Employee Investment Research Articles

أثر التسويق الرقمي على العملاء وإدارة الأعمال في المشروعات التجارية والربحية: تطبيق على شركة زين للاتصالات في المملكة العربية السعودية

This study aimed to evaluate the impact of digital marketing on customers and business management in Zain Telecommunications Company in the Kingdom of Saudi Arabia. The study sought to achieve several objectives, most notably: determining the effect of digital marketing on customer engagement and loyalty, evaluating the effectiveness of digital marketing strategies used, measuring the impact of digital marketing on operational efficiency and profitability, and studying its effect on customer behavior and satisfaction. The study adopted a descriptive analytical approach, using two main tools for data collection: a questionnaire for employees and another for customers. The study sample consisted of 82 employees and 163 customers of Zain Telecommunications. The researcher used a five-point Likert scale in designing the questionnaires to measure the study variables. The results of the study showed a statistically significant positive effect of digital marketing on customer engagement and loyalty to Zain. It also demonstrated the effectiveness of digital marketing strategies used in achieving the company's marketing objectives. The results also indicated a positive impact of digital marketing on the company's operational efficiency and profitability. Regarding customer behavior, the study showed that digital marketing has a significant influence on purchasing decisions and customer preferences. The study also recorded high levels of customer satisfaction and loyalty to Zain's brand in light of the applied digital marketing strategies. Based on these findings, the study recommended that Zain should continue to develop and continuously improve its digital marketing strategies. It also suggested increasing investment in modern digital technologies and training employees on the latest digital marketing techniques. Finally, the study recommended conducting periodic research to understand changing customer needs and adapt marketing strategies accordingly.

Ascertaining factors inducing engagement and stay intention among Gen Z: a qualitative study in the Indian context

Purpose This study aims to identify specific factors that facilitate engagement and stay intention among Generation Z employees in the Indian banking, financial services and insurance (BFSI) context. Furthermore, using the frequency distribution of the identified factors, this study has ranked them in order of their association with stay intention. Design/methodology/approach Data were collected from 22 Gen Z employees working in the Indian private BFSI sector using unstructured interviews. Inductive content analysis was applied to identify the factors improving engagement and stay intention. Moreover, quantitative content analysis was applied to calculate the frequency distribution of the identified factors. Findings The study identified six prominent factors, namely, transformational leadership, employee investment practices, egalitarian practices, work-life balance, job crafting and sustainability, which significantly enhance employee engagement and stay intention among Gen Z employees. Moreover, based on the results of quantitative content analysis, it was found that transformational leadership exhibited the highest frequency in association with employee engagement and stay intention. Following this were employee involvement, egalitarian practices, work-life balance, job crafting and sustainability. Research limitations/implications In the coming days, Generation Z will contribute to almost one-third of India’s workforce, of which the BFSI sector will be the major employer. However, the issue with this generation is their retention. Hence, the study identifies factors ensuring engagement and stay intention. Originality/value Owing to the paucity of research on stay intention as a variable of interest, this study tries to capture the perceptions of Gen Z towards factors inducing their engagement and stay intention. This study assesses intention to stay (ITS) as compared to intention to leave (ITL) as it is a proactive indicator of turnover. Lastly, this study uses a qualitative approach to identify factors influencing stay intention and engagement based on interactions with employees, which, to the best of the authors’ knowledge, no prior study has attempted.

How training quality, trainer competence, and satisfaction with training affect vocational identification of apprentices in vocational education programs.

Vocational identification means being identified with an organization and with one's career. Both are key objectives of vocational education and training (VET) programs and advantageous for employees and employers. For employees, vocational identification is often associated with positive work-related emotions and job satisfaction; for employers, workers' identification with the organization and the career enhances their performance and reduces turnover. Thus, investment in employees' professional development that has the potential to support vocational identification is advantageous for all involved. In light of current demographic changes and a decreasing demand for full-time work, which are leading to a shortage of skilled workers and lower enrolment in apprenticeship programs, it is essential to bind young talents to companies at an early stage and avoid resignations during or after training. Findings from various empirical studies confirm that those who identify with their chosen career and the organization for which they work are more satisfied, think less about quitting, and perform better. Little empirical research has been conducted on how apprentices in VET programs identify with their career or organization or the extent to which such identification enhances their job satisfaction. In this study, we therefore investigate factors that influence apprentices' identification with their career and organization, in particular, the effects of training quality and trainer competence. Our results indicate that apprentices identify strongly with their career and with the organization where they are doing their training and are mostly satisfied with the quality of their training. Structural equation modeling reveals the relevance of career choice, training quality, and job satisfaction for identification with an organization and (less) with a career. The learning and working conditions in the organization, and more specifically, the variety of tasks offered to the apprentices and the trainer's pedagogical aptitude explain satisfaction with the training and career identification; the trainer's presence and the apprentices' satisfaction with training explain, to some degree, variance in organizational identification.

Exploring the impact of climate change on lodging establishments: a systematic literature review

Abstract Purpose This study aimed to identify scientific research concentrating on climate change impacts on accommodation services and examine the most relevant outputs related to management strategies due to exposure to climate change. Methodology It used a systematic review of the literature of scientific articles published in the Web of Science and SCOPUS. The search strings were validated by academics, who suggested adding more keywords for studying the relationship between accommodation settings and climate change. As a result, four search strings were established and identified 39 articles for qualitative analysis with MAXQDA. Findings Some studies asserted that corporate social responsibility is important for mitigating climate change issues. hotels work together with local businesses, enforcing the community’s adaptive capacity to climate change and supporting the need for education and training programs to understand climate change risks better. Moreover, green human resources management directly relates to the level of environmental awareness in local communities. Using air conditioning for combating heat waves consumes high amounts of energy. One option lies in energy-efficient buildings such as passive houses, using compact designs for reducing the cost of operation. Currently, hotel operations rely more on being more transparent regarding informing guests and influencing eco-friendly choices. On the other hand, there is an investment in training employees regarding good practices for energy use and management. Such action leads to accountable energy savings. Nevertheless, hotels still struggling to adapt because of their elevated energy consumption for heating, hot water, lightning, or cooling aggregates.

Igniting Employee Investment Interest: Unveiling The Impact of Investment Knowledge, Minimal Capital, Return and Risk of Investment, and Technological Advances

Igniting Employee Investment Interest: Unveiling The Impact of Investment Knowledge, Minimal Capital, Return and Risk of Investment, and Technological Advances

Costs and Performance of Employee Investment Undertakings

Costs and Performance of Employee Investment Undertakings

Do investors value job information? Evidence from employee welfare policy

ABSTRACT Given the global trend of increasing efforts to improve employee wellness and transparency at the workplace, this study is motivated to investigate whether and how investors value job information disclosure. Based on the sample of Japanese listed firms, we find that the abnormal returns around the job information announcement date are higher in firms that disclose more information in terms of employee welfare policy. Robustness tests indicate that our empirical inference is not driven by alternative measurements and unobserved confounding variables. In addition, cross-sectional analyses show that this effect is more pronounced in firms with higher capital intensity and income per employee. Overall, our empirical findings are consistent with the inference that, following the rise of stakeholder capitalism, investors do value responsible employee investment as such investment gains employee trust.

Physician Entrepreneurs and AI Technology: An In-depth Study of Knowledge, Competence, Adoption, and Sustainability in the GCC Region

In recent years, the usage of artificial intelligence (AI) has grown significantly, and its implementation is now widespread across all industries worldwide. In terms of finances, the business sector is aware of the importance of AI in healthcare. Physician entrepreneurship is a familiar idea that has developed over time. Doctors who are also entrepreneurs have broadened their areas of expertise and taken on more primary clinical duties. This study aims to assess the knowledge, competency, adaptability, and sustainability of artificial intelligence (AI) technology among physician entrepreneurs in GCC nations. This study will focus on how AI technology is used in the healthcare industry.A sample of 220 respondents will be used in this study's survey. Out of the 220 participants, 152 males (69.09%) and68 females (30.9%) were included in the study. Based on the results of the structural equation model, competence, adaptability, and sustainability contribute to artificial intelligence and have a significant positive impact. After analyzing the interview responses, it is clear that incorporating AI into a company demands a considerable investment in employees, technology, and software. This study focused on how well physician entrepreneurs understand, use, and maintain artificial intelligence regarding knowledge, competency, adaptability, and sustainability. However, comparative research was conducted only for developed countries with similar or different settings.

PENGARUH LITERASI KEUANGAN, PENDAPATAN, MODAL MINIMAL, DAN PENGETAHUAN INVESTASI TERHADAP KEPUTUSAN INVESTASI KARYAWAN

The importance of understanding financial and investment aspects for employees, especially in the tax sector, is highlighted in the context of making smart financial decisions. In this context, financial literacy, income, minimum capital, and investment knowledge are crucial factors that may influence employees' investment decisions. This study aims to test and analyze the effect of financial literacy, income, minimal capital, and investment knowledge of employee investment decisions. The sample in this study was 99 sumatran taxation employees who were calculated using the slovin formula. In this study used the quantitative method with sampling technique in this study using a Probability Sampling with a Simple Random Sampling approach. This study uses multiple linear regression analysis and classic assumption tests. The results of this study show that there is no influence between the financial literacy variable on employee investment decisions, the income variable has a positive and significant influence on employee investment decisions, there is no influence between the minimum capital variable on employee investment decisions, and investment knowledge which has a positive and significant influence. significant impact on employee investment decisions.

Corporate social purpose statements and employee perceptions about the CEO and the corporation: A large sample natural experiment

On August 19, 2019, about 200 CEOs of large U.S. corporations signed the “Purpose of a Corporation” statement announcing that their corporations will assume a greater social purpose and serve the interests not only of shareholders but also of employees, customers, suppliers, and communities. We use this statement as a natural experiment which allows us to examine the effects of such social purpose statements on employee perceptions about the CEO and the corporation. Our results show that corporate social purpose statements that directly involve employee interests positively affect employee perceptions about the CEO and, to a lesser extent, the corporation. Moreover, this positive impact is stronger when these statements are coupled with corresponding corporate actions and practices, i.e., actual investments in employees and employee-perceived benefits, including the perceived benefit of working from home. Finally, we discuss this study's research and practical implications and suggest interesting future research opportunities.

Employers’ willingness to invest in the training of temporary versus permanent workers: A discrete choice experiment

Various studies have shown that temporary workers participate less in training than those on permanent contracts. This paper investigates whether there is a difference in employer willingness to provide training to temporary vs. permanent workers and estimates the size of these differences under different cost-benefit related conditions. Building on a theoretical framework for employers’ provision of training that includes the major potential sources of cost-benefit differences associated with training investments in employees with different types of employment contracts, we use a discrete choice experiment to estimate the elasticity of a training offer to three attributes affecting employers’ expected net benefits from training investments: (1) the transferability of the skills being trained, (2) the financial contribution of the employee to the training costs and (3) the repayment of training costs when the employee quits early. We find that the effect of the transferability of the training is small and not robust to alternative model specifications. Instead, employers’ lower likelihood of investing in temporary workers is affected by two attributes: a financial contribution to the training costs and a repayment of training costs in case of early quits. Employers’ willingness to invest in temporary workers will particularly increase when introducing a contract clause that workers will repay their training costs when they quit within a year after the training.

Study of internal marketing practices through relationship marketing in the organic products industry

The relationship marketing process, when the focus is on the internal customer, requires the search for the best cost/benefit ratio and the investment in employees who are motivated and qualified to serve customers. “The study sought to investigate the applicability of internal marketing programs in agribusiness. Such programs are relationship marketing tools aimed at the internal public. 12 companies that produce organic products were investigated in the research. It can be concluded that the objectives of internal marketing programs are aimed at promoting well-being, seeking commitment and training and informing employees. This study represents the assumption of relationship marketing in 50% of the companies contacted, since the investigation at the points of sale allowed the verification of 24 companies.

What business model factors make SMEs more profitable?

The aim of this article is to detect the business model factors that increase firm performance. To carry out this research, a survey was conducted among the CEOs of seventy companies in the Region of Murcia, Spain, belonging to different sectors of economic activity. The empirical evidence obtained indicates that the characteristics of a company's business model affect its performance and future viability. In this sense, the article confirms that the business model factors that contribute to improving the future viability of a firm are mainly innovation, professionalization of the economic-financial area, investment in employees, and strengthening of the commercial area. Therefore, firms that wish to improve their long-term performance should especially strengthen these characteristics of the business model.

PAID MATERNITY LEAVE AND FIRM VALUE

ABSTRACT Paid maternity leave is a voluntary corporate decision. Its Cost-Benefit Analysis is presented by Obonyo et al. (2021). “The benefit is to help retain competent employees, to increase corporate morale and to benefit employee and business operations. There is an obvious cost to employees taking off work with pay for delivering and caring for their newborns or newly adopted children. The question is whether investors consider the policy of paid maternity leave as a positive net present value investment for long-term shareholder wealth maximization or as an expense.” This study is the first research to examine the stock price reaction to the announcement that a firm will initiate paid maternity leave benefits. We use a list of companies collected by the Fairygodboss.com website (2019) with data for companies that offer paid maternity leave. Using an event study model, the Day 0 abnormal return is a highly statistically significant negative -.51%. In addition, all the CARs around the event date are statistically significantly negative. By contrast, regression results indicate that voluntary paid maternity leave programs that are longer in length have better results for firm value. Thus, the findings of this research indicate that longer the term of the paid maternity leave policy (more investment in employees), the more positively it impacts firm value. Keywords Maternity Leave; Event Study; Firm Value

Human capital investment selection criteria: Who is worth the investment?

Orientation: Employee investment is an important contributor to advancing both the employee and the organisation. Using the correct criteria to select employees to participate in a human capital investment (HCI) initiative is vital.Research purpose: The purpose of the study was to explore the impact of HCI within an organisation and to understand how selection criteria are determined and applied when selecting knowledge assets in which to invest. The study also aimed to formulate recommendations on suitable selection criteria for HCI beneficiaries.Motivation for the study: The ability to effectively identify relevant skills to invest in provides an opportunity to leverage employees’ innovation capacity, crucial in the development of commercial products and the improvement of business processes.Research approach/design and method: A qualitative, interpretive research design was adopted within the phenomenological paradigm. Eight semistructured interviews were conducted with purposively selected participants. Data were analysed using thematic analysis while all ethical protocols were observed.Main findings: The findings reveal a disparity in perceptions regarding criteria used in the application and selection process of HCI beneficiaries. The findings also reveal the risks and benefits of HCI programmes for both the employee and the organisation.Practical/managerial implications: Standardised procedures, processes and criteria, aligned to organisational strategy and for the purpose of employee development and succession planning, should be clearly formulated and communicated to all the stakeholders.Contribution/value-add: Recommendations are made to management, human resources practitioners and researchers on ensuring effectively developed HCI initiatives.

Foster Employee Investment to Improve Overall Efficacy

Foster Employee Investment to Improve Overall Efficacy

Educational Management as an Imperative of High Business Results

The business of companies in modern conditions is exposed to major changes related to systematic and systematic investment in employee education, especially management, which is an attempt to maximize productivity and improve individual and organizational knowledge. An important premise is the acceptance and understanding of the fact that systematic investment in employees is an opportunity to improve various business processes within the business company. Management has the task of achieving product quality and overall business of its own company based on a quality educational approach. Therefore, it is necessary to adequately design, implement, monitor and evaluate the process of education and training. Thus, the choice of quality methodology of the educational process is a complementary part of establishing a continuous model of training, which is the competitive strength of modern organizations. A systematic approach to the choice of training methodology allows organizations to connect the planned activity with the real business needs of both individuals and organizations. At the end of each training process, the results of the training are obtained as the end result of changing and shaping the skills, abilities, attitudes and behavior of employees according to the needs of organizational goals. The implications of training should be visible in various activities of employees, such as: job satisfaction, increased productivity, ability to manage complex processes and other functions that explicitly affect the competitiveness of the organization. The paper presents the management of the educational process for achieving high results and goals that are closely related to organizational goals.

THE EFFECTS OF INVESTMENTS IN PERMANENT ASSETS ON EMPLOYMENT AND SALARIES BY ENTERPRISE SIZE

This work aims to identify the impact of investments in permanent assets and the sources of these investments on the increase of employment and employee salaries by the size of enterprises. We draw the data from the Financial Statements Annual Bulletin published by the Serbian Business Registers Agency. The data set spans the period from 2014 to 2020. The results show a high, positive, and statistically significant correlation between investments in permanent assets and employees in large, medium, and micro-enterprises. There is a high, positive, and statistically significant correlation between salaries and investments in permanent assets in all group sizes. Long-term liabilities are a substantial source of financing investments in permanent assets in medium, small, and micro-enterprises.

Evaluating the effect of transport infrastructure on the employment in Vietnam

During the process of international economic integration, the labor issue plays a vital, urgent, and long-term role in the sustainable development of the economy. The impact of employment on a country's investment decisions is significant. The material underpinning of a nation's socio-economic growth is its transport infrastructure. The impact of infrastructure upgrades on employment in Vietnam's economic sectors is the focus of this article. Furthermore, the study investigates whether the Vietnamese government's annual investment in infrastructure development benefits employees as projected (using data from the Vietnam General Statistics Office (VNGSO) for 19 economic sectors from 2005 to 2019). The results of the System Generalized Method of Moments (System-GMM) show that improving the quality of transport infrastructure can significantly increase employment rates in different sectors. The data show that transport infrastructure plays a key role in ensuring smooth connectivity of the entire national, regional and local economies. It reduces transport costs and facilitates the mobility of workers.JEL Classification J8; L91; O18

Investing for keeps: Firms' prepandemic investments in human capital decreased workforce reductions associated with COVID-19 financial pressures.

We examine how firms' prepandemic investments in human capital influence their use of workforce reductions and layoffs (hereafter, workforce reductions) as a response to financial pressures during the coronavirus disease (COVID-19) pandemic. We contend that workforce reductions must be examined in the context of firms' broader financial and resource orchestration environments. First, we suggest that firms' relative exposure to pandemic financial pressures (PFPs) will determine their need to cut costs during the pandemic. Second, we argue that a firm's prior investments in employees' human capital will reduce the attractiveness of workforce reductions as a cost-cutting response to PFPs, as human capital investment (HCI) increases the value of employees' knowledge, skills, and abilities and motivation, thus inducing firms to seek alternative measures to reduce costs. We then argue that the attenuating influence of HCI on the effect of PFPs on workforce reductions will be stronger when HCI is matched with greater investments in physical capital, as employees' human capital will create more value-and will translate to a bigger loss following employee departures-in such circumstances. We demonstrate support for our hypotheses in a sample of 1,364 U.S. banks using data from quarterly Federal Deposit Insurance Corporation (FDIC) reports, news articles, and Worker Adjustment and Retraining Notifications (WARN) Act filings through the fourth quarter of 2020. We discuss implications for our understanding of the impact of the COVID-19 pandemic on organizations and employees and for research on resource orchestration and human capital. (PsycInfo Database Record (c) 2021 APA, all rights reserved).