Managerial Employees Research Articles

Impact of Total Quality Management Practices on Sustainability And Company Performance: A Case Study of Miro Forestry Company Ltd in Mile 91, Sierra Leone

Organizations globally are increasingly adapting to dynamic business environments, where management must consistently identify strategies to maintain or enhance competitive advantage. Total Quality Management (TQM) has emerged as a critical approach for manufacturing firms seeking to improve operational efficiency and effectiveness. Although previous research has explored the relationship between TQM practices and organizational performance, the findings have been inconclusive, signaling the need for further investigation. Notably, in Sierra Leone, limited research exists on the effect of TQM on the performance of manufacturing firms, revealing a knowledge gap. This study addresses this gap by examining the impact of TQM practices on the performance of manufacturing firms in Sierra Leone, with a specific focus on Miro Forestry Company Ltd. The main objectives of the study are to: (1) assess the impact of customer focus on organizational performance, (2) evaluate the role of top management commitment in enhancing performance, (3) examine the effect of continuous improvement on performance outcomes, and (4) determine the influence of employee involvement on organizational performance. The study employed a descriptive quantitative research design. A sample of 121 employees was selected from a target population of 400 using stratified random sampling. Data were collected through self-administered questionnaires and analyzed using SPSS alongside correlation analyses to assess relationships between variables. The findings were presented using figures and tables. Results show that TQM practices, which mainly involve customer focus, top management commitment, continuous improvement, and employee involvement were found to positively impact organizational performance. Customer focus significantly enhances customer satisfaction, while top management commitment and continuous improvement contribute to overall performance. Employee involvement also positively influences performance outcomes. The study recommends that companies should foster a robust organizational culture characterized by trust, respect, and a shared sense of purpose. Additionally, continuous improvement should remain a central focus to sustain performance. Management is also advised to prioritize quality management by motivating employees and offering incentives to support TQM initiatives.

High-Involvement Human Resource Management Practices and Employee Resilience: The Mediating Role of Employee Technology Adaptation—A Case Study of South Sumatra

In the post-COVID-19 era, the need for a resilient workforce to maintain a competitive advantage has become increasingly critical. Despite advancements, there is a research gap in understanding how employee resilience is influenced by high-involvement human resource management practices and employee technology adaptation. This study addresses this gap by developing and empirically testing a mediation model linking to employee technology adaptation and resilience. Theoretical frameworks include the resource-based view, human co-adaptation, and positive organizational behavior. A cross-sectional survey of 322 employees from small and medium enterprises in South Sumatra was conducted. Structural equation modeling was used to analyze the mediating role of employee technology adaptation in the relationship between high-involvement human resource management practices and employee resilience. The results indicate that high-involvement human resource management practices positively affects both technology adaptation and resilience. Employee technology adaptation partially mediates this relationship. The findings offer practical insights for human resource managers, suggesting that fostering technology adaptation through high-involvement human resource management practices can enhance employee resilience. This study concludes with a discussion on the theoretical and practical implications contributing to the development of small and medium enterprises in the digital era post COVID-19.

Patient Health Record Protection Beyond the Health Insurance Portability and Accountability Act: Mixed Methods Study

Background The security and privacy of health care information are crucial for maintaining the societal value of health care as a public good. However, governance over electronic health care data has proven inefficient, despite robust enforcement efforts. Both federal (HIPAA [Health Insurance Portability and Accountability Act]) and state regulations, along with the ombudsman rule, have not effectively reduced the frequency or impact of data breaches in the US health care system. While legal frameworks have bolstered data security, recent years have seen a concerning increase in breach incidents. This paper investigates common breach types and proposes best practices derived from the data as potential solutions. Objective The primary aim of this study is to analyze health care and hospital breach data, comparing it against HIPAA compliance levels across states (spatial analysis) and the impact of the Omnibus Rule over time (temporal analysis). The goal is to establish guidelines for best practices in handling sensitive information within hospitals and clinical environments. Methods The study used data from the Department of Health and Human Services on reported breaches, assessing the severity and impact of each breach type. We then analyzed secondary data to examine whether HIPAA’s storage and retention rule amendments have influenced security and privacy incidents across all 50 states. Finally, we conducted a qualitative analysis of textual data from vulnerability and breach reports to identify actionable best practices for health care settings. Results Our findings indicate that hacking or IT incidents have the most significant impact on the number of individuals affected, highlighting this as a primary breach category. The overall difference-in-differences trend reveals no significant reduction in breach rates (P=.50), despite state-level regulations exceeding HIPAA requirements and the introduction of the ombudsman rule. This persistence in breach trends implies that even strengthened protections and additional guidelines have not effectively curbed the rising number of affected individuals. Through qualitative analysis, we identified 15 unique values and associated best practices from industry standards. Conclusions Combining quantitative and qualitative insights, we propose the “SecureSphere framework” to enhance data security in health care institutions. This framework presents key security values structured in concentric circles: core values at the center and peripheral values around them. The core values include employee management, policy, procedures, and IT management. Peripheral values encompass the remaining security attributes that support these core elements. This structured approach provides a comprehensive security strategy for protecting patient health information and is designed to help health care organizations develop sustainable practices for data security.

The impact of digitalization on CSR commitment: The role of human resource management system and employee autonomy

AbstractAlthough the relationship between digitalization and employees' corporate social responsibility (CSR) commitment has been extensively explored in literature, there remains a consensus on how digitalization affects employees' commitment. Therefore, this study aims to investigate the relationship between digitalization and CSR commitment. Data from branches of two banks was collected by using a time‐lagged approach, and structural equation modeling was employed to validate the measure and test the hypotheses. The findings indicate a direct correlation between digitalization and the CSR commitment of employees towards their organization. The research demonstrates that such a correlation is contingent upon the Human Resource Management (HRM) system used within the organization and the satisfaction of employees' need for autonomy in the workplace. The study emphasizes the role of work design and HRM practices in the relationship between digitalization and employees' CSR commitment.

Can improving the business environment narrow the within-firm pay gap? Evidence from data on 233 Chinese cities

This paper investigates the impact of the business environment (BE) on the within-firm pay gap (WFPG) by using data on listed firms from 233 cities in China. The main finding is that a better BE reduces the WFPG between management and regular employees. After a series of endogeneity treatments and robustness tests, this conclusion remains unchanged. The results of mechanism analysis suggest that intensifying market competition and the alleviating agency problems are two important channels for this effect. Heterogeneity tests indicate a stronger effect for non-state owned enterprises, firms with worse governance, and firms in noncompetitive industries. Additional analysis indicates that human resources, the innovation environment, and financial services are the main factors through which the BE affects the WFPG. This paper provides empirical insights for practical application.

Statistical Analysis of Total Quality Management Employees, Customers, Suppliers, and Management Dimensions in Hotel Industries in Jaipur City, Rajasthan, India

Statistical Analysis of Total Quality Management Employees, Customers, Suppliers, and Management Dimensions in Hotel Industries in Jaipur City, Rajasthan, India

Dynamic Capabilities and Competitive Advantage among Listed Commercial Banks in Kenya

Purpose: This study sought to evaluate how dynamic capabilities affect competitive advantage among listed commercial banks, in Kenya. Specifically, the study sought to ascertain how Sensing capability, learning capability, reconfiguration capability and integration capability affects competitive advantage among listed commercial banks, in Kenya. Methodology: This study used Cross-Sectional Research Design since the study focused on quantitative data. The study was carried out in Kenya, covering all the 39 solvent commercial banks in Kenya (Source, CBK 2020),(as of 31st March 2024.The respondents were 1404 functional managers which comprise of five (5) from Human Resource ,five (5) from information Technology ,Ten (10) from Sales and marketing ,five (5) from procurement, and five(5) from risk and compliance. The study used 10% of the target population as the study sample size hence the sample size was 140 respondents comprising of management employees. Data was collected using a self-administered structured questionnaire. The Statistical Package for Social Sciences (SPSS) version 25 software was used to analyze the data. Findings: The study concludes that sensing capability has a significant effect on competitive advantage among listed commercial banks, in Kenya. In addition, the study concludes that learning capability has a significant effect on competitive advantage among listed commercial banks, in Kenya. Further, the study concludes that reconfiguration capability has a significant effect on competitive advantage among listed commercial banks, in Kenya. The study also concludes that integration capability has a significant effect on competitive advantage among listed commercial banks, in Kenya. Unique Contribution to Theory, Policy and Practice: Based on the findings, the study recommends that the management of commercial banks in Kenya should implement a comprehensive knowledge management system that encourages continuous professional development and collaboration among employees. By establishing structured training programs, mentorship initiatives, and cross-departmental knowledge sharing, banks can foster a culture of innovation and adaptability.

A Bibliometric Analysis of Employee Turnover Intention among IT Sector Employees

Employee turnover is an important problem in the IT sector. However, there are still few comprehensive discussions on the current trends in employee turnover research. This study aims to comprehensively investigate relevant literature from 2019 to 2023 by bibliometric analysis to facilitate detailed exploration. The study has collected many academic documents and provided a comprehensive overview of recent research landscapes. Using the Scopus database, we used library analysis to examine the publication on employee turnover intentions between 2019 and 2023. The results showed a significant increase in research on turnover intentions, which highlighted their continued relevance in organizational research. In addition, the study identified and mapped a group of academic research focusing on employee turnover intentions, job satisfaction, employee management, and employee turnover. Key themes, influential works, and outstanding contributions were highlighted, showing the main contributors and key publications in this area. The information obtained from this study provides a valuable basis for future research and guides researchers to the most important research areas. The recommendations proposed will contribute to the development of effective retention strategies and promote better working conditions, ultimately contributing to the success and well-being of organizations and employees.

Gestión tributaria y recaudación de tributos municipales en una municipalidad distrital de Loreto

The objective of the research was to establish the relationship between tax management and the collection of municipal taxes in a district municipality of Loreto. The methodology was quantitative, applied, non-experimental-cross-sectional and correlational, a questionnaire validated by expert judgment was administered to 40 employees of the tax administration management and sub-management of collections of the municipality, through the survey, allowing data collection. The results showed that the values of the sig. bilateral are 0.000, 0.000 and 0.000, they are lower than the 0.05 threshold. This proves that tax management, tax planning, transparency and accountability are significantly related to the collection of municipal taxes. However, taxpayer service and municipal tax collection are not related (sig. 0.520). It was concluded that tax management is significantly and highly related to the collection of municipal taxes in the district municipality of Loreto, 2023. This responds to the fact that efficient tax management is reflected in the capacity of the municipality to administer and collect taxes. in an appropriate and timely manner. This implies that the adoption of effective collection systems and fair application of tax rates are essential for management.

Harnessing the power of artificial intelligence (AI): a paradigm shift in HRM practices for employee sustainable performance

Purpose This study aims to investigate the interplay between artificial intelligence (AI) integration, organizational digital culture, human resource management (HRM) practices and employee sustainable performance in luxury hotels in Malaysia. It seeks to elucidate how AI adoption influences organizational dynamics, shapes HRM practices and impacts employee sustainable performance over time. Design/methodology/approach Using a quantitative approach, survey questionnaires derived from prior research were utilized. Analysis using G*Power software determined an appropriate sample size, with psychometric evaluation validating scale development. Statistical analyses using Statistical Package for Social Sciences (SPSS) 28.0 and SmartPLS 4 confirmed data reliability and validity. Findings Out of the five hypotheses, three were supported. A positive relationship was found between AI adoption and employee sustainable performance, highlighting AI’s potential to enhance productivity and job satisfaction. However, the relationship between AI adoption and organizational digital culture was not supported. On the other hand, HRM practices positively influenced employee sustainable performance. In addition, organizational digital culture was positively associated with employee sustainable performance, underscoring the role of digital fluency in driving workforce productivity. Conversely, AI failed to moderate the relationship between HRM practices and employee sustainable performance. Research limitations/implications The study’s focus on luxury hotels in Malaysia and its reliance on cross-sectional data, suggesting the need for longitudinal designs and diverse organizational contexts in future research. Comparative studies across sectors and countries could offer insights into variations in AI adoption practices and their impact on organizational performance. Originality/value This study contributes to theoretical frameworks by empirically examining complex relationships between AI integration, HRM practices, organizational digital culture and employee performance, emphasizing the importance of considering organizational context and cultural factors in understanding the implications of AI adoption for sustainable performance enhancement.

The Moderating Role of Supply Chain Agility on the Relationship Between Strategic Flexibility and Organizational Market Performance in Nigerian Pharmaceutical Industry

The pharmaceutical industry is key to the survival of the human race, but equally becoming increasingly susceptible to global disruptions. In Nigeria, records have shown that the industry is plagued with several problems, inclusive of low employee productivity, poor market share, low innovation performance, poor and marginal sales growth and low profitability, which are likely a result of a lack of strategic flexibility in the face of increasing environment turbulence and intense competition. Despite efforts from researchers, the moderating role of supply chain agility has been largely overlooked in the literature. Therefore, this study examines the moderating role of supply chain agility on the relationship between strategic flexibility (resource flexibility, coordination flexibility, proactive flexibility, reactive flexibility and futurity) and organisational performance. A survey research design was used to collect data from 642 management and senior staff employees of six pharmaceutical companies listed on the Nigerian Exchange Group. A total enumeration method was adopted for the study, with a well-structured adapted questionnaire, having Cronbach’s alpha reliability coefficients ranging from 0.725 to 0.945. Partial Least Squares Structural Equation Modeling (PLS-SEM) was chosen to achieve the research goal. The PLS-SEM analysis revealed that strategic flexibility positively affects organizational performance (β = -0.093, p> 0.050, Q2 = 0.644). However, supply chain agility negatively moderates this effect, indicating that while agility is beneficial independently, it can counteract the positive impact of strategic flexibility when combined. The study recommended that the management of pharmaceutical companies in Nigeria should pay serious attention to strategic flexibility as an organizational capability that can enhance performance in the face of increasing uncertainties in and unpredictability nature of the business environment.

Role of Bar and Restaurant Management System: Case of London Lounge, Ubungo Dar-es-Salaam

This study aims at revealing the role played by Bar and Restaurant Management System (BRMS) in Tanzania, by studying its functionalities and user perceptions and later providing recommendations that will improve the Food and Beverage (F&B) services. London Lounge was selected as a case study to represent the middle-class bar within the country that makes use of BRMSs. The literature shows that the common design of BRMS include functionalities for accounting, inventory and employee management where the system users had positive perception on the advantages of system usage except for the inexperienced users. Focus group discussion was used as the method for data collection where the study team identified that the appropriate system users are Counter Attendants, Supervisors, Managers and the Director. The findings revealed that the system had enough functionality to exhaust the principal duties for each system user based on their job positions and hence played a big role in managing their operations. The study highlighted some system weaknesses hence provided the recommendations to improve the functionalities of the system and attract more users towards system usage. Future research on design and development of BRMS integrated with other systems to manage multiple businesses under the same ownership is highly recommended in this study.

Human Resource Management Activities, Employee Retention and Turnover in Nepalese Service Sector Organizations

This study aims to examine the impact of human resource management (HRM) activities, which include employee promotion, training and development, and financial rewards on employee retention and employee turnover trends. This survey comprised managerial and assistant-level employees from commercial banks and other service businesses. The results show an influential and positive relationship between employee promotion, training and development financial rewards, and employee retention. In contrast, there is a considerable negative association between employee promotion, training and development and financial rewards, and employee turnover in service sector organizations. The retention of employees in the organization for a long time would be supportive from two perspectives: firstly, it can develop the working efficiency of the employees and secondly, employees become loyal to the organization. This greatly contributes to the efficient and successful functioning of the organization in the society. However, high employee turnover would have a negative impact on the long-term functioning of the organizations.

A double-edged sword: empowering leadership to employees’ work-life interface

Given the strongly held consensus that empowering leadership is beneficial, leadership scholars have overstated its benefits and overlooked its costs. In response to increasing calls for investigation of empowering leadership’s double-edged effects, we uncover the enabling and burdening effects of empowering leadership on employees’ work-life interface by positioning job demands and work passion as important underlying mechanisms. Based on the Conservation of Resources (COR) theory, we contend that via serial mediating roles of learning demands and harmonious passion, empowering leadership may positively relate to employee work enhancement of personal life. Empowering leadership can also predict employee work interference with personal life via serial mediating roles of outcome responsibility and obsessive passion. Four-wave data based on the Indian managerial employees (n = 251) supported our serial mediation hypotheses. Our study provides researchers and practitioners with new insights into the mechanisms explaining the double-edged effects of empowering leadership on employees’ work-life interface.

Evaluating Job Satisfaction in Women-centric Co-operative Banks: An Empirical Study of Udaipur Mahila Samridhi Urban Co-operative Bank

This study focuses on job satisfaction within co-operative banks with a special emphasis on women-centric co-operative banks which have added complexity due to their dual goals of financial success and gender empowerment. It aims to assess the overall job satisfaction of employees of the Udaipur Mahila Samridhi Urban Co-operative Bank, Udaipur by studying various underlying factors to provide recommendations for improving human resource practices. This empirical study adopted a quantitative approach and surveyed 35 management and supervisory employees of Udaipur Mahila Samridhi Urban Co-operative Bank using a convenience sampling technique.

The moderating role of emotional intelligence and HR digitalization on the relationship between compensation and employee job performance in Johor manufacturing sector

This research examines the moderating role of emotional intelligence and HR digitalization on the relationship between compensation and employee job performance in Johor manufacturing sector. The manufacturing sector, which has contributed significantly to the Malaysian national GDP, was among the most affected sectors during the remote work movement caused by several Covid-19. One of the most critical aspects was managing human resources (HR) in remote work and the challenges faced by the employees working online. Drawing upon the Theory of Social Exchange and Ability model of Emotional Intelligence, this practical study investigated the influence of compensation (COM) on employee job performance (EJP) with the moderation of human resource digitalization (HRDi) and emotional intelligence (EI). A quantitative methodology based on online and hard-copy questionnaires was adopted. The population of this study consisted of management employees, such as directors, managers, executives, and administrators working in Johor manufacturing companies. A total of 318 responses was used in this study. Utilising SPSS and Smart PLS, the researcher analysed preliminary and pilot studies, data screening and cleaning procedures, exploratory factor analysis, as well as partial least squares structural equation modeling to assess the relationships among variables and test the hypotheses. The research findings demonstrated that compensation directly affects employee job performance. Meanwhile, human resource digitalization moderates the relationships between compensation and job performance of employees. In addition, emotional intelligence moderates the relationships between compensation and employee job performance. Policymakers are urged to encourage HR digitalization implementation and training on enhancing emotional intelligence. Besides, organizations should have plans on how to enhance their implementation of HR digitalization and improve emotional intelligence.

Talent management: features and benefits for the organisation in the conditions of digitalisation

Today, high-performance employees who are capable of rapid learning, have developed adaptability skills to environmental changes and specific competencies, the so-called “talents”, are of particular value to organisations. Such employees represent a strategic asset of the company and can help in the implementation of various business strategies. The talented employee management system allows to identify, develop, and retain such specialists, which in turn helps to reduce staff turnover and improve the efficiency of the team. The introduction of talented employee management is especially important in the context of digital transformation of the economy as it allows to use all the advantages of digital technologies to achieve corporate goals Also, talent management is not an easy task, and its implementation may require significant efforts and resources. Despite the fact that this process is associated with certain difficulties, such as search and selection of talented specialists in highly competitive conditions, its advantages significantly outweigh the possible risks. It is important to understand that talent management requires constant monitoring and adaptation to changing conditions. This paper describes the features of the talent management system and the advantages of its implementation for an organisation in the context of digital transformation of society.

Factors Affecting Employee Achievements At Bank Mandiri Persero Medan Kredit Card Unit Region I

The purpose of this study is to identify and evaluate the impact of Bank Mandiri Persero Medan Credit Card Unit Region I / Sumatra 1 management skills on employee achievements using employee participation as an intervening variable. This study only examined employees of Bank Mandiri Persero Medan Credit Card Region Unit. Sumatra has 1 to 60 employees. The census sampling strategy uses a comprehensive sample size of 60 people to observe each member of the population. The research instrument was a questionnaire. In this study, hypotheses were evaluated using path analysis. The results show that management skills at Bank Mandiri Persero Medan Credit Card Unit Region I/Sumatra 1 had a positive and significant impact on employee participation. Bank Mandiri Persero Medan Credit Card Unit Region I / Sumatra 1's employee achievements was positively influenced by management skills and employee participation. Management skills has a significant and positive impact on employee participation at Bank Mandiri Persero Medan Credit Card Unit Region I / Sumatra 1.

ANALYSIS OF THE INTEGRATION OF TECHNOLOGICAL INNOVATIONS IN THE MOTIVATION STRATEGIES OF THE ENTERPRISE

This article investigates the impact of contemporary technological innovations on corporate motivational strategies, focusing on the integration of digital tools, analytical systems, and mobile applications into employee motivation processes. The relevance of the topic is underscored by the rapid technological advancements that are transforming management practices and employee needs, as well as enhancing business competitiveness. The works of Ukrainian scientists and economists have been analyzed regarding various aspects of the impact of modern technologies on employee motivation, approaches to their implementation, and the practical results they provide for enterprises. The paper examines how technological innovations—particularly digital feedback platforms, analytical systems, mobile applications, and gamification—affect motivational strategies by enabling more personalized and effective motivation management. It explores how these tools contribute to increased employee productivity, reduced turnover, and improved organizational culture. Existing approaches and outcomes of new technology implementations are evaluated, highlighting the need for further research to develop adaptive and dynamic motivational systems. The article offers recommendations for optimizing employee motivation processes through modern digital tools and approaches. The findings are valuable for practitioners and researchers involved in human resource management and technological innovations in business. Attention is drawn to further research on the impact of technological innovations on employee turnover management and the adaptation of new hires. It is determined that assessing the effectiveness of new approaches to employee integration and motivational support during the first months of employment can help develop strategies that reduce turnover rates and increase the engagement of new employees. It is substantiated that the prospects for further research in this field focus on expanding the understanding of how technologies can not only support but also transform motivational strategies, providing businesses with new opportunities to achieve their goals and enhance competitiveness.

Evaluation Of Graha Nusantara’s Operational Risk Management Process Using ISO 31000:2018

Graha Nusantara is one of the business units of cooperative x which is engaged in building rental. Since the pandemic in 2020, Graha Nusantara has experienced a decrease in demand for building rentals which has led to a decrease in revenue. In addition, Graha Nusantara has also experienced problems related to its business operations such as canceling events by consumers for various reasons, building maintenance and management, employee management to those related to vendor partners. This causes Graha Nusantara to continue to lose money due to ineffective building operations which can actually be prevented by streamlining Graha Nusantara's operations. This study aims to evaluate operational risk management in the Graha Nusantara business unit, which is a building leasing business, with reference to risk management standards based on ISO 31000. The method used in this research is descriptive qualitative analysis with a case study approach, through interview and documentation data collection techniques. The results showed that risk management has not determined the scope, context and criteria process according to ISO 31000 and nineteen risks with various levels of risk were identified. Therefore, this study recommends handling each risk and it is expected that management establishes a risk management policy, especially operational risk