Job Rotation Research Articles

Talent Poaching and Job Rotation

The value of a firm’s service lies both in its workers and its relationship with clients. In this paper, we study the interaction between the client-specific experience accumulated by workers, poaching behaviour from clients, and strategic rotation of workers by firms. Using detailed personnel data from a security service firm, we show that an increase in client-specific experience increases both the productivity of workers and their probability of being poached. The firm reacts to this risk by rotating workers across multiple clients, and more frequently so for those workers more likely to be poached. Furthermore, we find that after a policy change that prohibited poaching, the firm sharply decreased the frequency of rotation, which in turn increased workers’ productivity. We propose a theoretical model that guides the empirical patterns and allows us to argue their external validity beyond our specific empirical setting. Finally, we provide survey evidence from the security service sector, demonstrating the consistency between our findings and industry observations. This paper was accepted by Lamar Pierce, organizations. Funding: S. Liu acknowledges financial support from the National Natural Science of China [Grants 72192844 and 72322006]. Supplemental Material: The online appendix and data files are available at https://doi.org/10.1287/mnsc.2022.02275 .

Pengaruh Job Rotation, Komitmen Organisasi, dan Kepuasan Kerja Terhadap Kinerja Karyawan Bagian Administrasi Pada CV. Agro Mulia Surabaya

The aim of this research is to prove and analyze the influence of Job Rotation, Organizational Commitment and Job Satisfaction which have a significant effect on the performance of administrative employees at CV. Agro Mulia Surabaya. The type of research used is quantitative research. The data collection method uses a questionnaire and uses a Likert scale as an answer. Sampling used saturated samples and SPSS 29 as an analysis tool. The data source used is primary data. The sample population is employees in the administration section of CV. Agro Mulia Surabaya totaling 41 employees. Based on the results of data analysis, it shows that job rotation has a significant effect on the performance of administrative employees at CV. Agro Mulia Surabaya; Organizational Commitment has a significant effect on the performance of administrative employees at CV. Agro Mulia Surabaya; and Job Satisfaction has a significant effect on the performance of administrative employees at CV. Agro Mulia Surabaya.

Influence Of Job Rotation, Work Discipline, And Workload On Employee Productivity At PT. Bank Bengkulu (Persero) KC Karang Tinggi Bengkulu Tengah

This study aims to analyze the impact of job rotation on work productivity, the impact of work discipline on work productivity, the impact of workload on work productivity, and the combined impact of job rotation, work discipline, and workload on work productivity. The research population comprises 34 employees of PT. Bank Bengkulu (Persero) KC Karang Tinggi. The sample consists of 34 respondents, selected using the census method. Data analysis was conducted using multiple regression and hypothesis testing, utilizing SPSS version 25. The results of this study concluded that job rotation does not affect employee productivity (significance 0.729 0.05), work discipline has a significant positive effect on productivity (significance 0.001 0.05), and workload does not affect productivity (significance 0.186 0.05). The combined variables of job rotation, work discipline, and workload have a significant impact on productivity (significance 0.000 0.05).

Strategi Pengembangan Karir Sumber Daya Manusia Dalam Dunia Kerja

Career development for human resources (HR) is a crucial aspect in the modern world of work. With increasing global competition and rapid technological change, organizations need to ensure that their employees have the skills and knowledge necessary to face the challenges of the future. Career development for human resources (HR) is a crucial aspect in the modern world of work. The aim of writing this article is to provide a comprehensive understanding of human resources (HR) career development strategies in the modern world of work. The method used in writing this article is to collect references from national and international journals via Google Scholar and summarize so that you can draw up conclusions. The results and discussion show that career development for human resources (HR) is a crucial aspect in the modern world of work. With increasing global competition and rapid technological change, organizations need to ensure that their employees have the skills and knowledge necessary to face the challenges of the future. The strategies used are competency assessment, training and development, mentoring and coaching, employee empowerment, as well as job rotation and enrichment. The conclusion of this article is that with strategies such as competency assessment, training and development, mentoring and coaching, employee empowerment, as well as job rotation and enrichment, organizations can ensure that their employees are ready to face future challenges and reach their maximum potential. Through a holistic and planned approach, career development not only

The Impact of Job Rotation on Improving Employees' Performance Applied Study on Official Tourism Organizations in Egypt

The Impact of Job Rotation on Improving Employees' Performance Applied Study on Official Tourism Organizations in Egypt

Unveiling the driving forces behind high non-performing loans in zombie enterprises: an executive-centric study

PurposeExcessive borrowing significantly contributes to pushing businesses towards default and their transition into zombie enterprises. Despite government efforts to implement deleveraging policies and guide bank credit flows, it’s essential to delve into the internal dynamics that steer the borrowing behavior of these zombie enterprises at a micro level. To gain a comprehensive understanding of the issue, this study focuses on examining the incentives that drive corporate executives of zombie enterprises to consistently engage in large-scale borrowing from banks.Design/methodology/approachIn this study, panel data analysis is utilized, incorporating firm-, industry- and year-fixed effects. Drawing from data pertaining to listed companies in China spanning from 2007 to 2020, we employ a one-by-one identification method to pinpoint zombie enterprises. Ultimately, a total of 2,533 samples of zombie enterprises were obtained.FindingsThe results indicate that as bank loans to zombie enterprises increase, executive monetary compensation decreases, while on-the-job consumption by executives increases, and they are less likely to be forced into rotation. Mechanism testing reveals that corporate performance partially mediates the relationship between bank loans and executive monetary compensation, but this mediation is ineffective for on-the-job consumption and job rotation. Further investigation suggests that the property rights nature of central enterprises and modified audit opinions can exacerbate the adverse impact of bank loans on the monetary compensation of zombie corporate executives, without significantly affecting on-the-job consumption or job rotation. Conversely, executive power does not enhance the positive effects of bank loans on monetary compensation or on-the-job consumption, but it diminishes the negative impact of bank loans on the forced rotation of zombie executives.Research limitations/implicationsThese results indicate that while bank loans may have a negative impact on corporate value, they function as safeguards for the positions and interests of executives. As a result, bank loans serve as incentives for executives of zombie enterprises.Originality/valueThis study holds theoretical significance as it explores the motivations behind non-performing loans in high-borrowing enterprises, sheds light on corporate governance challenges encountered by zombie enterprises and provides policy insights aimed at addressing the underlying causes of persistent non-performing loans in high-borrowing enterprises, including zombie enterprises.

“All employees are equal … but some are more equal than others”. Role identity and nonfamily member discrimination in family SMEs

PurposeThis paper aims to investigate if, under which conditions, and with which consequences, nonfamily members have the perception of being discriminated against as a consequence of nepotism and adverse selection practices. This research also aims to investigate whether the carried-out role influences the perception of being discriminated against among nonfamily member employees.Design/methodology/approachA quantitative approach was carried out by adopting a structural equation model (SEM) analysis. The survey investigated a sample of Italian family SMEs (participating companies N = 186, total questionnaires collected N = 838).FindingsDrawing on the multiple identities theory, findings show that role salience (RS) effectively contributes to reducing the unwanted effects of perceived discrimination (PD) among nonfamily member employees. In doing so, this study deepens the knowledge of nonfamily member employment conditions and their consequences on strategic outcomes such as organizational commitment (OC), organizational justice (OJ) and intention to quit (ITQ).Research limitations/implicationsBy adopting a self-categorization approach, this study also advances current theoretical literature, as this methodological lens could help scholars further understand diversity in family business.Practical implicationsThis study suggests it would be advisable to implement human resource management practices based on job rotation to promote cohesion and reduce perceived distances.Social implicationsSMEs are the most widespread type of firm in the world; as a consequence, avoiding PD among nonfamily member employees has general ethical relevance.Originality/valueThis study expands current literature by showing that RS plays an important role in determining levels of PD. This study also advances current literature by focusing on the impact of multiple identities on fairness and commitment at individual and group levels of analysis of family businesses.

The Influence of Compensation, Leadership, and Job Rotation on Job Satisfaction Through Employee Performance Pasar Rebo Regional Hospital

The aim of the research to be achieved is to analyze the influence of compensation, leadership and job rotation on job satisfaction through the performance of employees at Pasar Rebo Hospital. This research is quantitative research, with a total sampling technique, so that with a population of 120 employees, the sample size is 120 employees. The data analysis technique uses SEM PLS analysis using SmartPLS software. The research results show that employee performance can be influenced by compensation, leadership and job rotation positively and significantly and that job satisfaction results are also significantly influenced by compensation, leadership and job rotation. The indirect influence that results from performance can significantly mediate the influence of compensation, leadership, and job rotation on employee satisfaction at Pasar Rebo Regional Hospital

The Influence of Adaptive Leadership, Work Incentives and Job Rotation on Employee Performance with Work Morale as an Intervening Variable in the State Treasury Services Office Scope of Regional Offices of the Directorate General of Treasury, Central Java Province

This research aims to analyze the influence of adaptive leadership, work incentives and work rotation on employee performance through work morale. This research data uses primary data in the form of a questionnaire. The sampling method based on the Hair Sampling formula obtained a sample size of 135 respondents by determining respondents using Purposive Sampling with the criteria that the respondent was a permanent employee and had a minimum work period of 2 years. The data analysis used in this research is the Structural Equation Model. The results of this research state that adaptive leadership and work incentives have a positive and significant effect on work morale, work rotation does not have a positive and significant effect on work morale, adaptive leadership, work incentives, work rotation and work morale have a positive and significant effect on employee performance.

ANALISIS MUTASI, KOMPENSASI DAN PENGEMBANGAN KARIR TERHADAP TURNOVER INTENTION PEGAWAI DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING PADA DIREKTORAT JENDERAL BEA DAN CUKAI

The Directorate General of Customs and Excise (DJBC) is a part of the Ministry of Finance of The Republic of Indonesia which has substantial human resources. Based on data as of 1 December 2022, the number of DGCE employees reached 16,149 people and were spread across 20 regional offices and 3 main service offices throughout the territory of the Republic of Indonesia. Based on employee profiling data conducted in March 2023, 72% of these employees are employees who have home bases in Java. By considering various aspects DGCE carries out job rotation process and career development for these employees. This study aims to analyze the effect of job rotation, compensastion and career development on turnover intention with job satisfaction as an intervening variable at the Directorate General of Customs and Excise. This research is based on several previous studies which show that job satisfaction can influence the relationship between job rotation, career development, and turnover intention. The research method used is quantitative research using a survey (questionnaire) as a data collection instrument. Respondents in this study were employees at the Directorate General of Customs and Excise who were spread throughout the territory of the Republic of Indonesia with positions from general inspector to supervisor and functionally equivalent. The research sample was taken using the slovin formula with a total of 3.813 respondents. The collected data will be analyzed using the validity test, reliability test, and sobel test. The results of this study are expected to provide an overview of the effect of job rotation and career development on turnover intention with job satisfaction as an intervening variable at the Directorate General of Customs and Excise.

Bibliometric Analysis of Research Publication Trends on Job Rotation Satisfaction

Objective: Advances in data analysis tools enable the analysis of a large body of literature in the ever-growing study of Job Rotation. With the help of the Vosviewers application, you can answer research questions: the status of Job Rotation articles published in the selected journals from January 2014 – December 2023 and whether the number of Job Rotation articles has increased or decreased, and the main research topics studied in this article from 2014 to 2023, and whether it has shifted over the last 10 years. Design/methodology/approach: The method used in this research is qualitative research with a literature study approach. As for the data found, 233 documents were obtained and analyzed. This dataset was converted to CSV format and imported for Bibliometrix in analysis using VOSviwer and analysis included publication distribution year, country, keywords, and authors. Findings: The findings in this research show that 2023 will be the year with the highest number of research publications on the Job Rotation theme. The United States was identified as the country that made the largest contribution to the publication of this research. Kapellusch, J.M. is the author who contributed the most in terms of number of publications. Furthermore, the topics of work performance, motivation, talent management, and occupational safety provide great opportunities for further research to investigate these dimensions in more depth. This research also underlines the importance of bringing new contributions to the understanding of Job Rotation through further exploration of these topics. Research limitations/implications: The main limitation of the research should be considered the use of data derived only from the Scopus database. Originality/value: The paper reveals research trends and key research subject areas of research over the past 10 years. The results can help scholars to quickly understand job rotation research. This paper also provides an alternative approach to conducting literature reviews with computer-assisted analysis programs. The future focus for future research is towards a more thorough understanding of Job Rotation, as well as its implications in the context of human resource management and increasing organizational productivity.

The effect of job rotation on employee performance: the mediating role of HR strategy and training in the petrochemical industry

PurposeThis study aims to investigate the impact of job rotation on employee performance and explores the mediating role of human resources (HR) strategy and training effectiveness on this relationship, within the petrochemical industry, which represents a highly specialist and hazardous industrial context.Design/methodology/approachData was collected through a questionnaire which was distributed among the experts working in an Iranian petrochemical organization. Previously validated scales were used to measure job rotation, employee performance, HR strategy and training effectiveness, and partial least squares structural equation modeling was used for hypothesis testing.FindingsThe research findings indicated that job rotation had a negative effect on employee performance, while training effectiveness and HR strategy positively mediated the relationship between job rotation and employee performance. This highlights the importance of ensuring effective training and a HR strategy to support job rotation of skilled and specialist employees.Practical implicationsManagers of employees in specialist and hazardous industries, such as petrochemical workers, interested in job rotation to support employee career development, should be mindful of potential negative implications on employee performance. To support and improve employee performance, job rotation should be considered alongside HR strategy and training.Originality/valuePrevious research has largely focused on the value of job rotation to develop managers’ organizational understanding and to reduce injury within blue-collar work, which has led to a paucity of research into job rotation within highly skilled and specialist industrial roles. It is highlighted within the literature that it remains unclear what supports effective job rotation. This study addresses this lacuna by investigating how job rotation affects employee performance in a highly skilled and specialized industry and how strategy and training effectiveness mediate this effect.

Synergistic analysis of performance appraisal and job rotation in enterprise renewal and optimization

As the rate of change in the business world accelerates, organizations strive to enhance their performance and adjust to novel challenges. Performance appraisal and job rotation are common human resource management methods that have been proven to significantly influence employee performance and organizational effectiveness. Nevertheless, their cumulative influence on business renewal and optimization remains underexplored. Therefore, this study utilizes a mixed-methods approach to quantitatively examine performance appraisal and job rotation practices in a selected group of companies. Additionally, it involves qualitative interviews with managers and employees to offer further insight. The findings indicate that a coordinated strategy in evaluating performance and rotating job responsibilities can enhance employee motivation, develop skills, and improve organizational flexibility. Furthermore, an all-encompassing method to managing human resources, considering the interplay between diverse practices, can result in sustained competitive advantage and organizational accomplishment. The study emphasizes integrating these practices with the organization's strategic goals. Its objective is to investigate the synergies between performance appraisal and job rotation in the context of corporate renewal and optimization. The study elucidates how integrating these strategies can drive corporate renewal and optimization.

Recruitment Advertisement and Selection Decisions in Nigerian Filling Stations

This study on Recruitment Advertisement and Selection Decision in Filling stations was conducted specifically to ascertain the degree external recruitment advertisement affect selection decision; to determine the degree internal recruitment advertisement affect selection decision; and to discover the extent informal recruitment advertisement affect selection decision in Nigerian filling stations. A descriptive research design was adopted. The Resource-Based theory propounded by Barney (1986b) was also adopted for the study. Sixty five (65) respondents being management staff of Petroleum Filling stations responded to fifteen (15) questions. The hypotheses were tested using Regression analysis to determine the extent recruitment advertisement affect selection decision. The result showed that informal recruitment method is most effective in selecting the right workers for the right job. Therefore, the researcher recommended the use of informal recruitment method especially for vacancies required to be filled at short notice. He went further to recommend the use of external recruitment method using digital platform for vacancies that would need to be filled in a longer time. Also internal recruitment such as promotion and job rotation was recommended for adoption but that extensive use of internal recruitment may imply that fresh candidates with new knowledge will not be opportune to work in the organization.

A Meta-Analysis of the Relationship Between Organizational Citizenship Behavior and Employee Performance

This paper aims to identify research trends on values and organizational citizenship behavior (OCB) and their effect on employee performance globally. The Method used in this study is qualitative research with literature review. As for the data found, 109 documents were obtained and analyzed 2014-2023. This dataset was converted to CSV format andfor Bibliometrix in the analysis using VOSviwer. The study included publication distribution year, country, keywords, and authors. This study's findings show that the research trend from 2014 to 2023 indexed by Scopus has increased. 2020 became the year with the highest number of research publications on Citizenship Organizational Behavior and Employee Performance. Indonesia was identified as the country that contributed the most to the publication of this research, with studies in Citizenship Organizational Behavior, Job Rotation, and Physical Work Environment. This paper reveals the research trends and areas of Citizenship, Organizational Behavior, and employee performance. The results help scholars quickly understand the research of Citizenship Organizational Behavior

A Meta-Analysis of the Relationship Between Organizational Citizenship Behavior and Employee Performance

This paper aims to identify research trends on values and organizational citizenship behavior (OCB) and their effect on employee performance globally. The Method used in this study is qualitative research with literature review. As for the data found, 109 documents were obtained and analyzed 2014-2023. This dataset was converted to CSV format andfor Bibliometrix in the analysis using VOSviwer. The study included publication distribution year, country, keywords, and authors. This study's findings show that the research trend from 2014 to 2023 indexed by Scopus has increased. 2020 became the year with the highest number of research publications on Citizenship Organizational Behavior and Employee Performance. Indonesia was identified as the country that contributed the most to the publication of this research, with studies in Citizenship Organizational Behavior, Job Rotation, and Physical Work Environment. This paper reveals the research trends and areas of Citizenship, Organizational Behavior, and employee performance. The results help scholars quickly understand the research of Citizenship Organizational Behavior

Trust-building in temporary public health partnerships: a qualitative study of the partnership formation process of a Covid-19 test, trace and protect service

BackgroundPublic health initiatives require coordinated efforts from healthcare, social services and other service providers. Organisational theory tells us that trust is essential for reaching collaborative effectiveness. This paper explores the drivers for initiating and sustaining trust in a temporary public health partnership, in response to a sudden health threat.MethodsThis qualitative study analysed the formation process of a multisector partnership for a Covid-19 contact tracing service. Data was collected through 12 interviews, two focus groups, one feedback workshop, and an online survey with workforce members from all seven partner organisations. Purposive maximum variation sampling was used to capture the reflections and experiences of workforce members from all seven partner organisations. A deductive code scheme was used to identify drivers for building and sustaining trust in inter-organisational collaboration.ResultsRelational mechanisms emanating from the commitment to the common aim, shared norms and values, and partnership structures affected trust-building. Shared values and the commitment to the common aim appeared to channel partners’ behaviour when interacting, resulting in being perceived as a fair, reliable and supportive partner. Shared values were congruent with the design of the partnership in terms of governance structure and communication lines reflecting flat hierarchies and shared decision-making power. Tensions between partner organisations arose when shared values were infringed.ConclusionsWhen managing trust in a collaboration, partners should consider structural components like governance structure, organisational hierarchy, and communication channels to ensure equal power distribution. Job rotation, recruitment of candidates with the desired personality traits and attitudes, as well as training and development, encourage inter-organisational networking among employees, which is essential for building and strengthening relationships with partner organisations. Partners should also be aware of managing relational dynamics, channelling behaviours through shared values, objectives and priorities and fostering mutual support and equality among partner organisations.

THE INFLUENCE OF JOB ROTATION ON IMPROVING QUALITY OF SERVICE AN EMPIRICAL STUDY AT AL-SADR TEACHING HOSPITAL IN NAJAF AL-ASHRAF

The aim of the current study is to determine level of influence job rotation on service quality. The study was applied at Al-Sadr Teaching Hospital on a sample of (85) individuals, based on a questionnaire form, from which (80) questionnaires were retrieved, and (78) questionnaires were valid for testing after excluding (2) unsuitable questionnaires for testing. Due to the nature of the work of the researched organization, the study problem was embodied in the extent to which it is possible to apply the concept of job rotation in its four dimensions (training, job descriptions, functional development, systems and procedures) and the level of reflection of its results on the quality of service provided to patients. Based on the results of the study, The researcher reached several conclusions, the most important of which are: that there is a significant effect of job rotation on the quality of service at a rate of (94.4%) percent. Finally, the study presented a number of recommendations to improve the quality of service in the hospital, the first of which is employing the concept of job rotation and spreading its culture by adopting it as a fixed policy in the hospital to improve the level of service for all patients.

The Influence of Job Rotation on Employee Performance in the Syrian Nour Foundation

The Influence of Job Rotation on Employee Performance in the Syrian Nour Foundation

INNOVATION MODEL OF HUMAN RESOURCES TRAINING AND DEVELOPMENT FOR THE HOTEL INDUSTRY FROM THE ASEAN STANDARD FRAMEWORK: A CASE IN NAKHON RATCHASIMA PROVINCE, THAILAND

From the current global changes and the rapid development of innovation and technology, personnel development according to the previous approach may be insufficient for work. It is necessary to increase the skills of the workforce and improve work efficiency for higher quality. This research aims to study the training and development of human resources in the hotel industry in Nakhon Ratchasima Province at present, to study innovations in training and human resource development in the hotel industry and the ASEAN hotel industry standard framework, and to propose the innovation model for training and development of human resources in the hotel industry from the ASEAN standard framework. The findings suggest implementing the innovation model of resources training and development in the hotel industry by integrating modern technology and training techniques into use in developing staff in various forms that are in accordance with the ASEAN standard framework and hotel service standards to increase the hotel service quality and staff performance. The quantitative approach was employed by using structural equation modeling for path analysis. The data was collected by using questionnaires from 400 samplings from hotel staff in Nakhon Ratchasima Province. The model is consistent with empirical material in statistical significance. It can confirm that seven significant factors directly affect service performance which are job rotation, blended learning, practice training, classroom training, study tour for learning, learning through playing games, and teaching respectively and the new model was proposed for innovative development and training for the hotel staff. This research proposes an innovation process for hotels to implement the use of technology and techniques for human resources training and development. It can increase staff service performance, lead to positive guest experience and satisfaction, and lead to hotel revenue. However, the potential, the different hotel contexts and characteristics, and its organizational culture should be considered for the implementation.