Executive Employees Research Articles

The Impact of Big Five Personality on Executive Employees’ Job Performance: Mediating Role of Job Satisfaction in a Selected Public Financial Institution in Sri Lanka

The Impact of Big Five Personality on Executive Employees’ Job Performance: Mediating Role of Job Satisfaction in a Selected Public Financial Institution in Sri Lanka

Sorting waste saving gold: CSR innovation The Gade Clean and Gold PT Pegadaian Cirebon Area

The Gade Clean and Gold program is a CSR program from the central Pegadain which aims to develop gold savings that specialize in each area to find waste banks in their respective regions to collaborate with and are committed to taking part in overcoming waste problems in Indonesia through waste management. Cirebon City is part of the PT (Perseudota Indonesia) The Gaga Clean And Gold program, aiming to address its significant waste problem. The purpose of this research is to explain the management of The Gage Clean and Silver program. The data is divided into primary, obtained through interviews with Public Relations and Marketing Executive employees of PT, and secondary, sourced from literature such as books, journals, and newspapers. The researchers used qualitative approach with descriptive qualitative method. The results of the research are as follows. Firstly, PT has planned The GAGE program to find information on the best waste bank information with the Financial Services Authority (OJK), approach by gathering waste bank managers and the community, budget management for waste bank infrastructure. Secondly, it motivates stakeholders by forming company awareness by providing injections of funds to waste banks to improve infrastructure facilities in the form of creating waste bank parks, renovating waste bank warehouses and providing gowes cars for waste transportation activities made by PT. Finally, the suggestions that can be given by researchers through the results of research on the management and management of the Gade clean and gold program are as following.

Work-Life Balance Practices: Drivers of Job Engagement and Mitigators of Turnover Intention

The research aims to investigate how Work-Life Balance Practices act as catalysts for Job Engagement and as effective measures in reducing Turnover Intention. By examining these dynamics, the study seeks to provide insights into the mechanisms through which organizations can enhance employee commitment and well-being while mitigating turnover risks. Methodology – A quantitative study was conducted. The data was collected by distributing questionnaires to 233 executive employees in Infopark, Kochi. Research Findings - Interestingly, the study found a link between work-life issues and intentions to leave one's job and to engage in it. Employee inclination to leave is also connected with job engagement. Originality – WLB, work engagement, and turnover intention are the three study variables that are all holistically related. Organisational inferences in the Kochi environment - Work-life balance (WLB) initiatives must be put into place inside companies in order to promote employees' well-being, which will eventually increase engagement and retention. These results, which were obtained from Malaysian executives, provide practitioners with practical advice on how to create a supportive work environment. Research Limitations and Implications - The majority of the sample population consisted of individuals from the millennial generation, potentially introducing variances in their perceptions of work-life balance compared to those of more mature adults.

Human capital management – values, competencies, and motivation – concerning Industry 4.0

The article aims to determine the current situation in economic subjects (ESs), what values and competencies are for managers and executives, and what motivational factors are essential for financial entities in the era of Industry 4.0. The article used standard scientific methods, such as analysis, synthesis, induction, and deduction, but also methods, such as content analysis of professional and scientific literature, comparison, modelling, and basic statistical methods, which verified the dependencies between the selected elements. The article processes data from a questionnaire survey conducted in 2020 (905 respondents) and 2021 (561 respondents). The respondents who filled out the questionnaire survey were managers or owners of ESs, which are based in Slovakia and are classified as micro, small, medium, or large enterprises. We found in the study that there is a dependence between the employment orientation of managers and the use of career motivation factors, as well as between the passion for work and the creativity of employees, and between the technological and IT skills of managers and executive employees. It is surprising that ES in Slovakia consider soft skills more important than technological ones despite the pressure to support and develop people’s digital skills.

PRINCIPLES AND PRINCIPLES OF PEDAGOGICAL SUPPORT FOR DEVELOPMENT OF MANAGEMENT CULTURE OF LEADERS

The article explores the principles of pedagogical support for the process of developing the management culture of executive employees. Also analyzed are forms of Management, important principles that form its basis,

Assessing the Association of Factors Influencing Green Banking Practices

Purpose: Nepal has a novel chance to acquire from green financing. The study aims to identify factors influencing and their association with Green Banking Practices in Nepalese context. Design/Methodology/Approach: It is a Pragmatic philosophy-based survey research. The data were gathered using convenience sampling through Google link among executive employee of bank. The SPSS software utilized for the correlation, regression, ANOVA and Variance Inflation Factor multicollinearity analysis and hypothesis testing. Findings/Result: The stakeholder demand, environmental interest, and brand image are affecting green banking practice. Among them, the rand image emerged as the most influential factor. Green banking plays a crucial role for sustainability. Implementing green banking practices creates new ways for product differentiation. Green banking serves as a means for individuals and businesses to contribute significantly to the environment and make the world a better place to live. Embracing green banking promotes environmental friendliness along with reduction in risks and costs for banks, enhancement of their reputation, and contribution to the common good. It is crucial for banks in Nepal to recognize their responsibilities towards the environment, society, and the economy, enabling their participation and survival in the global market. Green banking practices not only contribute to a sustainable environment but also strengthen brand image and attract environmentally conscious customers. Originality/Value: The identification of these influencing factors will aid banks, regulators, and policymakers in promoting the green financial practices in Nepal. Paper Type: Research paper

Analysis of the Effect of Conflict and Work Stress on the Performance of Employees of PT Perkebunan ABC Asahan

PT Perkebunan ABC is always encouraged to be able to achieve targets and increase the productivity of its employees. The problem in this study is whether conflict and work stress affect the performance of PT Perkebunan ABC employees with the hypothesis being conflict and work stress affect the performance of PT Perkebunan ABC employees. The theories used in this study are Human Resource Management (HRM), conflict management and organizational behavior related to conflict, work stress and employee performance. The purpose of this study is to determine what factors influence conflict and work stress on the performance of PT Perkebunan ABC employees and formulate managerial policies that can be implied in order to improve employee performance. This research is in the form of correlational research with a research population of 749 people, all of whom are Executive Employees. The analytical method used in this study is the Structural Equation Model (SEM) analysis method. The results showed that conflict was the most dominant factor affecting the performance of PT Perkebunan ABC employees. The conclusion of this study is that the most dominant factor affecting the performance of Executive Employees (Karpel) at PT Perkebunan ABC Asahan is conflict with the magnitude of the influence reaching 91%.

Presenteeism Is Reloaded and Ready for Further Research – A Commentary on Priebe, J. and Hägerbäumer, M. (2023)

Presenteeism Is Reloaded and Ready for Further Research – A Commentary on Priebe, J. and Hägerbäumer, M. (2023)

Hubungan Implementasi Sistem Manajemen ISO 9001-2015 terhadap Peningkatan Standar Mutu Produk Baja Tulangan di Jakarta

The purpose of this study was to analyze the effect of the implementation of the ISO 9001-2015 management system on improving the quality standards of bridging steel products, this research method is quantitative. Data collection through questionnaires was carried out using simple random sampling technique and the number of respondents was 539, consisting of 493 executive employees and 27 respondents who were elements of the leadership of a reinforcing steel company in Jakarta. Data processing uses SPSS version 21 and uses the help of Microsoft Excel. The results of this study conclude that there is a strong and significant relationship between the ISO 9001: 2015 Quality Management System and the Reinforcing Steel Product Quality Standards in Jakarta. Taking into account the Pearson correlation value, it can be said that the relationship between both variables are very strong and dominant. The ISO 9001: 2015 Quality Management System that is positive in this case is the desire to be appreciated in carrying out work so that it can produce Quality Standards for Reinforcing Steel Products in accordance with applicable standards. The novelty of this research is the influence of the quality management system which has a significant effect on the quality standards of steel allowances. Keywords: ISO Management System, Quality Standards

Corporate governance of the parent company and executive compensation contracts in subsidiary firms: Evidence from China

ABSTRACT This paper studies whether the corporate governance of the parent company affects the executive compensation contract of its listed subsidiaries. Based on a quasi-natural experiment on the board reforms in the Chinese central state-owned enterprises (CSOEs), which improves the corporate governance in the ultimate parent company, we find the following: (1) The improved corporate governance of the parent company can effectively restrain the managerial power of listed subsidiaries and reduce excess managerial pay. (2) The above-documented effect is more pronounced when cash flow rights (the wedge between control rights and cash flow rights) of the ultimate parent company is low (high), or when the listed company is at the bottom of the pyramid, or when the managerial power of the subsidiary firm is higher. (3) The improved corporate governance of the parent company can also effectively alleviate managerial perk consumption and the executive–employee compensation gap at their listed subsidiaries. This study suggests that the governance improvement in ultimate parents has a spillover effect in that it enhances the governance at their listed subsidiaries.

Can NeuroIS improve executive employee recruitment? Classifying levels of executive functions using resting state EEG and data science methods

Based on the assumption that the success of an organization is largely determined by the knowledge and skills of its employees, human resource (HR) departments invest considerable resources in the employee recruitment process with the aim of selecting the best, most suitable employees. Due to the high cost of the recruitment process along with its high rate of uncertainty, HR recruiters utilize a variety of methods and instruments to improve the efficiency and effectiveness of this process. Thus far, however, neurological methods, in which neurobiological signals from an examined person are analyzed, have not been utilized for this purpose. This study is the first to propose a neuro-based decision support system to classify cognitive functions into levels, whose target is to enrich the information and indications regarding the candidate along the employee recruitment processes. We first measured relevant functional and cognitive abilities of 142 adult participants using traditional computer-based assessment, which included a battery of four tests regarding executive functions and intelligence score, consistent with actual recruitment processes. Second, using electroencephalogram (EEG) technology, which is one of the dominant measurement tools in NeuroIS research, we collected the participants' brain signals by administering a resting state EEG (rsEEG) on each participant. Finally, using advanced machine and deep learning algorithms, we leveraged the collected rsEEG to classify participants' levels of executive functions and intelligence score. Our empirical analyses show encouraging results of up to 72.6% accuracy for the executive functions and up to 71.2% accuracy for the intelligence score. Therefore, this study lays the groundwork for a novel, generic (non-stimuli based) system that supports the current employee recruitment processes, that is based on psychological theories of assessing executive functions. The proposed decision support system could contribute to the development of additional medium of assessing employees remotely which is especially relevant in the current Covid-19 pandemic. While our method aims at classification rather than at explanation, our intriguing findings have the potential to push forward NeuroIS research and practice.

ANALISIS DAMPAK PENGEMBANGAN KARIR, DAN PERCEIVED ORGANIZATIONAL SUPPORT TERHADAP PRODUKTIVITAS KARYAWAN PG. MKBN

PG. MKBN is one of the sugar factories with the largest capacity in Indonesia. With labor-intensive systematics, employee productivity is an important thing to improve in order to achieve goals and targets. But in reality, the productivity of PG. MKBN employees has decreased over the last 4 years. This research focuses on career development factors and perceived organizational support which are unresolved problems. This research was conducted in PG. MKBN with the aim of knowing the influence, impact, and to what extent it is caused by career development factors and perceived organizational support causing decreased employee productivity, as well as finding solutions for settlement. This research uses a descriptive method with a qualitative approach. The data collection technique used was interview, documentation, and observation with the Head of HR & General PG. MKBN, Employees of HR & General Managers, Permanent Executive Employees 1, and Permanent Executive Employees 2. The results of the data analysis showed that the two factors, namely career development and perceived organizational support , were very influential and had an impact on the level of employee productivity at PG. MKBN. Employees who feel that the implemented career development is not optimal, and have a low level of perceived organizational support will have an impact on reducing employee motivation which causes targets not to be achieved, high levels of indiscipline, difficulty in innovating, and work cycles that do not care about the quality of output which has an impact on the decline in employee productivity at PG. MKBN.

물류기업의 종업원에 대한 경제적 보상과 기업성과의 관계

Purpose : This study examined how the economic compensation to employees affects the corporate performance of logistics companies. Research design, data and methodology : Multiple regression analysis and T-test were conducted for empirical verification. Variables of economic compensation were labor costs, retirement allowance, welfare benefits, employee growth rates, wage gaps between executives and employees, and average years of service. Profitability, stability, and growth indicators were used as the corporate performance variables. Results : The rate of increase in labor costs of logistics companies had a positive effect on their profitability and stability. In particular, the increase in welfare-related expenditure had a positive effect on sales and net profit. The increase in net income had a positive effect on the increase in the average service period of employees. Selling and administrative expenses and economic compensation variables showed positively significant results. In addition, the difference in the level of economic compensation according to the size of the company did not show a clear difference in the growth rate of retirement benefits and welfare expenses. However, large companies tended to show higher employment growth, the wage gap between executive employees, and the average service period. Conclusions : Logistics companies should improve job satisfaction and logistics services, secure a professional workforce, reduce safety accidents, increase productivity through profit sharing with employees, and ultimately improve management performance.

Erratum: Long March Toward Safe and Effective Analgesia by Enhancing Gene Expression of Kcc2: First Steps Taken

[This corrects the article DOI: 10.3389/fnmol.2022.865600.].

Maslow’un İhtiyaçlar Hiyerarşisi Modeli’nin Bütünleşik Bir Süreç Olarak Yeniden Yorumlanması

ÖZ Maslow’un ihtiyaçlar teorisi, çağdaş motivasyon teorilerinin gelişiminin temellerini oluşturmakta ve hâlen hem akademide hem de pratik iş hayatında yönetici ve çalışan motivasyonunun açıklanmasına rehberlik ve kaynaklık etmektedir. Maslow’un ihtiyaçlar teorisine yönelik yapılan eleştiriler ise özünde, ihtiyaçlar teorisinin hiyerarşik yapısı ve kendini gerçekleştirme safhasına yönelik olarak yaygın ve yüzeysel bir şekilde gerçekleştirilen, yani modelin kendisiyle ilgili bir yanlışlama içermeyen birtakım indirgemeci yaklaşım ve tenkitlerden ibarettir. Bu çalışmayı diğerlerinden ayırt eden en önemli hususiyet ise, kritikle birlikte modelin yeniden açıklanmasına yönelik yeni bir yorumun getirilmiş olmasıdır. Bu kapsamda bu çalışmada evvela model Maslow’un ortaya koyduğu şekliyle birincil kaynaklardan istifade ile izah edilecek, sonrasında modelin hiyerarşik yapısına yönelik eleştiriler toparlanacak ve modelin kendini gerçekleştirme safhası sofistike bir bakış açısıyla yeniden irdelenecek ve son bölümde ise modelin yeniden bütünleşik bir biçimde yeniden yorumlanmasına yönelik bir öneri ortaya koyulacaktır.

Impact of Internal Marketing on Organizational Commitment among Executive Employees in Ship Building and Repair Industry in Sri Lanka

Attracting employees and getting them to commit to the organizational goals and objectives are major issues today. This study aims to evaluate the impact of internal marketing on organizational commitment in the shipbuilding and ship repair industry in Sri Lanka. This research is conducted using positivism philosophy under a deductive approach. The data for this quantitative study is collected through a structured questionnaire. Data is analyzed through regression analysis. The findings reveal that internal marketing has a strong correlation with the employees' organizational commitment. As the major findings, it is found upon the selected internal marketing dimensions that are internal communication, rewards, training & development, have a positive impact on organizational commitment while employee empowerment has less effect on employee behavior. The results will help the management in the context of raising awareness in internal marketing.

The Effect of Locus of Control on Job Performance: An Empirical Study of Executive Level Employees in a Selected Sri Lankan Apparel Organization

The purpose of this paper is to examine the effect of Locus of Control (LOC) on the work-related job performance in Sri Lanka. Subjects were drawn from a pool of apparel sector executives who completed a questionnaire made up of valid and reliable instruments that measured each of the variables studied. The study was conducted on a sample of 168 executive level employees that was randomly selected from a sample frame of the selected apparel organization. The data was mainly analyzed by using the analytical software SPSS version 23 that provided more meaning and validated results. The findings indicate that one aspect of an executive’s (Apparel sector) personality, as measured by locus of control, plays an important role in predicting the level of job performance in a selected apparel organization in Sri Lanka. Executives with a higher internal locus of control are more likely to have higher levels of job performance. Further it reveals that there is a significant difference between male and female executive employees with regard to degree of locus of control. Consequently, this study extends the locus of control literature by examining the relationship of locus of control with job performance and gender difference.

Pengaruh Keterikatan Kerja, Karakteristik Pekerjaan, dan Karakteristik Individu Terhadap Budaya Organisasi di PT. Perkebunan Nusantara III

This study aims to determine and analyze the effect of Work Engagement, Job Characteristics and Individual Characteristics on Organizational Culture. This research is verificative and descriptive, using descriptive survey methods and explanatory survey methods. The sample was determined by random sampling method as many as 242 executive employees at the office of the director of PTPN III. Data collection through questionnaires. Data were analyzed using multiple linear regression analysis. The results showed that partially, work engagement, job characteristics, and individual characteristics had a positive and significant effect on the performance of the implementing employees at the Office of the Director of PTPN III. The highest effect value is the Individual Characteristics variable, meaning that individual characteristics have a more dominant influence on employee performance, with a total influence of 28.5%. Simultaneously, Work Engagement, Job Characteristics and Individual Characteristics have a positive and significant effect on the Implementing Organizational Culture at the Office of the Director of PTPN III.

Impact of Welfare Facilities on Job Satisfaction of the Non- Executive Employees of XYZ Company in Sri Lanka

Kelaniya Journal of Human Resource Management is the journal of the Department of Human Resource Management, University of Kelaniya. The objective of this journal is to disseminate knowledge of research as conducted by the academic scientists and practitioners in the field of HRM. The journal contains research and review papers.

The Role Of Cash Planning In Budget Absorption: Perception Testing

This research aims to observe how cash planning moderates the factors that influence budget absorption. In addition, to see the effect of the quality of budget planning, knowledge of systems and procedures, and competence of human resources on the performance of budget absorption. This research was conducted at the Head Office of the Ministry of Finance using a sample of 66 executive employees in the finance department with a minimum of 1st-degree education and a minimum of 2 years of work. This study uses quantitative methods and all variables are measured based on an interval scale and data processing is carried out using smart PLS. The results showed that cash planning was not proven as a moderating variable. Other results show that only the quality of budget planning has a significant positive effect on the performance of budget absorption. Meanwhile, the knowledge of the system procedure variable and the HR competency variable has a positive but not significant effect on the performance of budget absorption.