Employee Contributions Research Articles

Addressing Brain Drain: Retaining Skilled Professionals in Nepal in Manufacturing Sector from the Perspective of Human Resource Management

Retaining skilled professionals in Nepal's manufacturing sector is crucial for organizational success and sustainable economic development. However, the phenomenon of brain drain poses significant challenges in this regard. This article, from the perspective of human resource management (HRM), explores the factors contributing to brain drain in Nepal and offers insights on addressing this issue. From an HRM perspective, this article examines the reasons behind employee dissatisfaction and the challenges faced by manufacturers in retaining skilled professionals. To improve employee retention, this article highlights key areas for consideration. It emphasizes the importance of workplace happiness, factors such as the weight of job responsibilities and safe working conditions, and the critical role of competitive salaries in satisfying employee needs. Furthermore, it introduces six elements - inclusion, appreciation, support, trust, purpose, and achievement - that, when incorporated into organizations, can contribute to positive workplace well-being and employee satisfaction. In conclusion, this article calls for collective efforts in fostering an environment of trust, communication, and inclusivity within manufacturing organizations. Recognizing and appreciating employee contributions, providing clear responsibilities and focusing on employee satisfaction are vital for retaining skilled professionals and addressing the challenges posed by brain drain in Nepal's manufacturing sector.

A Critical Analysis and Understanding of Wage Differentials Between Public and Private Sector

The study explores the intricate relationship between wage differentials and the diversity of occupations and industries within a country's economic landscape. The premise is that specific jobs, each requiring distinct skills, are remunerated differently, whether within the same industry or across diverse sectors. Economists acknowledge that individual wages are influenced by a complex interplay of employee and employer characteristics, yet the precise magnitude and dynamics of these effects remain elusive. This knowledge gap arises from the scarcity of microdata linking individuals to their respective workplaces and the inherent challenges in disentangling the contributions of employees and employers to wage differentials. To bridge this gap, the paper leverages microdata obtained from the Occupational Employment Statistics program at the Bureau of Labor Statistics, providing a comprehensive dataset encompassing over half a million establishments across all economic sectors. This dataset includes wage information for more than 34 million individuals engaged in over 800 distinct occupations. The aim of the study is to conduct a comparative analysis of existing wage differentials between the public and private sectors.

Adaptive Systems Theory Analysis of Remote Working: Exploring Productivity, Work-Life Balance, and Collaborative Dynamics among Employees

Purpose: The purpose of this paper is to study the impact of Remote Working (RW) on productivity, work-life balance, and collaborative working among employees. This paper examines the literature concerning Remote working in the light of employee contribution to the organisation; also examines the literature on Remote Working has impacted other important aspects of employees' personal and professional life.
 Methodology: 
 The paper adopts the qualitative method of analysing the literature concerning Remote Working and its impact on various professional and personal factors. To examine the same Adaptive Systems Theory will be adopted in the study.
 Practical Implications: This study will help businesses to identify Remote Working factors that can negatively and positively influence the productivity of employees and the organisation as a whole.
 Originality/Value: The paper will develop a framework that will help organisations understand the impact of RW on individual productivity, work-life balance and collaborative working among employees.

Shortlists of workplace support for autistic employees: A freelisting study in the UK

BACKGROUND: Employment prospects are poor for autistic adults, despite their abilities and desire to work. OBJECTIVE: In this study, autistic and non-autistic employees gave shortlists of positive contributions of autistic employees, workplace difficulties and any adjustments being made to support autistic employees in the United Kingdom (UK). This aimed to provide routine and achievable good practice examples. METHOD: An online questionnaire was completed by 98 employees, mostly from the education sector. Freelisting methodology was implemented, which is a qualitative interviewing and data analysis technique whereby participants give their answers to survey questions as lists, to identify priority answers for a particular group. RESULTS: Consensus analysis showed that workplaces agreed on ways that autistic employees contribute positively to the workplace, including approaching workplace tasks from a different angle, attention to detail and contributing innovative and creative thinking. The main difficulties for autistic employees were noise and communication differences relative to non-autistic peers. Despite agreed difficulties and positive contributions, autistic and non-autistic employees reported usual practice in their workplaces as there being no reasonable adjustments made. CONCLUSION: Findings show the need for investment into inclusive and supportive workplaces, and call for further research into good employment practices as identified by autistic employees.

Comparative Analysis of Performance Management Systems in the Softare Industry: A Study across Public and Private Sectors

While steering organizational objectives, the performance management system involves overseeing employees, commencing with the allocation of duties and responsibilities. Nowadays, employees strive to swiftly advance their careers, prompting organizations to offer developmental opportunities to attract and retain talent. In the software industry, organizational success hinges on the efficient and effective contributions of employees, a balance upheld by an adept performance management system. Serving as a crucial tool, this system ensures organizational triumph by cultivating employees to meet both individual and collective goals. The current study seeks to discern variations in the performance management systems of public and private sector software organizations.

The Effects of Individual Characteristics, Employees Commitment, Job Stress on Job Satisfaction and Employees Performance in PT. Timbul Persada in Tuban East Java

Human resources have a very important role in the company's activities. Therefore, the contribution of employees is needed for the company to achieve its objectives. The purpose of this study is to attest and analyze the influence of individual characteristics, employee commitment, job stress on job satisfaction and employee performance on PT. Timbul Persada Tuban East Java. This research uses the type of causality research with quantitative approach. Population taken in this research is all staff and manager at PT. Timbul Persada who is a permanent employee. Using total sampling technique with 95 employees. Data collection was done by distributing questionnaires. Data analysis technique used is SEM analysis with PLS program. the results of the study were accepting the hypotheses 1,3,4,5 and 7 while the hypotheses 2 and 6 were rejected.

Lessons learned from COVID-19 in terms of port operations: Evidence from Turkish ports

As of the beginning of 2020, the COVID-19 pandemic adversely impacted the maritime industry by disrupting shipping operations worldwide. One of the components of the maritime sector affected by COVID-19 measures and sudden demand fluctuations is ports. The main challenge faced by ports was unpreparedness against ever-changing and increasing COVID-19 measures and shock demand changes. Therefore, there is a need for research based on real-field data that can reveal the problems causing the unpreparedness of ports. The purpose of this study is to reveal how and to what extent the COVID-19 pandemic affects Turkish port operations and to help ports be prepared for a possible future pandemic. Therefore, the study investigates the impacts of COVID-19 on Turkish port operations and the lessons that can be learned from those impacts. In this context, the COVID-19 impacts, and the extent of their reflections on Turkish port operations were analyzed by statistical methods. The data needed for the statistical analysis were collected through a detailed questionnaire with the contributions of Turkish port managers and employees. In addition, qualitative opinions of the participants on the measures taken by port authorities to combat COVID-19 to sustain port operations have been obtained, thereby different perspectives are considered. The results provide a detailed view of various aspects of the impacts of COVID-19 on Turkish ports. In this way, the lessons learned from COVID-19 and how Turkish ports should act in possible future pandemics in terms of port governance and new business models are discussed.

Factors Related to Employer Health Insurance Contribution During COVID-19 Epidemic in Indonesia

The COVID-19 pandemic impacted all sectors of the world, including business. In fact, the employer faced a collapse, and many employees were determined. Another issue is health insurance, which might change before and during the pandemic. The objective of this study was to examine the factors associated with the employer’s contribution to health insurance during COVID-19. The secondary data, “Rapid Gender Assessment Survey 2021”, was used on 239 employees in Indonesia. The dependent variable in this study was employer contribution to health insurance during the pandemic (yes or no) and the main independent variable was employer contribution before the pandemic. Other sociodemographic variables were also included in the model as controls. This study used univariate, bivariate, and multivariate (binary logistic regression). The result of this study revealed that employers who contributed to health insurance before the pandemic tend to contribute again to health insurance during the pandemic. This study also reviews the legal law, including regulations about national health insurance and employment. The government’s intention is needed to ensure the rights of employees are well realized.

Органы НКВД-НКГБ Кабардино-Балкарии в борьбе с диверсиями Германии (1942-1944 гг.)

The paper considers the most intense period of work of the People’s Commissariats of Internal Af-fairs and State Security (NKVD-NKGB) of Kabardino-Balkaria during the Great Patriotic War in their fight against Nazi German sabotage operations. It is shown that purposeful policy to destabi-lize the Soviet rear has overcome two stages. Security agencies had a hard time dealing with sabo-tage during the battle for the Caucasus between November 1943 and August 1944. Based on doc-umentary materials, the author reveals the course of work of the NKVD-NGKB bodies in the fight against enemy agents, contribution of individual employees and population to security, special oper-ations in the occupied area. The author concludes that, contrary to the statement of H. Himmler in 1944, sabotage in the Caucasus, including Kabardino-Balkaria, did not bring Berlin the expected results. The invisible front played an important role in maintaining stability of the Soviet rear and destroying Nazi Germany’s plans to create a “fifth column” in Kabardino-Balkaria.

The Effect of Job Satisfaction and Employee Loyalty on Employee Performance at PT Gistex Textille Bandung (Case Study of Employee at PT Gistex Textille)

The purpose of this study was to determine how much influence job satisfaction and employee loyalty have on employee performance at PT. Gistex Textile. The research method used is descriptive and associative method. The unit of analysis in this research is the employees of PT. Gistex Textile. Based on the results of sample calculations using saturated sampling techniques, 228 participants were obtained as research samples. Multiple linear regression analysis was also carried out using the following analysis technique t-test and F-test. Based on the results of the study, the independent variables (job satisfaction and employee loyalty) indicated that there were factors that influenced the dependent variable (employee performance) by 59.8%. The magnitude of the influence of the service quality variable on the intention to use is 39.7%, and the effect of consumer trust on the intention to use is 20.1%. The implication of this research is that companies must conduct further analysis to understand the reasons employees feel dissatisfied with career development opportunities in the company. As well as creating performance-based incentive programs by designing programs related to employee performance and contributions so as to provide additional motivation to try harder and contribute optimally to achieve predetermined targets

Workplace Bullying: Impact on Productivity, Teamwork, Sales and Income among Food Service Industry

For decades, workplace bullying has brought the attention of every organization’s Human Resource Management Department. Several research studies uncovered that workplace bullying is a constant problem in working life that is often ignored and even tolerated in organizations. This study is descriptive-correlational, and survey questionnaires were disseminated through Google forms as the primary data gathering tool. The respondents of the study were the service crews of five (5) different quick-service restaurants at Barangay Tikay, Malolos, Bulacan. The findings of the study revealed that: (1) employees completely disagree with experiencing workplace bullying, (2) the level of employee’s productivity, teamwork participation, and contributions to sales and income showed a significant disagreement, and (3) there is a significant relationship between workplace bullying experience and employee productivity, teamwork performance and contribution to sales and income. Therefore, the null hypothesis, which claimed that workplace bullying has no significant relationship on the employee’s productivity, teamwork participation, and contribution to sales and income of food service establishments, is hereby rejected. Several recommendations were presented to managers concerning the implementation of further measures to foster an excellent working environment for employees.

Rejecting Innovation: How Italian Public Employees are Killing Creativity and Digitalisation

Within the general context of new ideas generation, there is a grey area that still concerns the organizational design solutions related to creativity. In fact, if personal characteristics and other community-related issues have been quite explored, some organizational mechanisms still need to be deepened. In this paper, we aim to investigate the impact of professional networks on Innovative Work Behaviour in the local government to achieve public value. We investigate the contribution of creativity in the digitalization of Italian public administration considering the contribution of public employees to developing knowledge management. Moreover, we investigate a community of 190 employees of municipalities divided into three macro categories: deputy employees, Managers and Senior Managers. An OSL regression model has been used to understand to what extent the degree of collaboration and advice among employees and their propensity to adopt digitalization in ordinary practice considering social capital variables. What emerges from the OLS regression is that despite accelerating the ordinary work using the leverage of digitalization and knowledge management, there is the custom of not applying the enormous benefit of process re-engineering and continuing their work attitude in what the economic literature defines as “the comfort zone”. The results consolidate the current literature about the creation of public value showing the resilience of public employees to change their state of mind reflecting any kind of innovation.

Potential features of building information modeling (BIM) for application of project management knowledge areas in the construction industry

The construction industry (CI) plays a vital role in infrastructure development and improves the socio-economic status with employment opportunities and contribution to gross domestic progress (GDP) of countries. However, its productivity has diminished in recent years due to increasing complexities in construction projects (CPs) and lack of adoption of novel technologies such as Building Information Modeling (BIM). Also, there is a significant need of polishing the capabilities of construction practitioners to meet the project requirements in agreement with project management knowledge areas (PMKAs). This study, therefore, focused on identification and evaluation of factors necessary for measurement of extent of application of PMKAs. Subsequently, noteworthy features of BIM helpful for enhancing the capabilities of project managers (PMs) in application of PMKAs were identified from literature. A total of thirty-three factors for measurement of extent of application of PMKAs and sixty-six features of BIM helpful in enhancing the capabilities of PMs in application of PMKAs were found. The detailed study and analysis of these ninety-nine factors with the help of previous studies suggested that extent of application of PMKAs is measured with three sub-tasks i.e., plan, manage/develop, and monitor/control. In addition, by virtue of remarkable features and services of BIM, it helps in enhancing the capabilities of PMs in applying PMKAs: project integration, scope, cost, time, quality, resource, communications, procurement, risk, safety, and stakeholder management.

Analisis Kepuasan Pegawai Atas Kepemimpinan

Employee satisfaction is an important factor in maintaining productivity, loyalty and overall organizational performance. One of the factors that has a big influence on employee satisfaction is the leadership in the organization. Effective leadership is able to motivate, guide, and provide support to employees. Therefore, this study aims to analyze the level of employee satisfaction with leadership in an organization. The main objective of this study is to analyze the level of employee satisfaction with leadership in the organization. This study also aims to identify the factors that influence employee satisfaction with leadership, as well as evaluate the impact of employee satisfaction on their performance and loyalty. The research method used in this study is a quantitative survey method. Data was collected by distributing questionnaires to all employees in the organization that was the subject of the study. The questionnaire is designed to measure the level of employee satisfaction with leadership, as well as collect information about the factors that influence this satisfaction. Data analysis was performed using various statistical techniques, including path analysis to identify the influence between variables. The results of this study indicate that most employees in the organization have a high level of satisfaction with leadership. Factors such as effective communication, support from superiors, and recognition for employee contributions have a significant positive impact on employee satisfaction. In addition, employee satisfaction has also been shown to have a positive correlation with their performance in the organization and a high level of loyalty. This shows the important role of effective leadership in creating a work environment that motivates and meets the needs of employees.

Pengaruh Beban Kerja Stres Kerja dan Komunikasi Terhadap Semangat Kerja (Studi pada Karyawan PT Besi Baja Metalindo Mojokerto)

A company is one of the types of business entities protected by law as the place where the production process of a good or service is used to meet the needs of society. To the company’s goals, it requires the contribution of good employees. Cultivating a high working spirit should be considered by the company’s managers as an obligation whose nature is constant. Especially with regard to the workload that can cause work stress, communication between employees that can lead to an increase or decrease in working spirit. The aim of this survey is to know the impact of workload, work stress, and communication on employee work spirit. This research population is the entire staff of PT Iron Steel Metalindo of Mojokerto district. The sample was 78 using saturated sampling techniques. Data analysis techniques use double linear regression analysis with the help of the SPSS 25 program. Research findings show that workload variables have a negative and significant influence on the work spirit, work stress has a negative, significant impact on the working spirit, and communication has a positive and significant effect on the job spirit.

Creativity, innovation and employment growth in sub-Saharan Africa

PurposeAlthough employees' creativity is vital for firm innovation and overall performance, little is done to examine the potential association between creativity and employment. This paper investigates the contribution of employees' creativity, process and product innovations to firm-level employment growth.Design/methodology/approachThe authors use data from World Bank Enterprise Survey and Innovation Follow-up Survey on 9503 firms covering the period 2012–2015 in 11 countries from sub-Saharan Africa and Heckman's two-stage estimation model.FindingsThis study's results indicate a positive role of creativity on firm-level employment growth. In addition, the authors find evidence for a complementary effect arising from the combination of creativity with managerial experience, staff level of education and their associated skills, in contrast, combining creativity with internal or external R&D results in a substitution effect. Interestingly, these synergy effects are pronounced for SMEs but absent for large firms.Practical implicationsPolicy makers in developing economies of sub-Saharan Africa should stimulate company management to use free time offered to employees to be creative in the workplace as one of their key strategies to stimulate employment growth. This strategy is expected to be particularly fruitful among SMEs having some managerial experience and skilled stuff.Originality/valueIn contribution to innovative work practices and workforce creativity, the authors demonstrate that providing employees with free time could be an alternative way to enhance the focal firms' performance.

Accelerating Employee Performance through Management by Objectives: Evidence from Manufacturing Firms

This study explore ways of accelerating employee performance through management by objective among workers in manufacturing firms in Anambra State Nigeria. Three specific objectives research questions and hypotheses were formulated with the decomposed variables of the study. This study used a survey research design. The study population was three hundred and thirty-three (333) workers whereas the sample size was one hundred and eight two (182) arrived at using Taro Yamane formula. Data were composed using a self-administered questionnaire from the sample size of workers. The simple random sampling system was applied for the study. Pearson correlation coefficient and simple linear regression were applied for hypotheses testing. In the first hypothesis, the study found that participation exerts moderate influence on employee retention among workers in manufacturing firms (β=0.65, t=10.36, r2=0.424, F=107.272, p<0.01). Secondly, the test hypothesis found that there is a significant positive correlation connecting goal setting as well as employee job satisfaction among workers in manufacturing firms (r=0.859, n=148, p<0.01). In the third hypothesis, the study found that feedback exerts moderate statistical influence on employee commitment among workers in manufacturing firms (β=0.76, t=14.24, r2=0.581, F=202.815, p<0.01). The study concludes that for manufacturing firms to increase employee performance, setting and managing objectives is imperative. The research recommended that management needs to slot in employees in its actions so as to dissuade them from leaving the firm. The study also advocated that management needs to incorporate employee contributions when setting the firm’s goals to boost employee confidence and achieve job satisfaction.

University Social Responsibility Reporting in Alignment with Sustainability Development Goals: A Conceptual Framework

Universities must consider the greenhouse gas effect, the biggest component of global warming due to a large amount of electrical energy utilization. Not to mention the use of paper and water, which are irreplaceable resources in relatively significant quantities. Therefore, universities must carry out social responsibility as a form of concern for sustainability. This study aims to design a conceptual framework for the University Sustainability Report (USRR), which aligns with the SDGs. The first thing to do is determine materiality based on the 2016 and 2021 GRI Standard concepts for specific disclosures. The results of the study found that the topics were specific to the economical category - indirect economic impacts (SDGs 1 and 11); environmental category – electricity consumption (SDGs 7 and 12); while the social categories – employee rights (SDGs 16), contributions and donations (SDGs 1), customer satisfaction and service (SDGs 17), welfare and work safety (SDGs 3); training and development (SDGs 4 and 16); and equal opportunities (SDGs 5 and 10). General disclosure refers to SEOJK 16/2021, namely the sustainability strategy; university profile; explanation of the highest leadership, and university governance. The USRR framework is based on materiality findings involving stakeholders.

Pengaruh SPI, Financial Pressure Dan Kesesuaian Kompensasi Terhadap (Fraud) Pada Lembaga Perkreditan Desa

Fraud is an intentional mistake. Accounting fraud (fraud) occurs to be the beginning of the emergence of corruption. Factors influencing accounting fraud are internal control pressure, financial pressure and compensation suitability. This study intends to assess the impact of internal control system efficacy, financial pressure, and appropriate pay on accounting fraud. The population of this study consisted of employees of the Se Village Credit Institution, Abiansemal District, with 198 respondents constituting the sample. This research use multiple linear regression, the coefficient of determination, the t test, and the F test for data analysis. Based on the study's findings, it is evident that: (1) the effectiveness of the tax internal control system has a significant and negative effect on accounting fraud, where the regression coefficient is - 0.297 and sig 0.000. (2) financial pressure has a significant positive effect on accounting fraud, where the regression coefficient is 0.179 and sig 0.000. (3) the suitability of compensation has a significant negative effect on accounting fraud, where the regression coefficient is - 0.163 and sig 0.000. The magnitude of the influence of the independent variable on accounting fraud is 51.2%. Suggestions that can be given by researchers are LPDs in Abiansemal district are expected to be effective in implementing internal controls, providing compensation in accordance with employee contributions and giving warnings or sanctions to employees who are proven to have committed fraud.
 

Determinants of the Indonesian military’s career development: Mediating role of performance and moderating role of objectivity of organizational commitment

Career development is a vital aspect of improving work effectiveness and the best contribution of employees to the organization. This study aims to explore the determinants of career development of the Indonesian military. This quantitative study uses a questionnaire (in print and Google Forms) to collect data from 384 Indonesian National Armed Forces personnel at the Iskandar Muda Military Command, Banda Aceh, Indonesia. The participants were army soldiers with the rank levels of non-commissioned, first, and middle officers. Data were processed using the AMOS software and structural equation modeling (SEM) approach. The findings show that the three constructs (work motivation, physical fitness, and emotional intelligence) are relevant in predicting the performance and career development of the Indonesian military. Next, the objectivity of organizational commitment moderates the relationship between performance and career development. In addition, performance mediates the relationship between the three independent variables and career development. These findings imply that the Iskandar Muda military command is expected to be able to apply them in improving performance and career development under applicable procedures.