Enhancing Employee Research Articles

Role of Strategic Planning in Enhancing Employees’ Job Loyalty through Comprehensive Quality Management

Aims study to know the role of strategic planning in enhancing employee job loyalty with its through comprehensive quality management in the Training and Qualification Directorate. problem of the study lies in the extent of the directorate’s interest, in strategic planning, employee job loyalty, and total quality management. A sample of officers, ranks, and civilian employees working in the directorate, The researchers relied on the questionnaire as a tool for collecting data and to complete this study and achieve the goals it seeks. (148) questionnaires were distributed to members of the study sample and the study reached a set of conclusions, the most important of which is the reliance of the directorate, the study community, on dialogue with workers before making decisions concerning them, which indicates its reliance on dialogue with workers before making a decision concerning them. the study reached of which is the necessity Coordination with universities and training and development centers in order to include the Directorate’s employees in the courses on strategic planning.

How can Green Ambidextrous Leadership Most Enhance Employees’ Green Innovation Behavior

How can Green Ambidextrous Leadership Most Enhance Employees’ Green Innovation Behavior

Examination of the Role of Competitive Work Environment in Enhancing Employees’ Openness to Share Knowledge

Examination of the Role of Competitive Work Environment in Enhancing Employees’ Openness to Share Knowledge

Enhancing Employee Job Performance Through Supportive Leadership, Diversity Management, and Employee Commitment: The Mediating Role of Affective Commitment

This study examines the impact of supportive leadership and diversity management on employee job performance within Vietnam’s manufacturing sector. The study specifically investigates the mediating effect of affective commitment in this relationship. A survey incorporating targeted scales to measure the variables of interest was completed by 406 workers. The collected data underwent analysis using structural equation modeling techniques. The findings of this research suggest that when organizations implement diversity management strategies and foster supportive leadership, there is a significant and positive effect on both the affective commitment and job performance of their workforce. These results highlight the importance of these organizational practices in enhancing employee outcomes in the Vietnamese manufacturing context.

Enhancing Employee Performance through Organizational Citizenship Behavior: A Study on the Impact of Organizational Commitment and Work Motivation

Enhancing Employee Performance through Organizational Citizenship Behavior: A Study on the Impact of Organizational Commitment and Work Motivation

Enhancing Employee Performance through Leadership, Loyalty, and Job Satisfaction: A Study at PT XYZ Palembang, Indonesia

Enhancing Employee Performance through Leadership, Loyalty, and Job Satisfaction: A Study at PT XYZ Palembang, Indonesia

Confidence as a Buffer Against Covid-19 Stigma: Enhancing Employee Engagement Among Recovered Individuals

Quality of work life (QWL) is important for individual and organizational success. Post-pandemic times have brought the challenge of declined, yet continued Covid-19 cases among the working Pakistani population. Stigma due to Covid-19 and thus deteriorated QWL in such individuals is plausible. Hence, elucidating factors that enhance the possible damaged quality of work life among Covid-19 stigmatized individuals remains an essential question for managers and practitioners. Drawing on the Social Identity theory, we hypothesize that QWL is damaged in Covid-19 recovered, stigmatized working individuals through deterioration in self-esteem as such individuals are prone to influences from the societal groups that they psychologically identify with. We also argue that self-efficacy buffers this negative effect. Albeit several researches have probed into relations of QWL with stigma-related antecedents and moderation and mediation mechanisms that underlie these effect, but this study investigates self-esteem and self-efficacy as mediator and moderator, respectively, of the Covid-19 related stigma and quality of work life relationship through the lens of the Social Identity Theory. Employing a correlational framework using purposive sampling, we obtained data from 133 working individuals who had been tested positive with Covid-19 in public and private hospitals and health centers of Pakistan during November 2022 – November 2023, had completely recovered and joined their professional lives. Results confirmed study hypotheses, suggesting that stigma related to Covid-19 damages QWL, this relationship is mediated by self-esteem, while self-efficacy buffers the relationship between Covid-19 related stigma and self-esteem. Such individuals and their managers need to collaboratively work in order to reduce effects of this stigma, and undo its damaging effects on self-esteem and QWL. In this regard, boosting self-efficacy plays a supporting role as it acts as a coping mechanism in the inter-play between Covid-19 stigma, self-esteem, and QWL.

Enhancing Employee Performance through Transformational Leadership: A Study

This research investigates the influence of transformational leadership on employee performance, with a specific focus on the mediating roles of job stress reduction and organizational work environment. Transformational leadership, characterized by its ability to enhance employee engagement and clarity, is examined as an independent variable impacting employee performance, the dependent variable. The study aims to achieve the following objective: (1) explore the impact of transformational leadership on organizational work environments, (2) understand the effect of transformational leadership on reducing job stress, and (3) examine the role of transformational leadership in improving employee performance. The research delves into how transformational leadership fosters a positive work environment—by reciprocating performance, establishing role clarity, and increasing employee participation—and mitigates job stress—by alleviating anger and depression. Conducted in the Meerut district of Delhi NCR, the study considered academicians from private higher educational institutes, selected through stratified random sampling (sample size N=151). Utilizing a descriptive research design, data was collected via a structured questionnaire with a high- reliability score (Cronbach's alpha = 0.88) and analyzed using SmartPLS 4.0 (student version) software. Findings reveal that transformational leadership significantly reduces job stress and enhances the organizational work environment, which collectively boosts employee performance. Key performance indicators observed include improved work quality, effective communication, timely completion of tasks, teamwork, reliability, and problem-solving skills. This study underscores the significant role of transformational leadership in cultivating a supportive work environment and reducing job stress to elevate overall employee performance.

Occupational health staff's involvement contributes to supervisor's perceived organizational support in Japanese workforce: a prospective cohort study.

Enhancing employees' perceived organizational support (POS) is crucial for organizations, and one effective approach is enhancing supervisors' POS. However, there is limited research focusing specifically on enhancing supervisors' POS. We aimed to investigate the influence of occupational health staff's involvement for supervisors on their POS. A prospective cohort study was conducted using an online survey targeting supervisors in various industries across Japan. We assessed supervisors' POS using 8 effective items of the Japanese version of the Survey of Perceived Organizational Support. Data were collected on the involvement of occupational health staff in providing supervisors with training on workplace health management and guidance on addressing specific subordinates with health concerns. The association between this involvement and POS was assessed through multiple regression analyses. The study involved 541 supervisors with occupational health staff at their workplace in the final analysis. Training from occupational health staff was significantly associated with an increase in POS at follow-up after adjustment for potential confounders, including demographic variables and POS at baseline. Similarly, guidance from occupational health staff was also significantly associated with increased POS. This effect was particularly notable in small workplaces. Our study indicates that occupational health staff's involvement in supporting supervisors can contribute to enhancing supervisors' POS, especially in small workplaces. These findings suggest that by developing structured systems and establishing specific roles for occupational health staff, organizations may effectively enhance supervisors' POS.

Solutions to Enhance Employee Motivation at Efforts Pharma Co. Ltd

This study aims to determine the factors that affect the work motivation of employees at Efforts Pharma Company Limited. The research results indicate that the most influential factor is Promotion Training with a regression coefficient of 0.289; the second is Job Self-Determination with an impact level of 0.232; followed by Relationships at work 0.216 and Nature of work 0.212, both with nearly equivalent impacts. Based on these findings, the author proposes solutions to enhance employee motivation at Efforts Pharma Co. Ltd.

Strategic Human Resource Management Practices for Enhancing Employee Engagement and Organizational Performance

This research investigates the role of strategic human resource management (SHRM) practices in enhancing employee engagement and organizational performance. The primary objective is to qualitatively explore how SHRM practices contribute to fostering a highly engaged workforce and driving superior organizational outcomes. The study employs a qualitative methodology, incorporating case studies, in-depth interviews with HR professionals, and thematic analysis to understand the impact of SHRM on employee engagement and organizational performance. The research involves detailed case studies of organizations recognized for their exemplary HR practices, along with interviews with HR managers, executives, and employees. These qualitative data collection methods provide insights into the specific SHRM practices implemented, such as talent management, performance appraisal systems, employee development programs, and inclusive workplace policies. The thematic analysis identifies key themes and patterns in how these practices influence employee motivation, job satisfaction, and overall performance. The findings reveal that organizations that integrate SHRM practices, such as continuous learning opportunities, clear performance feedback mechanisms, and a supportive work environment, significantly enhance employee engagement. The qualitative data suggest that engaged employees are more likely to exhibit higher levels of productivity, creativity, and loyalty, which in turn contributes to improved organizational performance. Case studies highlight that companies with a strategic focus on HR management are better positioned to adapt to changing market conditions and achieve sustained competitive advantage.

Yogi or fireball - or both - a diary study on the interaction between mindfulness and vigor on job performance.

Building upon the conservation of resources theory and the episodic process model of performance, this research addresses the gap in understanding how daily variations in two personal resources, particularly their interaction, affect job performance. Specifically, this study examines the influence of vigor and mindfulness on daily fluctuations in task performance considering the potential compensation effect between these personal resources in the workplace. We conducted a five-day online diary study involving 192 participants (926 daily observations). At the conclusion of each workday, participants were asked to assess their level of mindfulness and vigor in the workplace using validated scales, as well as estimate their task performance. Multilevel analyses showed that both daily mindfulness and daily vigor positively predict self-reported task performance. The interaction between mindfulness and vigor was significant. The results suggest that high levels of mindfulness can compensate for low levels of vigor, and vice versa. Exploring the interplay of personal resources at work provides a valuable starting point for individual-tailored interventions that enable individuals to reach their full potential. Enhancing employees' mindfulness may increase job performance directly and empowers workers to compensate for periods of low energy.

The Significance of Human Resource Management in Enhancing Employee Performance from An Islamic Standpoint

The primary function of management in an organization is to oversee and control the organizational structure according to the company's objectives. It involves supporting managers in their supervision and selection of personnel, facilitating efficient decision-making processes, and ensuring overall organizational orderliness. Nevertheless, the progress in developing the function of human resources is hindered by the insufficient ability of human resources to quickly adapt to technology. The objective of this essay is to determine the methodology of discovering The significance of Human Resource Management in enhancing employee performance from an Islamic standpoint. The research was conducted in a descriptive manner, utilizing literature studies and discussing the findings of earlier research. The findings of this study highlight that the objective of human resource management is to mitigate a range of unwanted outcomes, including the recruitment of unsuitable candidates, excessive employee turnover, suboptimal work performance, unproductive interviews, and other related issues. Another issue that negatively impacts the organization is that human resource management promotes a religious ideology that centers around Islamic beliefs. This implies that the objective of human resource management should be to align with the purpose of human existence, which is to consistently acknowledge and incorporate God in all aspects of one's life.

Human Resource Management Practices: Enhancing Employee Engagement and Retention in a Global Context

Employee engagement and retention have become critical concerns for organizations operating in a global context, where talent competition is fierce and turnover costs are high. Human resource management (HRM) practices play a central role in addressing these challenges by fostering a work environment that promotes engagement and encourages employees to stay committed to the organization. various HRM practices that have been found to enhance employee engagement and retention across different cultural contexts. recruitment and selection strategies aimed at attracting candidates who are not only qualified but also aligned with the organization's values and culture. Next, it discusses training and development programs that enable employees to acquire new skills and advance in their careers, thereby increasing their sense of fulfilment and loyalty. Additionally, the paper explores performance management systems that provide regular feedback and recognition, reinforcing employees' sense of purpose and contribution to organizational goals.

The Role of Work Motivation as a Mediator in Enhancing Employee Performance in Village Financial Institutions, Badung, Bali

Employee performance is one of the key factors that determines the success and sustainability of an organization. The research aims to find the influence of the physical work environment and situational leadership on employee performance with work motivation as a mediating variable in the LPD of Kerobokan Traditional Village, Badung Regency. The population and sample in this research were all LPD employees of Kerobokan Traditional Village, Badung Regency, totaling 42 people. Data collection was carried out using questionnaires, interviews, and documentation. Data analysis was carried out using path analysis. The results of the analysis show that the physical work environment has a positive effect on the work motivation of the LPD of the Kerobokan Traditional Village, Badung Regency, situational leadership on the work motivation of the LPD of the Kerobokan Traditional Village, Badung Regency, the physical work environment has a positive effect on the performance of the LPD employees of the Kerobokan Traditional Village, Badung Regency, leadership situational has a positive effect on the performance of LPD employees of Kerobokan Traditional Village, Badung Regency, work motivation has a positive effect on the performance of LPD employees of Kerobokan Traditional Village, Badung Regency. Work motivation can mediate the influence of the physical work environment and situational leadership on the performance of LPD employees in Kerobokan Traditional Village, Badung Regency.

Enhancing Employee Performance through AI-Enabled HR Analytics: Exploring the Roles of Job Crafting, Perceived Risk, and Employee Engagement

This study investigates the significant impact of AI-enabled HR analytics on employee and sustainable performance, highlighting the mediating role of job crafting and the moderating effects of perceived risk and employee engagement in manufacturing organisations in Bandung, Indonesia. Drawing on cross-sectional data from 349 employees in manufacturing firms in Bandung, Indonesia, this study provides empirical evidence of the positive influence of AI-enabled HR analytics on long-term employee performance. The research utilises JD-R theory to validate the mediating role of job crafting in this relationship. Partial Least Square (PLS) analysis, conducted using SMART PLS 3.0 software, was applied to test the model. The results demonstrate that AI-enabled HR analytics significantly impacts job crafting. Additionally, job crafting mediates the relationship between AI-enabled HR analytics and both sustainable performance and employee performance. Perceived risk moderates the relationship between job crafting and both performance outcomes. Similarly, employee engagement moderates the relationship between job crafting and both sustainable and employee performance. This study is among the first to empirically examine the use of AI-enabled HR analytics in the context of job crafting and its effects on sustainable and employee performance. It provides valuable insights for managers and business leaders seeking to leverage AI to enhance employee sustainability and performance in diverse organizational settings.

The Role of Ethical Leadership in Enhancing Employees’ Job Immersion / Case Study (Ministry of Construction, Housing and Public Municipalities)

The research aims to shed light on ethical leadership as an independent variable represented by its dimensions (justice, participation in power, role clarity, concern for employees, integrity, and moral guidance) and its role in enhancing job Immersion among the employees of the Ministry of Construction and Housing and public municipalities in Iraq as a dependent variable represented by Its dimensions (activity, dedication, and involvement). The research used the descriptive analytical method, and the survey was used as a research tool. The surveys were distributed to all members of the sample through the use of a comprehensive inventory method, totaling (118) individuals at different administrative levels of the above-mentioned ministry. Statistical packages (spss.v26) and statistical methods, including (descriptive statistics scale, Pearson correlation coefficient, and simple linear regression analysis) were used to analyze the data with the aim of answering the research questions. The most important of which is the main research question (Is there an awareness among the management of the sample studied when it follows the ethical leadership style and the level of its influence on the job Immersion of its employees). Through the results of data analysis, the research concluded that ethical leadership has a positive relationship and impact on job Immersion in the Iraqi Ministry of Construction and Housing and public municipalities, as the two main hypotheses of the research were achieved

Understanding the Complexity of Intention to Stay: Influencing Factors and Strategic Insights for Enhancing Employee Retention

Understanding the Complexity of Intention to Stay: Influencing Factors and Strategic Insights for Enhancing Employee Retention

Assessing the Role of HRM and HRD in Enhancing Sustainable Job Performance and Innovative Work Behaviors through Digital Transformation in ICT Companies

In the era of Industry 4.0, digital transformation has become a cornerstone for modern organizations, fundamentally altering how businesses operate and compete. This study delves into the impact of digital transformation on human resource management (HRM), human resource development (HRD), and employees’ innovative work behaviors and job performance in a rapidly evolving business environment. In conducting a survey among 391 employees from information and communication technology (ICT) companies in China, structural equation modeling was employed to analyze the data. The findings reveal a correlation between digital transformation and innovative work behaviors and job performance, with HRM and HRD playing partial mediating roles. Digital transformation not only optimizes work processes and enhances productivity but also fosters the innovation of business models and processes. Moreover, the research indicates the critical importance of implementing efficient digital systems and processes in promoting an organizational culture of innovation and enhancing employees’ innovative capabilities. Thus, digital transformation is seen as a pivotal strategic tool, altering not just the modus operandi of organizations but also influencing employee behavior and performance.

Enhancing Employee Performance through Strategic Training: A Study of the Food and Beverage Kitchen Department in Five-Star Hotel in Nusa Dua

This study investigates the impact of training on employee performance in the Food and Beverage Kitchen Department of five-star hotels in Nusa Dua. The research aims to bridge the gap between theoretical models of training and their practical implementation within the hospitality sector. A quantitative descriptive methodology was employed, with data collected through online questionnaire. The data were analysed using SPSS version 23, including validity and reliability tests, simple linear regression, and t-tests. The results indicate a significant positive relationship between training and employee performance. The study concludes that effective training programmes are crucial for enhancing employee performance and recommends improving training methods and facilities. Future research could explore the long-term effects of different training types on performance outcomes.