Managerial Employees Research Articles

Supervisor incivility and service employee creativity: a moderated mediation model of negative affect state and core self-evaluation

PurposeThe present study examines the effect of supervisor incivility on service employee creativity and the mediating mechanism of negative affect state on the said relationship with the aid of Affective Events Theory (AET) and Social Power Theory. Additionally, the study explores the mitigating role of core self-evaluation in the dual stage of the moderated mediation model.Design/methodology/approachSurvey data were collected from 420 frontline employees working in four-star and five-star hotels across India and PROCESS macro in SPSS 23.0 was employed to test the hypotheses proposed in the study.FindingsThe study findings observe that frontline employees experiencing supervisor incivility face a negative affect state and it further diminishes service employee creativity. Also, the indirect effect gets attenuated at dual stages when frontline employees are equipped with a high level of core self-evaluation.Practical implicationsThe study findings provide various insights to the managers to understand the deleterious effect of supervisor incivility at work and to develop interventions to manage supervisor incivility and the negative affect state among frontline hotel employees.Originality/valueThe present study is the first and unique attempt to investigate the role of supervisor incivility experienced by frontline hotel employees in India with reference to their creativity towards customers and mediating mechanism of negative affect state. The study adds value to the literature by establishing the role of core self-evaluation in the moderated mediation model. Further, the study also provides a unique contribution to the management of frontline hospitality employees.

The dilemma of employee productivity measures and managerialism practices: an empirical exploration in financial institutions

PurposeThis empirical study aims to explore how actors in specific human resource practices (HRPs) such as line managers (LMs) impact employee productivity measures in the context of financial institutions (FI) banks.Design/methodology/approachThis cross-country study adopted a qualitative methodology. It employed semi-structured interviews to collect data from purposefully selected 12 business facing directors (BFDs) working in the top 10 banks in Nigeria and the UK. The data collected were analysed with the help of the trans-positional cognition approach (TPCA) phenomenological method.FindingsThe findings of a TPCA analytical process imply that in the UK and Nigeria’s FIs, the BFDs line managers’ human resources practices (LMHRPs) resulted in a highly regulated workplace, knowledge gap, service operations challenges and subjective quantitatively driven key performance indicators, considered service productivity paradoxical elements. Although the practices in the UK and Nigerian FIs had similar labels, their aggregates were underpinned by different contextual issues.Practical implicationsTo support LMs in better understanding and managing FIs BFDs productivity measures and outcomes, we propose the Managerial Employee Productivity Operational Definition framework as part of their toolkit. This study will be helpful for banking sectors, their regulators, policymakers, other FIs’ industry stakeholders and future researchers in the field.Originality/valueWithin the context of the UK and Nigeria’s FIs, this study is the first attempt to understand how LMHRPs impact BFDs productivity in this manner. It confirms that LMHRPs result in service productivity paradoxical elements with perceived or lost productivity implications.

Outcome-Based Performance Management and Re-Performance of State Civil Apparatus Employees of Aceh Government

Outcome-Based Performance Management and Re-Performance of State Civil Apparatus Employees of Aceh Government

Explore the Role of Management Accounting in Decision Making in Vietnamese Agricultural Cooperatives

This study examines the role of management accounting in decision making in Vietnamese agricultural cooperatives. This study investigates how management accounting information is used in decision making, the factors that influence the use of that information, and the challenges that cooperatives face in implementing a management accounting system. Research shows that management accounting information is essential for strategic planning, performance measurement, and risk management, and that its use is influenced by organizational culture, resources, market competition, government regulations, and individual factors. The study provides insight into the importance of management accounting in Vietnamese agricultural cooperatives and emphasizes the need to invest in management accounting systems, employee training, and technology to enhance decision-making.

MOTIVASI KERJA, LINGKUNGAN KERJA, DAN KINERJA KARYAWAN PERUSAHAAN ASURANSI X

Employee management is an important aspect that needs to be considered by the company. In the field of Human Resource Management, employees are considered an asset that needs to be managed by the company. The importance of employee management is related to the strategic goals that the company has planned and will achieve within a predetermined time. Companies that pay attention to employees well can have a positive impact on the ability to acquire and retain customers, especially in the service sector. Companies that offer insurance services certainly compete to offer a variety of services to potential customers. This study examines one of the insurance company branch offices in Semarang with a total number of employees as a population as well as a saturated sample of 34 people. Motivation and the work environment were investigated for their influence on employee performance. In this study, questionnaires were distributed online to collect data from respondents. The data collected was processed using the multiple linear analysis method, which was carried out using the help of the SPSS version 29 program. The results of this study indicate that work environment and work motivation affect employee performance positively.

Pengaruh Fungsi Manajemen Dan Kepuasan Kerja Terhadap Kinerja Pegawai RSUD Lamaddukkelleng Kabupaten Wajo

This research aims to examine the influence of management functions, job satisfaction on the performance of employees at Lamaddukkelleng Hospital, Wajo Regency, as many as 125 people using the correlation analysis method and t test. This research found that there is a positive and significant influence of management functions and job satisfaction. The greatest correlation occurs between employee performance and management function at 0.834, while employee performance and job satisfaction also have a positive correlation at 0.702, This means that the management function and job satisfaction in the organization influence employee life behavior, attitudes, actions and thinking which leads to increased performance.

The Study on The Impact of Performance Management System on Employee performance

This study delves into the intricate relationship between Performance Management Systems (PMS) and employee performance, aiming to illuminate the mechanisms underlying this connection. In a contemporary organizational landscape characterized by competitiveness and constant evolution, understanding how PMS influences employee performance is paramount for organizational success. The backdrop of this research is the recognition that effective performance management systems not only enhance individual performance but also contribute significantly to overall organizational efficacy. The primary objective of this research is to examine the multifaceted impact of PMS on employee performance across diverse organizational contexts. To achieve this, a mixed-methods approach combining quantitative analysis of survey data and qualitative insights from interviews was employed. The research design allowed for a comprehensive exploration of various dimensions of PMS, including goal setting, feedback mechanisms, performance appraisal, and employee development initiatives. The major findings of the study reveal that a well-designed and effectively implemented PMS positively correlates with improved employee performance. Specifically, clear goal setting aligned with organizational objectives, regular and constructive feedback mechanisms, fair and transparent performance appraisal processes, and opportunities for skill development and career advancement emerged as key factors driving enhanced employee performance. Moreover, the study uncovered the importance of employee engagement and buy-in towards the PMS, emphasizing the need for communication, training, and continuous evaluation to ensure successful implementation. Based on the findings, it can be concluded that PMS plays a pivotal role in shaping employee behavior and performance outcomes within organizations. However, the effectiveness of PMS is contingent upon its alignment with organizational goals, as well as the support and commitment of both management and employees. Therefore, organizations must prioritize the design, implementation, and continuous improvement of their performance management systems to realize their full potential in enhancing employee performance and achieving strategic objectives. In light of these conclusions, several recommendations for action can be proposed. Firstly, organizations should invest in the design and customization of PMS tailored to their specific organizational context and objectives. Secondly, there is a need for comprehensive training and communication programs to ensure that employees understand the purpose and processes of the PMS and are actively engaged in its execution. Additionally, regular monitoring and feedback mechanisms should be established to evaluate the effectiveness of the PMS and make necessary adjustments. Lastly, fostering a culture of performance excellence through recognition, rewards, and career development opportunities is essential for sustaining high levels of employee performance over time.

Total quality management implementation practices and customer satisfaction: the role of innovative employee behavior and employee empowerment

This study shed additional understanding on how Total Quality Management (TQM) practices affect customer satisfaction through the innovative behavior of employees. Based on quantitative data from the 5 Teaching Hospitals in Ghana, this study employed a multistage sampling procedure to analyze the relationship between innovative employee work behavior and total management commitment, Training and Education, Performance Management System, Supplier Management, and innovative employee work behavior. We find that these relationships are positive and that the relationship between TQM practices and customer satisfaction is mediated by innovative employee work behavior. In addition to theoretical contributions to the field of TQM and healthcare systems, these results have managerial implications for hospital professionals who work at prioritizing the adaptation of TQM practices.

Transportation Model : Review of Its Practical Application in Kogi State, Nigeria

The transportation model is a linear programming model targeting at minimization of transportation cost for any firm. However, it is critical to examine how effective it can be applied to enable firms pursue its immediate and strategic objectives. This study on transportation model is carried out to examine the practical application of transportation model in Otebu Investment limited Idah, Kogi State. The study was induced by the curiosity to ascertain the extent in which the transportation model as a branch of linear programming model is being applied by the firm and how this model has been able to enhance the performance through cost minimization. The study empirically reached both the Management, senior and junior employees of the enterprise through field descriptive survey research and finding revealed that the application of transportation model of linear programming have been able to enhance the performance of the firm hence considering the fact that there is a link between cost minimization and revenue drive of the Firms this model should be consistently adopted so as to be able to continuously minimize transportation cost.

Moderating Role of Perceived Organizational Support on the Effect of Occupational Stress Management Practices on Employee Engagement amongst Law Enforcement Officers in Uasin Gishu County, Kenya

Excessive stress that law enforcement officers are exposed to not only threatens their physical and mental health but also affects professionalism, organisational effectiveness, and public safety. This invokes the need for the adoption or strengthening of occupational stress management practices amongst law enforcement officers to abate the consequences of operational and occupational stressors they are exposed to for the purposes of their engagement. However, there is still a limited understanding of how occupational stress management practices and perceived organisational support may work together to effect employee engagement based on social exchange theory and job demands-resource theory. In this regard, the study adopted a correlational research design. The target population consisted of 620 law enforcement officers from 34 police posts and stations in Uasin Gishu County, with a sample size of 248 officers calculated using Krejcie and Morgan Table 1970. The study adopted simple and stratified sampling techniques to identify the officers from the top, middle, and lower levels of management. Data was collected using questionnaires and interview schedules. Reliability was ensured through internal consistency techniques. The data was analysed using descriptive and inferential statistics. The results of moderated regressions revealed that occupational stress management practices jointly and independently influenced employee engagement among law enforcement officers in Uasin Gishu County, Kenya. Safety and health programmes jointly explained 70.7% of the of the variation in engagement amongst law enforcement officers in Uasin Gishu County, Kenya, without a moderator. However, with a moderator, the variables jointly explained 73.5% (R2 = 0.735) of the of the variation in employee engagement amongst law enforcement officers in Uasin Gishu County, Kenya (F = 62.364; ρ <.05). Therefore, there is a significant moderating role of perceived organisational support in the relationship between occupational stress management practices and employee engagement amongst law enforcement officers in Uasin Gishu County, Kenya. These findings are premised on both social exchange theory and job demand resource theory. This implies that when the management of law enforcement officers embraces occupational stress management practices and proactively formulates policies ingrained with perceived organisational support, employee engagement amongst law enforcement officers in Uasin Gishu County, Kenya, will improve. In the strategic orientation of these occupational stress management practices, perceived organisational support remains the cornerstone for enhancing employee engagement amongst law enforcement officers.

ANALYZING THE IMPACT OF THE INNOVATION PERFORMANCE ON HIGH-TECH ENTERPRISES: A CASE STUDY OF THE CHINESE SEMICONDUCTOR INDUSTRY

This study, which focuses on Chinese semiconductor companies, explores the relationship between government support (GS), proactive market orientation (PMO), science and technology (S&T) employees input (STEI), S&T employees management (STEM), and innovation performance (IP). In addition, existing studies examine the moderating effect of S&T employees management (STEM) on the relationship between S&T employees input (STEI) and innovation performance (IP). We obtained 324 valid samples through an email survey and utilized structural equation modeling (SEM) path analysis for hypothesis testing. The results of the analysis indicated that government support (GS), proactive market orientation (PMO), S&T employees input (STEI), and S&T employees management (STEM) exerted a positively significant effect on innovation performance. However, the moderating effect of S&T employees management on S&T employees input and innovation performance was not validated. Based on these findings, it can be concluded that Chinese semiconductor companies should utilize preferential policies of government offer. By adopting a proactive market orientation, companies can enhance communication with customers and can gain competitive advantage. In addition, enterprises should increase the number of S&T employees, and salaries and training costs. Finally, enterprises should implement the human resources strategy which can retain outstanding S&T employees.

Explainability does not mitigate the negative impact of incorrect AI advice in a personnel selection task

Despite the rise of decision support systems enabled by artificial intelligence (AI) in personnel selection, their impact on decision-making processes is largely unknown. Consequently, we conducted five experiments (N = 1403 students and Human Resource Management (HRM) employees) investigating how people interact with AI-generated advice in a personnel selection task. In all pre-registered experiments, we presented correct and incorrect advice. In Experiments 1a and 1b, we manipulated the source of the advice (human vs. AI). In Experiments 2a, 2b, and 2c, we further manipulated the type of explainability of AI advice (2a and 2b: heatmaps and 2c: charts). We hypothesized that accurate and explainable advice improves decision-making. The independent variables were regressed on task performance, perceived advice quality and confidence ratings. The results consistently showed that incorrect advice negatively impacted performance, as people failed to dismiss it (i.e., overreliance). Additionally, we found that the effects of source and explainability of advice on the dependent variables were limited. The lack of reduction in participants’ overreliance on inaccurate advice when the systems’ predictions were made more explainable highlights the complexity of human-AI interaction and the need for regulation and quality standards in HRM.

Administration of Alexandrovskaya Central Penal Colony (1873-1917)

This article explores the formation and activities of the administration of the Alexandrovskaya Central Penal Colony, which played a significant role within the Main Prison Administration of the Russian Empire. The management structure of the Alexandrovskaya Central Penal Colony is examined, along with the staffing schedule of employees. The article also delves into the personnel policy from the establishment of the prison in 1873 until the radical restructuring of the penitentiary system in Russia after the 1917 revolution. Instructional letters outlining the authorities of prison staff are analyzed, as well as the working hours and conditions specific to inmate management at Alexandrovskaya prison. The article scrutinizes the amount of monetary compensation for prison officials and compares it to income levels in other regional prisons. The staffing levels of managerial employees in the prison castle are investigated. Despite low incomes, disorganization in their personal lives, and high levels of daily work stress, there was virtually no turnover among staff. Through examples of individual wardens, it is revealed that they showed a committed attitude towards their duties, striving to make the prison an exemplary institution. The article establishes the fact of career advancement for employees of the Alexandrovskaya Central Penal Colony within the penitentiary system of Irkutsk Province.

STRATEGIC PLAN FOR INTERNAL EMPLOYER BRANDING AT INDONESIA TELECOMMUNICATION COMPANY FOR THE PERIOD 2024-2025

Purpose: Amidst ongoing changes, employer branding is crucial for attracting and retaining top talent. Given the competitive job market, it's essential to establish the company as an appealing workplace. This study aims to develop an internal employer branding strategy for Company for 2024-2025 by analyzing current practices and identifying key areas for improving the employee value proposition, ultimately enhancing the company's attractiveness to employees. Methodology: This study utilizes a mixed-methods approach, comprising qualitative descriptive methods through interviews and survey with Company management and employees, and quantitative data collection via surveys distributed among employees, using a Likert scale to evaluate the importance and performance of the company's EVP. Findings: The research findings will demonstrate the critical importance of employer branding for both internal and external facets of the company. It will highlight the significant benefits of implementing employer branding internally as a corporate strategy for effective employee retention and management. Additionally, the insights gained will be invaluable for the company to understand employee expectations and fulfill promises to employees as an employer. Originality/Value: This research constitutes a valuable contribution to the literature on employer branding by reinforcing the pivotal role played by employer branding and corporate reputation as instrumental factors in the attraction and retention of employees within the organizational framework.

The Impact of Exclusive Talent Management Philosophy on Employee Engagement in ABC Company

This study investigates the effects of exclusive talent management philosophies on employee engagement within Company ABC, a multinational private healthcare corporation. The research focuses on how talent management strategies influence employees' levels of engagement. Company ABC, facing significant business challenges due to its dominant exclusive talent management strategy, emphasizes external recruitment and the development of a small group of high-potential employees. This approach has led to a decline in morale, employee engagement, and perceptions of fairness, as employees feel undervalued and overlooked. Primary data were collected through surveys administered to 104 Company ABC employees, ranging from entry-level to junior managers. The study employs quantitative analysis to assess the relationship between the company's talent management philosophy and employee engagement levels. Pearson Correlation technique was used to analyze the data. Findings reveal a negative correlation between exclusive talent management and employee engagement, indicating that a focus on a small group of employees can lead to feelings of exclusion and decreased motivation across the workforce. The thesis concludes with recommendations for Company ABC to transition to a more inclusive talent management approach. It advocates policies ensuring fair and equal treatment, development opportunities for all employees, and a culture that values diversity and inclusion. These changes are expected to enhance overall engagement, satisfaction, and organizational performance, aligning talent management with long-term business success.

COASTAL PROTECTION OF THE CITY OF BEIRA IN MOZAMBIQUE: EVALUATION AND MITIGATION PROPOSALS

The present research is the result of a quantitative research that aims to propose sustainable ways of protecting the coastal zone to reduce the negative effects of coastal erosion in the City of Beira, starting from a previous evaluation. For the perception of the research data, the methodology consisted of bibliographical research, documentary research, direct observation and inquiry with employees of the Municipal Council and residents of the neighborhood of Praia Nova, Ponta - Gêa, Palmeiras and Macuti, with a sample of 215 participants . From the statistical analysis, the research found that the natural cause of coastal erosion is rain, global warming and the rise in sea level, while the anthropogenic causes were found to be the destruction of coastal vegetation and dunes; sustainable natural measures include the planting of mangroves and casuarinas, while artificial measures include the construction of breakwaters, walls and spurs. Given the relevance of the study, it is suggested that the municipality make efforts with the government and cooperation partners in order to obtain funding for the construction of a wall from Praia Nova to the area of the Wedding Palace; The city council must make efforts to rehabilitate breakwaters close to water outlets in particular, and train its employees in coastal protection and disaster risk management. It should also develop lectures involving the community, on matters about the causes and consequences of climate change, global warming and erosion.

The Role of Strategic Planning and Productivity in Predicting Competitive Advantage

Studies have been conducted to determine the nature of the relationship between strategic planning and competitive advantage, with some studies presenting that strategic planning has an impact on the organisation's competitive advantage, while other studies present that strategic planning has no impact on competitive advantage. Therefore, this research was conducted to settle this existing inconclusive debate by including a contingency variable as a mediator of this relationship using data collected from management employees of TAZARA. The research study contributes to the literature by determining the mediating effect of productivity on the relationship between strategic planning (SP) and competitive advantage. Reliability, model fit and validity were tested using factor analysis, principal component analysis and regression analysis using Jamovi software. The results of the study show that there is a positive significant relationship between strategic planning (SP) and competitive advantage, and also between productivity and competitive advantage. Productivity was found to partially mediate the relationship between strategic planning and competitive advantage. The results of this study would help decision makers to focus more on productivity when implementing strategic planning in order to survive this tense, fierce competition of the 21st century. Replication of this study in other industries is recommended. Future studies should also include other moderating and/or mediating variables.

A balanced work-life relationship helps boost employee performance

The current research note is written for personnel managers and MBA students, aiming to raise awareness of the importance of work-life balance in employee management policies. In the intersection of work and personal life, the work-life balance is the equilibrium between the two; more specifically, the work-life balance explains the relationship and interaction between an individual's job and their private life. In the research note, we first introduce the concept and characteristics of work-life balance through relevant literature. We then argue the significance of incorporating work-life balance into employee management practices, as the concept of work-life balance helps managers appreciate individual differences and develop more human-oriented awareness in management. We encourage managers to adopt transformational leadership in their management, in which the concept of work-life balance should be embedded in the design and implementation of employee management policies. By giving more autonomy to the employees through work-life balance policies and practices, employees are more likely to appreciate the work and make more contributions accordingly. Practitioner points are also recommended.

A comparative study of business student attitudes toward the importance of ethics and social responsibility

PurposeThis study addresses the gap in research concerning student attitudes toward ethics and social responsibility (E&SR) within diverse organizational contexts, specifically as they transition into managerial and non-managerial roles.Design/methodology/approachA total of 425 business students from four universities participated. To determine statistically significant differences between potential managers and non-managers (M&NM), a paired comparison inferential t-test was employed.FindingsThe study revealed positive E&SR attitudes among business students. However, it differed from existing literature by finding a significant difference in perceived E&SR importance between aspirants in managerial and non-managerial positions. Notably, non-managerial students exhibited significantly stronger support for these principles.Originality/valueThis study, conducted in an emerging economy, offers a unique perspective by analyzing E&SR perceptions across both potential management and non-management employees. Given the direct and indirect influence employee perceptions have on business performance, this research sheds light on the crucial role of E&SR in management practices. The findings are further substantiated by robust data and include implications for human resource management, along with suggestions for future research directions.

Examining the Effects of Green Human Resource Management Practices, Green Psychological Climate, and Organizational Pride on Employees’ Voluntary Pro-Environmental Behavior

Drawing on social exchange theory and social identity theory, we examined a sequential mediation process linking green human resource management practices and employees’ voluntary pro-environmental behavior. We also considered the aspects of green psychological climate and organizational pride in the relationship between green human resource management practices and voluntary pro-environmental behavior. Through the analysis of data from 459 employees and their 109 respective managers working in Pakistan’s textile industry, we found that a green psychological climate mediates the relationship between green human resource management practices and organizational pride. We also found that green psychological climate and organizational pride sequentially mediate the relationship between green human resource management practices and employees’ voluntary pro-environmental behavior. The findings of the study provide important implications for theory and practice, as they offer insights into how organizations can effectively implement green human resource management practices and encourage their employees to engage in voluntary pro-environmental behavior.