Employee Goal Research Articles

ANALISIS MANAJEMEN PELATIHAN DI RUMAH SAKIT

Training management is crucial to ensure that the training process runs smoothly and meets both organizational and employee goals. At Hermina Hospital Bogor, 22.5% of employees have not met the minimum required training hours. The training process faces challenges, including limited space, incomplete attendance, and scheduling issues. This study aimed to analyze the gaps in training at Hermina Hospital Bogor, using both quantitative and qualitative methods from March to May 2023. Qualitative data were gathered through interviews with three key informants, selected via purposive sampling, and observations of the training process. Quantitative data were obtained from implementation surveys and pre-post tests for the Isolation Awareness training, involving 31 participants. Qualitative analysis used content analysis, while the Wilcoxon test was applied for quantitative data. The training process includes needs assessment, planning, implementation, and evaluation. Training needs are identified through gap analysis, covering issues raised in morning meetings, unit evaluation results, and proposals from stakeholders, competencies performance gaps. Implementation challenges include rescheduling and participant absence. Online training faces additional barriers, such as a lack of computers and poor internet connectivity. Improvements in training management can be achieved by developing training facilities, enhancing online tools and e-learning modules, and increasing participant involvement through the Documentation System application.

Leveraging Oracle HCM for Enhanced Employee Engagement

As the current corporate environment continues to evolve, employee engagement has emerged as a critical component in determining the success of an organisation. Oracle Human Capital Management (HCM) systems provide a revolutionary chance to improve employee engagement by providing a full suite of tools that are geared to handle different areas of workforce management. This opportunity presents itself as a result of the availability of these systems. In order to provide a more unified and responsive approach to employee engagement, Oracle Human Capital Management (HCM) offers an integrated platform that incorporates basic HR tasks, talent management, workforce management, and analytics. In this article, we investigate how the capabilities of Oracle Human Capital Management (HCM) may be strategically used to cultivate a staff that is more engaged and motivated. The cloud-based design of the system guarantees accessibility and real-time data processing, both of which are crucial for interactions with workers that are timely and relevant. A variety of features that may be adapted to assist engagement activities are provided by the modules that make up Oracle Human Capital Management (HCM). These modules include Employee Central, Talent Management, and Learning Management. For example, the Talent Management module helps to connect employee goals with organisational objectives, which in turn improves both work happiness and performance. While this is going on, the Learning Management module offers individualised training and development possibilities, according to the workers' requirements for professional advancement and their goals for their careers.

Managerial Blurring of Employee Goals

Many researchers and practitioners believe that the lack of specificity of employee goals is detrimental to the effectiveness of performance management in firms. Using an inductive grounded theory approach, this study identifies two managerial factors that could impact negatively goal specificity in real-life corporate environments. First, ‘goal blurring’ is a counterintuitive purposeful managerial behavior that results in blurred employee goals being set during annual reviews. Second, ‘specifying capability’ incorporates factors that can result in a lower level of specificity of employee goals with no purposeful intent. The findings reveal two main reasons managers set less specific goals: (1) limited capability and (2) choice to purposefully blur employee goals to maintain flexibility in evaluating their subordinates. While non-purposeful blurring occurs because of circumstances that make setting specific goals difficult and limit the capabilities of managers to do so, purposeful blurring of goals occurs with the main aim of maintaining flexibility in evaluating employees. As a result, blurred goals are set for employees despite managers’ awareness of the benefits of setting specific goals, which is supported by extensive research and management practice. Our work reveals the purposeful managerial blurring of employee goals, a phenomenon that has a significant impact on firm performance, though it has not been previously identified as such, or explained.

Impact of Self-Efficacy, Outcome Expectations, Interest, and Perceived Organisational Support on Career Goals of Employees in Rectangle-Shaped Hierarchy Occupations

Impact of Self-Efficacy, Outcome Expectations, Interest, and Perceived Organisational Support on Career Goals of Employees in Rectangle-Shaped Hierarchy Occupations

The Influence of Empowerment Leadership on Proactive Behavior of Employees With Goal Orientation as a Mediation Variable at the Women's Empowerment Office, Protection Children and the People of Binjai City

A deep understanding of the relationship between empowering leadership styles, goal orientation, and proactive behavior of employees can be key to optimizing organizational performance in addressing sensitive issues related to women, children, and society more effectively. The purpose of this study is to find out and analyze the influence of Empowerment leadership on Proactive Behavior mediated by the Orientation of the purpose at the Office of Women's Empowerment, Child Protection and Community of Binjai City. This research was conducted with a causal associative quantitative approach. The sample used was all employees, with a total of 61 people. The results of data analysis using Structural Equation Modeling (SEM) based on Partial Least Square (PLS) show that 1) There is no influence of Empowerment Leadership on proactive behavior. where the T-statistic value is 0.960 < 1.96 and the P-Value value is 0.341 > 0.05. 2) Empowerment Leadership has a positive and significant effect on goal orientation with a T-Statistical value of 2.256 > 1.96 and a P-Value of 0.028 < 0.05 which means that if the leadership Empowerment is improved, then employee goal orientation will increase.3) Empowerment Leadership has a positive and significant effect on goal orientation with a T-Statistical value of 2.256 > 1.96 and a P-Value value of 0.028 < 0.05 which means that if Empowerment leadership is improved, employee goal orientation will increase and 4) Goal orientation is able to mediate the influence between Empowerment Leadership and Proactive Behavior with a T-Statistic value of 2.300 > 1.96 and a P-Value of 0.025 < 0.05. The implication of these findings is that management needs to consider implementing appropriate goal-oriented development strategies, along with empowerment leadership practices, to create a work environment that supports and encourages productive and innovative proactive behaviorsLeadership Empowerment

Sustainability-Based Value Engineering Management as an Integrated Approach to Construction Projects

The integration of sustainability standards and value engineering methods in public education projects is a significant concern, as it ensures the well-being and sustainability goals of students, lecturers, and employees. This study aims to enhance sustainability within public education campuses by utilizing value engineering processes that establish a balanced correlation between the available budget costs and the sustainability costs that affect educational objectives, strategies, and the overall sustainability of the environment. In order to evaluate the integration of value engineering and the sustainability rating system “LEED protocols” for schools, the study utilized HAP (Hourly Analysis Program) software to perform numerical analysis, with the objective of improving environmental efficiency and cost-effectiveness in school buildings from the perspective of both male and female students. By applying this approach to all engineering disciplines, systems, and materials involved in the project, the study achieved impressive results, including a reduction in energy usage by 53.67%, a cost reduction of 27.48% from the total project budget, and 13 points earned in credit C1 and credit C2 in the Energy and Atmosphere EA category in LEED 2009. These findings are of great importance for the planning and execution of construction projects, specifically in the context of educational infrastructure, and provide valuable insights into the construction and renovation of school buildings, which can be used to enhance the safety, functionality, and aesthetic appeal of these facilities.

Interaction Effect of Management Communication and Workplace Formalization on Shared Goals and Commitment of Employees During Post-Merger and Acquisition Integration

This research analyzes the effect of management communication on shared goals and organizational commitment of employees during post-merger and acquisition integration. In addition, we examine whether a work policy in terms of formalization could moderate the effect of management communication on shared goals of employees. Survey data were collected from 209 employees at a company in the power and energy sector in Thailand which was acquired by another company. We implemented multisource data collection to prevent common method variance issues in cross-sectional surveys. Partial least squares structural equation modeling was then used to analyze the data. Based on the findings, we discovered supporting evidence confirming the positive association between management communication and shared goals. Shared goals also mediate the effect of management communication on organizational commitment. Moreover, moderating effect analysis showed that the degree to which management communication affects shared goals is stronger among employees in the work units that have high levels of formalization than those in work units that have low levels of formalization. In essence, our study provides new evidence showing that workplace formalization could be the factor that intensifies the degree to which management communication encourages employees to develop shared goals. Our research also provides some implications for human capital development and policy recommendations during organizational change.

The Impact of Work Environment on Structural Empowerment among Nurses in Governmental Hospitals.

The work environment is considered an important factor for the success of any healthcare organization that keeps upstanding and can compete with others to achieve the organization and employee's goals. This study aims to examine the effect of the workplace environment on the structural empowerment of registered nurses in governmental hospitals. A cross-sectional, descriptive survey study. The sample consisted of 405 nurses from three Jordanian governmental hospitals. Data were collected using an online self-reported questionnaire that was distributed to the participants. The questionnaire included sections on demographic characteristics, the structural empowerment scale, and the work environment scale. Data collection took place between 1 January 2023 and 15 February 2023. The participants demonstrated various levels in their perceptions of the working environment. They demonstrated a moderate perception level toward stress and work pressure, role clarity, peer cohesive subscale, and for working environment scale while they reported a low perception level on ethical, autonomy, work practices, managerial support, commitment, and social responsibility subscales. However, the nurses' work environment overall score was found to be at a moderate level (3.15 out of 5 ± 0.61). Furthermore, their structural empowerment level was found to be at a moderate level (19.40 out of 30 ± 3.68). Highly empowered nurses' work environments display higher structural empowerment. Applying structural empowerment in work environments is very important to improve nurses' performance, ensure the highest level of patient care quality, and achieve organizational goals.

Employee Performance Management: The Impact of Competing Goals, Red Tape, and PSM

Employee performance management (PM) can benefit employees, organizations, and wider stakeholders, but it is often done poorly, and public administrations pose contextual constraints to doing it well. It has inherent tensions between the goal of accountability and development, is complex, and requires alignment across both a formal administrative level and an informal psychosocial level. In public administration, three contextual factors add complexity and difficulty—competing goals, red tape and public service motivation. This study examines how line managers—a neglected group in PM studies—“do” performance management in practice. Data were collected via interviews with public sector managers in the “new public management” influenced New Zealand public sector. Competing goals and red tape make PM difficult, offer little accountability, and inhibit employee development, which often must run parallel to formal practices. They also limit managerial skill development. Failings in one practice, such as setting employee goals, impact subsequent formal and informal practices. Public service motivation provides workarounds. To work well, modern performance management could be reconstrued less as a compliance activity and more as a psychosocial process reinforced by a formal, prescribed organization system. Practical insights into barriers and opportunities, to improve performance management, are identified.

Human Capital Strategic dan Dampaknya terhadap Kinerja Karyawan: Pendekatan Literature Review

Human Capital is the main capital of the organization in supporting the achievement of organizational performance. Currently, Human Capital is an interesting thing for organizations. Every organization strives to optimize the potential of its human resources in order to achieve organizational goals, so that appropriate steps and strategies are needed regarding the application of Human Capital. The purpose of writing this article is to explore and summarize the literature review related to human capital in the company. so that it can find out alternative strategies that can be done by companies in order to improve employee performance. This article uses a literature review approach with content analysis techniques using secondary data from various journals. The results of the literature review can be conveyed that, Human Capital Management is a top priority to improve employee performance. Companies must be able to maintain and improve Human Capital systems and strategies, there needs to be a good strategy in building human capital such as by including company goals in line with employee goals and involving employees in every decision making. Employees are more likely to stay with organizations that have the same values and goals as them. The results of this study should be taken into consideration for companies in implementing Human Capital strategies as an effort to build a good organizational climate, so that it has an impact on achieving employee performance which indirectly also has an impact on competitive and sustainable company growth.

Impacts of motivation for self-development on job performance in employees of a deluxe hotel in Korea

Purpose: The aim of this study is to examine the effect of the self-development motivation of Deluxe Hotel employees in Korea on job performance.
 Design/Methodology/Approach: The current study included 332 subjects who were employees of deluxe hotels located in Korea, for whom a self-reporting questionnaire survey was performed. They were given questionnaires via a mail survey using a judgment sampling method. The selection criteria for the current study were limited to employees who were engaged in the department of foods and beverages or cuisine at deluxe hotels in Korea. Structural equation model analysis was conducted to verify the hypothesis.
 Finding: The results of this study supported the following hypotheses: “Autonomous motivation has a significant positive impact on job competency,” “Job competency has a significant positive impact on job efficacy”, and “Job efficacy has a significant positive impact on job performance.”
 Conclusion: The current results indicate that motivation for self-development is an essential factor that may raise employees’ performance and create new opportunities for an organization. Therefore, it would be mandatory to implement effective strategies for motivation and self-development and involve employees in the decision-making process. Thus, dedicated efforts should be made to harmonize an employee's goals with an organization’s goals.

РОЛЬ ПЕРЕГОВОРІВ У ВИРІШЕННІ КОНФЛІКТІВ СЕРЕД ПЕРСОНАЛУ ДЛЯ ДОСЯГНЕННЯ БІЗНЕС-ЦІЛЕЙ ПІДПРИЄМСТВА

The article explored the role of negotiations in resolving conflicts among personnel to achieve business goals of the enterprise. The main causes of conflicts in the organizational environment were analyzed, including the diversity of personal interests, values, views and goals of employees, as well as structural and external factors that can cause conflicts. The impact of conflicts on labor productivity, corporate culture and the achievement of the organization’s strategic goals was assessed. In particular, it has been shown that constructive conflict can stimulate creativity and improve decision-making processes, while destructive conflict often leads to lower productivity, higher employee turnover and emotional exhaustion. An understanding of the main types of negotiations (cooperation, compromise, dominance, avoidance, concession) and their effectiveness in various conflict situations was formed. The study found that successful negotiations require following certain stages, including preparation, establishing contacts, discussion, reaching an agreement and evaluating the results. Recommendations were also developed to increase the effectiveness of negotiations, in particular, the use of methods of active listening, building trust, flexible choice of tactics depending on the management situation. The main difficulties that managers may face during negotiations were identified, such as psychological barriers, lack of necessary skills and cultural characteristics. The limitations of negotiation effectiveness were assessed depending on the type of conflict, including conflicts of interest, personality, and structural conflicts. To overcome these challenges, a comprehensive approach was proposed, including the development of skills, overcoming psychological barriers, taking into account cultural characteristics and the use of external assistance. Thus, negotiations are an important tool for improving the effectiveness of conflict management and ensuring the sustainable development of a modern enterprise. Enterprises capable of effectively resolving internal and external conflicts respond better to changes in the market environment, make strategic decisions faster and optimize their resources.

Unveiling the Role of Hope in Fostering Organizational Citizenship Behavior

Purpose: The purpose of the study is to examine the relationship between goal attainment, employee hope, employee perception of organizational performance and their impact on Organization citizenship behavior
 Design/Methodology/Approach: The research employs a quantitative causal research design, aiming to establish causal relationships between employee hope and organizational citizenship behavior (OCB). It utilizes survey methodology to collect data from employees across various professional streams within an organization. The approach is rooted in the Affect Theory of Fredrickson's broaden-and-build theory and Social Exchange, which serve as theoretical frameworks for understanding the relationship between employee hope and OCB.
 Findings: The findings reveal significant positive relationships between both employee goal attainment and employee perception of organizational performance and employee hope. Additionally, employee perception of organizational performance and employee goal attainment are positively associated with organizational citizenship behavior (OCB).
 Implications/Originality/Value: The research findings have theoretical and practical implications. Theoretically, the study contributes to the understanding of the mechanisms underlying OCB by highlighting the role of employee hope and its relationship with other factors such as goal attainment and perception of organizational performance.

Understanding leader–member exchange on job satisfaction: while work interfaces between home and life?

PurposeThis study is aimed at decoding the impact of supportive leadership behavior (leader–member exchange [LMX]) on job satisfaction (JS) through the mediating role of the work–nonwork interface (work-to-nonwork conflict [WNC] and work-to-nonwork enrichment [WNE]), within the work-from-home context in India.Design/methodology/approach Multiphased data collected from 232 full-time working Indian dual-working parents (with one or more children) were analyzed using structural equation modeling.FindingsOverall, the hypothesized model receives empirical support from the data. LMX positively influenced WNE and simultaneously negatively influenced WNC. WNE, in turn, positively impacted JS, and WNC negatively influenced JS. Results supported only the mediating role of WNE between LMX and JS but not WNC. Women reported greater JS than men, and respondents staying in a joint family reported decreased WNC.Research limitations/implications The current study takes a multiphased, multidomain approach to understand the underlying mechanisms of leadership’s impact while working from home.Practical implications By adopting a tailored approach, organizations can ensure better alignment between employee goals and the desired outcomes of the organization. This entails considering extended family requirements and designing HR interventions and strategies that accommodate the specific challenges faced by dual-working parents.Originality/value This study helps to shed light on the sparsely researched arena of the role of leadership in the work-from-home context, more so for Indian dual-working households. Hence, it makes significant contributions to theory and practice.

Corporate Governance and Firm Performance: A Review of Theories and Models

The need for good corporate governance derives from expectation gap when the behaviours and goals of managers and other employees fall short of those of their principals and other stakeholders. In view of this, several theories and models have been put forward to explain the relationship among the parties and how their conflicting views, goals, behaviours and actions should be aligned to achieve the ultimate goal of the owners of the firm – value maximisation. This study provides elaborate perceptions into the most prominent theories and models that underpin studies relating governance mechanisms and corporate performance. Thus, academic researchers as well as students can, depending on their research objectives, use, build up or develop their theoretical underpinning(s) from these thorough frameworks.

Eğitim Yönetimi Planlamasında İnsan Kaynakları İhtiyacının Belirlenmesi Sürecinin İncelenmesi

Abstract Human resources management is a set of activities designed to increase the effectiveness of employees in an organization. In other words, it is the unit responsible for organizing and conducting activities that will mobilize human resources in the organization in the most effective way to achieve corporate goals. It is also possible to define human resources management as the management of all activities performed in order to acquire, develop, motivate and retain a high-performing workforce within an organization. Human resources management refers to the progress towards corporate excellence by integrating the growth and development goals of employees with organizational goals. Training is one of the many human resource management practices that can be used to increase the competitiveness of an organization, such as job design, personnel selection, recruitment and placement, rewarding, performance evaluation, and industrial relations. Education plays a key role in organizations, providing competitiveness and effectiveness. Competitiveness corresponds to the organization's ability to gain and maintain Sunday share in the industry, educational practices help it gain a competitive advantage over other competitors. Training applications help to serve the customers of the organization by providing knowledge and skills for their success, as well as motivating human resources to stay in the organization and provide good service. One of the most important tasks of human resources management is to ensure the recruitment of employees with self-improvement habits and to create appropriate environments for existing employees to improve themselves. Regardless of the sector, position and job description, the discipline of self-improvement will ensure that the employee is always one step ahead. Therefore, training for this is very important. The selection of people with knowledge characters who are open to development and the implementation of educational programs in this direction are among the tasks of the educational administration. Key Words: Education Management, Planning, Human Resources, Manpower

The effect of employee goal orientation on change-supportive behavior: a moderated mediation approach

PurposeBased on goal orientation theory, this study aims to examine how and when employees' performance goal orientations (PGOs) affect their change-supportive behavior in entrepreneurial firms undergoing change.Design/methodology/approachA two-wave time-lagged research design was applied to collect data from companies undergoing change in China.FindingsThe results showed that employees' performance-proving goal orientation (PPGO) was positively related to change-supportive behavior, and employees' performance-avoiding goal orientation (PAGO) was negatively related to change-supportive behavior. Openness to change played a mediating role in these mechanisms, and employees' learning goal orientation (LGO) played a moderating role.Originality/valueBy solving the mechanism of the relationship between PGOs and change-supportive behavior that has not been explored before, this study answers the question of how and when different PGOs affect support behavior.

Employee goal orientation and knowledge sharing: the moderating effect of leader boundary spanning behavior

PurposeThe research aims to examine the impacts of two different types of goal orientation, i.e. leaning goal orientation (LGO) and performance-prove goal orientation (PPGO), on employee knowledge sharing, and whether these relationships are altered by leaders' boundary spanning behavior (BSB).Design/methodology/approachA sample of 170 employees and 93 leaders were collected from South Korean organizations. Data were analyzed using path analysis.FindingsThe results demonstrated that employees with a high LGO are more likely to engage in knowledge sharing, while employees with a high PPGO are less likely to show knowledge sharing. Moreover, the findings showed that highly learning oriented employees tend to engage in knowledge sharing when they are under leaders who show active BSB.Practical implicationsTo encourage knowledge sharing between employees, organizations need to promote a mastery-structured work environment to help employees develop a stronger LGO. Also, organizations could benefit from implementing training programs for leaders that promote their BSB.Originality/valueThe research aims to provide a more articulate account for how LGO and PPGO affect employee knowledge sharing in opposite ways. More importantly, this research provides new insights regarding the role of leaders' BSB as a contextual factor in promoting employee knowledge sharing. Using social learning theory as a theoretical framework, this study indicates how employees with a high LGO learn the behaviors of boundary spanning leaders and are more willing to engage in knowledge sharing.

Pengaruh Budaya Kerja Dan Kompetensi Terhadap Kinerja Karyawan Pada Firma NISD & Rekan Jakarta Selatan

Employee performance measures the success of an organization in achieving its mission and completing a task. The work culture must be designed in such a way that it achieves the goals of the organization and at the same time realizes the individual goals of employees. Competence can affect the improvement of the performance of an employee when the employee has good competence in a professional attitude such as having a cooperative relationship with a colleague in completing a job. The research method used in this research is statistical quantitative. The population in this study is the entire employee of NISD & Partners with a total population of 36 employees. The data collection technique used is a survey method by spreading the questionnaire. The research uses data analysis methods such as validity test, reliability test, classical assumption test, double linear regression test and hypothesis test. Data analysis uses the IMB program SPSS Statistic Ver. 25. The results of this study show that work culture variables have a positive and significant influence on employee performance.

A STUDY ON THE FINANCIAL LITERACY OF EMPLOYEES AT KALPA ELECTRIKAL PVT.LTD., BENGALURU

Financial planning refers to formulating and attaining financial objectives and involves developing a holistic approach to oversee finances, assets, and resources effectively. To protect ones financial situation, fiscal mapping has evolved as an efficient instrument. This study helps to understand the factors influencing financial planning, the investment preferences of individuals towards various financial instruments, and to understand how to plan for securing the future financial goals of employees. The research conducted is descriptive in nature, the data is collected from a structured questionnaire through 75 employees, to analyse the effectiveness of financial planning strategies, investment plans preferred, preference to avail tax benefits, and financial goals prioritised by the employees. Data collected is analysed by using statistical tool like Chi-square. The overall study concludes that the most prioritized financial goal is saving for emergencies and buying property, here most of the respondents are aware of the financial planning and they review and balance their plans regularly. KEY WORDS: Financial planning, financial literacy, Investment preferences, Financial goals, Investment plans, Financial planning strategies, and Investment options to avail tax benefits.