Employee Involvement Research Articles

The Role of Employee Engagement in Green HRM to Create Sustainable Humanist Performance

The purpose of this study is to determine the role of employee involvement in Green HRM to create humanist sustainable performance as an approach that links ecological principles with human resource management in order to achieve sustainable and humane organizational performance. This research method involved surveys and data analysis using multiple linear regression analysis and distribution of questionnaires and interviews as well as literature studies, after which data processing was carried out using SPSS Analysis Version 25. from companies to identify the relationship between the level of employee involvement in sustainable initiatives. The research technique used a quantitative approach using a sample of 100 respondents and was conducted in June-August 2023, the results showed a significant positive effect on employee engagement and Green HRM variables on sustainable performance increasing productivity, employee loyalty, and company reputation as well as having a positive impact on the humanist aspect, such as job satisfaction and employee welfare. These findings underscore the need to develop a Green HRM strategy that focuses on the active participation of employees in formulating, implementing and strengthening sustainable initiatives, thereby creating a more sustainable work environment.

Employee Engagement Mediation: Employee Performance Through Employee Loyalty and Organizational Commitment

The automotive parts highly value the quality of production results, so it requires employee involvement to mediate employee loyalty and organizational commitment to improve employee performance. The quality demands of automotive parts production must meet customer standards. Therefore, employee performance determines the desired quality of work. Researchers will investigate the relationship between employee loyalty and organizational commitment by examining how employee engagement influences employee performance. The results of this study can provide input to management for future follow-up. Researchers used descriptive statistics using Smart PLS 4.0 to analyze data and identify factors related to employee loyalty and organizational commitment, which increase company productivity by mediating employee engagement to employee performance. Questionnaires were distributed to 158 employees using Google Forms. Engagement and performance are strongly and positively influenced by employee loyalty. While organizational dedication has a positive and significant effect on employee performance. What significantly mediates the relationship between employee loyalty, organizational commitment, and employee performance is employee engagement, which is strongly correlated with it. Employee loyalty and organisational commitment indirectly affect employee performance through employee engagement, suggesting that these factors may indirectly improve performance through employee engagement.

The Influence Of Intrinsic And Extrinsic Motivation On Employee Engagement And Job Satisfaction In The Snack Food Industry

This study aims to prove that there is a relationship between all the variables assumed to occur in the snack food industry employees in West Jakarta and Central Jakarta which consist of the variables intrinsic motivation, extrinsic motivation, employee involvement and job satisfaction. The research approach used in this research is quantitative research. The population in this study are employees who work in the snack industry in West Jakarta and Central Jakarta. Data was collected using a survey method by distributing questionnaires to respondents, namely snack food industry employees with a working period of more than 1 year at the age of 21 years to 55 years. Questionnaires were collected as many as 209 respondents, the data was then processed using Smart PLS. Based on the results of the analysis it is known that the variable. Partially, the Intrinsic Motivation and Extrinsic Motivation variables are proven to have a positive effect on Employee Engagement and Job Satisfaction. Most of the respondents feel that the motivation provided by the Company can increase morale which strengthens employee engagement and job satisfaction. 
 Keywords: Intrinsic Motivation, Extrinsic Motivation, Employee Involvement, Job Satisfaction

İnsan Kaynakları Uygulamalarının Orgütsel Performans Uzerindeki Etkisinin PLS Yaklaşımı İle Değerlendirilmesi

Considering that the individual is at the heart of human resources strategies, investment in this intangible capital becomes an imperative for companies seeking to achieve excellence. The aim of this research is to demonstrate the causal link between human resource development practices and organizational performance. In this work, we have presented the theoretical approaches that to treat the relationship between human performance and business performance. Following the universalist approach, we have developed a conceptual model linking the human motivation practices most common in the literature, namely: compensation, training, information sharing and communication, employee involvement, applied leadership style and internal professional relations. To verify the research model, we conducted a field survey of 46 companies in the industrial sector in the wilaya of Béjaia. The research results, obtained through structural equation modelling using SMART PLS, showed that leadership style and internal professional relationships have no direct impact on financial and non-financial performance. However, information sharing and communication only impact non-financial performance. And the two variables which measure remuneration and training were eliminated by the “PLS Algorithm” method.

Influence of Employee Involvement on the Performance of Commercial Banks in Kenya

Employee involvement is important for driving performance, as engaged employees are more likely to contribute positively to organizational goals, leading to enhanced productivity and innovation. High performance is essential for maintaining competitiveness, achieving financial stability, and ensuring long-term success. However, Commercial Banks in Kenya face a pressing need to improve performance, as existing gaps in employee involvement could be hindering the organization’s potential and leading to missed opportunities. This paper sought to determine the influence of employee involvement on the performance of Commercial Banks in Kenya. The study applied a descriptive research design on 38 Commercial Banks in Kenya as the unit of analysis in the study. The target respondents were 190 middle-level managers of commercial banks in Kenya as the unit of observation. Stratified random sampling technique was applied in addition to Taro Yamane’s formula to sample 129 participants in the study. The study gathered data through questionnaires which were administered both physically and online. Data collected was analyzed through both descriptive and inferential analyses. Results revealed a β of 0.435 and a p-value of 0.001, between employee involvement and performance of commercial banks in Kenya. The study concluded that employee involvement had a positive and significant influence on the performance of commercial banks in Kenya. The study recommends that Commercial Banks in Kenya should empower employees by expanding decision-making structures to encourage ownership and active participation. The study also recommends regularly updating training programs to align with employees’ evolving needs. Additionally, the study recommends strengthening communication channels to keep employees informed about organizational changes. The study further recommends implementing a structured and frequent recognition program to boost employee morale. Moreover, the study recommends expanding leadership development opportunities through mentorship and workshops. Lastly, the study recommends increasing the frequency of team-building activities to foster stronger relationships and a collaborative culture.

Building employee performance through strategic management change in state owned university in Nigeria

This study reviewed employee performance through strategic management change using state -owned universities in Delta State. The determining objectives were employee involvement and organizational culture use. The study used a cross-sectional survey research design. The target population consists of 2820 staff (Academic and Non-Academic) of selected tertiary institutions in Delta State. A sample size of 338 employees was selected using simple random sampling technique. Primary data was collected using questionnaires. Analysis was done using descriptive statistics and presented using graphs and tables. The STATA Software package (Version 13.0) was used to analyze the data collected for this study. The results showed that there is a significant relationship between change leadership, change communication and employees’ performance. The study further revealed that employee involvement has a great impact on employees’ performance. A strong organizational culture creates synergy and momentum that encourages teamwork and enhances employee performance. The study concluded that employee involvement and organizational culture, influence the performance of employees positively. Also, the study demonstrated that though organizational culture is invisible, it has a subtle and far-reaching tangible effect on any change effort.

Employee involvement in a hospital building project

Employee involvement in the planning and execution of building projects vastly affects both project success and functionality in the operating stage. This study is based on interviews with employees to investigate how they experience involvement in change processes related to a hospital building project in Norway. This answers the call for more qualitative approaches in project management research to unveil what actually goes on in projects.The study uses several theoretical lenses. First, we look at employees’ access to different bases of power and empowerment. Second, we analyse how path dependence affects experienced involvement. Third, we analyse the employees’ reactions to organizational changes; exit, voice, loyalty and neglect.The findings show the high involvement of appointed employee representatives in project groups, although they sometimes felt powerless and without necessary support. Ordinary employees lacked information and had little experience of empowerment. The project mostly followed a strict process of path dependence, and informants described behaviours of both exit, voice, loyalty and neglect. Lack of employee involvement might have resulted in impractical solutions and undesired employee behaviour.

ІНТЕГРАЦІЯ ЦИФРОВИХ ІНСТРУМЕНТІВ В УПРАВЛІННЯ ПЕРСОНАЛОМ: ПІДВИЩЕННЯ ПРОДУКТИВНОСТІ РОБОТИ ЧЕРЕЗ ІННОВАЦІЇ

The article is devoted to the study of digital personnel management tools as another method of increasing labor productivity in the context of global remote work. The article analyzes the latest research and publications on the theory and practice of personnel management, highlighting the growing scientific interest in modern technologies of personnel management and the role of digital tools in this process. The directions of integration of digital tools in personnel management were analyzed and methods of implementation were determined. The work presents the main directions and possibilities of using digital technologies to increase the efficiency of personnel management, in particular through computerization, the Internet as a business environment, the use of information technologies for full technical and information support of management processes. Special attention is paid to distance learning and staff development using various digital tools, such as e-learning, m-learning, u-learning, f-learning and blended-learning, which allow to improve the quality of education and training of employees. Issues of typology of digital learning tools, involvement of employees in the digitalization process and improvement of their qualifications are also covered. According to the results of the study, specific methods of integrating innovative digital tools are given in order to optimize the working time of management personnel, which in turn leads to an increase in the provision of information and prompt response to challenges that do not allow the enterprise to work as a single whole organism with the most optimized internal mechanisms. For each of the methods of integration of digital personnel management tools, possible ways of their implementation in the conditions of accelerated digital transformation and implementation of innovations in this direction are determined. The article calls for further research in the field of implementation of innovative digital technologies in personnel management, which opens up new perspectives for increasing labor productivity and the efficiency of the enterprise as a whole.

A joint training of healthcare line managers and health and safety representatives in facilitating occupational health interventions: a feasibility study protocol for the Co-pilot project.

Healthcare employees are experiencing poor wellbeing at an increasing rate. The healthcare workforce is exposed to challenging tasks and a high work pace, a situation that worsened during and after the COVID-19 pandemic. In turn, exposure to these high demands contributes to poor health, increased turnover, reduced job satisfaction, reduced efficacy, and reduced patient satisfaction and safety. Therefore, it is imperative that we identify measures to mitigate this crisis. One piece of this puzzle is how to implement sustainable tools and processes to improve the work environment of healthcare organizations. In this paper, we present the study protocol for the outlining and piloting of a joint training for pairs of healthcare line managers and their associated health and safety representatives in a Swedish healthcare organization. The objective of the training is to aid and advance the implementation of interventions to improve the work environment at the unit level. Following recommendations in the literature, the training is based on a stepwise approach that considers the specific context and focuses on the involvement of employees in creating interventions based on their needs. A central component of the training is the development of the pairs' collaboration in prioritizing, developing, implementing, and evaluating the interventions. The training is based on an on-the-job train-the-trainer approach in which participants are progressively trained during four workshops in the steps of a participatory intervention process. Between these workshops, the pairs follow the same progressive steps together with their employees to develop and implement interventions at their unit. The pilot will involve four pairs (i.e., eight participants) representing different parts and functions of the organization and will be conducted over a period of three months. We will use a mixed method design to evaluate preconditions, the process, and proximal transfer and implementation outcome factors of the training. The overall aim of the pilot is to appraise its feasibility and be able to adjust the training before a potential scale-up.

Impact of competency skills intervention on employee effectiveness in IT industry in India: intermediary role of change management practices and employee involvement

Impact of competency skills intervention on employee effectiveness in IT industry in India: intermediary role of change management practices and employee involvement

Ethical Leadership and Corporate Social Responsibility: A Comprehensive Review

The topics of ethical leadership and corporate social responsibility (CSR) have become more prominent in the business domain. The topic related to moral authorities, the connection between corporate social responsibility (CSR), and commercial achievement has received considerable interest from both academic and organizational spheres in recent years. Indeed, a multitude of research articles and specialized journal issues have focused specifically on these three areas. This research provides a thorough evaluation of the concepts of moral leadership as well as corporate social responsibility (CSR) and their impact on company performance. This comprehensive review article analyses the fundamental principles, concepts, and empirical evidence pertaining to ethical leadership and corporate social responsibility (CSR). This research examines the correlation between ethical leadership and corporate social responsibility (CSR) policies, investigating their impact on business performance, employee involvement, and society's welfare. The article also analyses the challenges and possible benefits of integrating ethical leadership and corporate social responsibility (CSR) into business strategies. This study aims to provide a thorough understanding of the significance of ethics and social responsibility in contemporary corporate management by integrating research from other disciplines.

Leveraging social media, big data, and smart technologies for intercultural communication and effective leadership: Empirical study at the Ministry of Digital Economy and Entrepreneurship

The objective of this study was to evaluate the impact of social media, big data, and smart technology on intercultural communication and effective leadership inside the Ministry of digital & entrepreneurship. The main objective was to investigate the influence of these technical elements on organizational behavior and the efficacy of leadership within the particular setting of a government ministry dedicated to digital economy and entrepreneurship. In order to accomplish this goal, a thorough empirical inquiry was done, which included gathering data from important individuals involved in the Ministry. The study intentionally selected a sample size of 379 individuals, who represented various responsibilities within the Ministry. The process of data gathering entailed the distribution of surveys and the conduction of interviews to acquire valuable insights and viewpoints from the participants. The utilization of this approach yielded a resilient dataset that is well-suited for thorough investigation. The study explored the complex connection between the use of social media platforms, the implementation of big data analytics, and the incorporation of smart technologies in influencing the dynamics of intercultural communication and leadership inside the Ministry. The results emphasized the substantial influence of social media in promoting intercultural communication and cooperation among personnel within the Ministry. Moreover, the implementation of big data analytics has become a crucial element in improving decision-making processes, impacting several facets of leadership efficacy, strategic planning, and employee involvement. Smart technologies were recognized as crucial elements in establishing efficient communication channels and facilitating effective leadership practices. The study's findings emphasized the beneficial impacts of utilizing social media, big data, and smart technology in the Ministry of digital & entrepreneurship. The research highlighted the significance of government organizations incorporating these technologies in a proactive manner to foster a work environment characterized by improved multicultural communication, well-informed decision-making and efficient leadership. This study makes a substantial contribution to the comprehension of how technological improvements might influence organizational behavior and leadership practices in a government setting. It provides essential insights for policymakers, leaders, and researchers. The findings have broader significance beyond the Ministry, serving as a basis for additional investigation into the use of technology in intercultural communication and leadership effectiveness inside government institutions.

Emotional intelligence and employee involvement: a study on the mediating effect of compassionate leadership

Emotional intelligence and employee involvement: a study on the mediating effect of compassionate leadership

Socio-psychological factors influencing satisfaction, loyalty, and employee involvement in the production process

The study aims to develop a theoretical model of "satisfaction-loyalty-involvement" in modern HRM-architecture to create a mechanism to strengthen employee involvement in the production process. The study statistically determined the socio-psychological factors influencing satisfaction, loyalty, and involvement in professional activity. It was found that an employee's attitude (on the example of respondents from Russia) to a company (satisfaction-loyalty-involvement) depends on gender: correlation coefficient 0.631, (p -0.05), age: 0.690 (p -0.05), total years in office: 0.572 (p -0.05), but the greatest – on the level of education – 0.807 (p -0.05), and does not depend on marital status (0.241), having children (0.041) and level of wages (0.062). According to the results of the correlation analysis the individual psychological features influencing the level of satisfaction were determined. The received information is important for managers and executives to take constructive action and manage their workforce intelligently.

Implementation of Total Quality Management (TQM) in Tertiary Institutions in Uganda: A Case Study of School of Hygiene-Mbale

Background: Total Quality Management (TQM) aims for continuous improvement in organizational processes, enhancing academic performance and administrative efficiency in educational institutions. This study examined TQM implementation at the School of Hygiene-Mbale, Uganda, focusing on its impact on student academic performance, satisfaction, and administrative efficiency, while identifying challenges and barriers. Objectives: The study aimed to evaluate the current TQM practices at the School of Hygiene-Mbale, their impact on student performance and satisfaction, administrative efficiency, and staff performance. It also sought to identify implementation challenges and propose recommendations. Methods: A mixed-methods design was used, integrating quantitative and qualitative approaches. A questionnaire was distributed to 157 respondents, including students, academic staff, administrative staff, and management personnel. Quantitative data were analyzed using descriptive statistics, while qualitative data from interviews provided deeper insights into TQM effectiveness and challenges. Results: TQM principles were effectively integrated into strategic planning and continuous improvement processes. Employee involvement in quality initiatives was encouraged, and leadership showed strong commitment to TQM. However, challenges included staff resistance, lack of leadership support, insufficient financial resources, and inadequate training. Conclusion: TQM practices positively impacted student performance, satisfaction, administrative efficiency, and staff performance. To enhance TQM implementation, it is recommended that leadership demonstrate stronger support for TQM, invest in staff training, foster employee involvement, allocate resources, and establish continuous improvement mechanisms.

Evaluating employee performance through change management strategies in state-owned universities in Nigeria

This study examined the impact of change management on employee performance with evidence from selected universities in Delta State using a cross-sectional survey research design. The research was anchored on the the target population consists of 2820 staff (Academic and Non-Academic) of selected tertiary institutions in Delta State. A sample size of 338 employees was selected using simple random sampling technique. Primary data was collected using questionnaires. Analysis was done using descriptive statistics and presented using graphs and tables. The STATA Software package (Version 13.0) was used to analyze the data collected for this study. The results showed that there is a significant relationship between change leadership, change communication and employees’ performance. The study further revealed that employee involvement has a great impact on employees’ performance. A strong organizational culture creates synergy and momentum that encourages teamwork and enhances employee performance. The study concluded that change leadership, and change communication, influence the performance of employees positively. The study recommended that organizations need to focus on their employees during a change process to improve employees, performance.

Emotional Intelligence and Employee Involvement: A Study on the Mediating Effect of Compassionate Leadership

Emotional Intelligence and Employee Involvement: A Study on the Mediating Effect of Compassionate Leadership

Using modern theories of motivation in the practice of personnel management

In a fast-changing world and a competitive business environment, effective personnel management is becoming a critical element of any organization's success. One of the key components of modern personnel management is motivation, which determines the degree of involvement and commitment of employees to the achievement of the company's goals. The essence and role of motivation determine the success of the management strategy and affect the effectiveness of the organization. The article examines the importance of effective personnel management in today's competitive environment and highlights its key aspect – employee motivation. The authors examine modern theories of motivation, such as Maslow's need theory, McGregor's theory «X» and «Y», Vroom's expectancy theory, and equity theory. It is considered how these theories can be used in personnel management practice to create effective motivation systems. The authors note the importance of recognizing and rewarding employees to ensure their motivation and job satisfaction. Modern motivational theories face several problems. First, the individualization of the needs and values of employees makes it difficult to create universal methods of stimulation. Second, the role of intangible incentives and self-fulfillment is becoming increasingly important, but measuring and managing them is a challenge for organizations. In addition, the rapidly changing business environment requires constant updating of motivation strategies, which is also a time-consuming task. The development of current theories of motivation is the key reason for the successful development of a company and ensuring competitiveness in the market. In modern society, the development of motivational tools is determined by flexibility, individualization and emphasis on the personal and professional growth of employees. Technological innovations, a balanced approach to incentives, reflection of company values and employee participation in management create a complex motivation system. Addressing issues of health and stress resistance emphasize the importance of the psychosocial well-being of employees. These directions define a new approach to personnel management aimed at creating sustainable and effective organizations in the modern business environment.

Dimensions of employee involvement: début nuances in empowerment, team orientation, and capability development

Dimensions of employee involvement: début nuances in empowerment, team orientation, and capability development

Green Human Resource Management Practises’ Credible IT Employee Behaviour and Environmental Impact in Chennai

Green Human Resource Management (GHRM) is the implementation of Human Resource Management (HRM) policies to encourage the sustainable use of resources inside businesses. Because of increasing awareness and legislation related to sustainability of environment, the idea of GHRM has been proposed in the search for active Environmental Management (EM) inside organisations. GHRM aids in increasing production while reducing costs. It contributes to the reduction of environmental waste by maximizing the use of restored HR items, equipment, and procedures. Its goal is to encourage employee involvement in a work atmosphere that permits the organization to operate in a green way. Currently, almost all types of businesses are taking steps to ensure their long-term viability. However, most businesses’ first goal is to make more money, which is only temporary, therefore businesses must focus on their long-term viability. The main purpose of this work is to investigate how GHRM practices affect the performance of organizations, enhancing sustainability of organizations and elaborate the function of employee and environmental performance as mediators. Data was collected using a survey questionnaire approach from 320 respondents working in an IT organization. In corporate, GHRM is a new trend which is meant to raise awareness about global warming and pollution in organizations. The study reveals that while green HR practices are widely implemented in Chennai, certain practices are not as outstanding. Organizational sustainability was found to be significantly impacted by GHRM activities such development and training, performance assessment, and incentive and compensation. This study also looks at how environmental performance and employee performance can influence the connection between GHRM practices and long-term organizational viability. In order to help businesses, make ecologically responsible decisions, this research provides innovative methods for improving green employment strategy, green staffing, green selection, green development, and green training. More study is required to determine the impact of GHRM practices in the IT sector and to identify sustainability concerns in poorer countries, where GHRM is still a relatively new concept.