Enhancing Employee Research Articles

Green Human Resource Management and Empowerment Potentials in Enhancing Employee Retention in the Hotel Industry

Green Human Resource Management and Empowerment Potentials in Enhancing Employee Retention in the Hotel Industry

Enhancing Employee Engagement and Retention in the Steel Industry: The Role of Talent Management Practices

The purpose of this study is to ascertain the connections between employee engagement, employee retention, and talent management practices (managerial assistance, employee career development, and rewards and recognitions) in an established steel plant. An analysis with a quantitative approach is used. There was a questionnaire used as the research tool. For this study, a random sample strategy was applied. Questionnaires were used to gather responses. The statistical tool SPSS was initially used to analyze the collected data. A quantitative survey with twenty-four questions that were scored on a five-point Likert scale from strongly disagree to strongly agree was conducted. Regression and factor analysis have been used to analyze data. The results of a linear regression study show that employee engagement and retention are positively impacted by talent management strategies, such as career development opportunities for employees, managerial support, and rewards and recognition.

Enhancing Employee Performance Through Green Human Resource Management: A Comprehensive Literature Review and Suggestions for Potential Researchers

There is nascent scholarship that report the effects of GHRM on individual performance despite direct and indirect association of GHRM with all dimensions of individual performance have not still been explored as demanded to meet sustainability challenges. To address this void in literature, this study has reviewed 78 papers following a systematic approach focused on the linkage of GHRM with multiple dimensions of individual performance. This review has revealed the scholarship trends investigating the direct and indirect association between GHRM and individual performance via 5 GHRM aspects: green recruitment and selection (GRS), green training and development (GTD), green performance management (GPM), green compensation and rewards (GCR), and green employee involvement (GEI). Individual performance dimensions include green behavior, non-green behavior, job satisfaction, green commitment, and green creativity. It has also found that the direct and mediating effects of GHRM on green behavior are the most researched area among all dimensions. On the other hand, the relationship between GHRM and non-green behavior is the least explored area. Finally, a set of future research potentials have been highlighted. The originality of this paper lies in accumulating previous researches of the relevant area and proposing future research avenues for guiding future researchers in the field of GHRM.

Enhancing Employee Retention through Ergonomic Practices: Examining the Moderating Effect of Work-Life Balance

This study investigates the impact of various ergonomic and workplace factors on employee retention, aiming to understand how organizations can foster a supportive work environment to enhance employee satisfaction and reduce turnover. Using structural equation modeling, the research examines key variables, including workstation design, proper lifting techniques, task rotation, anti-fatigue mats, ergonomic tools and equipment, break scheduling, and work-life balance. The findings reveal that these ergonomic factors significantly influence employee retention, with proper lifting techniques and ergonomic tools showing the strongest positive associations. The analysis demonstrates that employees who experience a supportive ergonomic environment are more likely to stay with their organization, thus emphasizing the importance of these factors in retention strategies. Additionally, work-life balance is shown to moderate the relationship between ergonomic practices and retention, suggesting that employees who feel their organization values their personal well-being are more likely to remain committed. Fit indices, such as the RMSEA, CFI, TLI, SRMR, and GFI, confirm the robustness of the model, indicating a good fit with the observed data. The study’s conclusions highlight the need for organizations to invest in ergonomic improvements and work-life balance initiatives to maintain a stable and productive workforce. While the study offers valuable insights, its limitations include the cross-sectional design, reliance on self-reported data, and the specific organizational context, which may limit the generalizability of the findings. Future research could expand on these findings by exploring additional variables and conducting longitudinal studies across diverse settings to provide a more comprehensive understanding of employee retention dynamics.

The Role of Emotional Intelligence in Enhancing Employee Performance and Organizational Commitment in Remote Work Settings

The Role of Emotional Intelligence in Enhancing Employee Performance and Organizational Commitment in Remote Work Settings

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.