Job Management Research Articles

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The role of the manager has become increasingly complex due to forces such as globalization, technology disruption, and changing worker expectations, requiring proficiency across strategic planning, leading others, communicating, developing talent, and other diverse hard and soft skills to navigate today's volatile business environment successfully. While leading organizations recognize high-quality managers as a strategic asset, attracting and developing top management talent presents ongoing challenges, as younger professionals are less interested in management careers due to workload demands, a skills gap exists between required competencies and what new or promoted managers possess, and traditional training methods often provide inadequate preparation, resulting in few managers being truly ready for senior roles. To address these issues, experts recommend a strategic, multifaceted approach including updating manager job profiles and career paths, establishing formal mentoring and coaching, deploying strategic stretch assignments, implementing blended leadership training programs, and utilizing 360-degree performance evaluations to gain competitive advantages in hiring, retention, and leadership development.

Toward a Dynamic Allocation Strategy for Deadline‐Oriented Resource and Job Management in HPC Systems

ABSTRACTAs high‐performance computing (HPC) becomes a tool used in many different workflows, quality of service (QoS) becomes increasingly important. In many cases, this includes the reliable execution of an HPC job and the generation of the results by a certain deadline. The resource and job management system (RJMS) or simply RMS is responsible for receiving the job requests and executing the jobs with a deadline‐oriented policy to support the workflows. In this article, we evaluate how well static resource management policies cope with deadline‐constrained HPC jobs and explore two variations of a dynamic policy in this context. As the Hilbert curve‐based approach used by the SLURM workload manager represents the state‐of‐the‐art in production environments, it was selected as one of the static allocation strategies. The Manhattan median approach as a second allocation strategy was introduced as a research work that aims to minimize the communication overhead of the parallel programs by providing compact partitions more than the Hilbert curve approach. In contrast to the static partitions provided by the Hilbert curve approach and the Manhattan median approach, the leak approach focuses on supporting dynamic runtime behavior of the jobs and assigning nodes of the HPC system on demand at runtime. Since the contiguous leak version also relies on a compact set of nodes, the noncontiguous leak can provide additional nodes at a greater distance from the nodes already used by the job. Our preliminary results clearly show that a dynamic policy is needed to meet the requirements of a modern deadline‐oriented RMS scenario.

Assessing the Contribution of Mobile Management Information Systems to Work-Life Balance and Job Satisfaction Among University Teachers in China: A Focus on System Accessibility and Efficiency

Mobile management information systems, job satisfaction, and work-life balance affect Chinese university teachers, examined in the study. The quantitative study surveyed 516 university teachers on a 5-point Likert scale. The research included instructors with diverse mobile management information systems backgrounds due to this systematic approach. Work-life balance, system accessibility, and teaching experience increased university professors' job satisfaction and balance, the study found. Regression analyses showed that teaching experience, system accessibility, and technology proficiency significantly affect outcomes. Teaching experience and system accessibility improve university professors' job satisfaction and work-life balance. Mobile management information systems and teaching experience boost teacher job satisfaction and work-life balance. We must integrate advanced technology and make systems user-friendly and accessible to all educators, regardless of technology background. The study found that teachers need ongoing technological training to use these systems effectively, improving job satisfaction and work-life balance. Working-life balance, mobile management information system accessibility, and comprehensive teacher technological training are recommended by the study. These factors improve work-life balance and job satisfaction by integrating mobile management information systems into education. Policymakers and administrators should consider cultural and contextual factors and provide personalized support to educators. This study shows how mobile management information systems, work-life balance, and job satisfaction can help administrators, educators, and policymakers understand Chinese educators' technology use. Technology in instruction, culture and personality affect Chinese university professors' well-being.

Perceived Human Resource Management Practices and Job Satisfaction of Teachers in Government-Aided Secondary Schools in Mbarara City, Uganda

Perceived Human Resource Management Practices and Job Satisfaction of Teachers in Government-Aided Secondary Schools in Mbarara City, Uganda

A Comparative Analysis of the Factors Influencing Job Expectations among Unemployed Men and Women in Sri Lanka

In Sri Lanka, persistent gender differences in unemployment rates exist, with women enduring greater rates of unemployment de-spite having a higher average educational attainment than men. Gender differences in job search intensity vary with attitudes to-ward employment or unemployment as attitudes play a significant role in employment decision-making. These differences are intimately linked to people's expectations and mindsets regarding their work, which are strongly influenced by societal and cultural gender roles. This study looks at how job expectations differ between unemployed men and women in Sri Lanka. This study relies on data from the Department of Census and Statistics Sri Lanka Labour Force Survey (2021) and a multinomial logistic model to analyse the total unemployed, male unemployed, and female unemployed separately while taking two dependent variables; job sector expectations and occupational expectations. The study's findings emphasise the pivotal role of gender in sharpening job expectations among the unemployed. Regarding job sector expectations, unemployed women are more inclined towards jobs in the public sector than those in the private sector because of the government's reputation for offering standardized working hours and a work-life balance conducive environment. Furthermore, there are noteworthy differences in occupational expectations as unemployed women are more likely to expect professional and managerial level jobs with the increase in higher education enrolment. This study offers a groundbreaking contribution to the literature by unveiling unique, gender-specific determinants of job expectations among Sri Lanka's unemployed, highlighting the influence of unemployment duration, and employing distinct analytical models to bridge significant theoretical, empirical and methodological gaps. Finally, this study puts forth the broader discourse on gender, unemployment, and labour market dynamics in Sri Lanka, offering gender-specific policy recommendations aimed at bridging the expectation gap between unemployed men and women in Sri Lanka.

The Predictive Machine Learning Model towards Effect of Human Resources Management Practices and Job Performances Among Academic Librarians in Malaysia

Job performance is a vital component of organizational success, directly impacting productivity, efficiency, and overall workplace effectiveness. For academic librarians, job performance is especially crucial in delivering high-quality library services, supporting academic programs, and fostering a conducive learning environment. However, there is a lack of literature on job performance in the context of academic librarianship in Malaysia. By conducting a thorough literature review and utilizing empirical research, this study aims to provide insights into the factors influencing job performance and strategies to enhance the job performance of academic librarians. In addition, the target population was the entire librarian’s public university libraries in Malaysia with 20 public university libraries involved. Primary data for 287 respondents of academic library was analysing using multiple linear regression analysis (MLR). The software used for analysing is Statistical Package for the Social Sciences (SPSS). In a conclusion, the findings of this study found many factors contribute to job performance of academic library. This study provides recommendations to ultimately improving job performance among academic librarians in Malaysia.

Career management practices and job performance among university library personnel in southwest Nigeria

This study investigated the level of career management practices and job performance among library personnel in university libraries in south-west Nigeria. The study adopted a correlational survey research design. Data was collected from 433 respondents using a questionnaire. The results showed a moderate level of career management practices, with personnel moderately agreeing that human resource development programs contribute to achieving library objectives and impact productivity and performance. The level of job performance was rated as high, with very high scores for administrative duties and working with co-workers. Career management practices like receiving performance feedback, allowing staff decision-making, and using weaknesses for training were moderately implemented. Common career management strategies employed included library linkages, staff engagement, and deployments/retraining, while workforce planning and promotion exercises were least used. A positive correlation was found between career management practices and job performance (r = 0.086, p < .05). The study concludes there is a correlation between career management practices and job performance of library personnel in these university libraries. The study recommends that university libraries strengthen their human resource development programs, ensuring HRD is given adequate attention and resources, including regular training and development opportunities and comprehensive HRD policies and strategies.

Developing customer service quality: Influences of job stress and management process alignment in banking industry

Job stress and management process alignment can influence work attitudes and productivity; however, there is still no empirical evidence addressing how these factors influence customer service quality in banking industry. Thus, this research aims to explore how job stress and management process alignment influence commitment and employee performance which develop customer service quality. 650 bank employees who were working at different banks in Cambodia were asked to join the survey process via a survey questionnaire. Researchers applied a path analysis technique to analyze the collected data. This research found that job stress and management process alignment significantly influenced organizational commitment. Meanwhile, job stress, management process alignment, and organizational commitment significantly influenced employee performance. Furthermore, customer service quality was significantly influenced by employee performance, except organizational commitment. Finally, employee performance mediated the relationship between organizational commitment and customer service quality. These key findings revealed workers’ insights which could be an evidence-based strategy for banks to issue an effective working policy to develop better customer service quality.

PENGARUH SISTEM INFORMASI AKUNTANSI MANAJEMEN, MOTIVASI KERJA, DAN KEPUASAN KERJA TERHADAP KINERJA MANAJERIAL

This study aims to see the effect of management accounting information systems, work motivation, and job satisfaction on the managerial performance of managers and supervisors who work at hotel service companies in the city of Bengkulu. This study uses a quantitative approach. Respondents in this study are managers and supervisors who work in five-star hotels in Bengkulu. The sample selection in this study using purposive sampling. Sources of data in this study using primary data with a questionnaire. Data analysis using multiple linear regression analysis using the SPSS program.The results of this study indicate that there is a positive effect of management accounting information systems, work motivation, and job satisfaction on managerial performance, which means that the better the application of management accounting information systems, providing work motivation, and job satisfaction can improve managerial performance.Theoretically, the results of this study support the contingency theory which states that in carrying out their duties, managers need conformity to be able to implement a particular strategy. Contingency theory is a theory that is used as an analysis tool for forms and systems of management accounting, work motivation, and job satisfaction that are useful for providing information to companies, one of which is information to be able to face competition.The limitation in this study is the reduction in the sample because most of the hotel service companies in the capital city are temporarily closed, thus narrowing the results of this study to the number of samples that do not include all hotels in Bengkulu City.

Exploring the influence of Thai private universities human resource management practices on employee retention and performance

The article examines employees' perceptions regarding human resource management practices in Thai private universities. It also analyses the effects of these practices on employee job satisfaction, quality service performance and retention within the context of Thai private universities. The study employed a cross-sectional survey research approach to ensure the inclusion of a representative sample from small and medium sized private universities within the population under investigation. The study includes 12,318 employees of the 38 Thai private universities: 6,458 from small sized private universities and 5,860 from medium size private universities. 20 private universities comprised of 14 (70%) small sized and 6 (30%) will form the sample of the study. From this sample distribution, 91 (72.8) academic staff from 14 small sized private universities and 34 (27.2%) from medium sized private universities making 125 academic staff and 20 HR managers as the sample size of the investigation. The study utilized a maximum variation deliberate (MVD) sampling method for the selection of 125 academic staff and 20 HR managers. Closed-ended questionnaires and semi-structured questionnaires were employed for the purpose of data collection. The validity of the instrument was assessed by a panel of experts to establish content validity, utilizing Lawshe's template with a ratio of 0.99. Furthermore, the homogeneity of the instrument was determined using Cronbach Alpha resulting in a reliability index of .81. The data was collected primarily via an online survey. The data underwent analysis utilizing frequency counts and percentages, chi-square at a significance level of p.05. This was done to ascertain the statistical significance of HRMP on employee retention and performance. The findings demonstrate a conspicuous and uniform association between employee responses across the institutions under scrutiny, underscoring a statistically significant connection between human resource management practices and job satisfaction, quality service performance and retention of employees. Therefore, it is essential to acknowledge that the implementation of HRM practices holds significant importance for small and medium private universities. This is primarily due to its ability to effectively address the expenses incurred from employee turnover, which can arise because of insufficient job satisfaction leading to poor job performance and retention.

The Impact of The HRIS Usage in Human Resource Management Practice, Employee Innovation, and Job Satisfaction to Increase Employee Performance

The Impact of The HRIS Usage in Human Resource Management Practice, Employee Innovation, and Job Satisfaction to Increase Employee Performance

Managing Virtual Presenteeism during the COVID-19 Pandemic: A Multilevel Study on Managers' Stress Management Competencies to Foster Functional Presenteeism.

Teleworking remains an attractive option for many workers since the COVID-19 pandemic, but it presents significant management challenges, particularly when employees face health issues. The management of virtual presenteeism, where employees continue teleworking despite being ill, has received limited attention. This study explores the relationship between managers' stress management competencies (SMCs), mental health, and job performance of virtual presentees, aiming to fostering more functional presenteeism. We examine whether managers' SMCs promote functional presenteeism by comparing managers' self-assessments with employee assessments, and analyzing how agreement levels between the two affect mental health and job performance. Data were collected from 365 teleworkers supervised by 157 managers in a large public organization in Québec. The results indicate that virtual presentees' mental health and job performance are closely linked to employees' assessment of their managers' SMCs. Employees who agreed with their manager or overestimated their managers' SMCs exhibited better mental health and job performance than those who agreed with their manager on low SMCs or underestimated their managers. This study expands on the health-performance framework of presenteeism and self-other agreements, highlighting management practices that should be enhanced in the context of virtual presenteeism.

The power of preferences: productivity and stress in new teleworkers during COVID-19

Abstract This study of teleworking during the COVID-19 pandemic avoids a common self-selection bias by controlling for preferences and whether the introduction of teleworking was voluntary or mandatory. In a survey (n = 1,500) conducted in December 2020, we inquired about working arrangements and agent preferences in January, April, and December 2020. Productivity levels initially did not significantly differ for newly teleworking individuals after correcting for age, gender, marital status, breadwinner and management roles, childcare gap, area, job type, and general awareness, but were negatively affected by a preference mismatch (PM; around −3pp) and cognitive dissonance (not going with one’s preference in spite of having a chance to do so, adding another −5pp). By December 2020, individuals with a PM lost as much as 9pp of their productivity levels, but the net effect for those in partially remote work was only about −2pp. Similarly, stress levels initially did not differ for newly teleworking individuals using largely the same controls as before. By December 2020, stress levels for individuals newly undertaking fully remote telework were significantly lower than for the control group of individuals with unchanged working arrangements, but the PM contributed significantly to higher stress levels.

Quartet of Sustainable Job Security, Job Performance, Organizational Commitment, and Motivation in an Emerging Economy: Focusing on Northern Cyprus

High-performing employees are essential for an organization to achieve its goals and gain a competitive advantage. Hence, human resource factors are crucial drivers of an organization’s success. These factors include organizational commitment, which is an employee’s sense of belonging to an organization; motivation, which pushes employees to act in line with the organization’s goals; perceived job security; and sustainable job performance. In particular, job security, including excess job security, has significant effects on sustainable job performance, and policymakers and managers must continuously monitor this relationship via their employment policies. However, the legal and social dimensions of employment policies lack clarity, particularly in developing countries, affecting the development of sustainable economic and social structures. This study focuses on the public and private banking sectors of Northern Cyprus, which operate in a developing economy and cannot provide a sustainable political–social work balance. It analyzes and separately compares data collected from 582 public- and private-sector bank employees, examining the mediating effects of organizational commitment and motivation on the relationship between perceived job security and sustainable performance. The study found that job security positively affects sustainable job performance, with organizational commitment and motivation positively mediating this relationship. Moreover, the positive effects of job security on organizational commitment and motivation and, hence, on sustainable job performance differ across the public and private sectors. The findings of this study can provide a reference for labor employment policies in developing countries aiming to build a sustainable economic structure.

Comparative Study Between University Authorities of The Public And Private Sectors in A Province of The San Martín Region: Management Skills and Job Performance

Objective: a comparison is always observed between the services provided in public and private universities; as well as the management carried out by its officials. This entails knowing the skills that professionals possess, which has the purpose of: Establishing a relationship between management skills and job performance in university authorities of the public and private sector in a province of the San Martín region. As well as, compare the level of management skills and work performance of the authorities of private and public universities. Theoretical framework: focuses on the aspects of management skills: interpersonal, personal and group skills; as well as, job performance: fulfillment of goals and the organizational climate that must be taken into account for its strengthening and better university management. Method: comparative analysis in which the deductive method has been used, of a basic type with a quantitative approach, with a non-experimental design of comparative correlational scope. Results and conclusions: in terms of management skills and job performance, are at the level of medium. Private universities demonstrate greater strengthening of skills and better performance in their work than public universities. There is a moderate and significant positive relationship between both study variables with 26% variability. Implications of the research: as management skills are strengthened, better performance of university authorities will be seen; Therefore, the need to work with training and workshops in order to strengthen the first variable for institutional achievements.

The mediating effect of job satisfaction in the relationship between human resource management practices and job performance in the hospitality industry of Ghana

The study investigated the mediating role of job satisfaction in the relationship between HRM practices and job performance in the hospitality industry of Ghana. The study collected primary data from 349 hospitality establishments within the Accra Metropolitan Assembly. The study population comprised 1,745 hospitality employees within the metropolitan assembly. A total of 325 participants were selected using the simple random sampling method and structured questionnaires were administered to the chosen respondents. The study employed a quantitative approach and adopted the explanatory research design. The data gathered were analysed using SPSS. The findings indicated that the relationship between performance appraisal and job performance is statistically insignificant. However, it is worth noting that job satisfaction has a mediation effect on the relationship between HRM practices and job performance in the hospitality industry of Ghana. The study concluded that while performance appraisal is traditionally seen as a vital tool for providing feedback, the study findings suggest that its effectiveness varies and recommends that management must strive to refine their appraisal systems to offer meaningful feedback and goals for improvement, thereby boosting employee motivation and satisfaction. Keywords: HRMP, Job Satisfaction, Job Performance, Hospitality, Mediation.

Application of the occupational health risk assessment model in predicting the risk of noise-induced hearing loss in noise-polluted manufacturers in southern China

Objective. This study aimed to evaluate the correlation between occupational noise-induced hearing loss (ONIHL) and noise exposure in different positions within manufacturing facilities that primarily produce electronic devices, wooden furniture and hardware machinery in southern China and to investigate the practical application of the risk assessment model. Methods. Noise exposure data were collected from 115 workers in 10 manufacturing industries in southern China through on-site investigation. Subsequently, sample testing was conducted in accordance with Chinese standards. The 31 job positions investigated were classified into two similar exposure groups (SEGs). The occupational health risk assessment (OHRA) model was used to evaluate the risks of ONIHL in various job positions. Results. More than half of the positions in both groups had noise levels exceeding 85 dB. In both SEGs, male workers exhibited similar risk patterns of acquiring hearing impairment, with a more pronounced and earlier risk of hearing loss compared to female workers. Age was also found to be a risk factor for hearing impairments. Conclusion. The ORHA model demonstrated a positive correlation between noise exposure levels and NIHL. This model can help employers assess job management with noise exposure and take measures to implement an effective risk management system.

A Relationship between Management Commitment, Psychological Empowerment, and Job Performance among Employees in Higher Educational Institutions in Palestine: Multi-Wave Survey

This study aimed to assess the relationship between management commitment, psychological empowerment, and job performance among Palestinian academic employees in higher education institutions. A multi-wave survey was utilized and 665 academics were recruited from several public and private universities in West Bank, in which the stratified sampling method was adopted to select universities. Findings demonstrated that participants reported moderate levels of management commitment and job performance and agreeable levels of psychological empowerment. Management commitment and psychological empowerment positively correlated with job performance (p < 0.01). However, management commitment had a direct influence on job performance and management commitment had a relationship with psychological empowerment (p < 0.01). Thus, strategies should be carried out to enhance management commitment and psychological empowerment to improve job performance among academic staff.

Enhancing recruitment efficiency: An advanced Applicant Tracking System (ATS)

The Applicant Tracking System (ATS), also known as a talent management system or job applicant tracking system, is a software application designed to facilitate more efficient recruitment processes for companies or selection agencies. The objective of ATS is to streamline various aspects of the recruiting process, from receiving applications to hiring employees and effectively manage recruitment needs electronically. Methodologies such as NLP and KNN models are used for automated resume parsing and classifying the resume from unstructured format to structured format. The final results found significant improvement in performance of functionalities such as candidate screening, applicant testing, interview scheduling, managing the hiring process, reference checks, and completing new-hire paperwork.

Perception of Fresh Graduates and new Academic Faculty Regarding Specialty of “Health Professional Education” as a Career- A Multicentre Study in Pakistan

Objectives: To gain insight into emerging medical professionals’ awareness and willingness to choose health profession education as their career Study design: Quasi experimental trial. Place and duration of study: HIT Hospital Taxila in the period of 6 months. Methodology: A cross-sectional questionnaire-based study was conducted in 3 institutes Wah Medical College (Wah Cantt), UMDC (Lahore), Sardar Begum Dental College and Kabir Medical College (Peshawar) and allied hospitals. The participants were selected via convenience sampling. MBBS and BDS graduates were included in the study. Data was collected using a self-administered questionnaire using nominal YNDK scale used to evaluate the understanding regarding Health professional education. Data was collected and analyzed in SPSS version 23. Results: Eighty-five participants completed the questionnaire with equal male female ratio. The participants were well aware of the field and were well acquainted with MHPE.A significant number of participants agreed on making it part of undergraduate curriculum as 67% of them faced difficulties during their undergraduate studies. 91% encouraged Health professional education training at their institutes and 70% of them have Health professional education department. PBL and OSCE were known to 55.3% and 88.2% respondents respectively. Experience alone cannot make one a good teacher was expressed by 71.8% participants while 47.1% respondents command on subject is enough for being a good teacher. 65.9% participants stated that Health professional education is a demanding that involves active teaching not merely a managerial job. Conclusions: Our results highlight the need for more research into how medical professionals see health profession education. The ever-changing healthcare landscape requires educational programs that are in line with potential students’ knowledge base and objective to enhance health profession education that develops a skilled and driven healthcare workforce in Pakistan.