Ideal Employee Research Articles

Kontekstualisasi Ilmu Jarh wa Ta'dil dalam Penilaian Kinerja Karyawan di PT Dwisar Multivesta Niagatama

Employee assessment is an important aspect of human resource management that requires a comprehensive approach to measuring their performance and contribution to the company. This article aims to explain the concept of jarh wa ta'dil in the science of hadith and how this concept can be applied in the context of employee assessment in modern management. By integrating the ethical values and justice of jarh wa ta'dil, companies can develop a more holistic and value-based approach to judgment. This research uses qualitative methods with a literature study approach by applying descriptive-analytical methods. The results of the research show that there is a correlation between the principles of jahr wa ta'dil with those of the ideal employee judgment. Principles such as justice, equity, and accuracy jhr wa'dil aligned with the ideals of the employee’s judgement such as objectivity, transparency, and accountability.

An inconvenient truth about “bundling” commitment, engagement, and embeddedness: Unbundling to extend theory on turnover motivations and beyond

This paper critiques a research practice that we call “bundling,” which has produced highly popular constructs in the organizational behavior literature, including organizational commitment, employee engagement, and organizational embeddedness. We show how these bundled constructs, using broad labels from common parlance, have produced overlapping meanings, confounded theoretical mechanisms, and imposed limiting “ideal employee” conceptions in the literature, organizations, and ultimately, societal discourse about employees. We argue that “unbundling” these constructs can provide multiple benefits to theory, empirical inquiry, and practical assessment of complex employee motives. As a demonstration, we unbundle the three focal constructs to integrate and clarify their component relations within the nomological net of turnover motivation. Thereby, we enrich conceptions of proximal withdrawal states, while synthesizing the most comprehensive model of turnover motivations. Finally, we discuss further research implications suggested by unbundling our focal constructs, and unbundling more generally.

Disability disclosure as an impression management technique used in the workplace: A grounded theory investigation.

In order to overcome obstacles to entry and inclusion in the workplace, individuals with disabilities engage in various impression management strategies to present themselves as the socially acceptable 'ideal employee.' This study expands on previous disclosure research by asking individuals with disabilities to share their experiences of identity management and workplace challenges. We leveraged qualitative research techniques to explore the reciprocal impact of workplace treatment and disclosure. Impression management emerged as an especially salient aspect of participants' disclosure decisions, and participants used an array of impression management tactics. Some employees with disabilities described positive experiences; however, we also learned that impression management can present unique challenges that may outweigh potential benefits. Our findings affirm that managing the image we project can be remarkably complicated and effortful when having a disability. This paper concludes with implementation recommendations for vocational rehabilitation counselors and human resource practitioners.

Employee Workload Analysis at The Financial Services Authority Human Resources Management Directorate with Full Time Equivalent (FTE)

The Financial Services Authority (OJK) is a public institution that has a statutory mandate to regulate and oversee the financial services sector and protect consumers. At the present time, the financial services sector is experiencing positive developments so that the OJK is also supporting this function by providing human resources. So that there is an increase in staff at OJK resulting in an increase in workload at the Directorate of Human Resources Management (DLSM) which has the function of managing human resources. On the other hand, OJK has not yet calculated employee workload and does not yet have a standardized method for calculating employee workload and employee needs. This study aims to analyze the current workload of employees with Full Time Equivalent (FTE) and the ideal employee needs as well as provide strategies to deal with underload, normal, and overloaded workload scale conditions in the Directorate of Human Resource Management at the Financial Services Authority. The results of the research that has been done are 12 employees in the Overload workload category, 13 employees in the Normal workload category, and 1 employee in the Underload workload category. Based on this FTE calculation, it is known that there is a shortage of 23 people. So several steps are proposed to meet the needs of employees and to equalize the workload of employees in the DLSM. The results of the research that has been done are 12 employees in the Overload workload category, 13 employees in the Normal workload category, and 1 employee in the Underload workload category. Based on this FTE calculation, it is known that there is a shortage of 23 people. So several steps are proposed to meet the needs of employees and to equalize the workload of employees in the DLSM.

"Ideal employees" and "good wives and mothers": Influence mechanism of bi-directional work-family conflict on job satisfaction of female university teachers in China.

Work and family are two important areas in people's life, and the relationship between them will have an important impact on the attitudes and behaviors of employees in an organization. In the context of Chinese culture, the organization hopes to have an ideal employee, and the family hopes to have a good wife and mother. Based on the resource conservation theory, this paper examines the relationship between bi-directional work-family conflict and job burnout, perceived organizational support and job satisfaction by using latent variable path analysis method with 527 Chinese female university teachers as subjects. The results showed that: (1) Work-family conflict, family-work conflict and job burnout could negatively predict job satisfaction, while perceived organizational support could positively predict job satisfaction, (2) Job burnout played a partial mediating role in the process of work-family conflict and family-work conflict affecting job satisfaction, and the effect values were - 0.220 and - 0.168, and (3) Perceived organizational support played a moderating role in the first half of the mediating effect of "work-family conflict → job burnout → job satisfaction" and "family-work conflict → job burnout → job satisfaction," and the moderating mediating index was 0.015 and 0.010. The study contributes to a better understanding of the relationships among bi-directional work-family conflict, job burnout, perceived organizational support, and job satisfaction among female university teachers. Our findings highlight potential avenues for interventions by university administrators in the context of Chinese culture aimed at balancing work and family and improving job satisfaction among female university teachers.

Examining the Implementation of Financial Incentives using the Framework of Monetary and Non-Monetary Incentives to Improve Employee Innovation Performance Case Study: Jordanian Islamic Banks

Jordan's banking industry has expanded significantly, and various Jordanian banks are now more competitive than ever. Therefore, all Jordanian banks strive to gain a greater competitive edge by luring more clients. In this context, Jordanian Islamic banks sought to strengthen their competitive advantage by offering high-quality banking services, luring highly experienced employees, and equipping them with a capable system of incentives and rewards to boost their performance. It has been suggested that monetary and non-monetary incentives could be used to address these issues. In order to evaluate the effects of incentives on the employees who worked in the Islamic Bank's branches in Jordan, the study set out to conduct a systematic review and analysis. Partial least squares (PLS) analysis was used to gather data that had been gathered through a survey method using questionnaires that were completed by 73 respondents. Simple linear regression (SLR) was used to assess how incentives affect performance. The results of the study revealed a statistically significant positive effect of monetary and non-monetary incentives on performance. In order to implement a fair incentive policy that has an impact on raising employee performance, and added value Islamic banks need to review their system of moral and financial rewards. Giving bonuses, recognizing outstanding employees, providing the ideal employee with monthly annual health benefits, and expressing gratitude and expressing gratitude and appreciation to others. Future knowledge in the field of management accounting will benefit from this study's contribution, which focuses on the existence of the principles based on the performance system, a distinctive and original compensation scheme that has unmistakably aided bank expansion.

The Myth of the Ideal Graduate


 Power is a defining feature of organizational life in general and in organisational socialisation in particular. In this study we aim at developing a deeper understanding of the tension between newcomers’ search for expressing their authentic selves and the pressure to comply with what we call the myth of the ideal employee. We conceptualise the myth of the ideal employee as a dominant narrative that structures the process of membership negotiation as discussed by McPhee and Zaug (2000). Drawing on Alvesson and Wilmott (2002) and Ashforth and Schinoff (2016), we conceptualise the process as identity regulation pertaining to how newly hired graduates come to define “who they are” in a large corporation. We present findings from a longitudinal, qualitative study with data consisting of sixty-two interviews with a cohort of graduates in a corporate graduate programme. Over a period of six months, three interviews were conducted with each graduate; one before entering the organization, one after three months, and one after six months. As we conceptualise identity as embedded in narrative, the data has been analyzed through a narrative analysis, using Greimas’ actantial model. Our analysis dives into each interview round as well as narrative trajectories across interview rounds with a central emphasis on identity regulation and becoming a member.
 The findings demonstrate how the myth constrains graduates to match a specific narrative identity and ideology in accordance with the organization’s own and how the newcomers strategize to establish a particular presence in the organization. It also reveals small but consequential attempts to “stay true to oneself”, thus unravelling the complex, ongoing negotiation of “who one is” and the key stakeholders involved.

Constructions of the ideal elite employee: A content analysis of job advertisements for positions in the Norwegian upper class

Previous research has shown that the upper class has a high degree of self-recruitment. Simultaneously, research on job recruitment suggests that there has been an increase in the importance of ‘soft skills’. This article investigates the connection between these two phenomena by looking at elite employers’ constructions of ‘the ideal employee’ and how this may contribute to class reproduction. By analysing 150 advertisement texts linked to positions in the upper class and fractions within it (the cultural, professional and economic upper classes), it explores which qualifications and characteristics are required. The analysis indicates that ‘soft skills’ play a substantial role in recruitment in all upper-class fractions, suggesting that ‘hard skills’ do not suffice to achieve an upper-class position. Indeed, the fact that many of the personal characteristics are linked to modes of being typical of an upper-class habitus makes it harder for people from lower in the class structure to match the description of the ‘ideal candidate’. Furthermore, this article finds the following three distinct employee types: the authoritative leader is idealized in the economic fraction, the dedicated worker in the professional fraction and the coaching leader in the cultural fraction. This article also points to examples of gender stereotyping that may function as contributing factors in reproducing occupational segregation.

Community of practice: converting IT graduate students into specialists via professional knowledge sharing

PurposeThe paper aims to highlight how an applied learning framework or “community of practice” (CoP) combined with a traditional theoretical course of study enables the identification of teaching-learning processes which facilitate knowledge transfer from practitioners to graduate information technology (IT) students for quicker integration in the labour market.Design/methodology/approachCoPs are identified based on cluster analysis according to Kolb’s Learning Style Inventory (1984), with data obtained through a survey. Empirical research is applied to the CoP developed within a non-formal learning framework, principal new actors being IT specialists linked to graduate IT students and teachers on a traditional university course. Graduate IT students can gain knowledge of the ideal employee and the social and emotional skills needed to integrate with the IT labour market.FindingsThe K-Means algorithm helps to identify clusters of graduate IT students displaying necessary knowledge acceptance behaviour to convert them into specialists. The results of the cluster analysis show different learning styles of the labour force, providing an overview of candidate selection methods and the knowledge, skills and attitudes expected by users.Research limitations/implicationsAlthough the research adds value to the existing literature on learning styles and the knowledge and core skills needed by IT specialists, it was limited to an emerging market.Originality/valueThe study provides a preliminary overview of graduate IT students’ attitudes from an emerging market to the re-engineering of academic learning contexts to facilitate professional knowledge transfer, converting them into IT practitioners and integrating them in the labour market of an emerging economy.

Формирование образовательной инфраструктуры в целях обеспечения занятости на предпринимательском рынке

Presented is the mechanism of formation an educational-communication digital-interactive regional infrastructure for supporting the labor market and promoting employment. The main task of the mechanism is to form one of the new elements of educational infrastructure that meets population’s needs in education and employment, by introduction and development information technologies, scientific models, and organization on-line interaction with the potential participants in the entrepreneurial market. The mechanism had been created by the authors can function taking into account the existing state programs, containing elements of digitalization, strategies for the development of entrepreneurship and social support for population. On the one hand the main advantage of the proposed mechanism will allow to build a new element of the educational infrastructure using the digital environment, and on the other hand it will help to form a labor market for qualified employees, who will provide a constant supply of the modern specialists to the entrepreneurial market. This goal is possible to achieve by the implementation of such models as the model of the ideal employee, the ideal job and the ideal place of education. Modeling of socio-economic information will help to identify the needs of employers for qualified personnel, form proposals for the entrepreneurial market development, open new training profiles, and predict the demand of future professionals in the interactive labor market. The authors conducted a pilot survey for mechanism evaluation that confirmed future applicants’ goal is to get higher education with the using of information technologies.

OCCUPATIONAL SKILLS AS BASIC ELEMENTS OF TALENT DEVELOPMENT IN THE COMPETENCIES LEGAL FRAMEWORKS

The relation between performance and professional competence has often been considered as equal. A term frequently used by both practitioners and researchers to describe professional performance is that of competence, in the sense of developing that level of competence that ensures performance. Competency models were used to describe performance, to identify the main areas to be identified, to be evaluated in the selection processes, to identify training needs or to plan managerial succession. At this moment, the importance of judicious design of jobs and the creation of the most accurate portrait of the ideal employee for his employment is obvious.

Agency and Capabilities in Managerial Positions: Hungarian Fathers’ Use of Workplace Flexibility

This article analyses the agency freedom of manager fathers in Hungary to claim work–family balance through corporate flexible working arrangements. Hobson’s interpretation of Sen’s capability approach (Hobson, Fahlén, & Takács, 2011) is applied to appraise the effect of individual resources and organizational and national context on managers’ work–family balance, as well as their influence on organizational culture. An interview-based case study was undertaken at the Hungarian subsidiary of a Scandinavian multinational company, wherein 43 personal interviews were conducted with fathers in managerial positions. The interviews were analysed according to structuring qualitative content analysis. Managers benefitted from corporate flexibility (home office and flexible schedule), but experienced power asymmetries in terms of access to and use of the former according to hierarchy and department. Even though the men in these positions are assumed to be change agents, the majority of them perceived limited agency freedom to convert flexible working into work–family balance, or to influence organizational culture. The privileged position of managers was detected at the level of their individual agency. Most managers could economically afford to maintain a male breadwinner model. Therefore, limitations related to securing parental and flexibility rights were due to traditional gender norms, and the strong sense of entitlement to work. Consequently, the extent and means of use of flexibility did not challenge deeply rooted assumptions about ideal employee norms.

The Identity Regulation of Disabled Employees: Unveiling the ‘varieties of ableism’ in employers’ socio-ideological control

Conceptualizing organizational representations of disabled workers as a form of socio-ideological control, this study investigates the identity regulation of disabled employees. The comparative analysis of a bank, a labour market intermediary organization and a local public administration unveils distinct ways in which the able-bodied/disabled dichotomy is used to regulate disabled workers’ identity in function of organizational goals and the organization of work: by subsuming them into the ideal employee, by constructing them as the negation of the ideal employee, and by constructing the disabled and the able-bodied employee as distinct and mutually dependent ideal workers. These ‘varieties of ableism’ produce specific understandings of disabled employees that give them differential access to an ideal worker identity, and are resisted in multiple and surprising ways, including reclaiming the ideal worker’s identity and the promised rewards associated with it, and disclosing or hiding one’s embodiment and disability. The study advances the extant knowledge by showing how ableism variously functions as a principle of organizing shaping whom disabled workers are (not) allowed to be in specific organizational settings.

Disabling organizational spaces: Exploring the processes through which spatial environments disable employees with impairments

Adopting a Lefebvrian perspective that draws attention to the connection between space and power, this study aims to contribute to the organizational literature by offering an in-depth understanding of the processes through which organizational spaces can disable employees with impairments and contribute to the unequal power relations between disabled and non-disabled employees. Based on 65 interviews, it shows how organizational spaces can disable employees with impairments through disabling productivity, social inclusion, independence, and physical comfort and safety. A first contribution this allows this study to make is identifying the different aspects involved in the production of ableist organizational spaces and the way they are connected to the relations of power between disabled and non-disabled employees. It shows how ableist organizational spaces are conceived in an ableist way, become dominated by ableist spatial practice and infuse lived experiences with ableism. Second, this study extends debates on disability in organizations by offering a spatial understanding of ableist notions of the ‘ideal employee’, the reproduction of ableist discourses, and embodied experiences of ableism in organizations. A third contribution this article makes is providing an understanding of the strategies employers and disabled employees use to (attempt to) manage ableist organizational spaces. It argues that as these strategies mainly aim to secure productive participation, they do not address, or can even contribute to, other disabling processes. In this way, they not only reproduce relations of power between employers and disabled employees but also do not fundamentally challenge those between disabled and non-disabled employees.

Framework and Evolution of Task Orientation using Fuzzy and GA

The process of selecting employees in any organization is done by mostly old ways. There is a lack of hypothetical support in this method, and error is possible in the result. In the research paper presented, we have outlined the recruitment and selection process of employees with the help of Fuzzy Triangular Number. The selection process given here is completely different from the methods given earlier. To find the ideal employee here, we use the modified method of solving assignment problem. Using certain linguistic variables, we use robust ranking method here. The solution obtained from this method is minimized using the revised approach of assignment. This modified approach is simpler than the Hungarian method previously used by other authors. Using this modified solution, the minimum solution is achieved by reducing the number of recurring assignments. After assignment process, finally selection of employees is given using criterion of GA.

Self-Presentation in Selection Settings: the Case of Personality Tests

Based on theoretical views that applicants express meaningful skills and motivation when presenting themselves in personnel selection settings, we challenge conventional wisdom that self-presentation necessarily impairs the diagnostic value of “fakable” selection devices. Instead, we propose to supplement the traditional psychometric approach to personnel selection with a social perspective that leverages the competitive nature of selection. In order to capture an outcome of self-presentation, we introduce the Ideal Employee Coefficient (IEC) as a supplement to traditional scoring of responses to personality items. Construct and criterion-related validity evidence using the IEC was collected in two studies covering three samples from diverse settings, populations, and measures. The IEC consistently showed incremental criterion-related validity beyond the same tests’ traditional scores, as well as construct-related evidence in line with theoretical underpinnings. Findings imply that traditional personality constructs can be meaningfully aggregated with measures of self-presentation that are cost-effectively derived from the same data sources.

Ritualized retail events and brand-centric employee culture

PurposeThis study aims to explore how the ideal employee effects of internal marketing are created and sustained. It aims to reveal the role that outbound marketing activities play in the reproduction of a brand-centric employee culture.Design/methodology/approachFrom an organizational ritual perspective, this study conducts a qualitative study of a Chinese department store’s anniversary celebration, which is a multi-day annual sales event. Data were collected through in-depth interviews, supplemented with corporate documents and field observation.FindingsThis study reveals that the focal event remains a success because the well-managed coordination of its onstage and backstage activities serves to reproduce an employee culture of espousing and voluntarily enacting corporately mandated role norms, values and beliefs.Practical implicationsFor the management of retail events with the aim of building organizational culture, this study points to the importance of emphasizing the symbolism of the sales promotion aspects of an event and paying as much attention to employees’ backstage experiences as to the public execution of a consumer event.Originality/valueThis study shows that external marketing could set the stage for internal marketing, with the ideal effects of internal marketing actually constructed and institutionalized during activities and procedures comprising outbound marketing. This suggests that a more nuanced view of the practice of internal marketing is warranted.

An Ideal Student Factor and the validity of noncognitive measures of student potential

AbstractThe presence of a general factor has been found in previous research on the utilization of personality tests in selection contexts. Termed the Ideal Employee Factor (IEF), this factor is thought to represent an effort to present oneself as an ideal employee to some degree on all items in the test. Examining the responses to biodata and situational judgment items, we provide evidence for the existence of a factor similar to the IEF within the college admissions context, termed the Ideal Student Factor (ISF), but the magnitude of this factor relative to specific factors was small. Mixed support was found for the hypothesized differences in the factor loadings on the ISF for different constructs included in the model. The presence of the ISF was not found to substantially impact the validity of other predictors within this study. The overall conclusion is that this general factor would not impact the use of these biodata and situational judgment items in college admissions.

Organizational characteristics and personal values that define club management culture

ABSTRACT Identifying and selecting the appropriate managers suitable to be successful within the club industry can be challenging. An ideal employee would be someone who has the characteristics and values to fit within the culture of the industry. This study established a scale to measure organizational club culture. It specifically identifies the individual and organizational characteristics of club managers. By establishing a list of common characteristics and values, club managers have tangible factors to incorporate within recruitment, selection, training of new employees, or even describing their club to potential new members.

Evaluation by employees of employee management on large US dairy farms

Employees, many of whom are not native English speakers, perform the majority of work on large US dairy farms. Although management of employees is a critical role of dairy owners and managers, factors that improve employee engagement and retention are not well known. Objectives were to (1) identify key dairy farm employee management issues based on employee perceptions, (2) evaluate strengths and weaknesses of farms based on employee responses, (3) investigate differences between Latino and English-speaking employees, and (4) investigate differences in perception between employers and employees. Employees from 12 US dairy farms (each with a minimum of 10 employees) were interviewed by phone following a questionnaire provided. Employees provided their responses to 21 Likert scale questions and 8 open-ended questions. There was a wide range in employee turnover among farms (<10 to >100%). Latino employees had much shorter tenure and were more often employed in milking and livestock care than English-speaking employees. Employee perceptions differed among farms regarding whether they would recommend their farm as a place to work, teamwork within the dairy, whether rules were fairly applied, availability of tools and equipment, clear lines of supervision, and recognition for good work in the previous 15 d. Latino employees (n = 91) were more positive in many of these measures than their English-speaking counterparts (n = 77) but less often provided ideas to their employer on how to improve the business. Employers, surveyed on how they thought their employees would answer, underestimated employee responses on several questions, particularly the interest of employees in learning about dairy. When asked to cite 3 goals of the operation, there were differences among owners, managers, and employees. Although employees rated their commitment to the farm and their interest in learning as high, based on turnover, there was an obvious disparity between reality and ideal employee management. Consequently, employers should act on identified management shortfalls to improve employee retention.