that transformational leadership has a positive and significant influence on employee performance, job satisfaction does not have a significant positive influence on employee performance, job satisfaction does not have a significant positive influence on employee performance, job satisfaction does not have a significant positive influence on employee satisfaction, organizational citizenship behavior has a significant positive influence on employee performance, transformational leadership has a significant positive influence on organizational citizenship behavior, the influence of transformational leadership on employee performance is not mediated by job satisfaction and transformational leadership has a positive and significant influence on employee performance which is mediated by the organizational citizenship behavior variable.

Pengaruh Kompensasi dan Kepuasan Kerja Terhadap Turnover Intention PT. Renesola Distribusi Indonesia

The aim of this research is to determine the problem of increasing turnover intention at PT. Renesola Distribution Indonesia. This research tries to analyze and determine how compensation and job satisfaction can be related to the increase of turnover intention of PT Renesola Distribution Indonesia employees. The data used in this research was obtained with purposive sampling method directed from PT. Renesola Distribution Indonesia production division worker class with a total of 50 employees, which the sample selection criteria is the same amount of compensation. The data method used is multiple linear regression using IBM SPSS 27. Data collection was carried out by distributing questionnaires to the company employees. The results of this research show that the variables compensation and job satisfaction simultaneously have a negative effect on the employes turnover intention of PT Renesola Distribution Indonesia. The Compensation variable partially has a significant negative influence on employes turnover intention of PT Renesola Distribution Indonesia The partial job satisfaction variable has a significant negative influence on employes turnover intention of PT Renesola Distribution Indonesia.

Don't you know that you're toxic? Regression model of a toxic workplace environment identification

The aim of this paper is to identify key relevant characteristics of pathological workplaces and their importance via logistic regression and the creation of the model that would be based on this method. Online questionnaire survey was used for collecting the data. It has been realized in 2023 on the sample of 489 respondents. These respondents were employees of companies that operated in the Slovak Republic. The model itself has been developed using logistic regression. The model has identified relevant characteristics of the pathological workplace: 1) sectoral type of the company; 2) type of corporate culture; 3) type of leadership. Toxic workplaces are present mostly in companies from accommodation and catering services where personal culture and authoritative leadership take place. With the same profile of corporate culture and leadership, also sectors of education, healthcare, and social assistance have been detected as more likely to be endangered by toxicity. However, little is known about the characteristics of pathological workplaces, which could help to prevent unhealthy relationships between managers and employees and lead the company to more effective production and operation on the market. The research abstracts from the generational specifics of subjects who are involved in the pathological working schemes.

Developing the blue and circular economy through visionary eco-leadership in the fish waste processing agro-industry

Abstract Significant environmental pollution is caused by fish scale waste, but its utilization is still limited, so it has the potential to cause food waste which is detrimental to the environment. Eco-leadership is essential in changing people’s behavior by teaching them to see waste scales as a source of value-added materials, creating a sustainable economy, and improving the quality of the surrounding environment. This study explores the relationship between visionary eco-leadership from employee perceptions and its influence on developing a blue and circular economy in the fish waste processing agro-industry. This study used a purposive location determination method with a population of employees of an agro-industrial fish waste processing company in Boyolali Regency and a sample of 60. Data analysis used structural equations and the Partial Least Square (PLS) method. This study concludes that visionary leaders who care about the environment in the fish waste processing agro-industry positively and significantly influence the development of a blue and circular economy.

Association Between Menopausal Symptoms and Work-Related Factors Among Female Workers in Japan: A Cross-Sectional Study.

Although menopausal symptoms are an important issue for female workers, their association with work-related factors is not well studied. Here, we explored the association between work-related factors and menopausal symptoms in Japan. A cross-sectional study was conducted in 2023 among all 1465 female employees of a large Japanese company. Associations between occupational factors and moderate or severe menopausal symptoms, as measured by the Menopause Rating Scale (MRS), were examined using logistic regression analysis. Several workplace-related factors were significantly associated with moderate or severe menopausal symptoms, including company support and the number of night shifts. A marginally significant association was also seen for commuting time. Workplace menopause interventions for the factors identified in this study may satisfy unmet needs.

An Empirical Evidence of Employee Loyalty in the Private Sector

Loyal employees are considered a valuable asset and a key factor in an organization's success. Since replacing employees can be expensive, it is essential for employers to acknowledge the loyalty of their workforce. In line with this perspective, the study seeks to assess the level of employee loyalty at Company A. Using a quantitative research approach, data was gathered from 208 employees of a private company through a structured questionnaire. The responses were analyzed descriptively with the aid of graphs. The results revealed that employee loyalty was notably high. The study provides empirical insights for employers to better understand their staff's loyalty to the organization.

주식을 이용한 사기 피해 방지방안에 관한 연구

Fraud crime using stocks (hereinafter referred to as fraud crime) refers to defrauding investments by supplying listed stocks, unlisted stocks, and overseas futures at lower prices than the actual transaction price using virtual securities companies and inducing investment by guaranteeing high returns. Since this crime is committed using fake phones and fake bank accounts in cyberspace called communication media, it is difficult to identify criminals, making it difficult to arrest them. Victims of fraud suffer from mental pain such as depression, anxiety, regret, and despair due to financial loss. Therefore, related agencies will not be able to stop crimes unless legal, institutional, and policy countermeasures are sought to prevent them. To prevent this, it is necessary to seek proactive and follow-up measures. First, the preliminary precautionary measure is ① by enacting a law on criminal law alarms to prevent damage by informing investigative agencies or financial institutions of the criminal law to the entire population. ② Even if an investor remits the investment, the investment should not be remitted for a certain period of time through the remittance transfer delay system, so that the investment should not be remitted to the criminal's account when the investor is judged to be fraudulent. ③ Financial institutions notify the investigative agency when a large amount of deposit and withdrawal accounts occur for a certain period of time, and when a damage report is received for the account, the investigative agency must immediately obtain a seizure and search warrant and confiscate it to prevent further damage. ④ Employees of financial companies should be able to impose the obligation to notify them through the revision of related laws that they can be punished if they are used for identification procedures and crimes when opening mobile phones and bankbooks. Next, the follow-up measures are ① The National Assembly should strengthen criminal punishment through the revision of the criminal law so that fraudulent crimes are not considered “remaining business,” so that potential criminals do not only prevent crime but also lead to crime. ② When a crime damage report is received, the investigative agency should obtain a real-time communication warrant so that the criminal can be located and arrested. ③ The National Assembly should unify the request for a search warrant from the police to the court so that investigative agencies can obtain warrants early and confiscate mobile phones and bank accounts. ④ The Ministry of Justice should establish a law enforcement agency dedicated to fraud so that it can arrest criminals and prevent crimes by securing expertise and giving investigative power superior to criminal methods. ⑤ The National Assembly should enact a law on suspension of withdrawal to prevent withdrawal when a financial institution requests the suspension of withdrawal, knowing that the investor is a fraud. These countermeasures will be a great driving force in preventing fraudulent crimes.