Job Rotation Research Articles

Enhancing Employee Performance: The Impact of Engagement, Job Rotation, Compensation, and Motivation

This research aims to determine the influence of employee engagement, transfers, compensation and motivation on employee performance. Apart from that, you can see the review from an Islamic perspective. The population of this study were employees of the Jakarta Cakung Primary Tax Service Office with a sample size of 89 respondents. The sampling technique uses a non-probability sampling method, with a saturated sampling technique through distributing questionnaires. The data analysis method uses the Partial Least Square Structural Equation Modeling (PLS-SEM) method. The model in this research provides a strong influence with a strong level of relevance in predicting the influence between variables with a large level of suitability. employee engagement has a positive and significant effect on employee performance. Furthermore, mutations have a positive and significant effect on employee performance. Compensation has a positive and significant effect on employee performance. Motivation has a positive and significant effect on employee performance. Managerial Implications Organizations should prioritize enhancing employee engagement through effective communication and involvement in decision-making processes to boost performance. Additionally, strategic employee mutations or transfers can be leveraged to match skills with job roles more effectively. Fair and competitive compensation packages are essential to motivate employees and enhance their commitment.

Work autonomy and exit-voice choice: the role of skill utilization, learning from colleagues and future time orientation

PurposeUnderpinned by the exit-voice and work design models, this study investigates how work autonomy reduces employee turnover intentions and promotes voice behavior via the mediator of skill utilization and how this mediation process is moderated by social (learning from colleagues) and personality (future time orientation) characteristics.Design/methodology/approachThe hypothesized moderated mediation model was tested using regression analysis based on two-wave survey data of 350 Chinese employees.FindingsThe relationships between work autonomy on the one hand and voice behavior and turnover intentions on the other were mediated by skill utilization. Furthermore, such mediated relationships were intensified by collegial learning and future time orientation.Practical implicationsAdopting empowering HR practices (e.g. autonomous work teams and job rotation) that give employees job control and learning opportunities is important to encourage employee voice and reduce turnover.Originality/valueThe paper identifies collegial learning and future time orientation as boundary conditions that regulate the effects of work autonomy. This reconciles the contradictory findings in prior research testing the relationship between autonomy and exit-voice decisions.

Succession planning practices and succession success in family-owned businesses: the role of leadership style as internal branding mechanism

PurposeAlthough leadership style plays a critical role in succession planning practices and succession success, empirical examination of its influence on the relationship between succession planning and success of succession in family-owned SMEs has received little attention in the literature. This study examines the interactive effect of the various types of leadership styles as internal branding mechanisms on the success of succession in family-owned SMEs.Design/methodology/approachWe analyzed the data from 124 managers/CEOs of family-owned SMEs that have at least transitioned beyond one incumbent leader using SPSS Version 29.FindingsThe result shows that succession planning practices are positively associated with succession success. It further shows that leaders who brand themselves as transformational and participatory leaders have a positive, significant interactive effect on the relationship between succession planning activities and succession success. The positive relationship between succession planning activities and succession success is dampened when managers rely too heavily on a transactional leadership style. Both autocratic and laissez-faire types of leadership have no significant interactive effect on the relationship.Originality/valueThe study is distinct from past studies. Until now, knowledge about the interactive effect of the various leadership styles as internal branding mechanisms on the relationship between succession planning practices like coaching, mentoring, job rotation and training and succession success in family-owned businesses remains limited. Theoretically, the study is pioneering in the sense that it is among the first studies that extends internal branding to succession planning in family-owned businesses. The study enlightened our understanding of how the various leadership styles and internal branding mechanism influence succession success in family-owned SMEs.

A Multivariate Study of Job Enrichment and Managerial Efficiency in Selected Organizations

The purpose of the study was to examine job enrichment on managerial efficiency in Cross River State, Civil service commission. The specific objectives were to; examine the effect of skill variety on managerial efficiency in Cross River State, Civil service commission; determine the effect of autonomous team work on managerial efficiency in Cross River State, Civil service commission; investigate the effect of feedback on managerial efficiency in Cross River State, Civil service commission. The research design adopted for the study was cross sectional survey. The researcher gathered data from primary sources. Multiple regression technique was used to determine the effect of independent variable on dependent variable. Based on the analysis of the results, the major findings of the study were: skill variety had a positive significant effect on managerial efficiency. Team work had a positive significant effect on managerial efficiency. Feedback had a positive significant effect on managerial efficiency in Cross River State, Civil service commission. Based on the findings, the study recommended that organizations should endeavor to solve the problem of excessive job specialization by periodic job rotation to provide variety.

The influences of internal work locus of control on knowledge loss and organizational performance: role of job rotation in Chinese construction firms

The influences of internal work locus of control on knowledge loss and organizational performance: role of job rotation in Chinese construction firms

The Impact of Succession Planning on Enhancing Organizational Citizenship Behavior: A Field Study at Tikrit University

The study aims to determine the extent to which succession planning contributes to enhancing organizational citizenship behavior at Tikrit University. The research hypotheses were the availability of the dimensions of succession planning and the dimensions of organizational citizenship in the university under study, and the existence of significant correlations and influence between each succession planning and organizational citizenship behavior. The research community was identified with the teaching and administrative staff of Tikrit University, consisting of (280) people, and a survey was conducted on a random sample of them, numbering (158) individuals. All distributed questionnaires were retrieved with a recovery rate of 100%, while the questionnaires suitable for analysis were (120), representing (75.9%) of the total questionnaires returned. The data were analyzed and hypotheses were tested using the statistical analysis program SPSS V.26. The study reached a number of results, most notably: There is a high level of application of both succession planning and organizational citizenship behavior at Tikrit University. The results also showed that there is a positive and moderate significant correlation between succession planning and organizational citizenship behavior at the university under study. The results also showed a statistically significant effect of succession planning methods combined in enhancing organizational citizenship behavior at Tikrit University, which explains 29.5% of the changes in the dependent variable. In addition, there was a statistically significant positive effect for all dimensions of succession planning in enhancing organizational citizenship behavior at Tikrit University, where promotion was the most influential on organizational citizenship behavior, followed by job rotation, training, and finally job transfer.

GREEN HUMAN RESOURCE MANAGEMENT PRACTICES: EVIDENCE FROM PRIMARY DATA ANALYSIS

This study investigates Green Human Resource Management (GHRM) practices within the food and beverages sector in Nigeria, focusing on how these practices contribute to the sustainability of these companies. A census approach was adopted, encompassing the entire population of 325 staff members from the sector. Data was collected using a validated and reliable questionnaire, with a Cronbach Alpha coefficient of 0.798. The analysis, conducted using SPSS Version 25, revealed key insights into GHRM practices. Results indicated that green recruitment is well-integrated into the companies, with 87.1 of respondents confirming the inclusion of green job descriptions, and 81.6 agreeing that employees are recruited based on their environmental awareness. Green training is also emphasized, with 87.1 of respondents agreeing that their companies conduct training on environmental management, and 81.6 confirming job rotation to develop green managers. Green rewards are prevalent, with 85.3 agreeing that employees receive bonuses for environmental achievements. Additionally, 87.1 of respondents agreed that green performance appraisal systems are in place, incorporating green performance indicators. Lastly, 87 of employees felt involved in green initiatives, highlighting active communication and engagement in environmental policies. The findings suggest that GHRM practices significantly enhance the sustainability of food and beverages companies in Nigeria. The widespread adoption of green recruitment, training, rewards, performance appraisal, and employee involvement underscores the importance of aligning HR practices with environmental goals for improved sustainability and business performance.

The Effect of Job Rotation on Employee Performance with Organizational Commitment and Work-Life Balance as Mediating Variables at PT. BPD Lampung

High-quality and high-performing human resources have become a crucial issue in companies, especially in addressing business world challenges and supporting the achievement of company goals. Therefore, companies need to focus on talent-based human resource management to enhance and develop employee performance. The Key Performance Indicator (KPI) data of PT Bank Pembangunan Daerah Lampung from 2021 to 2023 shows a decline in the performance of Bank Lampung employees. In fact, the category of unsatisfactory employee performance has increased in the past three years. It is suspected that underperforming employees are experiencing fatigue or boredom with the routine tasks performed over a long period. Hence, this study aims to determine the effect of job rotation on employee performance with organizational commitment and work-life balance as mediating variables at Bank Lampung. This research method is descriptive verification research. The sampling technique used is convenience sampling with a sample size of 282 Bank Lampung employees, both at the Headquarters and branch offices in Lampung Province. The data used is primary data in the form of questionnaires, and the data analysis technique uses Structural Equation Modeling (SEM) with AMOS software. Purpose: The aim of this research is to know the effect of job rotation on employee performance with organizational commitment and work-life balance as mediating variables. Patients and methods: Data has been obtained from the answer of questionnaire testing on 282 respondents at Bank Lampung who were used as samples in research using techniques convenience sampling. Results: This study show that job rotation has a positive and significant effect on the performance of Bank Lampung employees. However, the second and third hypotheses, which state that organizational commitment cannot mediate the effect of job rotation on the performance and that work-life balance cannot mediate the effect of job rotation on the performance of Bank Lampung employees. Conclusion: Companies can advised to maintain the implementation of the job rotation program by planning a periodic job rotation program schedule and maintaining good employee performance by giving awards for employee achievements to the company and increasing work discipline by giving punishment to employees who are not disciplined regarding working hours. Apart from that, the Human Capital department of Bank Lampung needs to evaluate the work processes carried out and resolve problems faced by employees so that employees feel comfortable and find it difficult to leave the company/organization.

Ergonomic Risk Assessment and Mitigation Strategies for Retail Workers: Insights from a Case Study in Dungun

Manual handling activities contribute to 40% of musculoskeletal disorders (MSDs), leading to long-term discomfort, disability, medical costs, and financial hardships for workers, while employers face lower productivity and compensation costs. An ergonomic assessment was conducted among employees at ABC Hardware in Dungun to identify ergonomic risk factors, determine the likelihood of harm affecting workers' musculoskeletal health, and recommend control measures to improve workers' health and well-being. Utilizing a combination of interviews, observations, and questionnaires based on established ergonomics guidelines, the research highlights the prevalence of MSDs among workers engaged in manual handling tasks, emphasizing the need for ergonomic interventions and awareness to enhance workplace safety and employee well-being. Findings from the ergonomic assessment revealed significant discomfort and risk factors related to awkward postures, repetitive motions, forceful exertion, and static positions. Specific ergonomic issues identified include discomfort in the upper back, thighs, and knees among storekeepers, and neck and lower back pain among warehouse workers. Service desk representatives were found to experience discomfort related to static postures and repetitive motions. The study recommends advanced ergonomic assessments such as Rapid Entire Body Assessment (REBA), Occupational Repetitive Assessment (OCRA), and Rapid Upper Limb Assessment (RULA), along with improvements in ergonomic practices and tools. Implementing job rotation, providing ergonomic equipment, and conducting training on proper lifting techniques are essential to address the identified risks. This research highlights the critical role of ergonomic practices in preventing MSDs and improving overall workplace safety.

대학 행정직원의 심리적 자본이 직무만족에 미치는 영향 분석:직무순환의 매개효과를 중심으로

Most universities in Korea have regularly introduced and operated a job rotation system. However, not all administrative employees positively evaluate the job rotation system. Some employees use the job rotation system to their advantage, but some believe that the job rotation system lowers the efficiency of their work. This study aims to deal with the process of accepting job rotation by university administrative staff who are introducing the job rotation system more systematically. In this study, the purpose of the following study was proposed. First, the psychological capital of university administrative staff, which is an organization that carries out a regular job rotation system, is identified. Second, the relationship between the psychological capital of university administrative staff and their perception of job rotation is investigated. Third, the relationship between job satisfaction and job satisfaction in the job rotation system is confirmed. Fourth, theoretical and management implications for human resource management and organizational behavior research are presented based on the relationship between employees' psychological capital and the effect of job rotation.

HR Risk Analysis and Employee Performance: Implications for HR Management

The COVID-19 pandemic has brought about changes in various sectors of life. One of them occurs in the system and work patterns. PT XYZ is one of the companies in Indonesia which has its role in improving the welfare of the lower-class community. During the COVID-19 pandemic, PT XYZ continued to carry out work from the office because transactions between employees and customers had to be carried out directly. This increases the occurrence of human resource risks for employees. This study aims to identify the perception of resource risk and analyze human resource management and employee performance, as well as the effect of risk and human resource management on employee performance. The data used in this study are primary and secondary, then analyzed quantitatively using descriptive analysis methods and SEM-PLS. PT XYZ is dominated by 55% are male, 46.4% are 31-35 years old, 83.6% have a bachelor's degree, 37.9% have a corporate title as cashier, 44.3% have worked 6-10 years, 60.7% have work experience, and 71.4% have experienced job rotation. Employees' perceptions of human resource risk, employee performance, and human resource management are mostly positive. The results of the SEM-PLS analysis show that the risk of human resources and human resource management has a positive and significant effect on employee performance. Meanwhile, human resource management as a moderating variable is not able to moderate or strengthen the influence of employee competence on employee performance.

Hubungan Rotasi dengan Kinerja Perawat di RS Martha Friska Multatuli

Job rotation is a move from one room to another but still within the same scope of work. Rotation is carried out as a way to improve the quality of nursing services, to refresh and prevent boredom, to meet the needs of nursing staff in the room, and to improve nursing skills. At Martha Friska Multatuli Hospital, rotation has been implemented since 2020. This research aims to determine the relationship between rotation and the performance of nurses at Martha Friska Multatuli Hospital. This research method uses descriptive correlation with a cross sectional design. The sample size in this study was 71 respondents with a sampling technique using total sampling. Data analysis in this study used the Spearman's Rank correlation coefficient test. The research results showed that the majority of nurses stated that the rotation at Martha Friska Multatuli Hospital was a fairly good rotation, 42 respondents (59.2%) and it was also known that the majority of nurses' performance was in the good category, 58 respondents (81.7%). The results of statistical tests using the Spearman rank test obtained an r-value of 0.255 with a ρ-value of 0.032. This shows that there is a correlation or positive relationship between rotation and the performance of nurses at Martha Friska Multatuli Hospital with a low level of relationship. Keywords: Peformance, Rotation

Pengaruh Pengembangan Karir Terhadap Kinerja Karyawan Melalui Burnout Sebagai Variabel Mediasi Pada Karyawan Perusahaan Umum Daerah Air Minum Tirta Bumi Wibawa Kota Sukabumi

The success of an organization in maintaining its existence is through the development of human resources. PERUMDA Air Minum TBW Kota Sukabumi is a company engaged in the field of clean water services, the phenomenon faced by the company from the aspect of human resources is the low performance of employees indicated by the decline in employee punctuality to work hour regulations and employee attendance. The results of field observations on several employees showed the absence of career development, namely job rotation, with the absence of job rotation so far employees feel bored because they have been struggling in the same field for years. This study aims to determine the effect of career development on employee performance through burnout as a mediating variable. The research method used in this study is a quantitative method with a quasi-associative approach. The sampling technique used in this study is saturated sampling with a sample size of 52 employees. The data analysis technique used is Structural Equation Modeling Partial Least Square (SEM-PLS) with the help of SmartPls Version 3.2 software. The results of this study indicate that there is no significant influence between career development and employee performance, there is a significant influence between career development and burnout, and burnout cannot mediate career development and employee performance.

Pengaruh Rotasi Kerja dan Beban Kerja terhadap Kinerja Karyawan Hotel Truntum Padang

This research was conducted because there is a phenomenon that causes employee performance to decline at the Truntum Padang Hotel. The aim of this research is to explain how job rotation and workload affect employee performance. This research was conducted using quantitative descriptive methods with associative causal relationships. The research location is the Truntum Padang Hotel. The non-probability sampling type is used for purposive sampling. The data used in this research is primary data. The questionnaire created based on the Likert scale has been processed before passing the validity and reliability test process using SPSS 26.00. This research found that job rotation is an important factor in improving employee performance at the Truntum Padang Hotel. and workload have a significant influence on employee performance at the Truntum Padang Hotel. The research results show that the work rotation (X1) and workload (X2) variables are both rated very well based on statistical calculations, with average TCR values ​​of 4.36% and 4.26% respectively. employee performance (Y) is also considered very good with an average TCR value of 4.34%.

Integrating human factors into the distribution model of goods and fast-moving consumer goods for effective inventory control

Multiple factors contribute to the occurrences of disruptions in workflow management within the e-commerce system that focuses on the distribution of goods and other fast-moving consumer goods (FMCG). These disruptions have particularly affected and increased lead times and caused frequent shipment delays. The causes of these disruptions, especially in the context of distribution of goods and FMCG towards inventory control, have been widely speculated upon in recent years. Given the recent interruptions, the study presented in this paper used a methodology called statistical model analysis (SMA) to study the impact of human factors (HFs) on the system performance in a warehouse distribution system. A case study was taken on a particular company called ABC and XYZ to model the impact of some specific HF such as job fatigue, and job rotation to name a few and to uncover the underlying reasons behind the ongoing disruptions within the distribution system. Specifically, the result of this study aims to provide a data-driven understanding of these issues and one of the contributions of this study is to enhance our understanding of the significance of these HFs, rather than focusing on the equipment and materials as seen in prior research. Through this data-based approach study, stakeholders in operations management, e-commerce, and the supply chain system would be well-informed in many ways to resolve the challenges faced by humans in the system towards enhancing their overall system performance.

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

PurposeThis paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.Design/methodology/approachThis briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.FindingsResearchers studied the effect of job rotation on employee performance in the Iranian petrochemical organization. They found 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.Originality/valueThe briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

The Effect of Islamic Selection, Training and Job Rotation on Employee Performance PT Rampai Berkah Bersama

Human Resources are required to organize and manage the Company. Companies have to improve the quality of human resources training, starting from selection, training and job rotation. This study aims to determine the effect of Islamic Selection, Training and Job rotation on Employee Performance of PT Rampai Berkah Bersama. This research uses descriptive quantitative by distributing questionnaires to 73 employees of PT Rampai Berkah Bersama, then analyzed using multiple regression analysis. The results showed that partially Islamic selection did not affect the performance of employees of PT Rampai Berkah Bersama, which was indicated by the calculated T value of 0.454>T table 0.230 or a p-value of 0.651>0.05. Training has a significant effect on the performance of employees of PT Rampai Berkah Bersama, which is indicated by the T value of 4.081>T table 0.230 or a p-value of 0.000<0.05. Work rotation has a significant effect on employee performance of PT Rampai Berkah Bersama, which is indicated by the T value of 5.478>T table 0.230 or a p-value of 0.000<0.05. Simultaneously all independent variables (Islamic Selection, Training and Job rotation) have a positive and significant effect on the performance of employees of PT Rampai Berkah Bersama. The results showed no influence between Islamic Selection on the performance of employees of PT Rampai Berkah Bersama, the company should optimize the selection process during interviews, and also be more thorough in the administrative process. Also increase employee training and rotation so that the performance of PT Rampai Berkah Bersama employees can increase.

Investigation of prevalence and risk factors of musculoskeletal disorders among tea harvesting farmers - A systematic review.

Tea harvesting is a common agricultural occupation, usually conducted in mountainous regions with steep slopes and high altitudes. Despite the utilization of modern technology and mechanized equipment in agriculture, a substantial portion of tea harvesting continues to be traditional and physically strenuous. This dependence on manual labor can lead to a higher likelihood of musculoskeletal disorders among tea harvesting farmers. The objective of this research was investigation of prevalence and risk factors of musculoskeletal disorders in tea harvesting farmers. In this review study, we analyzed all published articles on the prevalence and factors influencing musculoskeletal disorders in tea harvesting farmers from March 10, 2010, to November 10, 2023 (last search date). We systematically searched for articles using keywords (risk factor, risk assessment, lower limb, upper limb, musculoskeletal disorders, tea harvesting, posture, manual handling, discomfort, ergonomics, prevalence, farmers) in PubMed, Google Scholar, SID, Web of Science, Scopus, Magiran, Iran Medex, Cochrane Library, and Embase. The quality of the articles was evaluated using the Mixed Methods Appraisal Tool (MMAT), 2018 version. Unrelated articles were excluded following PRISMA statement guidelines, and only articles directly related to the study were reviewed. GraySource and BASE databases were also utilized to identify Gray sources.. Initially, 128 articles were found across different databases, and a total of 17 articles were selected for the final assessment. The primary areas of the body that workers are commonly exposed to musculoskeletal issues are the back, hands, wrists, shoulders, neck, and knees. The research identified four main categories of factors: personal, occupational, environmental, and psychosocial that contribute to musculoskeletal problems. Among these factors are women working in physically demanding environments, lifting heavy bags of harvested tea, time pressures during tea collection, repetitive hand motions from using harvesting tools, the height of the tea plants in the field, working in wet and slippery conditions, uneven ground surfaces, extended working hours, low pay, and lack of support from employers. Ergonomic interventions such as redesigning tea harvesting tools, enhancing tea plants and workspaces, teaching ergonomic principles of body posture and manual movement, and organizing work with job rotation and adequate rest are recommended to alleviate musculoskeletal disorder symptoms.

Job rotation and its impact on health care marketing An empirical study of the opinions of a sample of employees in a number of hospitals / Erbil

The research aimed to find out the impact of job rotation on health care marketing in (hospitals in Erbil), by studying the medical services provided by the surveyed hospitals. The research problem was expressed by many questions, including: What is the effect of job rotation on health care marketing? What is the reality of job rotation and health care marketing in the surveyed hospitals? For this reason, the researcher surveyed the opinions of the study population, which numbered (75) individuals, distributed among four hospitals in the city of Erbil, namely (Zanko-Al-Ahly Hospital, Rizkari Hospital-Governmental, Erbil Teaching Hospital-Governmental, and the College of Dentistry Consultant), (71) questionnaire were returned and (66) questionnaires, were valid for analysis, and the empirical results showed that there is a significant effect and importance of job rotation and health care marketing, and the research reached a set of conclusions and suggestions .

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 .