Higher Employment Research Articles

The Effect of Work-Family Conflict, Work Environment, Work Stress, Job Satisfaction on High and Low Employee Performance at the Faculty of Medicine, Udayana University

In an organization, performance is very important to determine the success of the organization. Performance can be interpreted as work results that can be achieved by an employee or a group of employees in order to achieve organizational goals. Therefore, it is necessary to conduct research on the factors that influence employee performance, so that steps can be taken to improve their performance. Factors that affect employee performance are work family conflict, work environment, job stress, and job satisfaction. This study aims to analyze the factors that affect employee performance, namely work-family conflict, work environment, job stress, and job satisfaction. The method used in this study is a quantitative method. The sample used was 131 respondents. The data collection tool uses a questionnaire distributed through the Google form. The method used is the analysis of alternative structural equation models (SEM) with the PLS method using the SmartPLS 3.0 program. The results showed that there was a positive influence between work environment variables and job satisfaction on employee performance p<0.05. Meanwhile, the work family conflict and work stress variables have a negative effect on employee performance with p <0.05. Implication: the results of this study are expected to be able to contribute to organizations or companies in improving employee performance The results showed that there was a positive influence between work environment variables and job satisfaction on employee performance p<0.05. Meanwhile, the work family conflict and work stress variables have a negative effect on employee performance with p <0.05. Implication: the results of this study are expected to be able to contribute to organizations or companies in improving employee performance The results showed that there was a positive influence between work environment variables and job satisfaction on employee performance p<0.05. Meanwhile, the work family conflict and work stress variables have a negative effect on employee performance with p <0.05. Implication: the results of this study are expected to be able to contribute to organizations or companies in improving employee performance

The Effect of Motivation on Work Productivity of Kitchen Employees at Mandarin Oriental Hotel Jakarta

Purpose: This study aimed to determine the effect of motivation on employee work productivity. The research was conducted at the Mandarin Oriental Hotel Jakarta to find out how much influence the motivation program has on the work productivity of kitchen employees at the mandarin oriental Jakarta.Research methods: This research uses the type of associative analysis. The method used in this research is quantitative. The sampling technique used in this research is total sampling, in which all population members are employed entirely. Result and discussion: Providing motivation and work productivity of kitchen employees at the Mandarin Oriental Hotel Jakarta with a correlation coefficient shows that explaining ing to work productivity has a very close and solid relationship. Implication: A hotel dents a competent workforce to work effectively and efficiently to increase its repetitive hotel competitiveness enessinvincibleThee best service certainly requires high employee work productivity. Therefore, the hotel motivates its employees to keep abreast of existing developments and fulfill the wishes and goals of the hotel. Keywords: Motivation, Employee Productivity, Kitchen Employees, Mandarin Oriental Hotel Jakarta.

Role of Non-Financial Benefits in Motivating Employees in an Organisation: A Quantitative Investigation

This study aims to explain and understand the role of several non-financial benefits that help towards motivating employees in a company or organisations. During the findings of the study, it made us realise that motivational factors were also, different from organisations to organisations, class to class of workers like high level and low level employees. The present research, work is going, to be a good contributor to the issues faced by an employee and this paper will provide a solution at their jobs. Although, the financial rewards are very important because during the recent few years the inflation rate went so high, that employees also find difficulties to attain their social status despite such situations non-financial benefits cannot even be discriminated. Non-financial benefits also make an immediate impact because; they are also considered a better alternative for retention. Non-financial benefits will let us know how; it helps to build a relationship among the employees and organisation, which employees are not given at other companies. Offering the employees with non-monetary rewards that aren’t financial is also a cost-effective way for engaging with the teams and encouraging employees to work efficiently. Utilising non-financial rewards will also reach and reward all of the employees.

The Influence of Person-Job Fit on Work Engagement and Turnover Intention, Mediated by Work-Family Conflict and Family-Work Conflict among State-Owned Banks Employees in Jakarta

The banking industry has serious issues related to human resources, such as the high employee turnover rate and work engagement of employees in the work environment. This research aims to analyze the influence of person-job fit on work engagement and turnover intention on employees of state-owned banks in Jakarta by using work-family conflict and family-work conflict as mediating variables. The samples used in this research were taken from 320 frontline employees of state-owned banks in Jakarta including Bank Mandiri, Bank BRI, Bank BNI and Bank BTN. The data were collected by using non-probability sampling with purposive sampling method. The data analysis used in this research is structural equation modeling. The results of this research show that there are both negative and positive influences between each variable, and work-family conflict and family-work conflict as mediating variables proved to have an effect on person-job fit on work engagement and turnover intention. This research has several implications for bank managers to be more selective in recruiting employees in order that person-job fit can be met, to make a personal approach to each employee, to pay attention to the employees' capacity and rights, and to hold periodic training for employee.

ARTIFICIAL INTELLIGENCE-ENABLED KNOWLEDGE MANAGEMENT USING A MULTIDIMENSIONAL ANALYTICAL FRAMEWORK OF VISUALIZATIONS

To better manage human resources (HR), companies are increasingly incorporating artificial intelligence (AI) and other AI-based tools into their HR management (HRM) strategies, at a universal scale. Companies on a global scale, highlight the employment prospects and use of resources, business judgment, and make predictions using machine learning approaches. This work aims at the situation that the human resource department faces high employee turnover in the company especially some experienced employees leave. The termination of an employee is predicted by using an enhanced ID3 decision tree with ABC rule miner. The best-classifying attributes are chosen by ID3 and association rules are mined to generate an enhanced decision tree to perform classification. It is then passed to the regressor model to make prediction. Gradient descent optimizer is used for optimizing the proposed machine learning model. Predictive analysis is done in HR dataset v-14 by visualizing and analyzing and exploiting the behavioral relationship among the attributes. The variables of employee termination are predicted by a data-driven predictive analysis from the performance measure metrics.

Using approach-inhibition theory of power to explain how participative decision-making enhances innovative work behavior of high power distance-oriented employees

PurposeThis research study investigated the relationship between participative decision-making and innovative work behavior by considering the moderating role of power distance orientation of individuals. Grounded in the approach-inhibition theory of power, the authors proposed that participative decision-making could mitigate perceived power gap and motivate individuals with high power distance orientation to engage more in innovative work behavior.Design/methodology/approachSurvey data were collected from 243 faculty members from 2 universities located at Dhaka, Bangladesh. The partial least squares structural equation modeling (PLS-SEM) was used for data analysis.FindingsThe results from the model estimation showed that the positive relationship between participative decision-making and innovative work behavior was stronger among faculty members with high power distance orientation than those with low power distance orientation. The simple slope analysis also clarified the fact that faculty members with high power distance orientation could increase their innovative work behavior to be at the same level as that of faculty members with low power distance orientation when the members were involved highly in participative decision-making.Practical implicationsParticipative decision-making is a management practice that should be implemented in order to motivate faculty members to actively engage in innovative work behavior. Particularly for faculty members who are sensitive towards the power status of other members in the workplace, this management practice is highly recommended to lessen the perceived social barrier that discourages these faculty members from engaging in innovative work behavior.Originality/valueThe authors' research advanced knowledge from prior studies by offering new theoretical insight into the role of empowerment practice that could motivate individuals with high power distance orientation to engage more in innovative practices.

Collective turnover and firm innovation: Knowledge‐sharing system as a contingency

AbstractIs high employee turnover harmful to innovation? To answer this question, we draw on the knowledge‐based view of innovation. Specifically, we theorize that the collective turnover of a firm engenders complex changes in knowledge insourcing needed for generating innovation, which may lead to the attenuating negative effect of turnover on innovation. This study also aims to investigate a contingency that modifies the detrimental effect of collective turnover on innovation. Specifically, we identify knowledge‐sharing system (KSS) as a positive knowledge‐related contingency that engenders a U‐shaped curvilinear relationship between collective turnover and firm innovation. In addition, replenishing human capital by hiring new employees improves knowledge insourcing quality and diversity, thereby constituting the mechanism through which collective turnover affects firm innovation. An analysis of large‐scale firm‐level data collected from 2259 Korean firms over a 6‐year period supports most hypotheses and confirms the positive effect of high turnover on firm innovation through replacement hiring and under favorable firm contingencies, such as a high KSS. This study provides a balanced perspective by revealing the costs and benefits of collective turnover and explains when and how turnover can facilitate firm innovation.

An Assessment of the Effect of High Employee Turnover in the Banking Industry: A Case Study of Ecobank Zambia Plc

An Assessment of the Effect of High Employee Turnover in the Banking Industry: A Case Study of Ecobank Zambia Plc

EFFECTS OF DIRECT FOREIGN INVESTMENTS ON THE ECONOMY OF THE REPUBLIC OF CROATIA

The aim of the paper is to investigate and provide an argumentative explanation of the effects that direct foreign investments have on selected macroeconomic indicators in the Republic of Croatia in the period from 2000 to 2020. This paper analyses the effects that direct foreign investments have had and are having on selected macroeconomic indicators of the Republic of Croatia over a 20-year time series. Most often, advocates of a greater inflow of FDI argue their positions with GDP growth, higher employment, price stability, increased exports of goods and services, and a generally better standard of living for Croatian citizens. The very entry into the Union created numerous advantages for Croatian companies, facilitated the exchange of goods with the members, but did not bring the expected influx of investments. Of the desired numerous greenfield and brownfield investments and mergers and acquisitions of companies, the realization was below expectations due to the stated objective, but also numerous subjective reasons. More precisely, investments have arrived in tourism and trade, but have been absent in basic industry and agriculture. The developments that have been observed in recent years will certainly, in addition to attracting foreign capital, contribute to the Croatian economy, especially in the IT field and green technologies. Investment experience so far shows that in the Republic of Croatia, most foreign investments have been reduced to the purchase of majority ownership in domestic vital companies, which has resulted in job reductions, disincentives for exports, and impairment of national competitiveness. In the sense of the above, the starting hypothesis of the work is: based on the knowledge of the theoretical characteristics of foreign direct investments and the functioning of the movement of international capital and technology transfer, the importance of foreign direct investments for the economy of the Republic of Croatia can be presented. In the analytical part of the paper, statistical methods of linear regression and correlation were used to analyse the influence of direct foreign investments on GDP, employment, long-term interest rate and current account of the balance of payments. The basic research results show that there is a clear and moderate connection between FDI and GDP. The conclusion of the research in the paper emphasizes how the beneficial effect of the inflow of FDI on the gross domestic product indirectly or directly positively affects employment, long-term interest rates and the balance of payments of the Republic of Croatia. Based on the analysis carried out, it can be stated that foreign direct investments can bring improvement to the national economy only when; if they target more advanced industries so the potential technological spillovers are greater, if they establish strong ties with domestic companies that can absorb spillovers in such a way, if part of the production is exported which has a positive effect on the balance of payments and if they motivate domestic companies to follow them.

The risks of the wrong climate policy for developing countries: Scenarios for South Africa

In this paper, a demand-driven growth model is used to explore climate change scenarios faced by the South African economy. The focus is on key macroeconomic variables including employment, productivity, income distribution, trade, and fiscal balances. Results show that emission reduction alone will not put South Africa on a sustainable and equitable growth path. Expansionary macroeconomic policies are necessary. We show that, under sufficient global mitigation, expansionary fiscal and monetary policies lead to faster output and productivity growth, higher employment, and lower inequality. By contrast, macroeconomic tightening or “free riding” on global emission reduction lead to inferior outcomes, putting sustainable development out of reach.

THE INFLUENCE OF INTANGIBLE MOTIVATION STRATEGIES ON THE SUCCESS OF BUSINESS IN THE ORGANIZATION

Employee motivation is the basis of interest in modern human resources management. By building a quality motivational system, the organization is helped to increase its competitive ability, as well as organizational value. Previous motivational techniques, strategies and systems have become insufficient and inflexible to meet the criteria of today’s employees. Therefore, it is necessary to introduce new motivational techniques and systems in order to achieve high motivation, employee satisfaction and successful business operations of the organization. Many organizations have realized that in addition to material compensations, employees today expect non-material compensations as well. With them, the organization achieves the satisfaction of the “higher order” needs of its employees (the need to confirm expertise, ability and a job well done, the need for personal and professional development, the need for self-esteem, the need to achieve a certain status, and other needs related to the employee’s position). Therefore, the research goal of this paper is based on finding a solution related to the problem of how and in what way to help management motivate employees with intangible motivation strategies. In the scientific research for the purposes of this paper, scientific research methods will be used, in order to ensure the most reliable, high-quality and concrete knowledge and conclusions about the proposed topic. Various logical and technical methods will be used for the analysis of individual elements and the mutual influence of individual elements, from descriptive, analytical-synthetic, inductive-deductive and compilation methods to statistical and mathematical methods, the use of which will depend on the goals set in the work itself. The research will use: the survey method, methods of systematic analysis, descriptive, and some of the methods that, with certain adjustments, will also be applied in the final considerations. The survey showed that the majority of respondents believe that special stimulation programs should be introduced in their organization. Most respondents also answered that training and career development are more important to them than salary and other material rewards. However, it depends on the positional status of the respondent. According to middle, higher level and top managers, employee participation in decision making and problem solving is very often more important than salaries and other material rewards. For middle- and higher-level respondents, positional status is more important than salary and other material rewards, while for half of the lower-level respondents, it is not important at all. In addition, for the majority of respondents, it is important to introduce more diverse tasks and skills, responsibility and autonomy into the work, which achieve a greater effect than salaries and other material rewards. And finally, respect and correct attitude of superiors towards employees is very important to all respondents, regardless of their position status. Therefore, the obtained research results moderately confirm the theoretical assumptions. Therefore, the hypothesis: Intangible strategies for motivating employees in the civil service and local and regional self-government are more important than salaries and other material rewards, was accepted because the respondents mostly gave answers in the upper measurement scale.

Organizational Citizenship Behavior and Organizational Performance: A Literature Review

This paper is to explore the relationship between Organizational Citizenship Behaviour and organizational performance in both private and public organization. OCB has significant impact on organization performance as its shows in several researches and literature review by schoolar. Research in the field of business and management confirms that employees are activators of organizational resources and, therefore, are considered an important asset of the organization. Other available literature confirms the assumption that high employee citizenship behavior is the most influential factor and contributes a lot to the success of company performance. The contribution of fundamentally effective leadership to employee commitment and citizenship cannot be ignored.

Job Satisfaction in Transitions into Self-employment: Subjective Evaluations

Purpose: In the current context, toxic workplaces are increasingly popular within organizations which lead to an increase in exhaustion and work related stress. Low staff morale, high employee turnover, low productivity, and poor work quality are just a few effects of this type of toxic workplace environments. Due to such negativity placed upon wage employment, people who are struggling are looking for better means of employment such as self-employment. The primary purpose of this study is to evaluate how the transitions decision of self-employment over paid employment influences job satisfaction at the individual level. 
 Design: A qualitative study was conducted using semi-structured interviews. 15 individuals who have transitioned to self-employment were chosen on the basis of purposive sampling. Under the 3 main categories of self-employment, wage employment as well as job satisfaction, key findings were gathered, and conclusions were drawn based on the insights received from the interviewees.
 Findings: Findings of this study clearly show that individuals are struggling due to the degradation of wage employment and eventually self-employments do attain job satisfaction comparative to wage employment.
 Implications: The findings further important to individuals who are struggling at their workplace but has not made up their minds to transition to self-employment hence contemplating, to easily make their decisions and to get rid of their toxic workplace. The study provides advisable guidance to the individuals contemplating to transition from wage employment to self-employment.
 Future Research Suggestions: Conducting more interviews is necessary to draw better conclusions on the subject. The job satisfaction can be a subjective concept therefore, different individuals may hold different opinions which may contradict with each other, therefore is important to do more research on the subject to get wider insights.

A Study of the Impact of Executive Power and Employee Stock Ownership Plans on Corporate Cost Stickiness: Evidence from China A-Share Non-Financial Listed Companies

It is of great value to study the stickiness of enterprise cost for reducing enterprise cost and improving enterprise performance. This paper selected all A-share non-financial listed companies from 2014 to 2019 to study the impact of executive power and employee stock ownership plans on cost stickiness. The study found that the higher the executive power, the stronger the cost stickiness of the enterprise. By reducing the adjustment costs and optimistic expectations of management and improving the performance sensitivity of executive compensation and quality of information disclosure, an employee stock ownership plan plays a role in suppressing the cost-stickiness effect of executive power. The larger the scale and the more times the employee stock ownership plan is implemented, the stronger the inhibition effect is. An employee stock ownership plan has a stronger inhibiting effect on the cost-stickiness effect of executive power in enterprises with a large proportion of state-owned and institutional shares and high employee status. Combining the research themes of management accounting and financial accounting, this study discusses the economic consequences of ESOP from the perspective of enterprise cost control, which is helpful for internal and external stakeholders of enterprises to understand the characteristics and effects of ESOP in the new era, and also provides new evidence for enterprise cost control while enlightening policy makers and listed companies to explore the feasible mechanism of enterprise cost control from the staff level. It is of great value to study the stickiness of enterprise cost for reducing enterprise cost and improving enterprise performance. This paper selected all A-share non-financial listed companies from 2014 to 2019 to study the impact of executive power and an employee stock ownership plan on cost stickiness. It is found that the higher the executive power, the stronger the cost stickiness. An employee stock ownership plan has a stronger inhibiting effect on the cost-stickiness effect of executive power in enterprises with a large proportion of state-owned and institutional shares and high employee status. This study provides new evidence for corporate cost control.

Do Employee Experience Has an Impact to Turnover?

The growing development of the F&B industry, especially coffee shop SMEs, is of course proportional to the large number of absorbed Indonesian workers. This is inseparable from the problem of high employee turnover. A high turnover rate in a company is closely related to a bad employee experience. Employee experience is basically an employee's perception of their work experience in a company. This study aims to see how employee experience can affect the turnover rate in a business. This research technique uses a qualitative study with purposive sampling technique. In this research interviews were conducted with employees and ex-employees in 3 different coffee shops. The results of this study indicate that high turnover rates are caused by poor employee experience. Where in this case employees do not have a sense of belonging to the compan

Pengaruh Servant Leadership dan Komitmen Afektif Terhadap Kinerja Karyawan Melalui Motivasi Kerja (Studi Kasus Bank BNI Cabang Muara Bungo)

The important role of human resources in achieving organizational goals requires good maintenance of human resources. Factors that influence the level of success of an organization is to look at the performance of its employees. This study aims to describe and implement servant leadership, affective commitment, work motivation and employee performance at Bank BNI Muara Bungo Branch and to analyze the influence of servant leadership and affective commitment on employee performance through work motivation (a case study at Bank BNI Muara Bungo Branch). This study uses the PLS analysis method. Based on the description of servant leadership, affective commitment, employee performance and work motivation at Bank BNI Muara Bungo Branch, servant leadership shows that the average score is 410 and a total of 4,102 in the very good category, work affective commitment shows that the average score is 295 and a total of 1,770 in the very good category. work motivation shows that the average score is 290 in the high category and employee performance shows that the average score is 286.5 and the total score is 2,865 in the good category. PLS results show that servant leadership has a positive and significant effect on employee performance, affective commitment has a positive and significant effect on employee performance, work motivation has no significant effect on employee performance, servant leadership has a positive and significant effect on work motivation, affective commitment has a positive and significant effect and positive effect on work motivation, servant leadership has no significant effect on employee performance with work motivation as an intervening variable and affective commitment has no significant effect on employee performance through work motivation at BNI Bank Muara Bungo Jambi Branch.

Pengaruh Pelatihan dan Motivasi Kerja terhadap Kinerja Pegawai dengan Kemampuan Kerja sebagai Variabel Intervening pada Dinas Tenaga Kerja dan Transmigrasi Kabupaten Tanjung Jabung Timur

This study aims to analyze the description of training, work motivation, employee performance and work ability at the Office of Manpower and Transmigration of East Tanjung Jabung Regency and analyze the effect of training and work motivation on employee performance which is mediated by work ability at the Office of Manpower and Transmigration of Tanjung Jabung Regency East. The method used in this research is descriptive verification and quantitative methods. The data collection method in this study was a questionnaire. Questionnaire (questionnaire) is a list of written questions that have been formulated previously to be answered, usually in clearly defined alternatives. The population in this study were all employees with civil servant status at the Office of Manpower and Transmigration of East Tanjung Jabung Regency during the period this study took place, namely as many as 60 people. In this study using saturation or census techniques because all the population, namely as many as 60 people were used as research samples. The analysis tool used is PLS analysis. Based on the description of training, work motivation, employee performance and work ability at the Office of Manpower and Transmigration of East Tanjung Jabung Regency, job training shows the trained category, work motivation shows the very high category, work ability shows the very high category and employee performance shows the very good category . The results showed that training had no significant effect on employee performance, work motivation had a positive and significant effect on employee performance, work ability had no significant effect on employee performance, training had a significant effect on work ability, work motivation had a significant and positive effect on work ability, training had no effect significant effect on employee performance, work motivation has no significant effect on employee performance.

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.