Harmonious Working Environment Research Articles

Hospital policies as a tool to reduce gaps between ethnic groups of employees and patients

Abstract Background As diverse organizations, hospitals require an inclusive culture that respects and promotes ethnic diversity. Violence, a threat to this diversity, hampers effective organizational functioning. Our study delves into the positive influence of cultural diversity policies and communication about violence on the perception of the hospital’s atmosphere regarding ethnic differences among health employees. It enhances hospital labor relations and mitigates the risk of workplace violence. Methods 372 hospital employees with an average tenure of 6.5 and an average age of 38 filled out an online close-ended questionnaire (83% are Israeli Jews, 68% are female). 91% report working closely with people from different ethnic origins. Respondents ranked the atmosphere in the hospital regarding ethnic differences between employees and patients, the hospital’s cultural diversity policy, and organizational communication about violence. Data were analyzed by SPSS 28. Results Positive correlations were found between variables. A positive atmosphere was significantly related to the hospital’s cultural diversity policy (r=.14, p=.002) and to organizational communication about violence (r=.22, p< .001). However, the regression analysis (with control variables age, sex, and managerial role) revealed that despite employees acknowledging the hospital’s efforts to address diversity and violence, these factors only predict 10% of the variance of the hospital atmosphere [F(5, 366) = 8.346, p < .001; R²=.10]. Conclusions The hospital should increase actions that will improve the ethnic atmosphere in the hospital. Understanding how the encounter, where employees and patients from diverse ethnic backgrounds interact, influences the hospital’s atmosphere is crucial. These interactions can lead to tensions and offensive behaviors toward employees if not managed well. Hospitals can create an inclusive and harmonious work environment by addressing these tensions. Key messages • A cultural diversity policy and communication are necessary to maintain harmonious working relationships. It is essential, particularly in health organizations characterized by ethnic diversity. • Reducing the perception of ethnic differences may increase well-being and decrease violence. While hospitals often don’t prioritize these issues, this study forefront their influence and importance.

Human Resource Management Based On Islamic Values At Madrasah Aliyah Nurul Qarnain In Facing The Challenges Of The Digital Era

In order to meet the difficulties of the digital age, this study intends to examine how Islamic educational institutions apply Human Resource management based on Islamic principles.. This study uses a qualitative method with a case study approach on an educational institution that applies Islamic principles in human resource management, such as trust, justice, and excellence. The research results show that the integration of Islamic values in human resource management significantly improves the performance, loyalty, and satisfaction of educators. However, the challenges in digital literacy are still felt by most educators, even though institutions have provided regular technology training. The implementation of a collaborative culture through deliberation has proven effective in enhancing innovation and the involvement of educators in the decision-making process. The use of digital technology tailored to Islamic values, such as sharia-compliant human resource management applications, also strengthens aspects of transparency and justice in institutional management. In conclusion, Human Resource management based on Islamic values, supported by digital technology, is capable of improving performance quality and creating a harmonious work environment that is relevant in addressing the challenges of the digital era.

Digital Transformation and Efficiency of Sharia-Based HR Management on MSME Performance with Organizational Culture Moderation: A Quantitative Study in Cileungsi

Digital transformation has become a crucial factor in enhancing the competitiveness of micro, small, and medium enterprises (MSMEs) in the era of globalization. Digital technology enables MSMEs to innovate, improve efficiency, and expand markets. However, many MSMEs face challenges in adopting this technology, such as limited resources and resistance to change. Sharia-based human resource management (HRM), which emphasizes justice and welfare, can provide solutions in creating a productive and harmonious work environment. This study aims to fill the gap in the literature regarding the interaction between digital transformation and Sharia HRM on MSME performance, with the moderation of organizational culture. The research method uses a quantitative approach with a case study on MSMEs in Cileungsi, involving 100 randomly selected respondents. Data were collected through questionnaires and analyzed using SEM-PLS. The SEM test results show that digital transformation and Sharia HRM have a significant effect on MSME performance. Organizational culture has a strong moderating role, strengthening the positive impact of digital transformation and Sharia HRM on MSME performance. The results indicate that the integration between digital transformation and Sharia HRM, supported by a strong organizational culture, can enhance productivity, operational efficiency, as well as employee satisfaction and motivation. This study emphasizes the importance of adopting digital technology and applying Sharia principles in HRM to improve MSME performance, with organizational culture as an essential supporting factor. These findings provide practical guidance for MSME actors in developing strategies that improve efficiency and employee welfare.

A human resources and legal risk management framework for labour disputes in the petroleum industry

The petroleum industry is vital to many economies but is often plagued by labor disputes that can disrupt operations and affect profitability. This paper proposes a comprehensive Human Resources and Legal Risk Management Framework specifically tailored for managing labor disputes in the petroleum sector. The framework integrates human resource management practices with legal compliance measures to minimize risks associated with employee relations and disputes. The framework emphasizes proactive measures, including effective communication, employee engagement, and training programs designed to foster a collaborative workplace culture. By implementing conflict resolution strategies and grievance handling procedures, organizations can address issues before they escalate into disputes. Additionally, the framework underscores the importance of adhering to labor laws and regulations to mitigate legal risks. Key components of the framework include risk assessment tools that identify potential areas of conflict, alongside mechanisms for monitoring labor relations. By leveraging data analytics, organizations can better understand employee sentiment and predict possible disputes, allowing for timely interventions. Furthermore, the framework advocates for establishing a clear legal compliance structure, ensuring that all practices align with local and international labor laws. The integration of human resources and legal considerations not only enhances organizational resilience but also fosters a positive workplace environment. It is crucial for organizations in the petroleum industry to recognize the interdependence of HR practices and legal obligations, as failure to address labor disputes effectively can lead to significant financial losses and reputational damage. In conclusion, this framework offers a structured approach to managing labor disputes, promoting organizational sustainability in the petroleum sector. By aligning human resource strategies with legal risk management, companies can create a harmonious work environment that ultimately contributes to their long-term success.

Exploring the Relationship between Dispute Resolution and Organizational Performance: An Empirical Study on the Impact of Communication Climate

Ineffective communication is a dominant source of instability and significant worker dissatisfaction in the manufacturing industry, including the readymade clothing sector. Workers’ dissatisfaction at the workplace creates labor unrest. Consequently, productivity may be significantly affected by labor unrest, which is an inevitable component of any industrial operation. A harmonious work environment, free from conflicts among employees, should be a focus for every successful organization. This research suggests that the communication climate be implemented as a resolution technique for workplace disputes. Data was collected through structured questionnaire surveys and random sampling in this quantitative research. Data was obtained from the readymade garment factories in Bangladesh. One hundred twenty employees participated in the survey. Statistical Package for the Social Sciences (SPSS) was used to analyze the data. According to the research, the primary cause of poor business performance at the workplace in the sector is due to inadequate communication. Additionally, the investigation assessed the industry's employees' perspectives regarding the advantages of communication climate in dispute resolution. This study finds a positive correlation between dispute resolution techniques and the communication climate. Pluralist theory served as the theoretical foundation for the investigation in order to substantiate the notion that it provides resources such as knowledge, constructive criticism, and opportunities for growth of the sector.

Leveraging Generational Differences in the Gastroenterology Workforce to Promote Satisfaction and a Harmonious Work Environment

Leveraging Generational Differences in the Gastroenterology Workforce to Promote Satisfaction and a Harmonious Work Environment

BALANCING ACT: Effective Stress Management For A Harmonious Work Environment. Elevate Your Workday, Stress Less Achieve More!

In today's fast-paced and dynamic work environment, stress management is key to creating a harmonious and productive workplace. Workplace stress is not only a challenge but also an opportunity to improve personal well-being and professionalism. This research aims to explore practical and proven stress management strategies that can improve the quality of the workday and work outcomes. Based on the Systematic Literature Review (SLR), practices such as mindfulness and programs such as Mindfulness-Based Stress Reduction (MBSR) are proven to reduce emotional exhaustion and improve employees' psychological well-being. In addition to individual stress management, these strategies also positively impact team dynamics by reducing interpersonal conflict and encouraging collaboration. However, implementation of stress management practices in the workplace often faces barriers such as resistance to cultural change and insufficient support from management. Overcoming these barriers requires a comprehensive approach that involves education, training, and the development of supportive policies. An organizational culture that prioritizes mental health and leadership that emphasizes employee well-being is critical to the long-term success of workplace stress management techniques. By integrating these strategies, this research aims to empower individuals and organizations to control stress, increase job satisfaction, and achieve professional goals more effectively.

Analysis of Conflict Management and Internal Communication on Employee Satisfaction in Creative Industries in Indonesia

This study examines the impact of conflict management and internal communication on employee satisfaction within the creative industries in Indonesia. Utilizing a quantitative research design, data were collected from 150 employees using a structured questionnaire featuring a Likert scale ranging from 1 to 5. The analysis was conducted using Structural Equation Modeling-Partial Least Squares (SEM-PLS 3) to test the proposed hypotheses. The findings indicate that effective conflict management significantly enhances employee satisfaction, with clear and consistent internal communication further amplifying this effect. Additionally, internal communication was found to moderate the relationship between conflict management and employee satisfaction, highlighting its critical role in fostering a positive work environment. These results suggest that fostering a harmonious work environment and promoting transparent communication channels are crucial for improving employee satisfaction in the creative sector. This study contributes to the literature by providing empirical evidence on the relationships between conflict management, internal communication, and employee satisfaction, offering valuable insights for practitioners and policymakers aiming to enhance organizational performance in the creative industries.

Psychological contract and turnover intention in luxury hotels

Human resources are critical assets in the hotel industry, and retaining employees is crucial for the sustainable development of hotels. To reduce employee turnover, the study aims to explore the role of psychological contract and emotional labor on turnover intention. Data from an online survey of 743 employees of luxury hotels in China were analyzed using structural equation modeling (SEM). The results show that employer relational psychological contracts (p < 0.001), employee relational psychological contracts (p < 0.001), and employer transactional psychological contracts (p < 0.01) have an impact on turnover intentions. The study also finds that employee transactional psychological contracts (p > 0.05) do not affect turnover intentions. Furthermore, employee-employer relational psychological contracts (p < 0.01) significantly influence emotional labor, whereas employer transactional psychological contracts (p > 0.05) do not. Emotional labor (p < 0.01) significantly affects turnover intentions. The connection between psychological contracts and turnover intentions is also mediated by emotional labor. These results imply that luxury hotels should prioritize employees’ emotional well-being, create a harmonious work environment, and enhance employee loyalty. This paper provides valuable insights that may reduce turnover and foster sustainable development within the hospitality sector.

Evidence of Horizontal Violence in Healthcare Settings: A Narrative Review.

In the professional realm, the healthcare sector stands out as one of the most susceptible to violence. One notable manifestation of this is violence among colleagues, commonly referred to as horizontal violence, which has garnered significant attention in recent times. To delve deeper into this phenomenon across various categories of healthcare professionals, a comprehensive search was conducted on PubMed, Scopus, and CINAHL, resulting in the inclusion of 13 articles. The findings of this narrative review illuminate how horizontal violence can manifest in both physical and psychological forms and how it often becomes normalized among the healthcare professionals who endure it. Particularly vulnerable to such occurrences are recent graduates and those with limited professional experience. Furthermore, it has been observed that horizontal violence has detrimental effects on the well-being of those subjected to it, as well as on the quality of patient care delivered. Considering preventive measures, numerous studies emphasize the pivotal role of effective departmental leadership in fostering a harmonious work environment. Despite the largely underreported nature of this phenomenon, the conclusions drawn in this study advocate for a deeper exploration of the dynamics surrounding horizontal violence, with the goal of devising targeted strategies to mitigate its occurrence.

The Role of Works Committee in Government Industrial Establishments of defence Sector for Building Harmonious Working Environment

The Role of Works Committee in Government Industrial Establishments of defence Sector for Building Harmonious Working Environment

Emotional intelligence at the heart of customer orientation: the front-office bank employee perspective

PurposeThis study aims to discern and refine the role of emotional intelligence (EI) in the development of customer orientation among banking employees in Morocco. This analysis seeks to enhance understanding about the significance of this emotional skill within the Moroccan banking sector.Design/methodology/approachThe research embraces an interpretivist philosophical perspective to gain insight into the subjective meanings and experiences of study participants. The methodology employed is qualitative, involving data collected from semi-structured interviews conducted with 21 front-office bank employees. The analysis of the data was conducted through employing thematic analysis.FindingsThe findings of this study conclude that emotional intelligence fosters and stimulates customer orientation for bank employees. The perception, understanding and effective management of emotions – both those of the contact personnel and their customers – enable employees to better comprehend customer reactions. They experience heightened empathy through the impact of accumulated professional experience, adapt their behaviors according to the emotional state of the customer, maintain a positive relationship with them and ultimately gain their confidence.Originality/valueThis study offers clear theoretical explanations and conceptualizations that have identified and linked pertinent literature on the topic. It focuses on a salient subject, investigating how emotional intelligence influences the customer-oriented behavior of front-office bank employees. Notably, this study represents one of the first attempts to explore this relationship within the Moroccan context. As a result, it contributes to the enhancement of managerial practices and human resource policies, thereby fostering a more productive and harmonious working environment.

Techniques for Managing Employee Relations and Conflict Resolution within the Workplace

This study has demonstrated practical ways to confront employee relations and conflict resolution within workspaces. Empirical research and data analysis are the focal themes of this research as it looks into the role of employee relations and dispute resolution in the enhancement of overall organizational performance. Such results highlight the significance of a pre-emptive attitude towards conflict management and the use of theoretical frameworks to solve the existing problems top-down when it comes to improving the atmosphere in the work environment. Managing employee relations and resolving conflicts within the workplace requires a proactive and structured approach to maintaining a harmonious work environment. Key techniques include fostering open communication through regular meetings and feedback sessions and ensuring transparency and fairness in all dealings. Training managers in conflict resolution skills and emotional intelligence is crucial, as these competencies help in identifying and addressing issues before they escalate. Implementing mediation and negotiation practices as formal mechanisms can also be effective. Additionally, establishing clear policies and procedures that outline acceptable behavior and the steps for resolving disputes is essential. Ultimately, promoting a culture of respect and inclusivity aids in minimizing conflicts and enhancing employee relations.

A Study on the Employees Relationship Management in Software Sector

This study delves into the dynamics of employee relationship management at software sector, aiming to analyze the strategies, challenges, and overall effectiveness of the company’s approach to fostering positive relationships with its workforce. Software sector recognizes the paramount importance of nurturing strong employee relationships in a competitive business landscape. This study explores the company’s initiatives in this regard, acknowledging the significance of a harmonious work environment for employee satisfaction and organizational success. The research approach was surveys; Employee feedback, HR policies, and management practices were scrutinized to gain a comprehensive understanding of how software sector manages and cultivates relationships with its workforce. The findings reveal that software sector, has implemented several commendable practices to enhance employee relationships. Note worthy aspects include transparent communication channels, employee recognition programs, and a supportive work culture. However, challenges such as remote work dynamics and the need for continuous adaptation to diverse employee needs were identified. Software sector, demonstrates a commitment to fostering positive employee relationships. The company’s existing practices serve as a solid foundation, but ongoing efforts are recommended to address emerging challenges and ensure sustained employee satisfaction and productivity.

Internalization Strategies of Company Culture: A Case Study of Ex-Employees of Chevron Pacific Indonesia Transitioning to Pertamina WK Rokan

In today’s business world, organizational changes are frequent and are often motivated by variables like as mergers, acquisitions, and strategic realignments. These transitions sometimes include substantial alterations in the company’s culture, which can pose obstacles and offer possibilities for employees, especially those who are moving across businesses. This study examines the methods used by PERTAMINA WK Rokan in order to assimilate the former workers of Chevron Indonesia and to adopt the business culture of PERTAMINA WK Rokan which is AKHLAK as they transition between the two companies and post-transition. It sheds light on the challenges and intricacies involved in assimilating to a new work culture during and after change in management. Cultural integration plays a crucial role in organizational changes, impacting employee morale, productivity, and ultimately, the effectiveness of the business. When employees switch from one organization to another, they carry their values, beliefs, and work habits with them. These may or may not match the existing culture of the new firm. Gaining insight into how individuals embrace the process of transitioning between cultures is crucial for promoting effective integration and cultivating a harmonious work environment.

Strategies to Increase Employee Engagement and Job Satisfaction by Paying Attention to the Needs and Preferences of the Millennial Generation

This research aims to explore effective strategies in increasing employee engagement and job satisfaction, with attention to the needs and preferences of the millennial generation. In the era of globalization and rapid technological development, the millennial generation has become the main component of the workforce. Therefore, understanding their characteristics and expectations is crucial to creating a productive and harmonious work environment. Method The research used in this research is the literature review method to collect and analyze data from various academic sources that are relevant to the research topic. The results of the research are (1) Using and implementing appropriate technology, companies can meet the expectations of the millennial generation, so they can improve employee engagement and job satisfaction millennial generation, (2) Companies that pay attention to work flexibility can be an effective strategy in increasing employee engagement and job satisfaction of the millennial generation in the workplace, (3) By providing meaning in work and contributing it can have a positive impact on increasing employee engagement and job satisfaction millennial employees, (4) For companies that pay greater attention to work-life balance as an effort to improve employee engagement and job satisfaction millennial employees, and (5) BAn open feedback force will improve communication and build trust, which will ultimately improve employee engagement and job satisfaction millennial employees.

Workplace Ostracism Through The Lens Of Reciprocity Theory

Establishing a healthy co-worker relationship is the heart of developing a harmonious working environment. The area of organizational behavior has paid less attention to workplace ostracism (WO) which can have a negative impact on the workplace environment. It is an important issue in the workplace that needs to be further investigated and studies on this issue are diverse and large. Thus, this paper comprehensively reviews the literature related to WO in two aspects. Firstly, it discusses counterproductive work behavior (CWB) as an implication of ostracism from the perspective of reciprocity theory. Secondly, to investigate emotional intelligence (EI) potential to mitigate ostracized employees from acting defensively at work. This paper reveals that CWB emerged as a toxic behavior due to WO. Meanwhile, positive EI can prevent employees from ostracizing others. Addressing this issue can reveal that CWB can potentially lead to ostracizing behavior and EI as a reducing factor to the relationship.

Perception and needs: a qualitative study on sense of job security among nurses in central and western China

AimsTo explore nurses’ perceptions of sense of job security and their needs to improve it.DesignA descriptive qualitative study employed an in-depth, in-person interview from February to April in 2021. The...

A Study on Employees Perception Towards the Quality of Work Life

Work-life balance is considered to be important for both, business practice and academic research. The literature shows that work-life balance is a central issue affecting wellbeing, as family and work are the most important elements of everyone’s life. Work life balance from the employee viewpoint: the dilemma of managing work obligations and Personal/family responsibilities. Research suggests that improving the Balance between our working lives and our lives outside work can bring real benefits for Employers and employees.In the dynamic landscape of the Information Technology (IT) industry, employees often find themselves navigating a delicate balance between their professional responsibilities and personal lives. The concept of work-life balance has gained considerable attention in recent years, as organizations recognize the importance of fostering a supportive and harmonious work environment. This study aims to explore how employees perceive their work-life balance. By examining factors such as workload distribution, job autonomy, support from supervisors, and the availability of work-life balance programs, this research seeks to identify areas where improvements can be made to enhance the overall quality of work life for employees. The findings of this study will provide valuable insights that can inform the development of strategies and policies to promote a healthier work-life balance within the organization.

Examining The Role Of Ethical Leadership On Employee Work Ethic, Ocb And Performance In Marketing Departments Of Universities In West Java

Ethics is critical issue at work environment. Several previous studies depicted that with ethical leadership, a harmonious work environment can be formed and it leads to better performance. This study aims to analyze the relationship between ethical leadership on work ethic, OCB (Organization Citizenship Behaviour) and employee performance in the Marketing Department of Higher Education in West Java. The population in this study were employees in the Marketing Department of Higher Education in West Java Indonesia. This research is categorized as a quantitative study with primary data obtained through questionnaires distributed to 180 employees of the Marketing Department of Higher Education in West Java. The analysis in this study used the Structural Equation Modeling (SEM) method with SmartPLS software. The results of the analysis in this study state that ethical leadership influence positively on work ethic, on OCB, and on performance in the Marketing Department of Higher Education in West Java. This study also confirms the significant influence of work ethic and OCB on the teaching performance of the employees. From the results of the research, higher education managers can develop ethical leadership so that an ethical work environment expands, OCB practices increase, and the performance of Marketing Department employees improves.