Organizational Goals Research Articles

Employee Salary Prediction in HRMS Using Regression Models

The study uses regression models to examine AI model engagement in employee salary prediction. Salary prediction is significantly critical for both employees and employers. Employees try to get maximum benefit for the services they provide, and employers emphasize achieving organizational goals through optimized employee salaries. Inconsistency in employee salaries may cause organizations financial losses and organizational objectivity failure. Historically, salary was determined by historical data, market surveys, and personal judgment, which often resulted in inconsistencies and biases. With the availability of large datasets from Human Resource Management Systems and advanced machine learning algorithms, there is an opportunity to enhance the fairness of Salary Prediction. To overcome this problem in organizations, we have proposed a regression model for salary prediction with a promising accuracy rate of 99% with regression models. The methodology includes data processing steps including EDA, data standardization, feature correlation, and feature engineering to enhance the accuracy of the models. This study used Random Forest Regressor, Gradient Boosting Regressor, and Light Gradient Boosting Machine Regressor models for employee salary prediction. This research paper provides a valuable understanding of HR analytics for HR professionals and organizations for salary prediction of employees in an organization. Also, this research investigates the use of Machine learning algorithms to predict employee salaries while comparing employee performance and eliminating biases. The aim is to develop robust, data-enriched frameworks in HRMS for organizations for accurate and transparent salary prediction.

The Role of Effective Communication in Leadership: A Comparative Analysis of English Language Skills and Management Strategies

Communication is central to leadership and determines how organizations function and how employees are motivated. Therefore, this research paper aims at comparing English language ability, and management skills, and other elements of leadership. This paper undertakes a qualitative approach wherein the authors review literature and numerous case studies from diverse industries to explore the role of English language proficiency in facilitating leaders to articulate a vision, mobilise people and get things done. At the same time, the paper considers how different managerial approaches, including transformational and transactional leadership, depend on communication to be executed. High English language proficiency improves the message clarity and interpersonal communication, but it is the ability to find and implement effective management approaches that promotes creativity, teamwork, and effectiveness when working in a global environment. The present study demonstrates the co-dependency of language skills and strategic management for the accomplishment of organizational goals and aims.

The Effect of Implementing Servant Leadership Practices on the Adoption of Digital Transformation for Companies in the Telecommunications Sector

This study aims to analyze the effect of implementing servant leadership practices on adopting digital transformation among employees at Algeria Telecom’s commercial agencies in Laghouat. The independent variable, Servant Leadership, is explored through five dimensions: Moral Love, Empowerment, Humility, Vision, and Trust. Conversely, the dependent variable, the Adoption of Digital Transformation, is assessed through three dimensions: Operational, Relational, and Transformational. To fulfill the objectives of this research, a questionnaire was developed and administered to a sample of 74 employees. The data were analyzed using SPSS software version 25. To test the hypotheses, the study employed Structural Equation Modeling via Partial Least Squares (PLS-SEM) and the Bootstrapping method of testing the hypotheses of the study, through the Smart -PLS (4) software. The findings reveal that servant leadership practices notably influence the adoption of digital transformation among employees, with significant effects observed specifically in empowerment and trust, which recorded probability values of 0.008 and 0.024, respectively. In contrast, the dimensions of Moral Love, Humility, and Vision were found to exert no significant effect, as their probability values were 0.388, 0.183, and 0.167, respectively, which are above the significance level of 0.05. Based on these results, the researchers propose several recommendations: granting a portion of decision-making autonomy to employees to foster empowerment, encouraging teamwork towards common organizational goals, streamlining communication channels for efficient information delivery, and enhancing trust and job satisfaction through both material and moral incentives within the organization.

Impact of Motivational Factors on Employee Performance on Banking Industry in Nepal

This research investigates the impact of motivational factors on employee performance within the Nepalese banking industry, a sector critical for the nation's financial stability and economic growth. Recent growth in Nepal's banking sector, driven by factors such as increased financial inclusion and technological advancements, underscores the need for a highly motivated and productive workforce. Employee performance, defined as the measurable contribution of an individual to organizational goals, is crucial for maintaining a competitive edge. This study explores the relationship between motivation and performance, drawing on need-based theories, goal-setting theory, and social cognitive theory, while considering Nepal's unique socio-cultural context. This study investigates the impact of intrinsic and extrinsic motivational factors on employee performance within the banking sector in Nepal. Data were collected from 350 respondents across various banks through online surveys, with a pilot test conducted to ensure clarity and reliability. The survey assessed both types of motivational factors and their influence on employee performance. Demographic analysis provided key insights into the participant pool, enhancing the understanding of the sample's characteristics. The findings underscore the importance of both intrinsic factors, such as job satisfaction and professional development, and extrinsic factors, including competitive salaries and job security, as key motivators for employee performance. Additionally, the study highlights the influence of cultural values, such as collectivism and respect for hierarchy, in shaping employee motivation in Nepal. By employing a descriptive research design and rigorous methodological steps, including statistical analysis using SPSS, this study provides a comprehensive understanding of the motivational landscape in Nepal's banking sector. The insights gained can guide banks in developing effective strategies to enhance employee motivation and performance, contributing to the overall success and growth of the industry.

Work Perceptions by Italian Nurses: Implications for Managers at the Point of Care.

The aim of this article is to report on Italian nurses' perceptions of their performance and work-related behaviors. The data for the study were derived from a questionnaire that included the items from the Individual Workplace Performance Scale, which was distributed via the internet during March 2021. The analysis of the responses found that women complained more about their work than men. Older nurses reported concerns about keeping up-to-date; they also thought that they carried out their work more efficiently than younger nurses and that they were better able to come up with creative solutions for new problems. The nurses who had been working for 6 to 10 years reported feeling more vulnerable in their positions. Further research is needed to help nurse managers manage their staff and reach their organizational goals.

Implementation Of New Mexico's 'No Behavioral Health Cost Sharing' Law: A Qualitative Study.

Out-of-pocket spending is a long-standing challenge for privately insured people. New Mexico passed the first US law prohibiting private insurers from applying cost sharing to behavioral health treatment, effective January1, 2022. We examined the perceptions of key informants, including clinicians, insurers, and state officials, about implementing the No Behavioral Health Cost Sharing law to explore how it might affect downstream outcomes such as spending and access. The law was viewed favorably and implemented without much difficulty. Clinicians noted widespread positive impacts, particularly for those needing intensive treatment. However, they worried about workforce capacity and the exclusion of people covered under self-insured employer plans, which are exempt from state regulation under the Employee Retirement Income Security Act (ERISA) of 1974. Insurers found the law to be in alignment with their organizational goals, but they expressed concern about the administrative burden caused by increased reviews of claims, and some were monitoring for unintended consequences (for example, waste and fraud) that could lead to increased premiums. Engagement strategies were needed to inform eligible members and facilitate enrollment in eligible plans. The law provides a potential model for states to improve access to behavioral health care, but impacts may be limited by factors such as workforce, awareness, and federal ERISA constraints.

Why Do We Try to Dodge Difficult Decisions?

This article explores why leaders often try to avoid or delay making difficult decisions, and provides strategies for overcoming hesitancy. Common reasons for avoidance include the desire to maintain superficial harmony, fear of being wrong, and prioritizing personal comfort. However, the article argues that decision-making is a core leadership responsibility, and avoidance does more harm than good over the long run. A systematic decision process is recommended to replace fear and groupthink with diligent analysis. Key steps include clearly defining problems, gathering diverse input, establishing evaluation criteria, brainstorming options, objectively weighing pros and cons, piloting top options, following through on implementation, and reviewing outcomes. While uncomfortable in the short term, facing challenges directly can strengthen leadership and empower sound determinations that further organizational goals. With practice, leaders gain confidence in their ability to handle uncertainties through a disciplined decision-making framework.

Organizational Ethics and Employee Productivity of Microfinance Banks

The study empirically examined the organizational ethics and employee productivity in Microfinance banks in Cross River State, Nigeria. Descriptive and correlational research designs were employed in the study. Data for this study were gathered from primary source and through structured questionnaire from the respondents of the microfinance banks in Cross River State. The study employed Pearson Product Moment Correlation analysis to measure the relationship between the variables tested in the study. Based on the analysis of the results, the finding was summarized; thus, there was a significant relationship between organizational ethics and employee productivity. The study recommended that management should create a healthy work environment where employees can be motivated towards productivity. Also, efforts should be made to ensure and observe etiquette and ethical conduct within work centers for the expected goals of the complex organization to be attained.

Exploring the Positive Impact of Secure Base Leadership: Work Engagement as a Mediator in Fostering Organizational Identification and Resilience

This article examines the theory and research surrounding secure base leadership and its influence on key organizational outcomes such as employee work engagement, organizational identification, and resilience. Secure base leadership is defined as a relationship-oriented style that provides employees with a sense of safety, support, and direction. Through satisfying basic psychological needs, secure base leadership is shown to cultivate higher work engagement among employees. It also fosters stronger identification with organizational values, goals, and mission. Additionally, secure base leadership plays an integral role in building individual and collective resilience capacities, enabling adaptation to changes and challenges. The brief then discusses practical implications for how organizations can develop secure base leadership approaches through training, recognition programs, mentorship, and modeling from senior leaders. Cultivating these relationship-building skills may help organizations to develop engaged, committed workforces with an adaptive ability to withstand difficulties and thrive.

Economic Analysis of National Program for Hepatitis C Elimination, Israel, 20231.

In 2021, the Israel Ministry of Health began a national hepatitis C elimination program. Implementing a World Health Organization goal, Israel's program involved targeted screening, barrier minimization, workup simplification, awareness campaigns, and a patient registry. We evaluated program costs for testing and treatment. By May 15, 2023, the program had identified 865,382 at-risk persons, of whom 555,083 (64.3%) were serologically screened for hepatitis C virus (HCV), which was detected in 24,361 (4.4%). Among 20,928 serologically positive patients, viremia was detected in 13,379 (63.9%), of whom 10,711 (80%) were treated, and 4,618 (96.5%) of 4,786 persons receiving posttreatment HCV RNA testing had sustained virologic response. We estimated costs of ₪14,426 (new Israel shekel; ≈$3,606 USD) per person whose HCV infection was diagnosed and successfully treated. The program yielded screening and treatment in almost two thirds of the identified at-risk population. Although not eliminated, HCV prevalence will likely decrease substantially by the 2030 target.

Investigating the Dynamics of Workforce Stability: The Influence of Perceived Employability on Career Resilience, Task Performance, Learning Agility and Employee Retention

The main purpose of this study is to analyze the complex interrelationships among perceived employability, employee task performance, employee retention, career resilience, and learning agility to cover this knowledge gap and provide HR practices and policies supported by evidence that can increase service sector development and contribute to Saudi Arabia's economic goals. The study used a cross-sectional quantitative design and conducted an online survey of employees in the service sector of Saudi Arabia. Snowball sampling was used during the data collection, and 403 usable responses were collected and utilized for data analysis. Data analysis techniques included descriptive statistics, Pearson correlation, and composite assessment analyses were conducted through SPSS 28. For hypothesis testing, the PLS-SEM model was used through SmartPLS4. R2adj, standardized root means square residual, Normed fit index, and Q2predict were used for model evaluation. The research findings highlighted the importance of perceived employability which is positively related to task performance and retention and show the need for organizations to train their employees so that they are characterized by career resilience and learning agility, which relate positively on their task performance and their retention within the Saudi service industry. Acquiring knowledge and understanding regarding these relationships is essential to develop targeted practices and policies to improve employee outcomes and elevate the organization's competitiveness in an economy undergoing rapid transformations. This study's findings provide practical implications regarding human resource management and organizational development strategies in Saudi Arabia that will support future research by enhancing perceived employability, building career resilience, developing employee task performance, improving learning agility, and ensuring a higher rate of employee retention, realizing the significance of each element in developing organizational goals and success. Keywords: perceived employability, employee task performance, employee retention, career resilience, learning agility.

Powering reputation: Employee communication as the key to boosting resilience and growth in the U.S. Service Industry

The U.S. service industry, a critical pillar of the national economy, faces unprecedented challenges in maintaining resilience and achieving sustainable growth in a rapidly changing market. This review article argues that the key to overcoming these challenges lies in strategic employee communication, positioning it as a vital driver of organizational reputation and, consequently, economic resilience and growth. By examining a broad range of literature, this review highlights the transformative power of internal communication in shaping an organization's public image and fostering a culture of trust, engagement, and loyalty among employees. The article dissects the role of employee communication in empowering workers to act as brand ambassadors, whose interactions with external stakeholders can significantly enhance corporate reputation. It underscores how transparent, consistent, and well-crafted communication initiatives can align employees with organizational goals, creating a unified workforce that is both resilient and adaptable in the face of economic fluctuations. This alignment not only strengthens the internal fabric of the organization but also translates into a stronger, more credible public image, which is crucial for sustaining growth in a competitive and often volatile service sector. Moreover, the review explores the ripple effects of effective communication on organizational resilience. It details how companies that prioritize open and strategic communication are better equipped to navigate crises, retain top talent, and innovate in response to market changes. In this context, employee communication is not merely a tool for internal cohesion but a strategic asset that directly influences a company's ability to thrive in the U.S. service industry. The article concludes by emphasizing the imperative for service industry leaders to recognize and harness the potential of employee communication as a lever for boosting reputation and, ultimately, economic resilience and growth. As the service industry continues to evolve, those organizations that master the art of internal communication will be best positioned to lead, innovate, and succeed in an increasingly competitive marketplace. This review positions employee communication not just as an operational necessity, but as the cornerstone of a resilient and growth-oriented organizational strategy in the U.S. service industry.

The Future of Performance Management: Shifting from Annual Reviews to Continuous Feedback

Abstract: The landscape of performance management is undergoing a significant transformation, moving away from the traditional model of annual reviews toward a more dynamic and continuous feedback approach. This shift is driven by the need to adapt to the rapidly changing work environment, where agility, employee engagement, and real-time performance improvement are becoming increasingly critical. This chapter explores the evolution of performance management, examining the limitations of annual reviews and the growing demand for more frequent, constructive feedback mechanisms. Continuous feedback not only fosters a culture of ongoing development but also aligns employee objectives with organizational goals in realtime, enhancing overall productivity and job satisfaction. The discussion highlights the technological advancements, such as performance management software and AI-driven analytics, that are enabling this shift, making it easier for organizations to implement and sustain continuous feedback systems. Additionally, the chapter delves into the challenges and considerations that come with this transition, including the need for managerial training, the potential for feedback overload, and the importance of maintaining a balanced approach that supports both individual growth and team collaboration. Through a combination of theoretical insights and practical case studies, this chapter provides a comprehensive overview of the future of performance management, offering actionable strategies for organizations looking to foster a more responsive and employee-centric work culture. The move toward continuous feedback represents not just a trend but a fundamental rethinking of how performance is managed, with the potential to significantly enhance both individual and organizational success in the modern workplace

Selection of Marketing Staff Using Simple Additive Weight and VIKOR Algorithm

In today’s rapidly evolving technological landscape, decision-making processes within organizations are increasingly relying on advanced computational methods to enhance efficiency and accuracy. This is particularly relevant in human resource management, where selecting suitable candidates for key positions is critical. Traditional methods of staff recruitment often rely on subjective assessments, which may lead to biases and inconsistencies. To address these challenges, this study proposes the use of the Simple Additive Weighting (SAW) and VIKOR (Vise Kriterijumska Optimizacija I Kompromisno Resenje) algorithms as multi-criteria decision-making tools for selecting marketing staff. The SAW method offers a straightforward approach by assigning weighted scores to various criteria. In contrast, the VIKOR method provides a ranking system that considers ideal and compromise solutions for candidate selection. Integrating these two algorithms makes the selection process more objective and data-driven, reducing the risk of human error and improving overall decision quality. This paper outlines implementing the combined SAW-VIKOR model in the marketing staff recruitment process, highlighting its potential to optimize candidate evaluation and selection. The results demonstrate that utilizing these algorithms enhances the decision-making process, leading to better alignment of selected staff with organizational goals. This approach is valuable for organizations looking to leverage technology in their recruitment strategies.

Exploring Soccer Coaching Methods: Design and Validation of a Measurement Instrument

Soccer coaches, although not prominently featured in the foreground, are essential to the outcomes of the sport. They are key figures between athletes and organizational goals. Choosing, retaining, and developing the greatest athletes is the cornerstone to a successful coaching career. The aim of this study was to develop and validate a questionnaire that was determine the characteristic soccer coaching styles. A experimental study involved the participation of 207 soccer coaches (B, A and PRO UEFA coaching license). The questionnaire comprises 14 themes and consists of 65 items designed to evaluate soccer coaching styles, developed from the updated Leadership Scale for Sport. The validation of the developed instrument in this empirical study was conducted using two procedures: (1) factor analysis (PCA with oblique rotation) and (2) an internal consistency assessment (Scale Reliability Analysis – Cronbach's Alpha). Nineteen significant factors were extracted, and they are as follows: Player contribution to the game system; Cooperation/ Opinions; Implementation of coach's requirements; Teaching; Motivation; Conflict resolution; Informations; Sanction; Expressing an opinion; Error correction at own discretion; Highlighting the good and bad sides of players; Instructions; Team goal setting; Highlighting positivism/ negativism; The coach's personal expectations; Team solutions; Strategy creation; Social support; The influence of the team on coaching decision-making. By analyzing the data, it was determined that “B” football coaches are characterized by the coaching style "positive feedback", “A” soccer coaches by the "training and instructor" and "positive feedback" styles, while “PRO” coaches are characterized by the "positive feedback" style and a slightly lower frequency by the "training and instructor" style. Using only one coaching/leadership style is certainly a limiting factor, as different situations require different coaching approaches.

Post-project financial auditing as a continuous improvement tool for SMEs

Post-project financial auditing is a critical tool for ensuring transparency, accountability, and financial accuracy within small and medium-sized enterprises (SMEs). As SMEs navigate project-based operations, it is essential to assess the financial outcomes of completed projects to inform future decision-making and resource allocation. This review explores the role of post-project financial auditing as a continuous improvement tool in SMEs, highlighting its ability to enhance financial discipline, improve cost control, and promote long-term financial sustainability. By examining key aspects of project revenues, expenditures, and profitability, post-project financial audits provide insights into financial performance that are essential for strategic planning. These audits help identify budget deviations, resource misallocations, and cost inefficiencies, enabling SMEs to adjust future financial planning and project management practices. In doing so, audits contribute to refining budgeting processes, promoting data-driven decision-making, and reducing financial risks in subsequent projects. The review also emphasizes the benefits of post-project auditing in fostering a culture of financial responsibility within SMEs. Through the audit process, SMEs can strengthen internal controls, monitor compliance with financial regulations, and ensure that project outcomes align with organizational financial goals. Additionally, the integration of audit findings into future financial strategies enables SMEs to continuously improve their profitability, mitigate risks, and enhance overall financial stability. Despite the clear advantages, challenges such as resource constraints, data management issues, and limited audit expertise can hinder the adoption of post-project audits in SMEs. The review offers practical recommendations to address these challenges, advocating for the use of scalable audit frameworks, digital tools, and ongoing staff training to support effective auditing practices. Ultimately, post-project financial auditing represents a vital mechanism for driving continuous improvement and ensuring the financial resilience of SMEs in an increasingly competitive marketplace.

Innovative Marketing Services in Business Practice

Businesses embrace a tremendous shift towards service-dominant logic in order to achieve and sustain advantage. To expand its influence, marketing needs to take on a service lens as well. The customer-centric approach tries to position value generation with processes that al-low customers to „get things done”, which is linked with a quest for innovation. Modern marketing takes an integrative approach – by trying to link various channels, touchpoints, and customer relationships – which both caters to organizational goals and fulfils customer expec-tations and aims at persuading and affecting behaviors rather than attitudes. The paper reports the theory of marketing service innovation and examines research data on how enterprises use marketing services, how they define their innovativeness, and perceive them as value generators. The authors break marketing services into advertising ser-vices and market-research services. Intense competition characterizes both. The analysis co-vers small, medium, and large companies in Poland. The main conclusions are: (a) the level of service innovativeness depends on a company context (its size, scope of operations, and busi-ness locations); (b) enterprises evaluate marketing services which they can access as generally innovative and potentially beneficial.

Collaborating with C-Level Executives to Align Security with Business Goals: How Strategic Security Initiatives were Integrated with Broader Business Objectives

A link between cybersecurity and the organization's objectives is crucial in contemporary business. With the advancement of technology, today's digital transformation has enshrined cybersecurity not as a technical problem but as an essential tool for business competition. This paper aims to understand how cybersecurity professionals work alongside C-level executives to ensure security mirrors organizational goals and objectives. By beginning with business objectives in mind, emphasizing communication, and incorporating security into transformation projects, cybersecurity can be positioned to align with business goals to support business advancement. The paper also identifies Risk management according to business risk appetite, business continuity management, and regulatory compliance as essential framework components. Rapid threat intelligence and innovative tools such as cloud security and Zero Trust Network Access (ZTNA) are key examples of how protection can precede business initiatives. This collaboration shields business operations against cyber risk and advances competitive advantage by strengthening consumers' perceptions and optimizing business functions. Therefore, with the ever-advancing threat environment to its systems, organizations must embrace AI-driven threat sensors, automated compliance solutions, and effective incident response. Finally, cybersecurity must be recognized as one of the main enablers that drive innovation and business growth and allow companies to succeed in safe digital environments. The paper offers practical advice to cybersecurity professionals on communicating with the board and other executives, thereby achieving the organizational security culture necessary to succeed in the long run.

Pengembangan Alat Ukur Budaya Organisasi Pada Kontingen Garuda Pasukan Perdamaian PBB

Developments in science and technology that occur in the world bring changes to human life. The change will ultimately bring higher tension to each individual. In order for organizational goals to be carried out properly, support from management is needed. This study aims to examine the extent to which the validity and reliability of Organizational Culture. The impact on personnel carrying out assignments to UN peacekeeping forces, so they can provide an overview and input to the organization in build its organizational culture, to increase success in assignments. The process includes completing the construct of measuring instrument by reducing the dimensions to a number of indicators, creating items that represent indicators from each existing dimension, and conducting an expert review. Furthermore, the researchers collected data using online questionnaire, on a sample of the assignment unit with a total sample of 125 people consisting of various positions. This research was tested with a high Chronbach's Alpha value, so it can be said that the organizational culture measuring instrument has ideal reliability. From the results of calculating Item Response Theory, it is obtained proportion at a good value, it can be said that the item is suitable for use. The results of the confirmatory factor analysis show the relationship between dimensions of Organizational Culture meets the requirements, for model fit and factor loading values ​​of Organizational Culture can be said to be good. Thus the measuring instrument of organizational culture is reliable and valid to use.

Performance Management Systems and Employee performance in Selected Ministries in Enugu State, Nigeria

The broad objective of this study is to investigate performance management systems and employee performance in selected ministries in Enugu state, Nigeria. Two hypotheses were formulated in line with the objectives of the study. The study adopted a descriptive research design and survey method for data collection. The population of the study was 637. The study sampled the entire population due to the size of the studied population. The instrument for data collection was a structured questionnaire. Data presentation was on tabulated frequency and statistical Mean Score. Hypotheses were tested using a t-test. The results of the findings revealed that Performance planning has significant positive effects on employee performance levels in selected ministries in Enugu state(this is where the t-value = -796.442, and p-value = 0.00); that performance target setting systems do significantly drive positively employee performance level (where t-value = -295.988, and p-value = 0.00); and that Performance monitoring does significantly propel positively employee performance rate (where t-value = -128.604, and p-value = 0.00). The study, therefore, recommends that the Enugu state government should prioritize PMS through proper planning of work and work-related activities by adopting a friendly work environment and by setting clear, measurable goals, setting achievable goals for individuals and organizations; continuously monitoring the level of goal achievement and providing feedback.