Higher Employment Research Articles

Effect of Job Characteristic Factors on Turnover Intention of Skilled Labourers in CS2 Category Construction Companies in Sri Lanka: Mediating Role of Organizational commitment

At present, construction industry is one of the most important industries in Sri Lankan economy that is expected to develop further in the future as well. However, in recent years, employee turnover in the construction industry has become a major concern in Sri Lanka and this rate has continued to increase. High employee turnover can have a substantial effect on construction companies given their nature of work which require skills, experience, and knowledge base more than other industries. The purpose of this study was to investigate the factors influencing employee turnover intention. The main objective of the present study was to study the effect of job characteristic factors on organizational commitment and turnover intention of employees in construction sector employees in Sri Lanka. It also aimed to study whether organization commitment mediates the relationship between job characteristic factors and turnover intention. This study considered skill variety, task identity, task significance, job autonomy and job feedback as job characteristic factors. The quantitative research methods were used, and data were collected by using a questionnaire. The survey used a sample of 265 employees from 13 companies in Colombo district (CS-2 category). The sample was selected by using simple random sampling technique. Structured Equation Modelling method was used to analyze data. Results revealed that skill variety, task significance and job feedback were significantly related with turnover intention. Moreover, organizational commitment partially mediated the effect of these variables on turnover intention. However, task identity and job autonomy did not significantly relate with turnover intention. Therefore, managers should pay more attention on employee’s organizational commitment to reduce employee turnover intention. Skill variety, task significance and job feedback should be given priority in Sri Lankan context when considering job characteristic factors.

Employee turnover dynamics in the hospitality industry vs. the overall economy

High employee turnover is a widely known reality for the hospitality industry. However, the extent to which employee turnover in the hospitality industry depends on overall economic activities or idiosyncratic characteristics of the hospitality industry is not clear. The purpose of this study is to examine the extent to which the employee turnover rate in the hospitality industry is sensitive to the overall US economy. Also, the COVID-19-pandemic has further exacerbated an already convoluted issue of employee turnover for hospitality businesses. Therefore, we further investigate the extent to which employee turnover rate in the hospitality industry are sensitive to the overall US economy during the pandemic period. The results show that employee turnover in the hospitality industry has the highest sensitivity to the economy. However, employee turnover in the hospitality industry decreases the most in the overall US economy when economy-wide turnover increases. The theoretical and practical implications are extensively discussed.

Employee turnover and the credit risk of microfinance institutions (MFIs): International evidence

In today's competitive world, credit risk poses a significant challenge to lending institutions such as microfinance institutions (MFIs) due to its impact on their long-term institutional and financial viability. In recent years, high employee turnover has also emerged as a threat to the sustainability of MFIs. Therefore, this study investigates the impact of employee turnover on the credit risk of MFIs using nine years of unbalanced panel data (from 2010 to 2018) of 1266 unique MFIs from 101 countries, obtained from the World Bank databases. In general, we observe that employee turnover raises the credit risk of MFIs. The result is robust to endogeneity-correction techniques (e.g., Hausman-Taylor) and other alternative specification/robustness tests. The findings offer valuable insight for MFI managers, enabling them to make informed decisions about employee turnover management to mitigate credit risks.

The Types of Ownership and Sticky Cost: Evidence from Listed Firms of Indonesia Capital Market

This study examines whether ownership structure type of listed banks of Indonesia Stock Exchanges (IDX), especially State of Owned Banks (SOBs) affect to cost stickiness. This study observes listed state-owned banks during the periods of 2001-2020. This study finds that ownership structure type of listed banks of IDX, i.e. SOBs, affects to cost stickiness are not supported. However, cost stickiness of listed SOBs of IDX relates to asset and employee are supported. However, a SOBs purpose to profit-oriented, but they also commit to government programs, i.e. reducing unemployment and expanding job opportunities. Overall, the findings of this study indicate that SOBs do not influence cost stickiness, but there are differences between high and low asset and employee SOBs. This study contributes to literatures of financial accounting and finance in banking sector, particularly SOBs.JEL: M410, C12, L52*

Antecedents, Consequences and Managerial Retention Strategies of Employee Turnover: A Case of Zimbabwe State Universities

This paper analyzes the antecedents, consequences and retention strategies on employee turnover in State Universities. The study purposely sampled 30 employees from five state universities in Zimbabwe. The data were collected through the use of focus group interviews and each group consisted of six employees. Thematic analysis was employed to generate recurring themes from the interviews. The findings of the study show that the causes of employee exit were necessitated by several issues, such as poor career progression, lack of promotion, poor leadership strategies, location and poor working conditions. It was also revealed that staff exit causes work overload and high costs necessitated by recruitment and selection, and training of new employees. However, it was revealed that to mitigate against high employee turnover, top management must consider employing local people first if they qualify for the position. The study significantly contributes to academic researchers, HR practitioners and management because it highlights strategies that mitigate high employee turnover. Further to that, there is a dearth of research that explores strategies that reduce employee turnover in higher learning institutions, particularly in developing countries.

THE IMPACT OF HUMAN RESOURCES MANAGEMENT PRACTICES ON TURNOVER INTENTION THROUGH EMPLOYEE LOYALTY: EVIDENCE FROM THE BANGLADESH ICT INDUSTRY

Given the challenging difficulties the ICT sector is facing, actual staff turnover has become a significant problem for the sector due to its detrimental effects on ICT performance, sustainability, and growth as well as the inability to satisfy customer’s expectations. The current study is a survey of the literature that attempts to theoretically examine the causes of employee turnover intention using the social exchange theory. This theoretical examination revealed several significant research needs. Human resources management practices, for instance, are crucial to the success of ICT because they improve employee’s attitudes and behaviors, but there hasn't been enough research done to fully understand how these policies affect the likelihood that people will leave their jobs. There is theoretical support for the claim that good HR practices increase employee loyalty, which can significantly increase the person's commitment to their employer and reduce their turnover intention. In other words, employee loyalty might operate as a buffer between HR management practices and plans for high employee turnover.

Communicative Perfectionist Strategy in the Representation of Industrial Companies Performance

The article considers verbal elements of perfectionism as a communicative strategy of promotional discourse in annual reports of large industrial companies for the representation of outstanding company performance aimed at developing a positive public image. A sampling of 2882 contextual occurrences of keywords with the perfectionist semantics served as the material for the research (best, maximum, high, improvement, increase, increase, growth). The keywords characterized inherent corporate activities. Research methods – statistical sampling and content analysis. According to the obtained results, perfectionism penetrates through the key company activities – production of high quality products, socially responsible corporate governance, improvement of financial management, implementation of best practices for the use of energy resources, increase in personnel involvement by means of effective monetary compensation and nonmonetary benefits, ensuring a high level of social protection for employees. Less numerous data were obtained in business process management, health, safety and environmental protection, digital technologies. Perfectionism in annual reports accentuates needs and interests of the target audience – high quality products, social well-being, including customers, investors, stakeholders, employees, and citizens of presence regions.

Navigating Research Enthusiasm in Medical Students Towards Clinically Impactful Articles

Learning medical research is an integral part of the development of a holistic physician. Though, not all physicians become clinician-scientists, those who do become enjoy significant privileges over their clinician-only counterparts, mainly in terms of faster career progression and higher employability. Though, to produce more well-rounded clinician-scientists, academic physicians and medical scientists need to make themselves available and be willing to work with and mentor medical students. Besides, a curriculum reform is warranted where students should be encouraged to start learning and conducting research in their first year of medical school. To make the process even easier and help scale these ideas, students should be encouraged to replicate previous highly cited studies, as they can provide a walkthrough for students to follow, thereby necessitating lesser supervision while maintaining the clinical impact that can be made with their time and effort.

A CASE STUDY OF A SERVICE ORGANISATION IN MALAYSIA: EMPLOYEES’ WORK-LIFE BALANCE, WORK COMMITMENT & LEADERSHIP STYLE ON JOB SATISFACTION DURING REMOTE WORKING

The objective of this study was to investigate the relationship between work-life balance, work commitment, leadership style, and job satisfaction during remote working among non-managerial workers at the workplace of a service organisation in Malaysia. A total of 169 respondents participated in the survey. The findings of the study indicated that a healthy work-life balance and a good work commitment have a significant positive relationship on employee's level of job satisfaction during remote working. Leadership does not have a significant influence on one's level of job satisfaction during remote working. Employees who report high levels of satisfaction in their jobs tend to be more dedicated and productive. The findings of this study can give a potential to make a significant contribution to previous investigations on the management and organisational behaviour of organisations when they wanted to apply work from home policy to their employees. As a direct consequence of this, it is much simpler to address conflicts in the organisation such as high employee turnover, unethical behaviour, low productivity, and excessive absenteeism. In addition, this study provides readers, future researchers, HR managers, and the government with information that can be helpful in gaining a better understanding of the factors in the workplace that can influence employee job satisfaction.

PENGARUH KOMPETENSI DAN BEBAN KERJA TERHADAP KINERJA KARYAWAN MELALUI MOTIVASI KERJA DI PT. TRACTORINDO MITRA UTAMA MOJOKERTO

Human resources (HR) are very important assets for the company. The performance of a company will be good if the employees have good competence. Employee competence has an influence on employee performance which is also related to workload factors to complete tasks. In market competition, the company must have an advantage over competing companies. Employee competency development is expected to increase motivation to work productively. High employee motivation will have a positive impact on the company. 
 This type of research is an explanatory study with a quantitative approach. The sample used is all members of the population, namely 55 employees at PT. Tractorindo Mitra Utama. Based on the results of the analysis, it was found that competence had a positive and significant effect on performance (p-value = 0.001), workload had a negative and significant effect on performance (p-value = 0.017), motivation had a positive and significant effect on performance (p-value = 0.015) , Competence has a positive and significant effect on motivation (p-value = 0,000), workload has a negative and significant effect on motivation (p-value = 0,000), competence through work motivation has a positive and significant effect on performance (p-value = 0.013), and Workload through Work Motivation has a negative and significant effect on performance (p-value = 0.014).

THE IMPORTANCE OF DEVELOPING THE PROFESSIONAL COMPETENCES OF THE STAFF OF SERVICE SECTOR ENTERPRISES

The article deals with the problems of advanced training and development of professional competencies of personnel of service enterprises. The key competencies that the personnel of the enterprise should have are analyzed. The directions of improving communicative competence as the main factor of a modern enterprise in the conditions of fierce competition are considered. The service organization process requires special competencies from the staff, the possession of which ensures in practice a well-coordinated and uninterrupted process of the full functioning of all services, and many of these competencies are invisible to the client, but only as long as the enterprise meets its expectations. The success of a modern enterprise depends on how well employees can meet customer needs. Therefore, first of all, it is necessary to determine the level of qualification and types of skills required for a particular position, and train employees to be competent. If the managers of the enterprise are fully competent to perform tasks, then their job satisfaction will increase. The study found that high employee job satisfaction in the workplace can improve the quality of customer service and eliminate such negative factors as long time spent on handling customer complaints, loss of reputation, and low level of employee motivation to work. Also, the article considers the importance of evaluating the effectiveness of training staff. To evaluate the effectiveness of professional development, it is suggested to evaluate not only economic indicators such as labor productivity, income, profit, but also to use evaluation of training programs by managers and employees themselves. Evaluation of the effectiveness of employee training is based on feedback information received from employees who have completed the training. When evaluating training, it is also necessary to evaluate the manager’s satisfaction with the subordinate employee who has completed the training. To achieve professional success, it is necessary to constantly develop. If the company’s personnel does not acquire new knowledge, its competitive advantage will gradually be lost. Continuous training of personnel indicates the achieved success in the field of human resources management and, as a result, increasing the level of their labor potential. Consequently, the development of professional competences of the company’s personnel has a great impact on the quality of customer service and the profitability of the company as a whole.

Empirical Confirmation of the Mediating Role of Social Support in the Relationship Between Burnout, Working Conditions, and Turnover Intention

The shortage of competent professionals has long plagued the health workforce globally. The increase in workload brought on by the COVID-19 outbreak has made things worse. The factors influencing turnover intention are working conditions and burnout. Social support has been taken as the mediating factor. The hypotheses are formulated among these factors. Significant healthcare system failures occurred during the epidemic's peak, leading to requests for answers to the industry's mounting problem of high employee turnover. Pre-emptive measures should be taken to retain healthcare workers because of the potential for this turnover to worsen given the tremendous strain the healthcare profession has already been under throughout the epidemic. This study looks into the factors that affect healthcare employees' decisions to depart. SMARTPLS is used to adopt structural equation modelling and analyse it. The partially mediated model was supported by the findings. The likelihood of turnover was positively correlated with both burnout and working conditions. The usage of this theoretical framework by leaders of various sorts of organisations should be further investigated in future research utilising more precise measurements for requirements and resources. The usage of this theoretical framework by leaders of various sorts of organisations should be further investigated in future research utilising more precise measurements for requirements and resources.

Employee sentiment and stock returns

We propose an employee sentiment index, complementing investor sentiment and manager sentiment indices, and find that high employee sentiment predicts low monthly (weekly) market returns significantly both in- and out-of-sample. The predictability can also deliver sizable economic gains for mean-variance investors in asset allocation. The impact of employee sentiment is found stronger among employees who work in the headquarters state and are less experienced. The economic driving force of the predictability is unique: high employee sentiment leads to high contemporaneous wage growth due to immobility, which subsequently results in lower firm cash flow and lower stock returns.

Pengaruh Gaya Kepemimpinan Transaksional dan Motivasi Terhadap Kinerja Karyawan di Hotel Vila Lumbung

This study aims to determine the effect of transactional leadership style and motivation on employee performance at Hotel Vila Lumbung. Quantitative descriptive research is this type of research. The sampling technique in this study was saturated sampling, because the total population and number of samples in this study were the same, namely 38 employees of Hotel Vila Lumbung. Data collection techniques by distributing questionnaires with the analysis technique of multiple linear regression methods. The transactional leadership style in this study has a significant effect on employee performance at Hotel Vila Lumbung, because the transactional leadership style is used by Hotel Vila Lumbung to achieve goals efficiently, by motivating their subordinates to carry out tasks related to work results and giving awards. . Motivation in this study has a significant effect on employee performance at Hotel Vila Lumbung, because work motivation includes providing attractive career paths or promotions for employees which will affect high employee performance. Leaders at Hotel Vila Lumbung are expected to be able to guide, educate, protect and delight so that their employees can be happy and follow what their superiors order. Hotel Vila Lumbung needs to pay attention to work motivation so that work performance is higher.
 Keywords: Transactional Leadership Style, Motivation, Employee Performance

Family or otherwise: Exploring the impact of family motivation on job outcomes in collectivistic society

The motive of the current research is to determine the influence of family motivation on intent to leave and job performance using self-determination theory. Moreover, this study also explores the moderating role of collectivistic culture and the mediating role of psychological meaningfulness on the relationship between family motivation and work outcomes. The data (N = 175) were collected from paramedical staff working in Pakistani public hospitals, and data was analyzed using PROCESS method. The findings revealed that family motivation enhanced employee job performance and lessened employees' intent to leave. At the same time, family motivation and psychological meaningfulness are stronger in highly collectivistic cultures compared to less collectivist cultures. This study extends the investigation of the newly developed construct of family motivation by focusing on psychological meaningfulness and collectivistic culture. Moreover, this study is the first to introduce psychological meaningfulness as a mediator and collectivistic culture as a moderator for the relationship between family motivation and employee job outcomes. This study provides several critical insights for the hospitals by exploring the importance of family motivation as a potential motivational resource for maintaining high employee job-performance levels and lessening the intent of employees to leave.

Восстановление системы школьного образования Сталинградской области после освобождения от немецко-фашистских захватчиков в 1943–1945 годах

The article highlights the peculiarities of restoring the system of school education in the Stalingrad region in the years 1943–1945 as part of the solution of the following problems: generalization of resources for the revival of the regional school network, having material and non-material nature; characterization of sources for recruiting teaching staff; the selection of causes affecting the success of general education in the region at the final stage of the war. The study showed that the task of building schools and providing them with equipment as well as educational supplies was solved mainly at the expense of local reserves and patronage assistance from the regions of the RSFSR and the republics of the USSR. One of the most effective ways of using the local labor potential has become the method of folk construction. The issue of forming the teaching staff of educational institutions was especially difficult and ambiguous in the region. One of the sources for the formation of the teaching staff was the network of pedagogical universities in the Stalingrad region, which was reviving simultaneously with the school system of education. The main breeding ground for teaching staff was short-term courses for high school students and employees at institutes for advanced training of teachers. During the recovery period, the role of the school increases in solving the everyday problems of students, the successful implementation of which directly depended on the attendance of schoolchildren at educational institutions. As a result, in 1943–1945, the foundations were laid for the further productive development of school education in the Stalingrad region in the post-war years.

When Leadership Attacks: Stories of Surviving the Worst Bosses

When Leadership Attacks: Stories of Surviving the Worst Bosses

THE ROLE OF SERVICE QUALITY AGILITY, COMPETENCE, AND ORGANIZATIONAL COMMITMENT IN IMPROVING EMPLOYEE PERFORMANCE

Employees are assets for the company. Therefore high employee performance can improve company performance in achieving goals. The current research was done to develop a conceptual model related to competency, organizational commitment, service quality agility, and employee performance. In this case, data involved were obtained from 127 BUMN Bank employees. The information was prepared to utilize PLS Structural Equation Modeling. This study suggested service quality agility as a technique to raise worker productivity. The study further revealed that competence and organizational commitment mediated by service quality agility improve employee performance. Therefore, this result supports the hypothesis of the significance of service quality agility in improving employee performance. The findings from this study can be used as a strategy for improving employee performance. This result also strengthens the human motivation theory, in which employees working with suitable competence, high commitment, and high motivation in providing services can improve employee and organizational performance. Future research can focus on service quality agility by expanding the research subject to other business companies related to customer service, and the results may vary.

How line-manager leadership styles and employee-perceived HRM practices contribute to employee performance: a configurational perspective

PurposeThis paper aims to carry out a study on the combined effects of leadership styles and human resource management (HRM) practices on employee performance. Based on configurational theory, this study integrates task-oriented leadership, relations-oriented leadership, change-oriented leadership and human resource hygiene practices (HRHPs) and human resource motivation practices (HRMPs) to detect distinct configurations of leadership styles and HRM practices that may lead to high and not-high employee performance.Design/methodology/approachFuzzy-set qualitative comparative analysis (fsQCA) was adopted to identify the configurations of conditions associated with the outcome, with data obtained from 108 employees and 32 line-managers in China through structured interview and questionnaire survey.FindingsThe results show that there are five sufficient configurations for the presence of high employee performance and three for performance's absence. Relation-oriented leadership, HRMPs and enterprise property are more important conditions to employee performance than others. Furthermore, no single condition constitutes a necessary condition for causing the high or not-high employee performance.Originality/valueCompared to previous studies that mainly focused on linear relationships, this study applies the fsQCA method to explore how matching different leadership styles and HRM practices could bring about high and not-high employee performance, which provides evidence for the three propositions of “multiple conjunctural causation,” “equifinality” and “asymmetry.”

The Implementation of Analytical Hierarchy Process to Choose the Best Solution to Increase Mould Maker Profit

Mould Maker is a company that buy and sell machine for their main business activity. Mould maker have long time machine waiting time to be sold and have low profit margin. The longer the time taken by a machine to be sold, the higher the maintenance cost for the machine. Besides, Mould Maker always purchase machines for their stock in every offer that comes to Mould Maker, so they have overstocked machine in their workshop. With many and vary type of machines that they have, Mould Maker can utilize the machines to increase their profit margin. Mould Maker have good business environment from the external factor analysis. As for internal analysis, Mould Maker still have room for improvement, some of them are the number of their stock and the number for decision maker. Caused by their low profit margin, Mould Maker cannot hire high value employee to be one of the decision makers. The problem that Mould Maker face is how to improve their profit by utilizing the machines that they have. Further analysis needed to solve this problem. The SWOT analysis used to find some strategies and need to be fit with the problem faced by Mould maker. The strategies that able to be implemented are rent their machine, accepting manufacture order, improving stock policy, boost marketing strategy, and purchasing car to help Mould Maker to sell their product. From the strategy alternatives, AHP method is used to choose the best strategy. With AHP method, the best solution can be chosen by considering the value from each consideration criteria. For this research, the best solution proposed by AHP method is to accept manufacture order.