Interests Of Employees Research Articles

Employment impacts of industrial transformation in China: A case study of Yangtze River Delta

The United Nations formally adopted 17 sustainable development goals (SDGs) at the summit in 2015. With the goal of SDGs, China has formulated the “3,060” dual carbon target, that is, to achieve a carbon peak before 2030 and carbon neutrality before 2060. Consequently, this goal will direct positive changes in industrial transformation, and employment quality will be impacted. In this article, 106 listed manufacturing enterprises in the Yangtze River Delta are selected to explore the impacts of industrial transformation and just transition on employment. The result shows that the industrial transformation has no significant promoting effect on employment quality in state-owned enterprises (SOEs), and just transition has no significant moderating effect. However, in private enterprises, industrial transformation has a significant negative impact on employment equality. Moreover, employee training can alleviate the negative impact of industrial transformation on employment quality. On the contrary, employee welfare will play a negative moderating role. The conclusions of this research can help enterprises make better strategies to guarantee the interests of employees and stimulate staff. In addition, the government should advise relevant enterprises to transform steadily.

Providing a Balance between Employers’ and Employees’ Interests through the Development of a Procedural Mechanism for Protecting Their Rights

Background: This article presents a study of the theoretical and practical aspects of balancing the interests of employers and employees in the context of Kazakhstan and the United States. The core purpose was to develop such mechanisms that can aid in balanced employer-employee relations in Kazakhstan. The article analyses the role of legal codes and frameworks for the elimination of imbalance in disputed employment relations. Methods: A qualitative study was conducted and the relevant legislation, codes and extant literature related to the rights of employees and employers were explored, which included ILO documents and relevant research articles. The article investigates Kazakhstan’s and United States’ labour code and legislation to determine the applicable procedural mechanisms for balancing the interests of employers and employees. Results and Conclusions: On the basis of this study, a number of recommendations have been developed, aimed at protecting the interests of both employers and employees. In particular, the article presents a procedural developed mechanism based on three aspects of employment relations: social dialogue, collective bargaining and dispute resolution aimed at securing the rights and interests of both parties. The developed mechanisms not only facilitate mutually beneficial decisions appealing to the interests of employees and employers via social dialogue and collective bargaining agreements but also aim to reduce the number of labour disputes in the courts in the future with alternative resolution mechanisms.

Improving the system of wage regulation in Kazakhstan

The article analyzes the current practice of wage regulation in Kazakhstan. The purpose of the article is based on the results of a comprehensive analysis of official statistics for 2001-2021 and the current system of wage regulation, to identify the existing problems and possible solutions. To conduct a comparative analysis, statistical data from OECD Data and OECD Statistics were used, which mainly reflect the dynamics of Germany's indicators in the field of wage regulation. The wage regulation mechanism in a market economy is considered as a system consisting of three closely interconnected parts (blocks): - formation of an equilibrium wage rate in the labor market; - use of the system of social partnership; - implementation of measures of state influence. The analysis revealed that in Kazakhstan, supply and demand in the labor market do not have an adequate impact on the formation of the market wage rate, due to the low level of maturity of social and labor relations, the interests of employers dominate over the interests of employees, the effectiveness of collective agreements in regulating wages is very low . The role of the state in achieving a specific relationship between social justice and economic efficiency is not fully   manifested. The agreed position of social partners on a reasonable increase in the share of wages in GDP should be achieved in the course of concluding a General Agreement between the Government of the Republic of Kazakhstan, republican associations of employers and republican associations of trade unions. Based on the experience of the United States, it is advisable to create a National Labor Relations Administration, which will also deal with the certification of trade unions. Increasing the wages of workers should become a priority goal of socio-economic policy.

The ratio of wages of workers and employees in the censorship industry of the Siberian Region in the second half of the 1920s.

The article examines the issues of remuneration of employees of the enterprises of the censorship industry of Siberia during the years of the NEP and the ratio of salaries of different categories of employees to workers' salaries, which allows us to identify the degree of income inequality between them, as well as to answer the question of how great was the differentiation of their financial situation, and not only in general, but also by individual industries. No less important is the question of trends in the dynamics of indicators of this differentiation in the very short period of the NEP, when approaches to state regulation of this important social process were formed. It is shown that, in general, during the period under review, the ratio of salaries of workers and employees at the enterprises of the censorship industry of the Siberian Territory was stable and at the same time differed greatly depending on the industry and the position of the employee. It is concluded that these differences were smaller than at the very beginning of the XX century. Despite the general equalizing trend in wage policy and the corresponding activity of trade unions, the economic need for the material interest of employees forced to maintain a certain level of wage inequality, and in some employees even slightly increase it.

Work-life Integration and Workplace Flexibility on Life Satisfaction, Work Productivity, and Organization Commitment: Contextual Study Shatish RAO

Employees are expressing challenges in keeping the work and life domains separate from each other which had caused them to face burnout and work-life conflicts which eventually ended up in dissatisfaction, poorer well-being, fatigue, and problems in daily functions. Thus, instead of managing both domains as a different entity, it is important for the employees to realize the significance of work-life integration (WLI) as an effective boundary management strategy to manage their resources from both domains. Moreover, employers should also design a workplace with a flexible concept as it can support the practice of work-life integration towards determining the success of the entire organization. In other words, work-life integration in a flexible work environment is the holistic approach recommended solution by this study to share the interest and benefits of employees who can meet their work, family, personal and community obligations. Therefore, in this article, the involvement of WLI and workplace flexibility in influencing employees’ life satisfaction productivity and organizational commitments were discussed through recent literature reviews and a suggested conceptual framework of this study. Many studies in the past had validated the disadvantages, advantages and issues of WLI. However, the findings of this study draw insights into the potential of WLI in determining the influential factors which play important roles in the success of a whole organization. Moreover, the study also contributed by highlighting the workplace flexibility (as a moderator) for the employees which can heavily influence WLI and all the respective outcomes. Although this framework lacks empirical research, it does provide a theoretical rationale for the argument that work-life integration can be the key to the success of employees and organizations, and it can extend its significant influence with the help of work flexibility. Extended research and comprehensive investigations on this framework through empirical research will be the future of this article to increase the predictive value of this study.

Addressing Agency Problem in Employee Training: The Role of Goal Congruence

Individualized learning plans and corresponding training programs are maintained and organized in most organizations. Employees may be averse to training if they do not see how it contributes to their professional advancement. This is an example of conflict between management and employee interests in a business. The misalignment between management’s offerings and employees’ desires is a significant factor contributing to such a situation. Our research focused on how companies and individuals put training resources to use from a perspective of divergent goals. It provides insights into making employee training more effective. We investigate the relationship between organizational, individual, and training efficacy using the principal–agent theory and the concept of bounded rationality. We attempted to validate three a priori conditions relating to goal congruence, training motivation, and decision-making through in-depth interviews and focus group discussions. As per participant inputs, career aspirations drive employees’ training preferences. The significance of goal congruence in achieving corporate objectives is often neglected in the academic literature. Although goal congruence can be a useful tool in assisting organizations in achieving their stated objectives, enhanced communication and discussion between managers and employees are required in order to improve and align employee goals with the company’s, for the sake of the individual’s and organization’s development. Furthermore, firms should invest in technology-enabled learning that ensures better access to learning, in order to achieve the kind of productivity and profit margins that would benefit everyone involved. We have also proposed a training value transaction model that accommodates the diverse interests. The model depicts the role of goal congruence in enhanced value fulfilment of the principals as well as agents.

The Influence of Competence and Training on Performance in the Education Department of Labuh batu District with Motivation as Intervening Variables

Employee performance is a measure of how human resources in a company have played a role or not in the progress of the organization. The potential of well-performing human resources determines the success of the company. To achieve the best performance, of course, it is necessary to have directed management of human resources through various policies that can adjust the common interests of employees and the company. This study aims to determine whether competency and training affect employee performance through motivation as an intervening variable at the Labuhanbatu District Education Office. The study was conducted on 61 employees using a saturated sampling technique. The data collection technique used was primary data in the form of questionnaires and secondary data obtained through documentation studies. The data analysis technique used quantitative data which was processed using the SPSS version 25 program, namely the t test, Sobel test and path analysis. The results obtained in this study show 1) there is a significant influence between competence on motivation, 2) there is a significant effect between training variables on motivation, 3) there is a significant effect between competency variables on performance, 4) there is a significant effect between training variables on performance, 5) there is a significant influence between motivational variables on performance, 6) motivational variables cannot affect competency variables on performance, 7) motivational variables cannot influence training variables on performance.

Weton: Reflections on Employee Interests to Become a Whistleblower

This study aims to reveal the employee's interest in reporting fraudulent acts in the Universitas Brawijaya Academic Business Entity and analyzes the employee's interest based on the weton. Informants include the director, deputy director, financial manager, treasurer, and administrative staff. This qualitative research was conducted through unstructured interviews as well as documentation methods to obtain information about weton from informants. This study found that some employees were interested and some were not. Whistleblowers with weton Rebo Pon, Akad Pahing, Sênin lêgi and Rêbo lêgi consider reporting fraud an obligation and a moral responsibility because it harms the organization. On the other hand, the whistleblowers with weton Kêmis pon and Sêtu kliwon feel uncomfortable, sorry, and afraid to report. The work environment and family form a character that encourages a person's interest in becoming a whistleblower.
 Keywords: weton, fraud, employee interest, whistleblower

To the issue of legal stimulation of labor activity of employees

The article states that in the conditions of a market economy it is important to have effective means of influencing labor relations, which would correspond to the mechanism of the market economy. One of such effective means of influence is a legal incentive. Legal incentives are the basis for the introduction of a stimulating regime for the development of the creative nature of work, interest in the results of one's work. With the help of incentives, it is possible to eliminate various problems that arise in the process of work and interaction of the parties to labor relations, strengthen labor discipline, increase the efficiency of work and enterprise management.
 It is emphasized that the essence of legal incentives and their impact on the consciousness of employees is carried out with the help of the informational and psychological side of legal regulation. From the point of view of psychological influence, the importance of means of stimulation lies in the fact that they contribute to the awareness of the continuously acting cause-and-effect relationship between productive labor activity and material situation, which in turn encourages the employee to carry out his labor activity in accordance with the requirements of the labor law regime.
 It is noted that the incentive regime is the application of legal incentives, their impact on the interests of employees. It influences not only the external behavior of the employee in the work process, but also his inner world - intelligence, subconsciousness, emotional and sensory sphere. The legal incentive is a motivating factor for the motivation of the employee's work, creates a stimulating regime in the enterprise, institution, organization to satisfy his interests and acts as a meaningful element in the functional characteristics of the latter. It is emphasized that such a regime is aimed at a purposeful change in the employee's behavior during the work process, during the performance of the work function in order to satisfy both his own needs and interests, as well as the needs and interests of the employer. The incentive regime operates only with positive means: incentives, benefits, permits, and therefore does not include means of a negative, unfavorable nature: obligations, prohibitions, restrictions.

Protection of rights in case of violation of labor legislation on remuneration: anal- ysis of judicial practice

The article examines the judicial protection of labor rights and interests of employees related to wages.The domestic judicial practice on consideration of criminal cases regarding non-payment of wages is an- alyzed, as well as the practice of consideration of cases on administrative offenses - on violation of labor legislation on payment of labor.It is indicated that human rights play such a role in modern society that their importance for any legal state is difficult to overestimate. Individuals and civil society are increasingly aware of the value and prac- tical importance of protecting basic human rights, in particular, labor rights. This is due to the fact that the right to earn a living is inseparable from the right to life itself, and the remuneration for the work performed by the employee is the source of his existence and should provide him with a sufficient, decent standard of living. This determines the state’s obligation to create appropriate conditions for citizens to exercise the right to work, to optimize the balance of interests of the parties to labor relations, in particular, through state reg- ulation of labor remuneration.Summarizing the above, the author comes to the conclusion that among the available list of ways to pro- tect the violated rights and interests of the employee related to non-payment of wages, the most effective way is judicial protection. The analysis of domestic judicial practice showed that, while a violation against the head of the enterprise, the establishment of a case on administrative offenses does not seem to be the most effective way of protection (refusal to consider the case on formal grounds, and in the case of meeting the requirements - the onset of liability that is disproportionate to the violation of an inalienable right to earn a living), bringing the culprit to criminal liability is a method of protection that, although it does not guarantee the restoration of violated property rights of a person to wages, it protects his labor rights and contributes to their further restoration.

DEVELOPMENT OF ADMINISTRATIVE RESOURCES IN THE IMPLEMENTATION OF E-GOVERNMENT IN THE ADMINISTRATIVE DEVELOPMENT BUREAU OF THE EAST JAVA PROVINCIAL SECRETARIAT

The East Java Provincial Government in the implementation of E-Government is also proven by the issuance of the East Java the Surat Keputusan Gubernur No. 188/126/KPTS/013/2022 on the Coordination Team for Electronic Based Government Systems of the East Java Province in 2022, which has the task of providing recommendations for the direction of development of information and communication technology and coordinating the implementation of Electronic Based Government Systems (SPBE) in the East Java Provincial Government. However, from the observations made, it appears that the development of employees in the Administration Development Bureau of the East Java Provincial Secretariat has not fully progressed as expected. The purpose of this study is to identify and analyze the development of Human Resources and the barriers to the implementation of E-Government in the Administration Development Bureau of the East Java Provincial Secretariat. The researcher uses a qualitative research method. The focus of this study is on the development of Human Resources in the Administration Development Bureau of the East Java Provincial Secretariat. The research instrument is interviewing. The informants in this study are the Administration Development Bureau of the East Java Provincial Secretariat, the Head of the Administration Sub-Division, and the Functional Officials and Staff at the Administration Development Bureau of the East Java Provincial Secretariat. The results show that the development of Human Resources is still not given enough attention by the Administration Development Bureau of the East Java Provincial Secretariat, as seen from the low interest of employees (staff) in carrying out new things, especially in education and training and the lack of ability to think or reason/logic to optimize applications, resulting in the lack of optimal performance from the employees.

Gaya kepemimpinan Transformasi terhadap kinerja Karyawan: A Literatur Review

Transformational leadership performance occurs when leaders broaden and enhance the interests of employees, when they raise awareness and acceptance of the goals and mission of the group, and when they mobilize their employees to look beyond their own self-interest of either the group or the individual. Transformational leaders achieve this result in one or more ways. Employee performance is the ability of an organization to achieve its goals through productive and effective employees. Employee performance covers various aspects, including productivity, quality of work, attendance, creativity, and contribution to organizational goals. This Systematic Review is prepared based on Preferred Reporting Items for Systematic Reviews, full text articles and uses English and Indonesian. The keywords used in the search for articles are “Transformational Leadership” AND “Performance”. Analysis of the 13 articles explains that transformational leadership has benefits and effectiveness on employee performance. Based on the results of available literature, it can be concluded that transformational leadership style has a positive influence on employee performance. kind to employees. This can increase employee confidence, commitment, and involvement in achieving organizational goals. In addition, transformational leaders also have the ability to develop employee potential and strengthen the working relationship between employees and leaders.

Better Safe Than Sorry: CEO Regulatory Focus and Workplace Safety

Research shows that CEOs who are sensitive to maximizing gains (promotion focus) engage in more socially oriented initiatives, while CEOs who are sensitive to avoiding losses or harm (prevention focus) attend more to shareholder concerns. Our point of departure, however, is that many social initiatives are of the “do no harm” type that involve efforts to avoid burdening stakeholders with social and economic costs. Integrating research on strategic leadership and regulatory focus, we develop a framework for understanding the relevance of CEO regulatory focus for workplace safety. We argue that firms with prevention-focused CEOs have fewer employee injuries than firms with promotion-focused CEOs as these latter CEOs impose aggressive workloads on employees. Drawing on regulatory fit theory, we further identify two contextual factors that attenuate or accentuate CEO motivation to pursue harm-reducing or growth-maximizing goals. Whereas analyst downgrades mitigate the influence of prevention focus by motivating CEOs to avoid missing their obligations to shareholders, environmental munificence strengthens the influence of promotion focus on injuries by motivating CEOs to take advantage of growth opportunities in the environment. Based on a sample of S&P 500 firms and injury data from the Occupational Safety and Health Administration (OSHA) from 2002 to 2011, we find support for our predictions. The results illustrate the unforeseen consequences of CEO regulatory focus on employee interests.

Explaining the Causes and Contexts of the Formation of Organizational Insentience in the Red Crescent Society of Tehran

INTRODUCTION The phenomenon of organizational insentience has been one of the main challenges in recent years and refers to a situation in which the employees of an organization have become indifferent to their organizational environment. The current research was conducted to investigate the causes and contexts of the formation of organizational insentience in the Red Crescent Society of Tehran province, Iran. METHODS: This applied study was conducted based on the descriptive-correlation method of data collection. The statistical population of this research included all the managers of Red Crescent Organization in Tehran province in 2021. The samples (n=90) were selected using Cochran's statistical formula and stratified random sampling. The required data were collected using a researcher made organizational insentience questionnaire. The validity and reliability of the questionnaire were checked and confirmed. The collected data were analyzed in Smart PLS software using structural equation modeling with partial least squares approach. FINDINGS: The results of the research showed that causal conditions had a direct, positive, and significant effect on the central category with a standard beta coefficient of 0.725, t=17.625, and P=0.001 at the level of one percent error. Moreover, contextual conditions with a beta coefficient of 0.410, t=3.107, and P=0.002 had a direct, positive, and significant effect on the category of strategies at the level of one percent error. Intervening conditions had a direct, positive, and significant effect on strategies at the level of one percent error (standard beta coefficient=0.221, t=3.008, and P=0.003). The central category had a direct, positive, and significant effect on the strategy category with a beta coefficient of 0.334, t=2.282, and P=0.023 at the five percent error level. Based on the results, at one percent error level, the strategies presented in the research had a direct, positive, and significant effect on the outcomes (standard beta coefficient=0.347, t=3.769, and P=0.000). In total, the results showed the existence of organizational insentience in the Red Crescent Organization of Tehran province, which can be reduced by applying appropriate methods. CONCLUSION: According to the findings, by reducing the sense of meaninglessness, double standards, eliminating organizational discrimination, applying appropriate procedures in strategies and their implementation, paying attention to the structural dimensions of the Red Crescent Society in Tehran province, and implementing meritocracy management, it would be possible to increase organizational social capital, the level of interest, commitment, and responsibility of employees towards the Society and work, organizational independence, organizational justice, the atmosphere of trust, and supportive behaviors from the Society and employees. By adopting these measures, a step would be taken toward preventing the formation of organizational insentience in the Red Crescent Society of Tehran province.

TIPS TO INCREASE EMPLOYEE’S MOTIVATION

Motivation to work is an objective phenomenon. When the work to be done is in the employee's interest, he does his best to do it. This interest can be tangible, intangible, or both. Scientists have always studied the problem of motivation. Over the years, they have developed many theories. They are: A. Maslow's theory of hierarchy of needs, K. Alderfer theory, D. McClelland's theory, F. Gertzberg's two-factor’s theory, Porter-Lawler's theory and others. There are also modern theories of motivation - the theory of three demands, the theory of goal setting, the theory of justice and others. None of the current theories of motivation are universal, i.e. those that could be implemented in companies to increase employee’s motivation. Studies conducted in the USA have shown that 73% of employees work in a "sleeping" state. This means that at the place of employment they do not have the proper motivation to work with all their efforts. The number of people who work enthusiastically is few. Their motivation is the work itself. The rest of the people need a material motive, and not the same, but different, because their social situation and psychological type are different as well. The motivation of workers, in contrast to less developed countries, is always higher in highly developed countries, because there people have to fight for self-sufficiency. And the majority of workers in poor countries, while his/her and their families survival from starvation is in a question, it does not have the luxury of taking care to know and recognize his cosmic destiny. This is the reality of poor countries. One such underdeveloped and poor country is Georgia, as well as its employed population. Motivation, whether it is moral or material, gives a person the perseverance to pursue a goal. It is the motivating and directing reason for human behavior [5. p. 16]. Through it, a person's efforts to achieve a goal are more energetic, purposeful and unwavering [6. p. 379-380]. To put it more simply, the efforts of motivated people at work contain three important elements: human energy, direction and strength [7. p. 28-29]. The motive should be selected by the manager in such a way that he can develop all these three elements in the employee. The first element expresses the intensive work of the employee, the second element - correctly directed work, and the third, not once, but continuously, solid work [8. p. 607]. In order to strengthen the motivation of employees, Georgian scientists give the following advice to managers:  Choose a hardship pay strategy;  Give employees freedom and independence in performing tasks;  Let them participate in management decisions;  Make them feel respected from your side;  Plan the work task according to their habits, character and abilities and more. As can be seen from this list of tips, Georgian scientists advise managers to be able to choose the right motivator for each employee. They should have a partnership and almost friendly attitude with the employees. In our opinion, to do this, managers should first divide the collective into 4 groups: The first group: employees who are characterized by an insatiable desire for success in their work. The second group: employees who need success in their work to be rewarded appropriately. The third group: employees who are constantly satisfied with the reward they receive for their work. The Fourth group: employees for whom there is no strong or weak motivator. They are constantly dissatisfied. In order for the company to achieve its goal, interest and desire through employees, it should be based on the employee's interest. Without this, the company won’t be able to receive proper compensation from the employees. For this purpose, the company should systematically study the interests of the employees, as these interests are changing over the time. Keywords: motivation; motivator; employed; material motive; spiritual motive.

Employee voice on social media — An affordance lens

AbstractVoice mechanisms in organizations provide an opportunity for employees to have a say about their work. As new digital mechanisms, such as social media (SM), are being increasingly adopted by organizations for knowledge sharing, employee engagement and general communication, it is important to consider the extent to which SM may facilitate employee voice. The limited attempts to examine SM and employee voice have mostly focused on identifying the contextual factors that could promote constructive voice on SM. The extant literature does not explore how SM features may (or may not) facilitate all types of voice, such as those which promote employee interests. Adopting an affordance lens, this paper answers the call of voice scholars to explore the potential of SM as a voice mechanism by discussing the perceived value of different SM features for different types of employee voice content. The paper brings together SM and voice literature and explores how different SM affordances may potentially facilitate certain voice content more so over others. In doing so, future directions for research of voice on SM are also discussed.

CONFLICT MANAGMENT IN THE INTERNATIONAL ORGANIZATION

The article is devoted to the fact that conflicts are inevitable in our lives and that conflict management in the international organization is one of the most important areas in the activities of the head because it affects the productivity of employees and it affects the results of the work of the organization as a whole. The article discusses the mechanisms of management as well as the definition of conflict and how to manage stress to avoid conflict situations in the organization. For most companies, the main reason was and remains a conflict of interest of employees, and that would prevent or resolve an existing conflict the article reveals the stages of conflict development and the characteristics of ways to resolve conflicts, as well as methods of behavior of individuals or groups in the conflict, called methods of conflict prevention in the organization, reveals what is conflict forecasting since it plays a not unimportant role in personnel management in the organization. To resolve conflict situations, the leader can turn to methods such as smoothing, cooperation, compromise, etc. The use of these strategies can help resolve conflicts. One of the most effective methods of conflict resolution is a compromise, since most often the conflicting parties use a compromise, since the friendly steps towards which one of the conflicting parties makes, make it possible to achieve an asymmetric (one side can give in more, the other will give in less) or even symmetrical ( parties are trying to make mutual concessions approximately equal to each other) agreement. The main thing to remember is that managing conflicts between employees is a controlled process, and even people with opposite views on the situation can agree. And do not forget about the prevention and forecasting of conflicts in order to prevent the appearance of discontent and tension in the team. Conclusions based on the results of the study are formulated.

Теоретичні аспекти соціального партнерства у сфері соціально-трудових відносин

The article is aimed at studying the theoretical aspects of social partnership as an element of the sphere of social and labor relations. Analyzing the works of Ukrainian and foreign scholars, it was found that social partnership is an effective instrument for generating new forms of interaction between business, society and the State. This is a special type of social relations that leads to a balance in the realization of the interests of social groups of society, which is realized mainly in the field of social and labor relations. The main stages of creating an effectively functioning social partnership are allocated and characterized. As a result of the carried out study, it is revealed that social partnership in Ukraine is not yet developed, i. e., it stalls at the stage of establishing. The most realized social partnership in the sphere of social and labor relations of Ukraine is the partnership of employees – employers, where the interests of employers are represented by the Federation of Employers of Ukraine, the interests of employees – by the Federation of Trade Unions. The government, public authorities and local self-government bodies may also be involved as a third party of interest. Interaction in this social partnership is conducted through social dialogue by means of negotiations and the conclusion of relevant agreements. It is noted that an effective social dialogue will be successful only when its benefits are clearly defined and well understood by all parties involved. For this purpose, the main advantages of involvement in social partnership for each of the participating subjects (employees, employers, the State) are identified and systematized. Prospects for further research are to study the experience of developed countries and, on this basis, to develop an effective mechanism for introducing social partnership for different categories of participants in Ukraine, as well as to determine its economic efficiency.

The Role of Human Resources Management Professionals' Skills in Information Technology

The current research aims to measure the impact of the skills of human resources management professionals in information technology in Iraqi private banks, as the skills of human resources management professionals constitute the modern trend of banks' interest in employees with outstanding performance, and the presence of information technology in banks is a prerequisite for dealing with the huge amount of data. And converting it into information to support the decision-maker in light of a complex environment, and the field research problem was the presence of a clear lack of interest in the skills of human resource management professionals and the weak adoption of information technology, which was reflected negatively on the competitiveness of Iraqi private banks. The questionnaire was adopted as a main tool in collecting data and information related to the research, which was prepared based on a number of ready-made scales and using the five-point Likert scale, and was subjected to validity and reliability tests, and distributed to a sample of (91) individuals from the managers and employees of human resources departments working in Iraqi private banks. And to analyze the research data, the ready-made statistical program (SPSS V.27) was used. Among the most important statistical tools used in the analysis are: "the arithmetic mean, standard deviation, coefficient of variation, Pearson's correlation coefficient, multiple linear regression, and path analysis." The most prominent results of the research showed that there is an indirect effect relationship to the skills of human resources management professionals in information technology

Administrative leadership priorities and their impact on improving employee performance: An exploratory study of the opinions of a sample of employees at general fertilizer Industry Company in Basra

The study aims to discover the relationship of influence between the dimensions of administrative leadership priorities (interest in employees, trust in performance, confidence, participation in decision-making, time management) as an independent variable and employee performance as a dependent variable. The study expressed the problem through a set of questions focused on whether there is a correlation and impact relationship between the study variables. Accordingly, a hypothetical model was developed from which the main hypotheses of the study stemmed. To test the validity of the hypotheses, data was collected through a questionnaire prepared for this purpose, and a sample of (200) individuals was selected from the leaders, department heads and section heads in the company under study. In light of the results, the researcher reached a set of conclusions: Administrative leadership priorities are one of the best orientations as a new pattern that relies on positive ideas and principles that create a way of working that makes the leader a person who serves subordinates by gaining their trust and helping them achieve their interests instead of being a person who controls their capabilities. The study recommended many recommendations, most notably: Working to set real priorities for the dimensions of leadership priorities and show their reflections on self-efficiency, taking into account that the influential value of each dimension of administrative leadership priorities has a role in employee performance, i.e. these dimensions should be adopted and the preference between them should be approved according to realistic indicators.