Group Of Employees Research Articles

Employee Motivation in Contemporary Academic Literature: A Narrative Literature Review

Abstract Background Using the correct type of motivation is pivotal in triggering employees’ affirmative work attitudes, such as work performance, job satisfaction, or voluntary retention, ultimately leading to increasing the organization’s overall efficiency. Despite the ongoing academic debate, academics provide practitioners with mixed results on which motivation factors are relevant for targeted employee groups whose needs are under the economic and socio-psychological pressure of the rapidly evolving environment. Elton Mayo was the first to acknowledge these socio-psychological factors as significant motivation drivers almost a century ago. Methods Therefore, the purpose of this paper, using the narrative literature review method (supported by a systematic search strategy) on 83 articles, is to evaluate the research findings on employees’ motivation (related to their affirmative work attitudes) and to unfold the motivation theory’s advancement. Results Key motivation drivers were identified and unified into five motivation sets applicable to different employee groups. The findings also suggest that most academic works, theoretically grounded in classical motivational concepts, are quantitative analysis-based. Conclusion To increase the efficiency of employees’ performance, internal motivation or internalization of external motivation seems to be the best solution. Employees’ “floating” needs call for practitioners to be trained in techniques from psychology.

Prioritizing bicycle parking improvements: An application of the logsum approach

Increasing the number and quality of bicycle parking facilities is essential to promoting cycling. However, quantifying the benefits of such improvements is difficult and has not yet been the focus of research. Apart from rule-of-half-based approaches, logsum analysis is a method for estimating the consumer surplus of measures, reflecting actual behavior.This paper presents such an analysis of a set of measures on the RWTH Aachen University campus as a case study. Considering only the direct consumer surplus, the economic efficiency of the analyzed measures diverges significantly. The replacement of inadequate front wheel racks has the best consumer surplus-cost ratio, while the construction of bicycle parking stations has the worst. Taking into account modal shift effects and related changes in externalities and reduced demand for car parking, the cost-benefit ratios of the measures would be much higher. Even though the presented logsum approach ignores these second-order effects and focuses exclusively on economic efficiency, it is still useful in practice for prioritizing potential measures. Apart from that, the results show that groups of cyclists benefit differently from certain types of measures depending on their student status, employee group, and the resale value of their bicycle. Additionally, the analysis emphasizes the importance of including informal parking when modeling bicycle parking behavior.

Lessons Learned from the Greek Economic Crisis and the Changes in Organizational Behavior, Focusing on Motivation and Leadership Issues. The Case of Greek Structural Design Engineers

The modern business operates in an ever-changing environment that is strongly influenced by technological, political, social, economic, and scientific issues. Their future and success are based on their ability to manage properly and to develop their human resources. Because of the economic crisis that started on 2008 the work environment worldwide changed in a great number of organizations. This sudden change of organization generated new topics in the field of organizations. Leadership and motivation in the workplace are two of them. The current work paper focuses on the in-depth analysis of a small group of employees (qualitative research) in a workplace with a strong influence from the Greek economic crisis. In the first part is presented the social and working face of Greece, the timeline of Greek crisis and its consequences. Empirical research conducted within the changing environment, its results, conclusions, and recommendations complete the current paper. The outcome highlights the need of efficient leadership, communication, and intrinsic motivation within the economic crisis environment.

دور القيادة التحويلية في تعزيز الالتزام والولاء للموظفين في القطاع الخاص في محافظة الرياض

This study aims to explore the role of transformational leadership in enhancing commitment and loyalty among employees in the private sector in Riyadh Province. Transformational leadership is considered a style of leadership that relies on building strong and sustainable relationships between leaders and followers, encouraging participation in decision-making, and fostering innovation and creativity. Riyadh Province, with its diverse array of companies and institutions across various sectors, provides an ideal environment for investigating this topic. The research methodology includes a review of literature related to transformational leadership and its impact on employee commitment and loyalty, as well as data collection through surveys distributed to a random group of employees in several private companies in Riyadh Province. The data were analyzed using advanced statistical methods to understand the relationship between transformational leadership variables and the level of commitment and loyalty among employees. The results of the study indicate that transformational leadership plays a crucial role in enhancing employee commitment and loyalty in the private sector in Riyadh Province. The study also shows that key factors contributing to the success of implementing transformational leadership include supportive organizational culture and strong managerial direction. Based on these findings, the study provides practical recommendations for leaders and managers in the private sector in Riyadh Province on how to enhance transformational leadership and use it effectively to achieve organizational goals and enhance employee satisfaction and loyalty. Thus, the study contributes to a deeper understanding of the role of transformational leadership in improving performance and enhancing commitment and loyalty among employees in the private sector in Riyadh Province, and provides a practical framework for achieving this in the current work environment.

The Influence of Cultural Background on Employment Behavior

Cultural background plays an important role in the organizational environment and has a wide and profound impact on employee behavior. Based on the cultural dimension theory proposed by Hofstede, this article attempts to explain more clearly from a theoretical perspective the predictable effects that different cultural backgrounds may have on cooperation in cross-cultural teams. This article also refers to a research report that investigated the cross-cultural after-sales team of "DM Company". It attempts to use this study as an example to explore the impact of different cultural backgrounds on sales work in cross-cultural teams, and to explore the impact of other cultural backgrounds on work. This paper aims to explore the impact of cultural background on employee behavior, including communication style, decision-making style, work attitude and so on. By analyzing how different cultural backgrounds shape employee behavior, it can help organizations better manage diverse employee groups and improve work efficiency and employee satisfaction.

USING CLUSTERING ALGORITHMS FOR COMPANY PERSONNEL SEGMENTATION

This research thoroughly examines the importance and potential of applying clustering algorithms in the context of human resource management. It is noted that personnel segmentation is a strategic component for companies of any size and industry, as it allows for more effective adaptation of management strategies to the needs and characteristics of different groups of employees. It is emphasized that clustering algorithms can automate the segmentation process, providing objective and consistent results. Various types of clustering algorithms are described in detail, including their principles of operation and application peculiarities in the context of personnel management. In particular, it is highlighted how clustering can be based on different criteria such as skills, professional experience, motivation, and others, and how these clusters can be used to improve hiring processes, career planning, performance evaluation, and personnel development. Successful case examples of implementing clustering algorithms in human resource management practices are also provided, demonstrating their positive impact on company efficiency and strategic development. Finally, the need for further research in this area is emphasized to refine personnel segmentation methodologies and expand their application in various business sectors. This research conducted a cluster analysis of a dataset with marketing data using three different clustering methods: k-means, DBSCAN, and agglomerative clustering. The results of the evaluation showed that DBSCAN demonstrated the best performance both with the full and reduced dataset, indicating its effectiveness in identifying densely populated clusters with irregular distributions of points. In contrast, the k-means method proved to be less effective for data with irregular distributions and outliers. Agglomerative clustering yielded moderate results but was found to be vulnerable to outliers and demanding in terms of computational resources. Overall, the study allows us to conclude on the effectiveness of different clustering methods in identifying data structures in marketing research.

The Impact of Exclusive Talent Management Philosophy on Employee Engagement in ABC Company

This study investigates the effects of exclusive talent management philosophies on employee engagement within Company ABC, a multinational private healthcare corporation. The research focuses on how talent management strategies influence employees' levels of engagement. Company ABC, facing significant business challenges due to its dominant exclusive talent management strategy, emphasizes external recruitment and the development of a small group of high-potential employees. This approach has led to a decline in morale, employee engagement, and perceptions of fairness, as employees feel undervalued and overlooked. Primary data were collected through surveys administered to 104 Company ABC employees, ranging from entry-level to junior managers. The study employs quantitative analysis to assess the relationship between the company's talent management philosophy and employee engagement levels. Pearson Correlation technique was used to analyze the data. Findings reveal a negative correlation between exclusive talent management and employee engagement, indicating that a focus on a small group of employees can lead to feelings of exclusion and decreased motivation across the workforce. The thesis concludes with recommendations for Company ABC to transition to a more inclusive talent management approach. It advocates policies ensuring fair and equal treatment, development opportunities for all employees, and a culture that values diversity and inclusion. These changes are expected to enhance overall engagement, satisfaction, and organizational performance, aligning talent management with long-term business success.

Report Evaluating Safety Culture at UiT

The system of safety associated with lab and fieldwork at UiT The Arctic University of Norway’s Tromsø campus is in serious need of improvement. A volunteer working group of employees evaluated current safety conditions at NT-faculty and beyond, and found a wide range of issues with many overlapping causes. This report contains their findings related to three overarching problem areas: communication, accountability, and training; as well as a range of topical safety areas such as chemicals, fieldwork, and biohazards. The report concludes that significant reform is needed from the top and at all levels to prevent both physical injury and further damage to the working environment.

Financial Record Keeping and Sustainable Growth of Agribusiness Enterprises in Rwanda: A Case Study of Moozays Dairy and Crop Farm Limited

Maintaining valid financial records is critical to making informed decisions about its operations. With no clear record-keeping incentives, farmers should miss important data on income, expenses, profitability, and financial health. The main objective of this research study was to assess the effects of proper financial record-keeping and sustainable growth of agribusiness enterprises in Rwanda (case study: Moozay’s Dairy and Crop Farm Limited). The specific objectives of this study included assessing the effect of purchase bookkeeping on sustainable growth of agribusiness enterprises in Rwanda, analyzing the effect of sales bookkeeping on sustainable growth of agribusiness enterprises in Rwanda, and determining the effect of cash bookkeeping on sustainable growth of agribusiness enterprises in Rwanda. This study is based on agency theory, double-entry bookkeeping theory, and accounting theory. A mixed-methods research design of descriptive and correlational studies was employed to collect both quantitative and qualitative information for analysis. The primary data were gathered by distributing questionnaires to a randomly chosen group of employees working in the finance department at Moozay's Dairy and Crop Farm Ltd. The targeted population of this study was equal to 100 respondents, and the sample population of this study is equal to 80 respondents. The data analysis procedure involved both quantitative and qualitative processes. Purchase book keeping (β=0.248, t=2.654), sales book keeping (β=0.330, t=3.321), and cash book keeping (β=0.337, t=3.331) indicate that for every one-unit increase in these variables, there is a corresponding increase in the sustainable growth of agribusiness enterprises in Moozay's Dairy and Crop Farm Limited. Furthermore, the significance values (Sig. 0.010, 0.001, 0.001) associated with these financial record-keeping variables are all notably below the typical significance level (0.05), demonstrating their strong statistical significance and emphasizing their significant roles in contributing to the sustainable growth of agribusiness enterprises in Rwanda. Also, the findings showed an R value of 0.855, an R square value of 0.731, and an adjusted R square value of 0.720, which indicates that the model adequately accounts for 73.1% of the variation in project success. Overall, Moozay's Dairy and Crop Farm Limited's research revealed strong agreement among respondents about the significant impact of financial record-keeping, which includes purchase, sales, and cash book keeping, on the sustainable growth of agribusiness enterprises in Rwanda. The study recommended Moozay's Dairy and Crop Farm Limited to provide periodic training and capacity building for staff to enhance cash bookkeeping practices in agribusinesses in Rwanda. Moozay’s Dairy and Crop Farm Ltd. is recommended to set policy action to enforce financial record keeping. Additionally, lawmakers should pass and strictly enforce a law on financial records in agribusinesses and other businesses. Moozay’s Dairy and Crop Farm Ltd. should be highly concerned about purchase bookkeeping as one of the tools to improve and increase its financial performance.

Knowledge sharing behavior of service sector’s employees to attain sustainable development goals

PurposeThe purpose of this study is to get an understanding regarding the clusters of middle management employees on the basis of their knowledge sharing behaviour. Designing knowledge sharing behaviors with a distinct focus for a specified group of employees can be an effective and productive one. As it is often argued that the cluster of employees labeled as “middle management” is the key player for knowledge sharing behaviors – a subject of this study that intends to contribute to management strategy to enhance organizational effectiveness and subsequently to its knowledge sharing phenomona.Design/methodology/approachCluster analysis was adopted as key tool as a part of quantitative method to accumulate the data from 597 employees who are working within the middle management of service sector located in the union territory of India named Jammu and Kashmir.FindingsThree distinct segments namely – “knowledge sharing adepts (KSA),” “knowledge sharing scrupulous (KSC)” and “knowledge sharing servitudes (KSE)” as the prime domains of knowledge sharing behavior are identified.Research limitations/implicationsTo draw a narrow focus, the study was limited to the service sector of a union territory in India, hence the findings may not be generalized. Furthermore, as knowledge sharing behavior of individuals is always evolved out of social and historical practices, findings of this cross-sectional study should ideally be needed to be updated time to time through further research.Practical implicationsCluster dynamicism of knowledge sharing behavior based on the differentiated and specified group of employee functions distinctly which in turn increases the organizational productivity with a particular focus on the mid-management of the service sector – a key managerial implication of this study.Originality/valueTo the best of the authors’ knowledge, this research paper is the first of its kind in Jammu and Kashmir adding value to the international literature in the area of knowledge sharing behaviors of service sector.

Focusing on diversity in a Multicultural employee group—The case of an Engineering Consultancy in London

Despite the increasing research on work diversity, diversity itself remains an ambivalent term due to the various and in some cases even conflicting ways in which scholars conceptualize its nature (Janssens & Zanoni, 2005). A Literature Review of the relevant literature illustrates four main streams. The first one considers diversity as a concept with static nature and treats it as a measurable variable (Cox, 1993) while the second addresses the dynamic, socially constructed nature of diversity (Barinaga, 2007). A third stream of research explores both the dynamic and multiple nature of workgroup diversity while the last school acknowledges the dynamic, shifting relationship between the diversity categories focusing on issues of inequality and discrimination (Holvino, 2010).The aim of this study is to contribute to the current diversity research by exploring from an a posteriori direction how the employees in a multicultural group perceive their group diversity during their everyday working life. In doing so, a research is conducted in engineering consultancy, to explore how the employees actively construct their workgroup diversity. Above research, drawing on the assumption that reality is social construction (Berger & Luckmann, 1966) shows diversity and identity as socially constructed concepts that should be identified from an a posteriori direction. The research questions guiding the narrative analysis shows that members’ differentiation is dynamic and changes over time during their everyday project group life.

Modelling employee retention in small and medium-sized enterprises and large enterprises in a dynamically changing business environment

Purpose This study aims to explore the holistic context of organisational staff retention in small, medium and large organisations. It also aims to identify the factors affecting the retention of organisations of different sizes. Design/methodology/approach The study implements an empirical test of a model created during previous research with the participation of 511 employees. The responses to the online questionnaire and the modelling were analysed using the partial least squares structural equation modelling method. The models were tested for internal consistency reliability, convergent and discriminant validity, multicollinearity and model fit. Findings Two models were tested by organisation size, which revealed a total of 62 significant correlations between the latent variables tested. Identical correlations were present in both models in 22 cases. After testing the hypotheses, critical variables (nature of work, normative commitment, benefits, co-workers and organisational commitment) were identified that determine employees’ organisational commitment and intention to leave, regardless of the size of the organisation. Research limitations/implications As a result of this research, the models developed are suitable for identifying differences in organisational staffing levels, but there is as yet no empirical evidence on the use of the scales for homogeneous groups of employees. Practical implications The results show that employees’ normative commitment and organisational commitment are critical factors for retention. Of the satisfaction factors examined, the nature of work, benefits and co-workers have a significant impact on retention in organisations, so organisational retention measures should focus on improving satisfaction regarding these factors. Social implications The readers of the journal would appreciate the work, which highlights the significance of employee psychology and retention for organisational success. Originality/value The study is based on primary data and, to the best of the authors’ knowledge, is one of the few studies that take a holistic approach to organisational staff retention in the context of the moderating effect of organisational size. This study contributes to a comprehensive understanding of the phenomenon of employee retention and in contrast to previous research, examines the combined effect of several factors.

How to Sustain Healthcare Process Improvement in Heterogenous Teams? Evidence from a Systems Dynamic Model

This research investigates how to sustain process improvement (PI) initiatives in healthcare. Despite the abundant knowledge on PI, we know very little on why and how PI sustains over time. This is particularly true in the context of heterogeneous frontline teams of physicians and nurses with different operational characteristics such as attrition rates, skill sets, training, and goals. Our study builds a model that simulates the mutual, dynamic interaction of these stakeholders with each other and with processes with different characteristics in the presence of endogenous management prioritization. We build confidence in the model by calibrating it to data from PI teams at several family medicine clinics at a large US Midwestern healthcare system. The computational experiments performed using data from these teams yield several important insights for theory and practice. First, we find that process metrics, which are leading metrics related to the day-to-day functioning of the units, and outcome metrics, which are lagging metrics often tied to the unit's bottom line, are both critical for the functioning of the PI teams. Emphasizing one over the other can reduce sustainability while a mixed case in which one group of employees is incentivized to leading and another group to lagging can create a regime that is more effective in many scenarios. Second, we find that management interventions that improve short-term PI gains generally also reduce the likelihood of long-run sustainment. Third, we find that attrition and turnover among the team members affect sustainability of PI initiatives and reducing turnover for one class of employee, which attends lagging metrics, facilitates sustainment while reducing it for the other class, which attends leading metrics, can hinder sustainment. We conclude by discussing these implications to the practice of PI among healthcare teams.

Do minimum wages crowd out union density?

AbstractMinimum wage legislation has spread across rich democracies in recent decades in response to rising inequality and in‐work poverty. However, there are concerns that state regulation of wages could reduce incentives to join a union. We empirically test this crowding out hypothesis, using (1) an event‐study macro‐level analysis of trade union density in 19 advanced capitalist countries between 1960 and 2017 and (2) a multi‐level analysis of 32 countries (1981−2020) where we use individual‐level union membership as dependent variable. We find no evidence that statutory minimum wage adoption crowds out union density. We also test whether the most vulnerable groups of employees (young, low‐skilled and low‐income) have a lower propensity to join a union when a minimum wage is introduced but find no effect either.

K-Means Clustering Segmentation Model Using SPSS: A Case Study at Komuka Cafe Customers

Post pandemic has led to a significant and rapid increase in the growth of the cafe business. Every year, many new cafes emerge with different and unique concepts, intensifying competition in the cafe industry and necessitating continuous innovation for cafe entrepreneurs. Previously, Komuka has always highly recommended Google Reviews to prospective customers. This has caused Komuka's market share to stagnate and not experience meaningful growth. This research aims to enhance the marketing strategy of Komuka Cafe by applying K-Means cluster analysis for customer segmentation. Through data collection from Komuka's Cafe customers and klaster analysis using SPSS, the study identifies three main customer klasters: Single Employee, Married Employee, and Single Student. The detailed marketing strategy focuses on the Single Employee group because this cluster has the lowest assessment of Komuka Cafe. In this research, the author uses the Marketing Mix model 6Ps as a framework analysis to make strategy suggestions that need to be maintained and developed including Product, Place, Promotion, People, Process, and Physical Evidence. This research provides the preferences and behavior of Single Employee groups, Komuka Cafe can improve its 6Ps marketing strategy to increase competitive advantage, customer satisfaction and loyalty, as well as increase the revenue.

Re-engineering human resources to raise morale: An analytical study of the opinions of a group of employees in the Iraqi Drilling Company - Transportation and Machinery Maintenance Department

يهدف البحث الحالي إلى التعرف على دور إعادة هندسة الموارد البشرية في رفع الروح المعنوية للعاملين ، ولغرض تحقيق هدف البحث تم اتباع المنهج الوصفي التحليلي و استخدام البرنامج الاحصائي (Spss,v.23) لتحليل البيانات و التي تبين رفع الروح المعنوية للعاملين بفعل إعادة هندسة الموارد البشرية ، تم تحديد مجتمع البحث في شركة الحفر العراقية / قسم النقل و صيانة الاليات , و أخذت عينة عشوائية ب (98) استمارة ممثلة لمجتمع حجمه (200) عامل و تم تحديدها وفق المصدر (Krejcie&Morgan:1970:607) ومن خلالها توصل الباحث إلى مجموعة من الاستنتاجات من أهمها ( وجود علاقة تأثير قوية بين اعادة هندسة الموارد البشرية و الروح المعنوية الذي يؤشر انعكاس طردي بنسبة قوية لظهور ارتفاع في الروح المعنوية للعاملين في شركة الحفر العراقية – قسم النقل و الصيانة ) أما التوصيات فأهمها (على الشركة الاهتمام بتوفير برامج تدريبية و تطويرية للعاملين لبناء قاعدة مرنة لمتطلبات اعادة هندسة الموارد البشرية) .

PsyCap Training: Increasing the Psychological Capital of Company X Employees in Facing the Era of Disruption

Psychological capital is a psychological construct encompassing self-efficacy, optimism, hope, and resilience, which are core factors that contribute to the emergence of positive organizational behavior (POB) or measurable, developable, and channelable positive behavior in an organization. Developing psychological resources becomes crucial for facing challenges and changes during an era of IT industry disruption. This research examines the effectiveness of a PsyCap training program in increasing the psychological capital of Company X employees in facing the disruption era. The quantitative research method with a quasi-experimental research design was used to measure changes in values during the intervention (pretest-posttest). A purposive sampling technique was used to select 60 subjects based on their level of psychological capital characteristics. The PsyCap training program was designed based on Luthans’ theoretical framework, utilizing treatment instruments in the form of a PsyCap training module. Data analysis involves two types of analysis: descriptive analysis and parametric statistical analysis using the paired sample t-test. The research findings reveal a comparison of the level of psychological capital between experimental and control groups, with a gain score value of .001 (less than .05) and a sufficient level of effectiveness (66 percent). The results of this research suggest that PsyCap training treatment on an experimental group of employees at Company X is effective for enhancing psychological capital. As a suggestion for future researchers, it is recommended that they be more cautious in controlling the presence of extraneous variables.

Assessing the individual effects of different job satisfaction facets on the job performance of qualified employees in the unique conditions of the construction industry

Job performance is crucial to success in the labor-intensive and competitive construction industry. Unlike previous studies, this research focused not only on the overall job satisfaction and job performance relationship but also provided enhanced insights into the relationship between employee satisfaction levels with different aspects of their jobs and the individual impacts of each of these on the employee’s overall job performance in a comprehensive manner by presenting the survey findings of 394 skilled laborers, engineers/architects, and managerial staff in the Turkish and North Cyprus construction markets. A further contribution of the current study is differentiating among various categories of construction professionals for potential approach variations in the analysis of the defined relationship. Both job satisfaction and job performance vary considerably based on different employee categories. The lowest job satisfaction and job performance were recorded by skilled laborers, while the greatest ones were recorded by engineers/architects, and there was a strong positive correlation between job satisfaction and performance across all respondent categories. Regression analysis findings revealed “workload conditions” as the only strong predictor of job performance existing in all three categories, indicating a need to reconsider the heavy workload tradition available in the construction industry. The distinct difference between the job satisfaction facets that predicted job performance in various employee categories was a noteworthy finding. This suggests that organizations may benefit from categorizing their employee groups, concentrating on each group’s distinct approach, and developing tailored strategies in response. Strikingly, numerous strong predictors of job performance identified in this research may be improved without significant investment, giving the organizations a competitive edge. This study provides a guide for construction organizations in identifying the key job satisfaction facets to prioritize while implementing tailored strategies to improve the job performance of three types of crucial construction professionals.

Problems of differentiation in the codes of labor laws of the RSFSR and the Labor Code of the Russian Federation

The article addresses the problem of codification of special labor law norms, justifies the importance of their consolidation in the sectoral code. The domestic historical experience of codification through the prism of differentiation is investigated. Trends in the differentiation of legal regulation of labor relations in the modern period are analyzed. The shortcomings of the Labor Code of the Russian Federation in terms of labor regulation of certain categories of employees are shown, options for solving this problem are considered. The need for differentiation in a codified act of labor law is due to the nature of labor in certain areas, as well as the special concern of the state for certain groups of employees. The Code is the main sectoral act, it must contain special norms in order to meet the requirements of completeness and consistency. In the four Russian labor codes, the issue of differentiation was resolved in different ways. With each new codification, the legislator, relying on the experience gained, approached this issue more consistently, while there was also a «field» for criticism. The task of optimal construction of special labor and legal norms is also relevant for the Labor Code of the Russian Federation, in modern conditions the relevance increases due to the increase in atypical employment. It is important, retaining in the codified act a special chapter on the features of labor, to establish uniform approaches to its regulation in relation to the main professional groups and spheres. At the same time, it is inappropriate to reflect in the code the features of labor affecting the specialization of a particular profession, turning the act of codification into a collection of instructions. The legislator should also consider the issue of consolidation in art. 2 of the Labor Code of the Russian Federation, devoted to the principles of legal regulation of labor relations, the principle of differentiation.

LEADERSHIP STYLE ON JOB SATISFACTION MODERATED BY EMPLOYEE COMMITMENT

Leadership is the process or ability of a person to lead, direct, and influence other people or a group of people in achieving a certain goal or vision. Leadership involves various aspects, including decision making, communication, problem solving, motivation, and developing a vision or direction for an organisation or group. The objective of this study is to evaluate the leadership style that can be adopted by a leader. This study will be conducted to examine the relationship between leadership style and job satisfaction for different groups of employees. Through a detailed review of relevant scientific literature, this study will explore whether the effect of leadership style on job satisfaction is stronger for employees with high work commitment compared to those with low work commitment. The scope of this study is for individuals who work in service and real estate companies, focusing on the problem of intense competitions between major companies and how to distinguish themselves from the rest. At the beginning of this study, this article will use literature review to find the research gap in this field whether local or international. It is hoped that the results of the study in this writing will be able to provide evidence to the gaps in previous studies. This study will be carried out by providing analysis to individuals involved as department or company leaders. The significance of this study will be able to prove that the issue of leadership is a broad and important topic in aspects of life, and the understanding of what leadership is can vary according to the context and approach used in the organisation. Results demonstrate that diverse leadership approaches effectively navigate fierce competition and enhance company efficacy.