Family Employment Research Articles

Perceived organizational justice in family SMEs: The challenge of HRM consistency

AbstractLiabilities of smallness, family relations, leadership style, and preferences are all reasons why owners of small and medium‐sized family enterprises (family SMEs) apply procedures to manage employees inconsistently. For family and non‐family employees of family SMEs, inconsistencies in human resource management (HRM) may be a source of frustration that hampers their performance and wellbeing. Using a sample of 713 respondents in 116 family SMEs, we examined how HRM consistency as a whole, and as three HRM bundles (ability, motivation, and opportunity) could enhance the perceived organizational justice of employees in family SMEs, and whether this differs for family and non‐family employees. We indeed found that HRM consistency is a condition for perceived organizational justice of employees and that this effect was more pronounced for non‐family employees than for family employees. We explain this difference by the distinct environment where the fairness heuristics of employees developed. Where non‐family employees develop their fairness heuristics only in the business sphere, family employees start to develop their fairness heuristics earlier on in the family sphere. We also found evidence that inconsistencies in the motivation‐enhancing HRM bundle were most susceptible to negative perceptions of organizational justice.

Pengaruh Keseimbangan Kehidupan Kerja, Stres Kerja dan Perilaku Keselamatan terhadap Kepuasan Kerja pada Pegawai BPBD Provinsi Bengkulu

Job satisfaction is an individual's positive mindset that is reflected in employees' opinions about work or the atmosphere at work. Work life balance is achieving a balance between employee's family or personal life and work life. Job stress is an emotional state that arises due to an incompatibility of workload with an individual's ability to deal with the pressures they face. Safety behavior is an action or deed by a person or several employees that minimizes the possibility of an accident occurring to an employee. The purpose of this study is the first to determine the effect of work-life balance on job satisfaction in BPBD Bengkulu Province employees. The second is to determine the effect of work stress on job satisfaction in BPBD Bengkulu Province employees. The third is to determine the effect of safety behavior on job satisfaction in BPBD Bengkulu Province employees. The type of research used is quantitative research, where there is hypothesis testing. The data collection method is by distributing online questionnaires through hand delivery surveys. The population in this study were BPBD Bengkulu Province employees. This study has 26 questions given to respondents. The number of respondents in this study who processed were 120 respondents. The analysis in this study uses SPSS. The results of this study explain that work-life balance has a positive and significant effect on job satisfaction. Job stress has a positive and significant effect on job satisfaction. Safety behavior has a positive and significant effect on job satisfaction. The suggestions given in this study are for further research to conduct similar research with different research objects in order to strengthen previous research. Then you can also add variables and develop a more comprehensive model. This can be the result of more diverse findings in the development of human resource management science.

The Influence of Rewards and Punishments on Employee Motivation at the Koperasi Konsumen Karyawan Keluarga Besar Petrokimia Gresik (K3PG)

The current era is usually referred to as the era of modernization, Human Resources (HR) is an important component for the success of any organization or business. Therefore, this research identifies the effect of Reward and Punishment on employee motivation at the Petrokimia Gresik Large Family Employee Consumer Cooperative. (K3PG). This research method is quantitative by determining the sample using the slovin formula, totaling 53 respondents and distributing questionnaires with the Google Form. The analysis technique used is (PLS). The study's findings lead to the conclusion that work motivation is influenced by both reward and punishment. The findings of this study exhibit parallels with the research done by Tien Danarti Mesra (2020), which demonstrates a considerable impact of the reward variable (X1) on motivation (Y). Additionally, Dudu Badrudi (2019) asserts that punishment has a good and tangible influence on work motivation.

Mental health in tech workplace: An analysis

In recent years, there has been a significant research and analysis on the role of mental health in reaching global sustainable development goals. Employees are more likely to experience mental illnesses as a result of workplace stress. Mental illness can result in depression, personality disorders, phobias, anxiety disorders, mood disorders, psychotic disorders and a few more. In this study, we analyzed the Open Sourcing Mental Illness (OSMI) (osmihelp.org) Mental Health in Tech Survey dataset to determine the root causes of mental health disorders among the employees. Here, we looked at the severity of mental illness among working employees based on a variety of factors or attributes, including self-employment, mental health history in the employee's family, company offering benefits, whether the employee is receiving treatment for mental illness, and much more. We then attempted to build a fundamental machine learning model to predict whether an employee requires medical attention or not.

The effect of family boundary flexibility on employees' work engagement: a study based on person-environment fit theory perspective.

Under the impact of the era of big data and public emergency, the blurring of family-work boundaries and the increasing burden of family responsibilities will pose a great challenge to employee resilience and family work balance, which in turn will affect employees' work engagement. Therefore, based on the person-environment fit theory, this study aims to explore the potential mechanism and boundary conditions of employee family boundary flexibility fit on work engagement. This study conducted a random sampling of enterprise employees in China. A sample of 433 participants completed a questionnaire to provide data. We conduct hierarchical regression and Bootstrap analysis to verify the hypothesis model. The study found that employees' work engagement is significantly improved when their family boundary flexibility is matched. Family-work enrichment plays a role in mediating the impact of employees' family boundary flexibility on work engagement. The relationship between family-work enrichment and work engagement is moderated by family support. Therefore, enterprises should respect and value each employee's family boundary flexibility, establish family-friendly policies, and consider personal family boundary flexibility in employees' career development planning. This will promote the enhancement of employee resilience, enable better engagement in work, improve work efficiency, and enhance the core competitiveness of enterprises.

A Study on Training and Development Employee Welfare Seshasayee Paper & Boards Ltd in Erode

The research purpose is to determine the study of the employee welfare important of employees. Employees play a key role in the existence and growth of any organisation, therefore their welfare is essential. During the past few years, both public sector and private sector organisation have been contributing towards the employee's benefits and also increase their efficiency. Employees' welfare facilities include housing facilities, free medical facilities, retirement benefits, children and adult educational benefits, welfare measures for the employee's families, loan facilities, etc. If the organisation do not bother about the employees benefit, but expect efficient and high performance from them, it is a mere waste. So there is utmost need for the employee's welfare in any type of organisation. Organizations have to provide welfare facilities to their employees to keep their motivation levels high. A comparative study was undertaken to know the satisfaction level of the employees on the enforceability of various welfare measures in both the public and private sector organizations. The study also throws light on impact of welfare measures on the employees' performance. review of various literature that relates to the major variables involved in the research work especially employees productivity. The purpose of employee benefits is to increase the economic security of staff members, and in doing so, improve worker retention across the organization. As such, it is one component of reward management.

A Study on Employees Welfare Measures, Bescal Steels Industries Pvt Ltd., George Town, Chennai

Employees play a key role in the existence and growth of any organisation, therefore their welfare is essential. During the past few years, both public sector and private sector organisation have been contributing towards the employee's benefits and also increase their efficiency. Employees' welfare facilities include housing facilities, free medical facilities, retirement benefits, children and adult educational benefits, welfare measures for the employee's families, loan facilities, etc. If the organisations do not bother about the employees benefit, but expect efficient and high performance from them, it is a mere waste. So there is utmost need for the employee's welfare in any type of organisation. Organizations have to provide welfare facilities to their employees to keep their motivation levels high. A comparative study was undertaken to know the satisfaction level of the employees on the enforceability of various welfare measures in both the public and private sector organizations. The study also throws light on impact of welfare measures on the employees' performance. Review of various literature that relates to the major variables involved in the research work especially employees productivity. The purpose of employee benefits is to increase the economic security of staff members, and in doing so, improve worker retention across the organization. As such, it is one component of reward management.

An Exploratory Study of Family Employees in Taiwanese Owned Chinese Family Businesses

An Exploratory Study of Family Employees in Taiwanese Owned Chinese Family Businesses

How do family and non-family ties affect knowledge sharing in SMEs in a developing country? Linking social capital and network strength

PurposeThis study aims to examine how differences in the strength of interpersonal ties affect the social structure of organisational family and non-family relationships and their implications for work-related interactions.Design/methodology/approachThis study used a quantitative approach. The hypotheses were tested using multi-group analysis in PLS-SEM as implemented in WarpPLS Version.FindingsThe results show that both family and non-family organisational members are inclined to ask from others whom they previously have given information, implying that reciprocity in work-related interactions in the workplace is present at the dyad level. Furthermore, the existing robust strength of ties among family employees facilitate a three-way relationship where each member is responsible for the quality of work-related interactions between other members. This means that triadic communication is only present within family networks. While, the absence of strong interpersonal ties within non-family network fuels the popularity effect, where non-family employees who are perceived to be knowledgeable tend to be approached by others for work-related information.Originality/valueThis study brings to the fore a nuanced perspective that complements our current understanding of the implications of social relationships within family and non-family employee groups on work-related interactions in the workplace. It provides clues on how family and non-family employees identify with the firm through their informal relational embeddedness towards work-related interactions within the organisation.

Suicide lié au travail et prévention

Regarding social law, work-related suicide can be qualified as a professional risk, in particular as a work accident. It's the option chosen by case-law. The idea is to compensate: qualifying suicide as a work accident provides a social security compensation to the suicided employee's family and, in certain cases, the possibility to sue the employer. But, this case-law does not really question the prevention of the suicide before its commitment. In Labour law, the employer's obligation to prevent risks must face the risk of work-related suicide.

Managing non-family employees’ emotional connection with the family firms via shifting, compensating, and leveraging approaches

Many family firms deploy strategies and practices to satisfy the needs of family employees. When non-family employees perceive a relational disadvantage compared to family employees, they may lower their evaluation of organizational identity (OI) and, in turn, identify less strongly with the family firm. Because family firms can ill afford to have non-family employees who lack a strong emotional connection with and commitment to the family firm, we explore approaches to foster non-family employees' evaluations of OI. Drawing on organizational identity theory, we find support for three approaches: (1) shifting non-family employees' evaluation of OI by enacting a proactive Corporate Social Responsibility (CSR) strategy, (2) compensating non-family employees for a perceived relational disadvantage by involving them in CSR decision-making, and (3) leveraging non-family employees' context, by drawing on those who share the values of the controlling family. Our theory and results suggest that family firms can deploy different approaches to manage the emotional connection with their non-family employees, which can help explain the observed variation in non-family employees’ organizational identification across family firms.

Transformational leadership and customer OCB: The mediating role of job involvement among Ghanaian budget family hotel employees

The study investigates the mediation effect of job involvement on the link between transformational leadership and customer OCB of family employees of budget family hotels in Ghana. Six hundred and thirty-five employees were selected using convenience sampling technique. The Partial least square-based structural equation modeling (PLS-SEM) was used to analyzed data. Results of the study reveal that transformational leadership positively predicts both job involvement and customer OCB. Job involvement also positively predicts customer OCB. Finally, job involvement positively mediates the relationship between transformational leadership and OCB-C. Management of budget family hotels should continually monitor and enhance TL behaviors of managers to reinforce appropriate behaviors among their employees.

Exploring Knowledge-Hiding Methods and Reasons in a Small Chinese Family Business

In the highly competitive business environment, family businesses represent the backbone of the economy in various countries; meanwhile, they face tremendous survival challenges. Knowledge, particularly tacit knowledge, is the key to organisational survival because the hard-to-imitate characteristics could create value and technology innovation. However, it is challenging for family businesses to obtain tacit knowledge because it resides in people’s minds; and compared with sharing, people prefer hiding it for self-protection. In recent years, knowledge hiding has increasingly attracted scholars' and practitioners' attention but few in the family business context. Hence, this research aims to investigate how and why the employees hide tacit knowledge in the small family business. The present study used the Self-determination theory (SDT) as the theoretical foundation to explain knowledge hiding behaviours from the motivational perspective. The single case study was conducted in China, as Chinese family business has distinctive cultural characteristics influencing knowledge hiding. Data were collected and analysed from 22 participants in a small Research and Development company through semi-structured interviews and thematic analysis. The findings revealed that skilled employees used various methods to hide knowledge, such as pretending not to know, using no time as an excuse, and hiding the core knowledge. The reasons for knowledge hiding primarily reflected the unfair issues between the family and non-family employees in terms of the favouritism of the owner-manager toward the family employees, no bonus and ‘996’ timetable (people need to work from 9:00 am to 9:00 pm and 6 days per week) for the non-family members. Theoretically, this study contributes to understanding knowledge hiding behaviours by analysing motivations within SDT and corporate contextual influences in the small family business. These findings facilitate enhancing the owner-manager's awareness of the effects of unfairness on knowledge hiding and providing practical solutions to the unfairness and knowledge hiding among employees, as this has immense implications in any business.

Analysis of Tuna Fish Sales Price on Employee Family Income During the Covid 19 Pandemic Limited Liability Company Sinar Pure Food International Bitung City

The purpose of the study was to analyse and explain the application of tuna sales price analysis in determining optimal family income and achieving the desired profit during the Covid 19 Pandemic at the Sinar Pure Foods International Limited Company, Bitung City. This type of research is descriptive with a quantitative approach. Data collection techniques are interviews, documentation, and questionnaires. Research variables: (1). Independent Variable(X): Tuna Fish Sales Price; (2). Bound Variable (Y): Employee's Family Income. Purposive Sampling Sampling technique. Population 60 people with sample 37 people. Data processing technique with Simple Linear Regression Analysis: Y= a+bX. From the results of the study, it was found that there was a positive relationship between variable X, namely the selling price of tuna and variable Y, the income of the employee's family was positive. So, the price goes up which causes the family income to increase. So, there is a significant relationship between the selling price of tuna and the income of the employee's family during the covid 19 pandemic.

Peningkatan Organizational Commitment Dipengaruhi Organizational Support, Job Satisfaction, dan Quality Of Work Life Pada Koperasi Karyawan Keluarga Besar Petrokimia Gresik (K3PG).

Organizational commitment is a condition in which an individual follows the policies and goals of the organization and his desire to maintain his membership in the organization. This study aims to analyze the increase in organizational commitment influenced by organizational support, job satisfaction, and quality of work life at the Petrokimia Gresik Family Employee Cooperative (K3PG). This study uses a quantitative approach to determine the level of organizational commitment relationship that is influenced by organizational support, job satisfaction, and quality of work life. This research method uses multiple linear regression analysis. The results showed an increase in organizational commitment which was influenced by organizational support to achieve employee job satisfaction which resulted in a more conducive quality of work life. 
 Keywords : Organizational support, Job Satisfaction, Quality of work life, Organization Commitment

Impacts of Work–Family Culture on Employee Job Performance in Achieving Sustainable Development Goals

The harmonized balance between work and family is tough to reach in modern industrial societies because of increasing demands at work and in family settings. Previous studies analyzed work–family culture and its relationship with employees’ job performance without focusing on specific industries. Paralleled with the Sustainable Developments Goals (SDGs), this study aims to analyze the relationship between work–family culture and employees’ job performance in selected industries in Malaysia. This study surveyed 336 employees working in four industries in Peninsular Malaysia, and data were collected using a self-reported questionnaire. The collected data were analyzed using two statistical analyses, i.e., descriptive and inferential statistic multiple linear regression by assisting statistical software, namely SPSS version 26. This study found that organizational time demands, and managerial support have a significant positive relationship with employees’ job performance. Moreover, the career consequences variable does not have a significant effect on employees’ job performance. Therefore, the results provided valuable insights into the work–family culture among employees with family responsibilities. Applied implications for managers are suggested to give full support to the employees while juggling their family matters. This study also contributes to the existing work–family culture literature. After a thorough analysis of this field, the researcher believed that other factors might significantly affect employees’ job performance, such as religiosity, working environment, and integrity in the organizations.

An Airline Application on Burnout Syndrome in Pilots

In the aviation industry, which is constantly growing and where competition is intense, airline companies should not lose their customer satisfaction and competitiveness. Achieving customer satisfaction and competitive advantage is possible with employees who are mentally and physically fit. One of the factors that negatively affect employees mentally and physically is occupational burnout. Burnout is not only for employees; it also negatively affects the employee's family, social environment and the future success of the business. At this point, it is essential for companies to make efforts to reduce the burnout levels of their employees.
 The aim of this study is to measure the burnout levels of pilots, which is of critical importance for airline companies, and to evaluate them according to demographic factors. In the study, firstly the concept of burnout and literature review were included, and then the findings of the research were presented. Analyzes for the research were carried out through questionnaires obtained from pilots working in a private airline company. The Maslach Burnout Scale was used to obtain the data, and the SPSSv23 program was used for statistical analysis. In the study, it was observed that low personal achievement levels increased as the age of the participants increased. It was determined that there was no significant difference in the burnout sub-dimensions of the participants who were married and had children, and that employees with more professional experience felt unsuccessful. In addition, it has been observed that there is no relationship between work status and burnout sub-factors, but burnout problems occur depending on the type of flight and the percentage of flights on that line.

The role of filial piety in career interest alignment, identity alignment, and affective commitment: Evidence from Indonesia

In Indonesia, where most business organizations are family-owned, culture influences family employees’ behavior. Filial piety, or honoring the seniors, is considered a significant cultural value that motivates the family employees to be committed to the business. This study aims to test the effect of filial piety on identity alignment, career interest alignment, and affective commitment. Quantitative analysis is conducted to test the hypotheses of this study using purposive sampling based on questionnaire survey responses from 270 junior family business employees. The study employs Partial Least Square-Structural Equation Modelling (PLS-SEM) analysis with the SmartPLS software to test the hypotheses. The test result shows that: 1) filial piety has a positive effect on identity alignment and career interest alignment, 2) identity alignment has a positive effect on affective commitment, and 3) career interest alignment has a positive effect on affective commitment. The study illustrates how filial piety affects junior family employee behavior, an issue that has not been addressed before in Asian family business studies. Acknowledgment The publication of this study is supported by Indonesia International Institute for Life Sciences (i3L) LPPM fund.

Housewives’ Entrepreneurial Strategy from Islamic Economic Perspectives in Rural Areas of Donggala Regency in Indonesia

This study aimed to determine the entrepreneurial strategy of village housewives in the Donggala district from the perspective of Islamic economics. The research was conducted using qualitative methods, and data collection was carried out through observation and in-depth interviews with several housewives who are entrepreneurial. Data analysis techniques used are data reduction, data presentation, and data verification. The results showed that the entrepreneurial strategy carried out by housewives in Donggala Regency was by changing the menu and adding products according to the wishes and needs of buyers. The product's price prioritizes the social aspect, namely by not taking much profit. Places, where products are sold, are marketed directly to buyers, such as selling in front of the house or to markets close to the local community. However, some products are also sold indirectly, namely by entrusting their products to kiosks. Meanwhile, promotion is done by selling directly and through social media (Facebook). Judging from the Islamic economy, the entrepreneurial strategy carried out by housewives is more focused on trading with Islamic ethics that is halal and beneficial and does not make much profit. Entrepreneurial mothers also always keep their business premises clean and promote products that can be accounted for. The entrepreneurial strategy of housewives is also carried out by paying attention to the nature of shiddiq or being honest in trading by not increasing or decreasing the size of the product. Then the women traders also behave in a trustworthy manner in serving buyers and fathanah with mutual respect between family members, employees, and buyers. Submission of information about the product is also carried out with tabligh or product promotion carried out honestly and correctly.

Structure and management of traditional agroforestry vineyards in the high valleys of southern Bolivia

In the south of Bolivia, a group of traditional wine growers are distinguished by the cultivation of grapevines on native trees that serve as tutors. These growers currently represent one of the few examples of agroforestry vineyards in the world. They offer an opportunity to analyze the structure and management of these cropping systems, and to identify the ecosystem services provided by the combination of grapevines that are trained on trees. We characterize 29 agroforestry vineyards located in three high valleys in southern Bolivia, describing the main farm features, the structure and management of the vineyards, and the advantages of on-tree vine staking as recorded by the farmers. Farms were small (2.2 ha on average), with about half viticulture and half other crops and forage. The workforce was about half family and half employees. The most commonly used tree species were the molle tree (Schinus molle) and chañar tree (Geoffroea decorticans), and the majority of grape varieties grown were landraces such as “Negra criolla” and “Vicchoqueña.” The main cultivation techniques were pruning of the trees and vines, application of manure more than mineral fertilizers, gravity irrigation, and application of few pesticides. The main services farmers expected from trees were protection against climate hazards and flooding, disease control, maintenance of soil fertility, and higher yields. Agroforestry is a promising option for the agroecological transition of viticulture, which deserves further studies at both plot and farm scales.