Managerial Employees Research Articles

The Impact of Green HRM Practices on Employee Performance: Mediating Role of Psychological Ownership in The Banking Sector of Pakistan

This paper investigates the mediating role of psychological ownership in the association between green human resource management and employee performance. The study utilized a quantitative research design based on data analysis of 980 employees from 20 commercial banks in Pakistan. Psychological ownership mediates the association between green human resource management practices and employee performance. The paper highlights the significance of green human resource management practices in fostering psychological ownership and enhancing employee performance in the workplace. For future studies, longitudinal designs with multiple sources and stages of data collection will be essential to gain a profound understanding of the relationship between the constructs. Testing across various organizational forms and cultures is recommended for a comprehensive assessment. Managers are encouraged to raise employee awareness through green human resource management practices to help employees attain a competitive edge by enriching their knowledge, skills, and abilities, enhancing their quality of life and work performance. This study contributes to the existing literature by offering a descriptive and practical elucidation of the role of psychological ownership among the employees of the banking sector in Pakistan in the connection between green human resource management practices and employee performance. The banks must recruit those individuals who have the knowledge and work for a sustainable environment, and they own their position at the workplace.

PENGARUH BUDAYA DAN DISIPLIN KERJA TERHADAP KINERJA PEGAWAI TATA USAHA DALAM PENGELOLAAN ADMINISTRASI

This research aims to determine the influence of culture and work discipline on employee performance in state high schools throughout Solok Regency. This research uses a type of correlation research. The population in this study was all State High School Administration employees in Solok Regency, totaling 65 people. The research instruments used were work culture questionnaires, work discipline questionnaires and employee performance questionnaires. The data collection technique used was distributing questionnaires to respondents who were classified as research samples. The research used was a closed questionnaire. To analyze the data, researchers used analytical techniques by carrying out classical assumption tests as a prerequisite test, then carrying out simple linear regression analysis and multiple linear regression analysis. The results of the research show that 1) work culture has a positive and significant effect on the performance of Administration employees by 72.8%, 2) work discipline has a positive and significant effect on the performance of Administration employees by 72.7%, 3) culture and work discipline together -sama has a positive and significant effect on the performance of Administration employees by 78.1%. The conclusion from the research that has been conducted states that work culture and discipline have a positive and significant effect on the performance of Administrative employees in administrative management

Reward and recognition for employee motivation in Nepalese microfinance institutions

The main purpose of this study was to examine the impact of intrinsic, extrinsic reward, and recognition on employee motivation in Nepalese microfinance institutions. To obtain this objective, a descriptive and causal relational research design was used in the study. Cross-sectional data were used, comprising a structured questionnaire, and distributed among 300 employees of Microfinance Institutions (MFIs) using simple random sampling. Out of which, 191 (63.67%) useful questionnaires were received. The correlation and regression analysis of the study revealed that extrinsic reward and recognition had a positive and significant relationship with employees’ motivation. The findings of study indicated that the higher the level of extrinsic reward and recognition in the MFIs, the higher the employee motivation, which leads towards the higher sustainability of the MFIs. However, intrinsic reward had an insignificant relationship with motivation. Further, this study contributes to the field of employee management in the organization and establishes the foundation for adaptation and application of employee motivation while increasing outreach, loan portfolio quality, poverty alleviation, and business promotion in the field of microfinance institutions. The results of the study will be useful to regulatory authorities, Human Resource (HR) analysts, Banking and Financial Institutions (BFIs), and MFIs. Subsequent research in the same discipline that encompasses the more general areas of study ought to be done.

Evaluating Organizational Culture with the OCAI: Insights from the Competing Values Framework at PT. SGM

This study analyzes the organizational culture of PT. XYZ using the Organizational Culture Assessment Instrument (OCAI) based on the Competing Values Framework (CVF). The research employs a quantitative approach, distributing OCAI questionnaires to all employees to evaluate six cultural dimensions: dominant characteristics, organizational leadership, management of employees, organizational glue, strategic emphases, and criteria of success. The findings reveal that PT. XYZ’s current culture is predominantly clan-oriented, emphasizing a collaborative and supportive environment, with significant hierarchical elements reflecting structure and control. However, employees prefer a shift towards a more competitive market-oriented culture, focusing on achievement and innovation. The study recommends adopting a bottom-up approach to enhance employee participation and innovation, as well as implementing transformational leadership to balance the current culture with desired competitive and innovative traits. This approach aims to align the organization’s culture with employee preferences and market demands, fostering a dynamic and innovative work environment for long-term success.

Effects of Human Resource Management Practices on Corporate Entrepreneurship at a State Agency in South Africa

Organisations face rapid changes brought about by economic, political, social and technological changes. These changes compel organisations to review their business strategies and turn to CE as an ultimate source of competitive advantage. Furthermore, the human resource management (HRM) function is crucial in formulating competencies and supporting organisations in achieving their strategic objectives. This study sought to determine the effects of HRM practices on CE at a South African state-owned agency. The study adopted a qualitative single case study design using semi-structured interviews through Microsoft Teams. A purposive sample of nine top management and human resources employees participated in the study. The interviews were recorded and subsequently analysed using ATLAS.ti 23. The study shows that three HRM practices, namely, recruitment and selection, training and development, and performance appraisal, positively affect the adoption of CE at the North West Development Corporation (NWDC) in South Africa. The study provides practical guidance on how state agencies can effectively invest and promote entrepreneurial behaviour for optimal performance. The study contributes to the body of knowledge by proposing a revised conceptual framework for increasing CE in HRM systems for internal innovation performance by incorporating HRM practices. This framework includes HRM practices such as job design, recruitment, training, performance appraisal, and compensation. Furthermore, the study introduces organisational development as a strategic contributor to the successful implementation of this framework.

Psychological contract fulfilment and innovative work behaviour: A mediated moderation model of work engagement and social support

This paper aims to research the impact of psychological contract fulfilment on employee innovative work behaviour, and the mediating role of work engagement and the moderating role of social support. A quantitative analysis was adopted to address in research. Two-wave data were collected from 332 respondents working in China. Hierarchical regression analyses were conducted to assess the proposed hypotheses. Results revealed that psychological contract fulfilment positively impacted innovative work behaviour. In addition, engagement partially mediated the relationship between psychological contract fulfilment and innovative work behaviour. Furthermore, the findings suggest that social support moderates the relationship between work engagement and innovative work behaviour, and, in turn, moderates the indirect effect of psychological contract fulfilment on innovative work behaviour through work engagement. This research extends the generalizability of findings in the psychological contract literature. The results bear significant implications for the management of employees’ innovative work behaviour.

Study on the Impact of Employee Diversity and Inclusive Management on Organizational Prformance

Diversified and inclusive management is an important topic in the practice of employee management, which plays an important role in promoting the resource sharing and collaboration within the organization, and promoting the innovation and transformation of enterprise development. In management practice, the company pays attention to enterprise values and international advanced management experience combined with China's national conditions and excellent culture, pay attention to cultivate local market economy senior management personnel, create a harmonious and dynamic enterprise culture, enhance "' customer orientation, continuous innovation, talent development and pay attention to performance" is the company's four core competitiveness. Based on the theory of social exchange and psychological capital theory, this paper discusses the influence of employee diversification and inclusive management on organizational performance, and the research conclusion has certain reference value for improving the management level of enterprises, promoting organizational innovation and transformation development.

Impact of Conflict Management Practices on Employee Performance in Organizations

This study examines the relationship between conflict management and employee performance within an organization, defining organizational conflict as a dispute arising from incompatible interests, goals, or values among individuals or groups. The primary research question investigates the effect of conflict management on employee performance, with sub-questions exploring the importance of conflict management on employee productivity and its consequences on organizational dynamics. The main hypothesis posits that conflict management positively affects employee performance, supported by a sub-hypothesis suggesting similar positive impacts on organizational management. Utilizing a qualitative research methodology, data were collected from secondary sources including journals, books, and websites. The findings highlight both positive and negative impacts of conflict management on organizational outcomes. The study addresses the extent of the relationship between conflict management strategies and employee performance, as well as the perceptions of employees and management regarding the effectiveness of these strategies.

Embracing Technological Advancements: Impact on Academic Performance of School Teachers in Kathmandu

This paper aims to examine the effect of new technology adoption on employees' performance among school teachers in the Killagal-Nardevi area. In the study, technology adoption is an independent variable, and employee performance is a dependent variable. The adoption of new technology on employees' performance focuses on time management and performance targets for individual employees. The study has used descriptive, relational, and casual research designs considering the research objectives. The study is based on 106 valid responses, 76 percent, of the questionnaire distributed. A total of 29 questionnaires were not returned, and 5 were invalid due to incomplete filling up of the questionnaire. The study is based on the results obtained from descriptive, and inferential tools namely mean, median, standard deviation, correlation, and regression analysis. According to the findings of the study, technology adoption has a positive and significant relation to employee performance. Similarly, there is a positive and significant effect of technology adoption on teacher’s performance. The study, therefore, concludes that as technology tends to be advanced, employee performance is enhanced. Future studies can be conducted considering the broader area along with other variables.

Membangun Kepuasan Kerja Optimal dan Tinjauan Terhadap Faktor yang Mempengaruhi Evaluasi Individu Mengenai Prilaku Organisasi di “Swells Barbershop Padang”

Barbershops have a long history dating back to Ancient Egypt and medieval Europe, where barbers also served as surgeons. Today, modern barbershops are not just places for haircuts but are integral to lifestyle and cultural identity, offering various additional services. Factors contributing to job satisfaction include good employee performance, management support, and stable emotional conditions. Effective emotion management and a positive mood significantly influence productivity and employee performance. Prioritized individual values include good attitudes, quality service, and consistency in service delivery. The implementation of these values is reflected in the daily actions of employees and management. Adapting to different coworker personalities and addressing operational issues like tardiness are also crucial aspects of creating a harmonious and productive work environment. The PBL activity is located in front of the Grand Zuri Hotel or next to Bakso Malang Mas Pepen, Jl. Thamrin No.8B, Alang Laweh, Kec. Padang Sel., Kota Padang, West Sumatra. With a deep understanding of these factors, barbershops can create better working environments and improve the quality of services provided to customers

Moderating influence of employee engagement on the relationship between union management cooperation activity and employee performance among doctors in public service health sector in Nairobi County, Kenya

Moderating influence of employee engagement on the relationship between union management cooperation activity and employee performance among doctors in public service health sector in Nairobi County, Kenya

Perancangan Sistem Informasi Penetapan Bonus Karyawan Berbasis Web Menggunakan Metode Personal Extreme Programming

Babycos.id a home-based business in the distribution of baby and children's supplies, was founded in 2018 in South Tangerang with a focus on sales through online platforms such as Shopee, Lazada, and Tiktok Shop. In facing increasingly fierce business competition, employee management becomes a crucial aspect, especially in the transparent and objective determination of bonuses. The determination of bonuses is considered a form of reward that can boost employee motivation. This outlines the rapid development of Babycos.id's e-commerce in 2022. To motivate employees, the owner of Babycos.id aims to provide significant rewards. Despite the increase in revenue, the management of employee bonus data is still conducted manually through WhatsApp groups, resulting in errors and lengthy calculation times. To address these issues, the author has designed a web-based employee bonus information system, applying the Personal Extreme Programming method. The use of a website-based method with PHP programming language and MySQL database is expected to provide an effective and efficient solution for employee bonus management at Babycos.id. The anticipated outcome is a system capable of addressing existing issues and making a positive contribution to enhancing employee motivation and performance.

Impact of Met-Expectation on Work-Related Outcomes for Sport and Recreation Managers in Hong Kong

The purposes of the current study were to assess sport and recreation managers’ perceptions of met-expectation regarding their careers and to examine the impacts of met-expectation on work-related outcomes. To do so, the current study’s conceptual model included five constructs: (a) met-expectation, (b) quality of work life, (c) job satisfaction, (d) employment commitment, and (e) turnover intention. A survey was completed by 273 sport and recreation management employees in Hong Kong to test the model. As hypothesized, the results revealed significant indirect paths from all three dimensions of met-expectation (i.e. comfort, reward, and responsibility) to employee commitment and job satisfaction through quality of work life. Further, two dimensions of met-expectation (reward and responsibility) had direct impacts on employee commitment and job satisfaction, while one dimension (comfort) had no direct impact on commitment and job satisfaction. The findings provide practical implications as well as academic contributions by extending existing knowledge of important work-related outcomes using the concept of met-expectation.

Sistem Pengelolaan Data Karyawan Secara Online di PT. DARMA HENWA, Tbk-ACP

The employee data collection system is an important part of employee management in the company. The information system required for the storage and management of employee information by PT Darma Henwa Tbk-ACP, a mining company in Asam-asam. In addition, this study also wants to find out the use of data collection information systems for employees at PT Darma Henwa Tbk-ACP and how this can affect operational efficiency and personnel management

Transformative approaches to managing student unrest in a South African university

Higher education and training institutions in South Africa have experienced widespread student unrest and crises in recent years, particularly within universities. This issue has been attributed to strained relationships between students and university management. Therefore, it is imperative to address the conflict gap between students and management in order to promote peaceful university operations. This study employed qualitative research, utilising decoloniality theory and a transformative paradigm lens within a qualitative research approach and participatory research design. Data was collected through focus group discussions (FGDs), with participants selected using a homogeneous sampling technique. For this study, three management employees, three students (SRC members), three lecturers, and three security officers from the chosen university were selected as participants using the homogeneous sampling technique. Data analysis was conducted using Braun and Clarke's six-step thematic analysis. One of the key findings is that the lack of a proper structure to manage unrest and the failure to involve students in decision-making pose significant challenges in the management of student unrest. The potential solutions to these challenges include the establishment of appropriate structures, the involvement of stakeholders in decision-making processes, and the development of common ground among stakeholders. These solutions could effectively address the issue at hand. Furthermore, a major recommendation is to engage society in order to address student unrest comprehensively. The study concludes that applying principles of openness and integrity is crucial in building and maintaining trust among stakeholders, as trust has been identified as a significant factor in bridging the gap between them.

Enhancing the Quality-Of-Service Management for Managers and Frontline Employees: The Case of Post Office Services, South Africa

Enhancing the Quality-Of-Service Management for Managers and Frontline Employees: The Case of Post Office Services, South Africa

PALADIN: A process-based constraint language for data validation

In many processes, ranging from medical treatments to supply chains and employee management, there is a growing need to gather information with the objective of enhancing the efficiency of the process in question. Often, the information gathered from different stages of a process resides in disparate storage systems, necessitating an information fusion process. Post-fusion, it is common to encounter data inconsistencies that hinder an accurate analysis. Unfortunately, existing data validation languages lack the capability to model constraints across stages, making it challenging to identify inconsistencies without introducing artificial elements. This paper introduces PALADIN, a language which has been specifically designed to allow the formulation of constraints in the realm of process-based data, i.e., data points that evolve through various stages of a process with constraints that change according to the stage at which a data point is. PALADIN is data model-agnostic, which means it is not specific to any particular data model or format. This paper provides a formalization, together with implementation details of PALADIN validators, and their validation through a use case. Furthermore, PALADIN is subjected to an empirical evaluation across 20 datasets, including 18 synthetically generated ones that are openly shared with the scientific community. The experimentation involves 53 testbeds, and shows that PALADIN reduces the data validation time compared with other languages that are not tailored for process-based data—achieving a speed-up of up to five times. The results also highlight the impact of parameters such as the type of data integration system, the number of integrity constraints, and the dataset size on the validation time of PALADIN shape schemas.

Career Management and Employee Performance of Selected Insurance Firms in Lagos State, Nigeria

Objective: This study investigates the effect of career management strategies on employee performance within selected insurance companies in Lagos State, Nigeria, aiming to address a research gap in understanding this relationship. Theoretical Framework: Drawing upon Krumboltz's Social Learning Theory, which emphasises the influence of social factors and environmental experiences on career decisions, this study explores how career management practices contribute to employee performance. Method: The study adopted a survey research design. The population was 879 employees of five selected insurance firms. Total enumeration technique was adopted. Primary data were collected using a structured questionnaire. Data collected were analysed using descriptive and simple regressions]. Results and Discussion: Findings revealed that career management had a significant effect on the performance of employees of selected insurance firms in Lagos State, Nigeria (F(4, 833)= 156.914, Adj.R2 = 0.427, p< 0.05). The study concluded that career management has influence and plays an important role in improving the performance of insurance firms in Lagos State, Nigeria. Research Implications: Insurance companies' management should ensure an upward trajectory in their employees' professional journey, including certifying an employee progresses from an entry-level position to management and transitioning from one unit in the organisation to another. Originality/Value: the findings highlight the role of career planning, advancement, mentoring, and performance evaluation in shaping employee outcomes. The regression analysis conducted in this study reveals robust and positive relationships between these career management dimensions and employee performance, indicating that these factors collectively account for a substantial proportion of the variance in performance levels observed among employees.].

The Effect of Employee Recruitment and Selection, Management Support, and Work-Life Balance on Individual Performance and Employee Well-Being in the Manufacturing Industry in West Java

This quantitative study explores the relationship between hiring and selection processes, work-life balance, management support, individual performance, and employee well-being in West Java's manufacturing sector. Using a systematic questionnaire, 200 employees from different manufacturing companies provided data for the study. To investigate the correlations between the variables, the analysis used partial least squares (PLS) in conjunction with structural equation modeling (SEM). The findings show a strong positive correlation between management support, work-life balance, employee well-being, individual performance, and recruitment and selection procedures. Additionally, mediation analysis emphasizes how work-life balance and management support mediate the relationships between hiring and selection procedures and employee outcomes. These results highlight the value of supportive work environments and strategic HRM techniques in raising worker performance and well-being in West Java's manufacturing sector.

When ideologies align: Progressive corporate activism and within‐firm ideological alignment

AbstractResearch SummaryThis article examines the association between ideology and firm participation in sociopolitical activism. In particular, it focuses on the ideological alignment between a firm's upper echelons and its general employees. We theorize that participation in progressive corporate activism reflects the ideological views of both the top management team and general employees. By examining firm participation in letter campaigns supporting progressive causes, our findings indicate that ideological alignment between a top management teams and general employees' liberal political leanings is associated with a firm's participation in progressive corporate activism. The CEO's own ideological preferences do not have an independent association with this kind of activism. This article concludes with a discussion of implications for our understanding of corporate political action and nonmarket strategy.Managerial SummaryThis article looks at the relationship between political ideology and firm participation in sociopolitical activism. Although some have argued that firms' activism reflects a CEO's ideological preferences or employee activism, we find that neither explanation fully accounts for the kinds of companies that engage in this kind of activism. We find that progressive corporate activism reflects the ideological views of both top management and general employees. Our findings suggest that companies that have ideological alignment on progressive issues are more likely to take public stands on those issues because the stands reinforce core values held by employees and the top management.