Higher Employment Research Articles

Reducing sickness absence among public-sector healthcare employees: the difference-making roles of managerial and employee participation.

Evaluations of organizational-level interventions to prevent work-related illness have identified enabling factors, but knowledge of necessary and sufficient conditions for intervention success is needed. The aim was to identify difference-making factors that distinguish intervention groups with and without a positive intervention effect on sickness absence. An organizational-level intervention designed to decrease sickness absence by providing support from process facilitators was implemented at eight healthcare workplaces in Sweden between 2017 and 2018. We applied coincidence analysis (CNA) to analyze 34 factors and determine which factors were necessary and sufficient for a successful implementation of tailored interventional measures on an organizational level (dichotomous) and reduced sickness absence (trichotomous). Two factors perfectly explained both the presence and absence of a successful implementation: "a high sense of urgency" and "good anchoring and participation from the strategic management". The presence of either of these factors alone was sufficient for successful implementation, whereas the joint absence of both conditions was necessary and sufficient for the absence of successful implementation and an intervention effect. In addition, high employee participation was both necessary and sufficient for a high intervention effect. For organizations without high employee participation, successful implementation led to a medium-effect size. This study identified participation as a difference-maker in the implementation process. Participation from different stakeholders turned out to be important in different phases. When implementing organizational-level interventions, high participation from both strategic management and employees appears to be crucial in terms of the intervention's effect on sickness absence.

“Boss, I am gonna to quit!!!” The resignation experiences of hotel employees in Vietnam

The hospitality industry has been confronted with the problem of attracting and retaining high quality employees while employee turnover is a continuous challenge. The purpose of this study is to explore the experiences of hotel employees in the resignation process in Vietnam. This study also adds on to the steps in the Mobley Model. A qualitative approach, 16 in-depth interviews were conducted, and data were analyzed. This study findings supported the Mobley Model and extended the model by furnishing a comprehensive picture of hotel employees’ resignation experiences in Vietnam. A study that explored the experiences of the resignation of Vietnamese hotel employees to understand the whole process as well as to identify the possible actual reasons affecting their resignation decision throughout their experiences.

Workplace design in Indonesian manufacturing small and medium-sized enterprises: Review and further research

Abstract Workplace design is an essential process for the manufacturing industry to realize a low manufacturing cost with high productivity and competitive advantage, as well as high employee performance and well-being. Although research on workplace design in the Indonesian manufacturing industry began more than 20 years ago, workplace conditions in the manufacturing industry, especially in small and medium-sized enterprises (SMEs) in Indonesia, have remained subpar, with high material handling costs. This review article aims to evaluate recent research on workplace design in the Indonesian manufacturing SMEs and explore possible directions for further research. The results of this review indicate that the research on workplace design in Indonesian manufacturing SMEs is mostly focused on the department area (micro-level), using systematic layout planning methods to improve material handling activities. Even though environmental conditions are unfavorable with low levels of occupational safety and health, research that consider these two in the process of designing workplace in Indonesian manufacturing SMEs is still limited. This review also shows the possibility of developing an integrated workplace design by involving environmental ergonomics and occupational safety and health in manufacturing SMEs.

Pengaruh Performance Orientation, Learning Orientation, dan Trust in Supervisor terhadap Job Performance di Vosco Grup

The café business is currently mushrooming, causing business competition to become increasingly fierce and demanding high employee performance, including the Vosco Group, which is a well-known café group in the city of Malang. The purpose of this research is to determine the influence of Performance Orientation, Learning Orientation, and Trust in Supervisor on employee Job Performance at Vosco Group. Through a study of all 51 Vosco Group employees, quantitative data from the results of distributing questionnaires was analyzed using SEM-PLS. The research results show that the influence of Performance Orientation is the strongest compared to Learning Orientation and Trust in Supervisor. However, the influence of these three factors is equally significant so it cannot be ignored.

Servant leadership and knowledge employee performance: the mediating role of employee innovative behavior in knowledge-based firms

PurposeThe purpose of this paper is to examine the relationship between servant leadership, employee innovative behavior and knowledge employee performance in knowledge-based firms.Design/methodology/approachA quantitative approach was used to conduct the present study. The respondents were sampled from knowledge-based firms in Iran. Overall, 726 knowledge employees in 121 firms were selected using convenience sampling. A confirmatory factor analysis was conducted to ascertain the validity and reliability of the observed items, and a structural equation model was employed for testing the hypotheses.FindingsIn the studied firms, servant leadership has a significant effect on employee innovative behavior. Moreover, the findings of this study show that firms that enhance their employees’ innovative behavior have higher knowledge employee performance.Research limitations/implicationsThe study was conducted in knowledge-based firms in Iran. Therefore, our conclusions may not be applicable to other countries. Future studies should be carried out with samples from other contexts.Practical implicationsWe found that servant leadership is conducive to employee innovative behaviors, and this effect leads to high knowledge employee performance. Accordingly, knowledge-based firms’ leaders should encourage employees’ innovative behavior through stimulating employee thriving at work, supporting employees’ development and empowering them with decision-making discretion.Originality/valueThis study contributes to advance research on servant leadership literature by linking servant leadership to knowledge employee performance in knowledge-based firms through employee innovative behavior as a mediator.

Kepemimpinan Transformasional, Kompensasi Finansial, dan Lingkungan Kerja: Menelusuri Pengaruhnya terhadap Turnover Intention pada Klinik Dina Akupuntur & Beauty Care di Surabaya & Sidoarjo

The development of technology in the digital era has significantly impacted human resource management (HRM), particularly concerning the high employee turnover that is a primary concern in HRM. This research explores the influence of factors such as transformational leadership, financial compensation, and work environment on employees' turnover intention, aiming to assist companies in designing effective strategies to retain quality employees amidst dynamic market changes. The research object is Dina Acupuncture & Beauty Care Clinic in Surabaya & Sidoarjo. This research involves the entire population of Dina Acupuncture & Beauty Care Clinic in Surabaya & Sidoarjo, totaling 60 individuals. Data collection is carried out using both primary and secondary methods, incorporating interviews, questionnaires, and literature reviews. The research methodology employed is quantitative. Data analysis employs multiple linear regression techniques, and a Likert scale is utilized for sampling. Analytical tests encompass validity, reliability, normality, multicollinearity, heteroskedasticity, F-test, and t-test. Furthermore, data processing is conducted using SPSS software version 25. The research results indicate that the t-test produces a t-value of -3.548 for transformational leadership, which is smaller than the critical t-value of -2.003. Meanwhile, for financial compensation, the t-value is 5.392, exceeding the critical t-value of 2.003. Similarly, for the work environment, the t-value is -4.538, which is smaller than the critical t-value of -2.003. All variables exhibit significance below 0.05. Partially, transformational leadership and the work environment have a significant negative influence on turnover intention. On the other hand, financial compensation has a significant positive impact on turnover intention. The F-test yields an F-value of 23.775, surpassing the critical F-value of 2.77, with a significance of 0.000 < 0.05. This indicates that collectively, transformational leadership, financial compensation, and the work environment significantly influence turnover intention. Based on the results of this research, it can be concluded that independent variables, such as transformational leadership and the work environment, partially have a significant negative impact on the dependent variable, namely employee turnover intention. Meanwhile, financial compensation partially has a significant positive influence on turnover intention. Collectively, the independent variables, including transformational leadership, financial compensation, and the work environment, significantly affect the dependent variable, namely turnover intention. This conclusion indicates that these factors play a crucial role in understanding and managing employees' tendencies to leave their jobs. Therefore, when developing company strategies and policies, it is essential to consider these aspects to enhance employee retention and achieve organizational goals more effectively.

Research on collaborative development mechanism of multiple stakeholders in medical institutions based on rough set

Reducing doctor-patient conflict is an important part of coordinating doctor-patient disputes and easing doctor-patient relationship, which is conducive to building a harmonious medical environment and promoting the healthy development of medical undertakings. This paper constructs a multi-decision-maker mixed conflict model based on rough set theory, puts forward the matrix operation expression of the conflict degree theory in the Pawlak model, and gives a more objective and scientific evaluation function. Combined with hot issues of doctor-patient conflict, the proposed multi-decision-maker mixed conflict model is applied to doctor-patient conflict, examines the doctor-patient relationship in the medical institution system from multiple internal perspectives, and calculates feasible solutions in the conflict system. The results show that high medical quality, high standardize medication, high institutional efficiency, high staff efficiency, high hospital benefits, high hospital revenue, medium employee development, medium equipment development, or high medical quality, high standardize medication, high institutional efficiency, medium staff efficiency, medium hospital benefits, high hospital revenue, high employee development, and high equipment development are important conditions for building a harmonious medical environment and reducing doctor-patient conflicts.

Applying Organizational Psychology Principles for Positive Workplace Outcomes

Purpose: This study aims to apply organizational psychology principles to foster positive workplace outcomes. It focuses on developing practical interventions that integrate theoretical and empirical findings from organizational psychology to enhance organizational effectiveness, employee well-being, and overall productivity. Key areas explored include employee engagement, job design, organizational justice, teamwork, and leadership development. Research Design and Methodology: This research employs a qualitative approach, primarily through a literature study, to explore organizational psychology principles. A comprehensive literature search strategy was implemented using academic databases such as PubMed, PsycINFO, and Google Scholar to identify relevant peer-reviewed articles, books, and other scholarly sources. Thematic and content analyses were used to interpret the collected data. Findings and Discussion: The findings indicate that effective leadership, employee engagement, a positive organizational culture, and organizational justice are critical pillars in shaping a healthy and productive work environment. Transformational and authentic leadership significantly enhance employee motivation and performance. High employee engagement is associated with greater job satisfaction, higher productivity, and increased loyalty. A positive organizational culture promoting trust and collaboration enhances employee engagement and organizational outcomes. Organizational justice—procedural, distributive, and interactional—contributes to improved perceptions of fairness, trust, and employee commitment. Implications: The practical implications emphasize the importance of leadership development programs focusing on transformational and authentic leadership behaviors, efforts to foster a supportive organizational culture, and the implementation of fair policies and procedures to build employee trust and commitment. Future research should explore the long-term effects of these principles in diverse organizational contexts.

Global Talent Management: A Critical Review and Research Agenda for the New Organizational Reality

Global talent management (GTM) refers to management activities in a multinational enterprise (MNE) that focus on attracting, motivating, deploying, and retaining high performing and/or high potential employees in strategic roles across a firm's global operations. Despite the critical importance for individual and firm outcomes, scholarly analysis and understanding lack synthesis, and there is limited evidence that MNEs are managing their talent effectively on a global scale. In this article, we review the GTM literature and identify the challenges of implementing GTM in practice. We explore how GTM is aligned with MNE strategy, examine how talent pools are identified, and highlight the role of global mobility. We discuss GTM at the macro level, including the exogenous factors that impact talent management and the outcomes of GTM at various levels. Finally, we identify some emerging challenges and opportunities for the future of GTM.

Perspectives of successes and challenges in collaborations between non-governmental organization and local government on urban forest management

Governments increasingly collaborate with residents and nongovernment organizations (NGOs) in urban forest management because of the underlying belief that these groups improve the delivery of local forest services. However, in practice, the successes, challenges, and outcomes vary drastically by collaborative arrangement; solely documenting positive outcomes in NGO-government collaborations may hinder the ability to mitigate their associated downsides rather than biasing collaborative behaviours towards success. This study draws on the experiences of urban forest professionals across nine Canadian cities who have participated in or observed NGOs and local governments engage in collaborative urban forest management. We employed semi-structured interviews with 32 participants from three groups: leaders of NGOs, municipal government officials, and urban forest experts who have observed the two parties interact. Our results demonstrate that the addition of NGOs in municipal forest management is associated with positive outcomes and the characteristics of relationships, individual personnel, and community support contribute to their success. We also characterize the barriers that collaborators are tasked with navigating in order to achieve positive outcomes, including high employee turnover, siloed departments, competing priorities, shifting politics, and precarious funding and contracts. Our recommendations for successful NGO-government collaborations include arming stakeholders with a thorough knowledge of civic processes, diversifying political relationships, fostering “champions” among a greater number of involved parties, and participating in longer-term contracts and funding agreements. Further, involved parties should ensure they work towards the equitable distribution of the benefits and outputs of urban forest collaborations. Moving forward, because of the insular nature of NGO-government collaborations and a low capacity among NGOs to share the outputs of these collaborations, we recommend researchers continue to study the successes and shortcomings under varying governance arrangements so that groups may benchmark their collaborative activities against others and determine the most effective means of participating in co-management.

Does transportation infrastructure development affect enterprise R&D investment? The case of city subway operation in China

ABSTRACT While transportation infrastructure can accelerate innovation, no research has yet explored the link between intra-city subway operation and innovation. This study responds to this gap in the literature. The rapid, large-scale development of China’s subway system can serve as a ‘quasi-natural experiment’. Based on panel data on listed manufacturing companies from 2008 to 2020, this study employs the time-varying difference-in-differences method to explore the impact of subway operation on enterprise R&D investment and the impact’s heterogeneity under different enterprise characteristics. The results show that new subways have increased enterprise R&D investment and that the subway’s positive impact on R&D investment is more significant in enterprises with high employee compensation, non-state-owned enterprises, and large enterprises. Moreover, subway operation promotes enterprise R&D investment by attracting tech talent and promoting infrastructure convenience.

Employee feedback: how to provide feedback and recognition regularly

Purpose This paper explores the transformative impact of regular employee feedback and recognition in the workplace. This study aims to provide a comprehensive understanding of the role of feedback in fostering a culture of accountability and appreciation, thereby improving organizational effectiveness and employee satisfaction. Design/methodology/approach The paper adopts a qualitative approach, drawing on extensive professional experience and contemporary Human Relations practices. It synthesizes insights from various employee engagement strategies, feedback mechanisms and recognition programs implemented in diverse organizational settings. The methodology includes an analysis of best practices in feedback delivery, the role of technology in Human Relations and the challenges of implementing effective feedback systems. The approach is grounded in practical Human Relations expertise, offering a real-world perspective on managing employee engagement. Findings This paper finds that clear communication of expectations, setting achievable goals, providing resources and acknowledging success are key to effective feedback. The study also reveals the importance of personalized, empathetic feedback approaches and the strategic use of technology in HR processes. Research limitations/implications The insights presented are based on the author’s extensive experience and existing literature, which may not encompass all possible scenarios in diverse organizational contexts. Future research could benefit from empirical studies to validate these findings across different industries and company sizes. Practical implications This paper offers actionable strategies for HR professionals and managers to enhance employee engagement through effective feedback and recognition. The paper also discusses the integration of technology in feedback processes and the importance of ongoing training for effective feedback delivery. These insights are valuable for organizations aiming to foster a positive work environment and high employee morale. Social implications The study highlights the social dimension of workplace feedback, emphasizing its role in building a supportive and inclusive work culture. It underscores the importance of recognizing diverse feedback preferences and the impact of empathetic, personalized communication on employee well-being and job satisfaction. The paper advocates for feedback practices that contribute to a more engaged, motivated and socially connected workforce. Originality/value This paper offers a unique blend of practical HR expertise and strategic insights into employee feedback and recognition. It fills a gap in the literature by providing a comprehensive view of the impact of feedback on employee engagement and organizational performance. The paper’s value lies in its practical applicability and its contribution to the understanding of effective feedback strategies in modern workplaces.

Exploring turnover intentions of employees at a South African government education council

Orientation: Public sector organisations in South Africa, including educational institutions, experience high employee turnover. There is a general need for public sector organisations to retain valuable talent.Research purpose: This study aimed to explore the reasons behind turnover intentions at the government education council.Motivation for the study: Studies on employee turnover in the public sector focused on government departments and municipalities, with a scarcity of research studies on government education councils.Research approach/design and method: An exploratory qualitative research approach was followed which allowed for the usage of semi-structured interviews to collect data from employees (N = 11). Data were analysed using content analysis. The inductive coding method was used to get to themes and subthemes.Main findings: Employees may leave the government education council because of the micromanagement leadership styles, lack of trust by management, inadequate communication, poorly implemented performance management system, persistent workload, low pay and lack of work–life balance. However, they currently remain within the employment of the council because of its reputation, sense of belonging (teamwork), conducive work environment and career growth prospects.Practical/managerial implications: The government education council should promote autonomy and prioritise leadership skills, team building and other interventions to enhance trust, communication and work-life balance. The government education council should ensure the buy-in of the performance management system and its remuneration policy by employees.Contribution/value add: This study’s findings provide insights into the turnover intentions of employees at the government education council and then assist the organisation in strengthening its retention strategies.

Digital Transformation and SMART: The Trust Factor

Digital transformation known as the application of scientific knowledge. This plays a major role to have a technological advancement. The quantitative methodology was used to complete this research. The study discusses digital transformation gives boom to business world because digital technology with the coordination of enterprise source planning tends to increase the customer satisfaction at one end and ensures better and improved productivity at the other end. However, the right approach to the digital technology is important because it includes high installation cost, security issues and employee resistance because of fear of losing job and presence. The recommendation provided in this relation to make sound use of the digital technologies with the appropriate smart technology integration to create sound and sustained image in market. In addition, good focus to smart technology helps in eliminating the trust issues.

Retention of tech employees in India: lessons from the extant literature

PurposeThis paper aims to focus on the issue of high employee turnover in the Indian tech industry. An integrative review is conducted to analyse the past and current state of literature, as well as prepare a research agenda for future studies.Design/methodology/approachA pool of 72 articles published between 2010 and 2022 is reviewed with a special focus on Indian tech employees. This study elucidates the extent and impact of employee retention strategies through content analysis.FindingsTwo broad perspectives have been established in the literature: the reasons for quitting and the explanations for staying. By means of a comprehensive review, this paper combines these two aspects of literature and suggests factors under organization’s control to retain competent tech employees.Originality/valueThe study is designed to integrate the two theoretical viewpoints of employee turnover literature by consolidating the reasons behind quitting behaviour and staying intention. Codes combining the two aspects are presented as a valuable resource to retain tech talent.

Analyzing Employee Retention in Growing Indonesian MSMEs: Factors such as Compensation, Career Opportunities, and Leadership Styles

This study looks into the intricate connections between leadership style, pay, career possibilities, employee performance, staff retention, and the productivity of Micro, Small, and Medium-Sized Enterprises (MSMEs) in Indonesia. The study employed a quantitative research methodology using Structural Equation Modeling-Partial Least Squares (SEM-PLS) analysis to gather and examine data from 487 employees of MSMEs in Indonesia. Significant conclusions emerged from the data, including the following: high employee performance positively impacts employee retention and MSME performance, structured career opportunities enhance employee outcomes, remuneration impacts both employee performance and retention, and employee retention impacts MSME performance. These results highlight HRM strategies' role in motivating workers' productivity and retention, boosting MSMEs' overall success in the Indonesian market.

Research on High Performance Management System and Employee Happiness Based on the Mediating Role of Self-Efficacy

Research on High Performance Management System and Employee Happiness Based on the Mediating Role of Self-Efficacy

Comparing Promotability Outlooks: Industry Professionals vs. MBA Student Perspectives

In career advancement research, understanding the nuanced perceptions of promotability is crucial for both Industry Professionals and MBA students aspiring to navigate the professional landscape. The result of this study delves into the methodological nuances of comparing promotability perceptions between these two distinct cohorts, employing the permutation methods as a robust and effective technique, which confirmed the result of the T-test and Cohens d. The permutations method, a nonparametric approach, excels in situations where traditional parametric methods fall short, especially when dealing with small sample sizes and non-normal distributions. There were 31 students and 27 organizations involved in the study. The High Potential Employees (HiPos) is the theoretical framework used to examine the gap between the rating of Industry professionals and MBA students' self-rating. The researcher is interested in identifying the indicators with the widest gap. Learning agility and leadership spirit were the top two indicators with the most extensive positive difference, while turnover intention was the only indicator with a negative difference. Notably, turnover intention and job engagement were the two indicators with a significant statistical difference in rating between MBA students and Industry Professionals. Also, job engagement depicts the highest Cohen's d size comparison. The result of this study unravels the intricacies of the perceived promotability of MBA students based on their self-rating and the industry professionals' perceptions.

Research on High Performance Management System and Employee Happiness Based on the Mediating Role of Self-Efficacy

Research on High Performance Management System and Employee Happiness Based on the Mediating Role of Self-Efficacy

Pengaruh beban kerja perceived organizational support dan work life balance sebagai prediktor turnover intention di cv tirta fertindo pratama

Examining the problems in CV Tirta Fertindo Pratama, which has a high employee turnover rate so this research was conducted. This study uses a quantitative approach with four variables: Workload, Perceived Organizational Support and Work Life Balance are independent variables, while Turnover intention is the dependent variable. All employees of CV Tirta Fertindo Pratama, a total of 119 people, were used as respondents in this study. This study shows that each independent variable affects its dependent variable. The decision was: (1) workload has an influence on turnover intention, meaning more workload can make turnover intention increase; (2) Perceived Organizational Support has an influence on turnover intention, meaning more organizational support will reduce turnover intention; and (3) Work-life balance has an effect on turnover intention, meaning that more life balance will reduce turnover intention. (4) Workload, Perceived Organizational Support and work life balance simultaneously have an influence on turnover intention