Managers Of Organizations Research Articles

The Moderating Effect of Education Level and Income on Job Performance of Supervising Engineers

The proper implementation of the monitoring process in construction projects helps strengthen sustainable development indicators. The aim of this study is to investigate the moderating effects of education and income on the relationship between job performance and effective factors on supervising engineers. Data gathering was performed by questionnaire, and analysis was performed with the PLS-SEM approach. According to the results of the moderator analysis, demographic variables of education and income levels, on the relationship between feedback and competence, as well as the relationship between job identity and job performance, had a significant moderating role. In addition, the moderating effect of demographic variables on the relationship between autonomy and competence, as well as the relationship between affective commitment and job performance, was confirmed. The moderating effect of income demographic variables on the relationship between independence and affective commitment and the relationship between competence and job performance was meaningful. To achieve a better understanding of the effects of variables on job performance, the mediation role of competence and affective commitment was studied in the research model. By using the results of this research, officials and managers of construction organizations can adopt appropriate payment and training policies, to better management of the performance of the supervising engineers.

Analisis Pengembangan Sistem Informasi Manajemen Fiber To The Home Menggunakan Metode Pieces Pada PT. XYZ

PT. XYZ is a company engaged in the field of digital information technology and telecommunications services in Indonesia, utilizing Fiber To The Home (FTTH) technology as a telecommunications solution to connect service providers with residential customers. PT.XYZ faces challenges in managing FTTH data due to the manual recording of information in books, which can lead to inaccuracies, hinder data accessibility, and complicate the understanding of network transmission point distribution. A viable approach to address this issue is the implementation of a management information system capable of managing FTTH data and visualizing the distribution of transmission points based on current data. This project aims to create a web-based FTTH management information system to enhance the efficiency of fiber optic network data management at PT.XYZ. This research employs the PIECES technique (Performance, Information, Economy, Control, Efficiency, Service) for requirements analysis and system assessment. The system is built using the Waterfall methodology, which includes phases of requirements analysis, design, implementation, and testing. The results of black-box testing indicate that all scenarios effectively meet the specified requirements. Usability testing using the PIECES framework shows that the average user satisfaction falls within the "Satisfied" category across all criteria. This system offers a more effective and organized FTTH data management solution, capable of visualizing the distribution of network transmission points, thereby assisting operators in their daily operations.

Обеспеченность трудовыми ресурсами и кадрами сельского хозяйства Тамбовской области

The article is devoted to the analysis of the provision of labor resources and personnel in agriculture in the Tambov region. The materials for the research included statistical reporting data from the Tambov region, analytical data from reference and scientific literature, annual reports and primary accounting documents of agricultural enterprises, as well as the author’s calculations. The level of demographic, labor resource situation in rural areas, wages, infrastructure accessibility and security of rural residents have a significant impact on the state and development of human resources in the agricultural sector of the economy. Based on the analysis, it was revealed that during the study period 2010-2021. There is a very active decline in the rural population of working age. At the same time, there is a favorable situation in which the share of the unemployed population has decreased by 28.4% and the share of employed people in the economy has increased by 2.3 percentage points. Most agricultural organizations lack qualified personnel, accounting for up to 35% of the overall demand. In agricultural organizations of the Tambov region, the proportion of certified specialists has increased - from 79.0 to 82.6%, including those with higher education from 29.7 to 42.3%, which should be considered a favorable moment. An analysis of the qualitative characteristics of managers and specialists of agricultural organizations in recent years indicates their improvement, therefore this trend should be supported and developed by government agencies of the agro-industrial complex. The decrease in the total number of specialists and managers of agricultural organizations leads to a lack of opportunity to improve the staffing system of the agro-industrial complex and the unpreparedness of personnel in this category for innovative development A negative point that hinders the development of human resources in the agricultural sector of the economy should be considered the insufficiently high level of professional education. The formation of high-quality human resources will contribute to the transition of the agricultural sector of the economy to an innovative path of development.

Implementing a customer-centric strategy through service design in financial organisations

PurposeThe purpose of this article is to explore how the application of service design can support financial organisations to implement their customer-centric business strategy.Design/methodology/approachThis explorative research leaned on a subjective philosophy of interpretivism and followed an explorative qualitative approach by applying in-depth interviews. An abductive mindset was used for theory development.FindingsThe paper introduces a model that explains how service design can be used to implement customer-centric business strategy in financial organisations. The model explains the link between the business strategy and service design and highlights five principles of service design – namely customer-centred, co-creative, holistic, contextual and systemic – which guide designers and business developers when applying service design. In addition, customer journey represents an essential method of service design when aiming for a superior customer experience.Research limitations/implicationsThe research implications of this study relate to novel knowledge of applying service design to implement a customer-centric strategy. The paper encourages managers of established financial organisations to use service design to implement their strategy for a superior customer experience. Our results recommend the customer journey as a main method of service design for this purpose and highlight the prospect of making customer journeys at various levels across organisations.Originality/valueThis paper contributes to literature by integrating knowledge about business strategy, customer centricity and service design in a novel way.

Role of organizational silence in predicting job burnout and its components: A case study of Malayer University employees

Introduction: The advancement of organizations depends on engagement, providing essential and constructive insights and prospectives from human resources and intellectual capital. This research designed and implemented to study the impact of organizational silence syndrome on employee burnout. Moreover, the connections between research variables and demographic variables were tested. Materials and Methods: The study employed a descriptive-correlation approach, while the research framework is a multivariate correlation design. The statistical population of the research consisted of 110 administrative employees of Malayer University. Considering the small size of the community, the census approach employed. Data collection tools included organizational silence questionnaires developed by Dina et al. (2003) and job burnout questionnaires by Meslash and Jackson (1981). Results: The study’s findings indicated a notable connection between organizational silence and components job burnout. The findings of the research showed a noteworthy correlation between ProSocial silence and emotional exhaustion (r=0.294 / sig=0.001). Nevertheless, there was no significant connection between defensive and acquiescent silence and emotional exhaustion. Among the variables of organizational silence, Acquiescent silence (r=0.374/sig=0.001) and defensive silence (r=0.456/sig=0.011) were significant predictors of depersonalization. According to the results, proSocial silence had a significant relationship with the feeling of inadequacy (r=0.222/sig=0.012). However, there was no significant connection between Acquiescent and defensive organizational silence and the sense of inadequacy. The research results also confirmed the existence of significant relationships between certain demographic variables and job burnout as well as organizational silence. Conclusion: According to the findings of the study, managers of organizations should foster a transparent atmosphere for employees enabling them to share their views openly and without apprehension. This is crucial as organizational silence, not only contributes to employee burnout but also leads to numerous adverse effects for both the organizational and individuals.

Examining the impact of artificial intelligence capability on dynamic capabilities, organizational creativity and organization performance in public organizations

PurposeThis study aims to evaluate an artificial intelligence (AI) capability scale using resource-based theory and tests its impact on dynamic capabilities and organizational creativity to influence the performance of public organizations.Design/methodology/approachThe study used qualitative and quantitative methods to develop and validate an AI capability scale using an integrative psychometric approach. An initial set of 26 items was selected from the literature for qualitative analysis. Self-reported data from 344 public managers in United Arab Emirates public organizations were used for scale refinement and validation. Hypotheses were tested against theoretically related constructs for nomological validation.FindingsA 23-item AI capability scale was developed. Nomological testing confirmed that AI capability positively and significantly enhances dynamic capabilities, which in turn boosts organizational creativity and improves organizational performance.Originality/valuePrevious information system literature has not sufficiently addressed the importance of organizational-level complementary resources in developing distinctive capabilities within public organizations. Grounded in resource-based theory and recent AI research, this study provides a framework for public sector organizations to assess their AI capabilities. The findings empirically support the proposed theoretical framework, showing that AI capability increases dynamic capabilities, organizational creativity and performance.

Manajemen Peserta Didik sebagai Strategi Meningkatkan Prestasi Siswa dan Kualitas Sekolah

The purpose of this study was to determine how Al-Furqon High School implements student management, so that later students at Al-Furqon High School can improve student achievement and at the same time improve the quality of the school. Through planning, organizing, supervision, and evaluation, with the main focus being on monitoring student activities as a whole, both outside and inside the classroom. This analysis includes guidance and counseling services, outdoor and indoor learning, student discipline, and student involvement in extracurricular activities, which will later support student talents and potential both in academic and non-academic fields. The principal, BK teacher, homeroom teacher, and students are the subjects of the study. This research method uses a qualitative research approach and collects data through observation, documentation, and interviews. Primary data sources are taken through direct observation results in the field, recordings of interview results that are first converted into word form and then we draw conclusions. Meanwhile, secondary data is taken through journals, books, and official school documents such as learning outcomes. The collected data is then analyzed through several stages which will later make it easier to draw conclusions. The results of the study theoretically show that organized student management with teacher supervision, communication between teachers and parents, and student involvement in school activities greatly contribute to student achievement and school quality. Practically, this study can be a guide for schools to improve student management, by increasing communication between teachers and parents, and designing programs to support student academic success and improve school quality.

A multi-stakeholder perspective to improve the efficacy of management consulting practice in the New Zealand public health system

ABSTRACT The global health sector is increasingly utilizing management consulting services to enhance performance. This study, based on strategy-as-practice perspective, examines the effectiveness of these services. Using a modified Delphi method, we gathered insights from 28 management consultants and 30 health organization managers. Results indicate that management consulting falls short in improving performance and building new capabilities in the health sector. Consulting practice, the way it is delivered, develops distrust, inadequate accountability for outcomes, and discourages cooperation focusing on short-term wins and overlooking meaningful transformations. This study offers recommendations to improve the efficacy of management consulting in the public sector.

Правовые и социально-психологические аспекты создания единой модели организации для детей-сирот и детей, оставшихся без попечения родителей

<p style="text-align: justify;">The main direction of social policy in Russia is the deinstitutionalization of children placed in institutions as a result of separation from their parents. In the last decade, the system of institutions for orphans and children left without parental care has been reformed: change of departmental affiliation, improvement of living conditions, additional functions, and so on. Family placement of orphans and prevention of social orphanhood have led to a significant reduction in the number of children in institutionalized settings (32 thousand in 2024) and one of the pressing issues today is the expediency of creating a Unified model organization (UMO) for this category of children and the possibility of combining it with other institutions working with children in difficult life situations. Together with the legal and organizational problems of creating a UМО, there is a question of compatibility of children with different legal status, medical diagnoses, educational and social needs in one educational group or one institution. The article contains the results of the assessment of the socio-psychological consequences of the introduction of UMO from the point of view of organization managers (N=176 people) and psychologists (N=119 people), and possible risks when merging institutions.</p>

AI in Corporate Governance: Navigating Critical and Comfortable Aspects

Today Artificial Intelligence (AI) and related technologies have become a disruptive force in the market, impacting every aspect of a business. AI's roles in corporate governance (CG) practices are important; it, however, has to be seamlessly integrated for the desired outcomes. This research aims to assess the critical and comfortable aspects of AI for CG in organisations, specifically in the manufacturing sector. The research employed a qualitative strategy since the strategy aids in exploring a phenomenon comprehensively. In line with the qualitative strategy, semi-structured interviews with experts from the manufacturing industry were conducted as subject of this research. Thematic analysis was done on data using ten experts, ranging from China’s manufacturing industry. The findings reveal that AI is quite important for CG since it can improve all the parts of CG, focusing on risk management and decision-making. Interviews with experts emphasised that AI has facilitated rational decision-making and risk management in organisations. Yet the findings also showed that AI in CG was not quite without challenges, such as data quality, ethics and employee resistance. Nonetheless, appropriate mitigation strategies can be implemented, like robust data governance frameworks and training programs for employees that can make AI a critical aspect of CG and ensure that it is comfortably integrated into business operations. Overall, this research has significant managerial implications since it highlights the need for AI in CG by addressing the challenges faced with AI integration.

Effective Management Practices of Government Owned Tertiary Hospitals: A Way out for Employee Development in Enugu State

The study examined effective management practices of government owned tertiary hospitals with regards to employee development. Low patronage and unprofessionalism of staff of government owned tertiary hospitals in Enugu state is tending towards an alarming rate. In every organizational set up, efficiency and productivity are of utmost importance, and it is common knowledge amongst managements of such organizations that these can only be attained through the employees. The aim of this study was to determine the extent to which staff training influences quality of output of employee, assess the extent to which conflict resolution affects punctuality at work of employee and ascertain the extent manpower planning influences employee turnover of government owned tertiary hospitals. Descriptive survey research design was adopted. A sample of 328 respondents were drawn from junior and management staff of selected government owned tertiary hospitals in Enugu State. A 4-likert scaled questionnaire with 18 items was used for data collection. Mean and t-test were used for analysing responses to the research questions and testing the hypotheses. Findings revealed, among others that staff training positively and significantly influenced quality of output of employee of tertiary hospitals t(4)= 2.506, p< .05], conflict management positively and significantly affected punctuality at work of employee of tertiary hospitals t(4)= 2. 324, p< .05] and manpower planning influenced employee turnover of government owned tertiary hospitals t(4)= 2.401, p< .05]. It was concluded that management practices significantly and positively affected employee development of government owned tertiary hospitals in Enugu state. It was recommended, among others that as part of efficient management practice, already budgeted funds for career training and development in government owned tertiary hospitals should be enhanced through training, conflict resolution and manpower planning.

Peran Media Sosial X Dalam Pemanfaatan Upaya Mitigasi Bencana

Social media has become a strategic tool in supporting disaster mitigation efforts, including in the rapid and widespread dissemination of information. This study analyzes the role of social media X (formerly Twitter) in supporting disaster mitigation efforts for the eruption of Mount Lewotobi Laki-laki on November 8, 2024. This mountain erupted twice with the eruption column reaching 10 km above the peak, producing thick volcanic ash that affected the surrounding area. The National Disaster Management Agency (BNPB) utilized social media X to provide the latest information, early warnings, and safety guidance to the public. The research method used a descriptive-qualitative approach with content analysis of BNPB's official posts on the X platform. The results showed that social media X was effective in disseminating real-time information, raising public awareness, and coordinating emergency response efforts. In less than an hour after the first eruption, BNPB managed to reach thousands of users with information related to the affected areas, evacuation steps, and health recommendations related to volcanic ash. However, there are challenges such as the potential for the spread of false information that can cause panic in the community. This study confirms that social media X has an important role in disaster risk management. Optimal use of social media, supported by organized information management, can help save lives and minimize the impact of disasters. This study recommends intensive training for BNPB officers in utilizing social media effectively for disaster mitigation.

The effects of cross-functional coordination and competition on knowledge sharing and organisational innovativeness: A qualitative study in a transition economy

Adopting a coopetition framework and a qualitative study using depth-interviews of mid- and top-levels managers in Vietnamese business organisations, this study examines the potential significance of different coordination mechanisms (decentralisation, formalisation, lateral relations, informal networking, and shared vision) in fostering knowledge sharing between marketing and other departments in the presence of cross-functional competition. This study reveals the potentially significant effect of coopetition (i.e., simultaneous coordination and competition) on the degree of knowledge sharing between marketing and other departments in business organisations. The enhanced knowledge sharing can, in turn, positively improve organisational innovativeness. These findings add to limited research on intra-firm coopetition and shed light on how cross-functional coordination and competition can be managed to foster intra-organisational knowledge sharing towards enhancing innovation in the context of Vietnam, an emerging Asian country.

Jenis Jenis Konflik Dalam Organisasi

Organizational conflict is an unavoidable dynamic that significantly affects effectiveness and productivity. This study examines various types of conflicts in organizations, such as interpersonal, intrapersonal, and structural conflicts, along with their impact on organizational performance. Through a literature review approach, this research explores conflict causes, including value differences, poor communication, and resource competition. The findings reveal that conflicts can yield positive outcomes, such as fostering innovation and strengthening relationships, while also leading to negative effects, such as stress and reduced performance. This study provides insights for organizational managers to constructively manage conflicts, ensuring organizational sustainability.

Towards an Integrated Performance Management and Measurement System for healthcare organisations: a case study in Montreal

This study proposes an approach for developing or improving performance management and measurement systems (PMMSs) for healthcare organisations. First, data is collected to analyse and understand the current organisation’s performance management system. Second, the SWOT (Strengths, Weaknesses, Opportunities, Threats) method is used to identify the main aspects of the performance management system to be improved. Third, based on the scientific literature and SWOT analysis, BSC principles are integrated to this performance management system to better align the organisation’s performance objectives and indicators with its strategy. Finally, we develop a performance indicator structure and select indicators to be used as well as how these indicators could be integrated and shared with higher hierarchical levels in the organisation by using AHP (Analytic Hierarchy Process). Our approach is applied to the CIUSSS du Centre-Sud-de-l’île-de-Montreal (CCSMTL), a large healthcare network, in the province of Québec, Canada.

DIAGNOSTICS OF REGIONAL DIFFERENCES IN THE HUMAN RESOURCE MANAGEMENT SYSTEM IN MODERN CONDITIONS

The article notes that in the conditions of war in which our country is currently located, an important issue is the development of measures to regulate objective processes in the labor market caused by the departure of a significant number of qualified specialists abroad, the movement of the employed population from region to region, and the mobilization of a significant part of the economically active population. The article indicates that within the framework of this problem, the main task is to improve the interaction between the central government and local government bodies, taking into account the real state of the military, economic, demographic, social, political, and humanitarian situation. It is necessary to significantly expand the powers of territorial communities in all spheres of public life. Management by peaceful methods during war is impossible. This is especially relevant, since the administrative and territorial reform has not yet been completed and is closely related to the results of hostilities. The article notes that the war has imposed new requirements on the style of personnel management. The main thing is to preserve labor capital and increase the efficiency of employees. The management system should be flexible and economically justified and legally impeccable. This approach assumes a certain freedom of decisions and actions of managers. A state of emergency allows for extraordinary organizational measures, in particular in the field of logistics of goods and services. The article notes that the regulatory documents that we have already analyzed emphasize that during martial law, the freedom of decisions and actions for managers of organizations may be limited. The instability of the political and economic situation can lead to a disruption of investment in production and the supply of products and spare parts, as well as electricity, which in turn can increase the risk of injuries, violations of labor discipline, and staff turnover. Preservation of labor potential is a priority for every manager. For this, it is necessary to use various forms and means of stimulating personnel. Management practice has developed such forms of employee encouragement as mutual support and cooperation, material and moral incentives, training and development, advanced training, and prospects for professional and career growth.

MANAGEMENT OF ORGANIZING FROM THE PERSPECTIVE OF THE QUR'AN AND HADITH IN THE MODERN ERA

Objective: This study aims to analyze the principles of organizing management from the perspective of the Qur'an and hadith and its relevance in the modern era. The research explores how Islamic teachings provide a framework for effective organizational management that aligns with contemporary demands. Method: Using a qualitative approach, the study employs a literature review method, collecting and analyzing data from 15 relevant articles. The data are processed through problem formulation, comparative analysis, and synthesis to draw conclusions. Results: The findings reveal that the concepts of organizing management outlined in the Qur'an and hadith emphasize values such as trust (amanah), consultation (shura), justice (‘adl), and accountability (muhasabah). These principles demonstrate high relevance when applied to modern organizational systems, providing a robust foundation for fostering collaboration, efficiency, and ethical practices in organizational development. Novelty: This study contributes to the existing body of knowledge by bridging classical Islamic principles with modern management practices, highlighting the applicability and timelessness of Qur'anic and prophetic teachings in addressing contemporary organizational challenges.

High-Performance human resource practices: implications for discretionary work behaviour in higher educational institutions

Purpose Higher education institutions discretionally participate in THE training of citizens for a sustainable world. Empirical evidence argues the synergetic effect of high-performance human resource practices (H-PHRPs) on its outcomes. Scholars have, however, questioned the appropriateness and applicability of H-PHRPs in developing economies, one of the eye-catching debates being the implicit universality of H-PHRPs. Literature has also banded the H-PHRPS and established the antecedent role of H-PHRPS on its outcomes. This study aims to examine the relative importance of H-PHRPs on discretionary work behavior (DWB) using a sample from public university employees to confirm the external validity of H-PHRPS constructs by replicating the findings in an Eastern setting and, more so, a developing nation like Uganda. Design/methodology/approach In the study, the authors used relative analysis to determine the role of H-PHRPs in enhancing DWB. The authors examined performance-based compensation, employee training and development, employee empowerment, competence-based performance appraisal and merit-based promotion as the H-PHRPs. The authors selected a sample of employees from Ugandan Universities used an explanatory study design to test the antecedent role of H-PHRPs on DWB. Findings The research results show that individual H-PHRPs significantly affect DWB. As regards the relative importance of H-PHRPs on DWB, the findings further reveal that H-PHRPs predicts DWB over and above its individual components. Research limitations/implications The authors gathered the data from public universities; therefore, when applied to a scenario of private universities, the conclusions might not hold up. Therefore, to confirm the results of the current study, future research can take private universities into account. Although, the study was cross-sectional, high performance human resource strategies in an organization may evolve over time. This work paves the way for future longitudinal studies in the same field of study. Practical implications This research presents an understanding justification for human resources management strategies. Organizations’ managers should improve the morale of their employees through various management practices by strategically devising human resource practices geared toward enhancing employee DWB. Organizational managers ought to prioritize the high-performance practices in order of relative importance in enhancing employee DWB. By prioritizing human resource practices, like training and pay for performance, universities are able to proportionately direct distinctive focus on human resource practices that enhance employee behaviors. Originality/value The findings of the research have both empirical and theoretical significance. This is an innovative study that aims to determine the relative relevance of H-PHRPs on DWB by using a sample taken from Ugandan public universities which is a developing nation. From a theoretical standpoint, the study enhances the practicability of the social exchange theory by establishing that employees exhibit DWB to reciprocate the organization for the H-PHRPs provided by the organization.

How a manager’s background shapes perceived leader credibility: A survey experiment among teachers and civil servants in The Netherlands

This study examines the effect of line managers’ professional and managerial background on perceived leader credibility in people-processing and people-changing organizations. Findings from a vignette experiment among teachers and civil servants working in (local) government in the Netherlands indicate that a professional and managerial background increases perceived leader credibility. The effect of a managerial background on perceived leader credibility is stronger in people-changing organizations than in people-processing organizations. We conclude that line managers’ background matters for understanding perceived leader credibility, but that the dimensions of leader credibility should be considered. More research is needed to better understand the implications of the organizational context on employees’ perceptions of line managers in public organizations.

Competencies of Project Managers in Contemporary Organizations: A Survey Study of Project Managers in Poland

This paper presents the competencies of project managers in contemporary organizations, focusing particularly on those leading projects in Poland. The motivation for this study arises from the growing importance of managerial competencies in light of dynamic changes within organizations and increasing demands on project leaders. Modern organizations face challenges in managing teams, especially with globalization, technological advancements, and shifting market needs. Despite extensive research on managerial competencies, there is still insufficient knowledge about which project manager competencies most influence project success in a complex and evolving environment. This study aims to address this gap by identifying key competencies crucial to project managers, especially in the context of the Polish market and the specific challenges faced by leaders in Poland. The research was conducted using a survey method targeting project managers across various industries, with a focus on their impact on project performance. Findings reveal that interpersonal competencies, such as communication, decision-making, and team motivation, are as important as technical skills, such as risk and budget management. The study also confirms that an effective project manager must combine leadership and analytical abilities, as well as manage teams, time, and relationships with stakeholders effectively. The study’s conclusions emphasize that organizations should invest in developing their project managers’ soft skills, including communication, team motivation, and time management.