Managerial Employees Research Articles

Employees' engagement, family ownership, or gender diversity? Searching for determinants of SMEs' green behaviors in CEE countries

AbstractResults of this study go against previous expectations regarding the positive effects of boards' and owners' gender diversity and family ownership on SMEs' green behaviors, expressed by the implementation of proactive environmental strategies (PES) and energy consumption monitoring (ECM). We show that such generally accepted and recommended concepts may not always work, specifically within Central and Eastern European (CEE) countries. Based on the foundations of stakeholder theory, we surprisingly reject hypotheses expecting positive effects of boards' gender diversity on SMEs' green behaviors. Compared to the research to date, we newly examine the effect of the frequency of manager–employee meetings on SMEs' green behaviors. We show that SMEs' implementation of PES and ECM requires a different frequency of employee engagements. In addition, we confirm that the presence of environmental managers is fruitful for the implementation of PES in family firms. We also reveal that family firms' ECM is significantly triggered by energy taxes, but also by the owners' gender diversity. By linking the managerial perspective including employees' engagement and PES with the technical discipline of ECM, this study provides several theoretical and practical implications.

Factors Affecting E-Procurement Adoption in Iringa Medical Store Department

The purpose of the study is to assess factors affecting electronic procurement adoption in Medical Store Department in Iringa Municipality. Specific objective of the study was to examine the effect of employee competence, technological features, and management support on electronic procurement adoption. A study employed a quantitative research approach with an explanatory cross-sectional design to explain the causal effect relationships between variables. The target population was 121 and a sample size of 93 employees of the Medical Store Department was contacted. Data were collected using a questionnaire, where respondents were picked using the probability random sampling technique. Data were analyzed using descriptive statistics namely frequencies, percentages and mean, and multiple linear regression analysis to determine the influence of technological features, employee competence, and management support on the adoption of electronic procurement. Results show that regression analysis output confirmed that there is a significant positive relationship between technological features and e-procurement adoption as the p-value is 0.02, which is less than 0.05. Furthermore, the regression analysis output confirmed that there was a significant positive relationship between employee competence and e-procurement adoption as the p-value is 0.013, which is less than 0.05 and there is a significant positive relationship between management support and e-procurement adoption as the p-value is 0.029, which is less than 0.05. The study concludes that, technological features predominantly influence e-procurement adoption followed by employee competence while management support has the least influence. The study recommends that frequent training be offered to all employees who are users of electronic procurement in relevant IT skills,

Talent Management Practices and Employee Job Performance in Niger Mills Company Limited, Calabar, Cross River State, Nigeria

The effective engagement of employees, turnover intentions, and job knowledge are affected by talent war in a knowledge environment. This study examined talent retention, job satisfaction, and training and development as proxies for effective job performance. Resource Base View with emphasis on the employee as a strategic resource that enhances competitive advantage was adopted to guide the study. A cross-sectional survey research design was adopted with a sample size of 142 staff. The questionnaire tagged TMPEJP facilitated data collection and was analyzed using Multicollinearity with Variance Inflation Factor (VIF). The instrument was developed, validated, and tested for reliability using Cronbach Alpha. Multiple Regression Analysis was used to test the hypotheses using SPSS. Findings revealed that talent retention significantly influences employee job performance (Beta = 0.545, P<0.05). Job satisfaction significantly influences employee job performance (Beta = 0.756, P<0.05). Training and development significantly influence employee job performance (Beta = 0.692, P<0.05).

Pengaruh Manajemen Perubahan, Budaya Organisasi, dan Manajemen SDM terhadap Kinerja Perusahaan pada PT Recapital Asset Management

All organizations face a dynamic and changing environment. The demands of being a competitive organization mean that companies must respond more quickly to customer needs, and this can change over time. It can be said that the external environment of an organization tends to be the force that drives change. On the other hand, organizations internally feel the need for change, thus every organization will face the choice between changing or dying, suppressed by the forces of change. This research aims to determine the effect of change management on company performance, determine the effect of organizational culture on performance, to determine the effect of human resource management on company performance, and together to determine the effect of change management, organizational culture and resource management. Human Resources on Company Performance. This research uses quantitative methods and uses several theories as indicators. This research took data from the population of all PT Recapital Asset Management employees who were the object of the research, by distributing questionnaires. The results of this research show that there is an effect between management changes on company performance which can be determined by management change indicators at 18.4%, while company performance is still determined by other factors at 81.6%. Meanwhile, the strength of the relationship between the two is positive but at a low or weak level. There is an effect between organizational culture on company performance which can be determined by organizational culture indicators at 43.2%, while company performance is still determined by other factors at 56.8%, meanwhile the strength of the relationship between the two is positive but at a moderate level. There is an effect between HR management on company performance which can be determined by HR management indicators at 20.9%, while company performance is still determined by other factors at 79.1%, while the strength of the relationship between the two is positive but at a low or weak level. There is an effect between management changes, organizational culture, HR management together on company performance of 44.3%, while company performance is still determined by other factors at 55.7%. The strength of the relationship between the two is positive but at a moderate level.

From Paper to Digital: Transitioning Employee Processes with an Employee Management System

From Paper to Digital: Transitioning Employee Processes with an Employee Management System

Sistem Informasi Pendataan Karyawan Pada PT. Waskita Karya Banda Aceh

The employee information system is a data processing tool developed for PT. Waskita Karya to improve the management and accessibility of employee records. This study addresses employee data management issues at the company and proposes a system design using PHP and MySQL. The objective is to optimize employee data management and streamline processes using a web-based application. Data for the study were gathered through literature review and field observations, including interviews and direct observation of relevant subjects. The system development followed the waterfall methodology, progressing through stages of requirement analysis, system design, implementation, testing, and maintenance. The employee information system is managed by administrative staff and aims to provide a faster, more efficient, and accurate data processing solution. Based on the research, it is concluded that the new system adheres to company procedures and significantly enhances the data management process by utilizing PHP and MySQL.

Indirect Effect of Customer Relations on Leadership/Top Management, Employee Relations and Process Management in Examining the Readiness of SMEs to Implement Lean Initiatives

Before deployment of lean initiative, it is of great significance to examine the readiness of manufacturing SMEs to ensure they have the prerequisite for successful implementation. Consequently, in order to determine how prepared Nigerian manufacturing SMEs are to successfully adopt lean initiatives, the study measures the indirect effects of customer relations on leadership/top management, employee relations, and process management. Data for the study was collected from manufacturing SMEs and analyzed using Smart PLS-SEM 4.1. The study's conclusions demonstrate the substantial indirect effects that customer relationships have on employee relations, leadership/top management, and process management. Additionally, a positive correlation between employee relations and leadership/top management and process management is indicated by the direct effect findings. The study reiterates the imperatives of customers at the center of lean philosophy and emphasizes the need for synergy between leadership and employees in effective process management. The study also provides a new insight into the indirect effect of customer relations and the need for top management and employee relations in assessing the manufacturing SMEs' preparedness to implement lean initiatives for the actualization of quality and continuous improvement.

Human resource management technology, workplace performance, and employee well‐being in the British public sector

AbstractUsing linked employer–employee data for workplaces in Britain, we find high‐performance workplace practices (HPWPs) are positively associated with public sector workplace performance. Contrastingly, HPWPs are not associated with measures of public sector employees' well‐being or motivation. The implication is that the performance effects of HPWP in the public sector constitute part of efficient management technology, without the need to invoke special employee responses as mediators. Public sector findings differ from those in the private sector: in the latter, HPWPs are positively associated with some performance outcomes but employee outcomes are a complex mix of non‐significant, positive, and negative associations.

Impact of Digitization on Human Resources: Challenges and Opportunities

As businesses undergo rapid digital transformation, the integration of advanced technologies and digitization has become a prominent driver of organizational success. The adoption of digital tools and platforms has significantly influenced the field of human resources (HR). This study delves into the impact of digitization on HR practices, highlighting the challenges and opportunities faced by HR professionals in the digital age. The study investigates how digitization has streamlined HR processes, such as talent acquisition, performance management, learning and development and employee engagement. It explores the various technological solutions utilized by HR departments, including artificial intelligence, machine learning, data analytics, and cloud-based HR management systems. Additionally, the study analyzes the implications of digitization for the workforce, examining the evolving roles and skill sets demanded of HR professionals in managing digital tools and handling data-driven decision-making. Furthermore, the study investigates the challenges HR departments encounter in their journey towards digitization. These challenges encompass concerns about data privacy, security, and ethical use of employee data, as well as resistance to change from employees and traditional HR practitioners. Additionally, the present research explores potential biases embedded in algorithms and automated HR processes, raising critical questions about fairness and inclusivity in a digitalized HR environment. The study also sheds light on the opportunities digitization presents for HR departments to become strategic partners in shaping organizational growth and performance. By leveraging data-driven insights, HR professionals can enhance workforce productivity, identify skill gaps, and predict future talent needs. Moreover, digital HR tools enable personalized employee experiences, fostering greater job satisfaction and retention. This present study concludes with recommendations for HR leaders and organizations to effectively embrace digitization while navigating the challenges.

Exploring the relationships between knowledge management enablers, employee innovativeness and market development performance in A/E/C firms: a developing country perspective

Purpose This study aims to explore the relationships between knowledge management (KM) enablers, employee innovativeness (EI) and market development performance (MDP) in architecture, engineering and construction (A/E/C) firms. Design/methodology/approach A questionnaire survey is conducted to collect empirical data from A/E/C practitioners in Vietnam. First, factor analysis is used to identify KM enablers in A/E/C firms. Then, a framework which shows the links between KM enablers, EI and MDP is proposed. Structural equation modeling (SEM) is used to examine the proposed relationships. Findings This study identifies five constructs which can enable A/E/C firms to achieve effective KM implementation, including mutual trust and collaboration, organizational values and norms, information and communication systems, organizational policies and empowerment. Furthermore, the SEM results show that except for organizational policies, four remaining KM enablers significantly affect EI. It is also found that EI has a significant impact on MDP. Practical implications The findings could help A/E/C firms to know which KM enablers are critical to EI and provide a better understanding of the link between EI and MDP. Hence, they could make appropriate investments in KM practices to improve both EI and MDP. Originality/value The results of this study fill the gap in knowledge by empirically structuring the relationships between KM enablers, EI and MDP. Such results may provide A/E/C firms with useful information to enhance EI and MDP in today’s intensively competitive construction environments.

Investigation of Total Quality Management Perception and Employee Performance in Turkish Civil Aviation According to Employee Work Experience

Taşımacılık sektöründe kalite ve hız kavramları denildiğinde ilk akla gelen alan olan havacılık sektöründe belirlenen hedeflere ulaşılması, her alanda olduğu gibi kalite ve çalışan performanslarının artırılması ile sağlanabilir. Ayrıca çalışanların tecrübe sahibi olmalarının, yine bu sektörde ilk dikkat edilen kısımlardan olan güvenlik ve emniyet kavramlarını doğrudan etkilediği de unutulmamalıdır. Çalışmada Türk sivil havacılık sektöründeki toplam kalite yönetimi algısı ve çalışan performanslarının, iş tecrübelerine göre farklılıkları incelenmiştir. Araştırmada toplam kalite yönetimi ölçeği ile çalışan performansı ölçeklerinden faydalanılmıştır. Türkiye’de sivil havacılık sektörünün uçuş sayısı ve trafiği bakımından merkezi olarak bilinen İstanbul il sınırları içinde sivil havacılık sektöründe değişik şirketlerde görev yapan 600 çalışan üzerinde yapılan çalışma sonuçları, SPSS 26.0 programından faydalanılarak incelenmiştir (Devlet Hava Meydanlaı İşletmesi [DHMİ], 2023: 134).Araştırma neticesinde Türk sivil havacılık sektöründeki çalışanların sektörlerindeki çalışma zamanlarına istinaden performansları ve toplam kalite yönetimi algılarının farklılık göstermediği sonucuna ulaşılmıştır.

Beyond the surface: understanding the mechanism between green HR practices and employees’ green creative behavior through mixed-methods exploration

PurposeMany studies have explored the relationship between green human resource management practices (GHRM) and employees’ green creative behavior (EGCB) within the hospitality industry. However, most prior studies have relied primarily on mono-method approaches, thereby limiting the depth of understanding about the underlying mechanism through which GHRM impacts employee behavior. The authors, in this paper, aim to argue that the connection between GHRM cannot be universal, and some individual factors will act as boundary conditions between these relationships. The authors employ a mixed-methods research design to address this gap to identify potential boundary conditions.Design/methodology/approachThe authors adopted a two-phase approach, integrating qualitative (study 1) and quantitative (study 2) methodologies. Through qualitative research, the authors uncover valuable insights and construct a framework that is subsequently tested in the quantitative phase.FindingsThe findings suggest that the strength of the GHRM-EGCB relationship is contingent on the level of Environmental Specific Psychological Empowerment (ESPE) among employees. Employees with a higher degree of ESPE exhibit a stronger connection between GHRM perceptions and EGCB. Furthermore, the authors identify employees’ altruistic values (EAV) as an important moderator, indicating that the intervening effect of ESPE on the GHRM-EGCB relationship is particularly pronounced among employees with high levels of altruism.Originality/valueBy unmasking the complexity through a mixed-methods design, this study contributes to the existing literature by providing a more nuanced understanding of the mechanism between GHRM and green creative behavior.

The influence of psychological climate for caring and perceived insider status on the relationship between managerial caring and positive employee well-being

Learning the factors that positively impact employee well-being is not a new stream of study. The care and support provided by managers can influence employees’ motivation and overall well-being. The positive emotional environment created by a caring climate can significantly impact how individuals feel and function in their professional lives. Additionally, perceived insider status, which reflects a sense of belonging and integration, can positively affect self-esteem and well-being. Social identity theory posits that positive well-being occurs when individual employees feel that they are surrounded by a climate of care signaled by the direct manager and overall employee acceptance within the organization, which ultimately influences their overall positive well-being. This study collected data from 197 employees working in the service sector in different industries within the United Arab Emirates (UAE) through survey questionnaires using a convenience sampling technique. Partial least squares structural equation modeling(PLS-SEM) version 4 was used to analyze the dataset and test the hypotheses. The results indicate that managerial caring relates positively to positive employee well-being. Furthermore, a psychological climate of care and perceived insider status seriallymediate the relationship between managerial caring and positive employee well-being. Thus, this study offers new insights into the importance of managerial care in employees’ positive well-being within their organizations, as well as the caring model among managers and employees. Managers who show and develop an atmosphere of care toward employees enhance their positive well-being.

WHY MANAGEMENT HAS GOTTEN WORSE AND THE LEADERSHIP ISSUES BEHIND THAT

AbstractThe author, Professor of Management at The Wharton School and Director of Wharton’s Center for Human Resources, discusses the background of what in his view is the worsening of management of employees in today’s organizations. He cites considerable research and historical background to this effect, while also relating the leadership issues that have led to this situation. For instance: “Remarkably, 29% of those who are promoted now leave within a month because promotions often come with no pay increase and with more work and responsibility. A third of US managers now report that they received no management training of any kind either before becoming a manager or after.” He also cites the power and “influence of the investor world, which relies on financial accounting to judge company performance, and the fact that financial accounting simply cannot address human capital.” In looking for ways to improve these systemic issues, he believes that “the way forward starts with Boards of Directors who have the long‐run success of their companies in mind and who guide the top executives. It is important that they help executives avoid blind spots about people issues that are common in a ‘finance‐first’ approach to management.”

Clan Culture Implementation at Sang Hyang Seri With the Improvement Evaluation Method

In order to ensure the continuity and progress of the company, leaders are required to be able to carry out various special management of employees. One way is to pay attention to the application of culture in the organizational environment. The purpose of this study is to review the position of implementing the clan culture used by PT Sang Hyang Seri and provide recommendations for improving the applied clan culture. The method of this research is evaluative research. The data used in this study came from questionnaires and direct observation of the research object. Based on the results of the assessment using the Likert scale method, it can be seen the position of each element of organizational culture. The results of the study show that there are three elements of culture that are in a "strong" position including, elements of clarity, elements of performance and elements of cohesion. While in the "medium" position three elements were found, namely the element of intensity, the element of dissemination and the element of ritual. Overall it is stated that PT Sang Hyang Seri has implemented a clan culture which is in a "strong" position with a total interval score of 65.00%.

텍스트 마이닝을 활용한 한국과 일본의 ESG 경영 현황 비교

This study used text mining techniques to collect keyword data from the sustainability reports of companies listed on the Korean and Japanese securities markets, ranked 1 to 3 by market capitalization, and conducted word cloud analysis, frequency analysis, ego network, and N-gram analysis. The purpose of this study is to benchmark the ESG management of companies in Japan, which has secured a high amount of ESG investment compared to Korea, by comparing issues with Japan, which has been mentioned as a leading country in ESG management based on the amount of investment and historical aspects of ESG management in various studies. In addition, the ESG management direction of Japan is used to predict the future ESG management direction of Korea and suggest directions for Korean companies.
 In the analysis of the frequency of keywords that can identify ESG issues in Japan and Korea, Korea and Japan are similar, and among the keywords with high frequency and importance, we analyzed the keywords with high co-occurrence frequency such as management, employee, and environmental, and found that the management keyword is similar, and from the employee keyword, childcare and diversity keywords appear as co-occurrence keywords in the Japanese analysis. In Korea, the keyword supplier was found in the environment and employee management keywords. In addition, the N-gram analysis, which can check the frequency of linked keywords, showed that the frequency of governance-related keywords was higher in Japan than in Korea.
 This study has academic and practical significance in that it compares the direction of ESG management in Korea through direct comparison with large companies in developed countries through literature studies and keyword analysis, and suggests directions and complementary points for Korean companies.

Comparison of naive Bayes and decision tree algorithms to assess the performance of Palembang City fire and Disaster management employees

Comparison of naive Bayes and decision tree algorithms to assess the performance of Palembang City fire and Disaster management employees

The Impact of Education and Training on Product–Service Design: The Moderation of Competitive Advantage

Purpose: This study attempted to investigate the impact of education and training on product-service design by including competitive advantage as a moderating variable to provide more insight into the nature of this relationship.
 Design/methodology/approach: A quantitative research approach was employed, and primary data was collected from TAZARA management employees. Model fit, reliability, and validity were tested using regression analysis, factor analysis, and principal component analysis using Jamovi software.
 Findings: The results of the study present a significant positive relationship between education and training and product-service design. The results also show that competitive advantage negatively moderates the relationship between education and training and product-service design.
 Practical implications: The study provides more insights by providing empirical evidence on the nature of the relationship between education and training and product-service design. It is important for organizations to foster a culture of continuous learning and innovation. Managers should communicate the importance of adapting to changes in the marketplace, even when a competitive advantage exists. Balancing the preservation of what makes the organization successful with an openness to new ideas is critical to long-term sustainability and continued success in product-service design.
 Paper type: Research paper

Management of Employees’ Cooperative of the State Universities and Colleges in Region

The study assessed the management of employees’ cooperative of the state universities and colleges in Region 1. Specifically, it was directed to determine the 1.) the level of the management of employees cooperatives in SUC’s of Region 1 along the a.) cooperative governance and management in terms of organization and registration, membership, administration, responsibilities, rights and privileges, capital property and funds, allocation and distribution of net surplus and b.) cooperative operations in terms of voluntary and open membership, democratic member control, member economic participation, autonomy and independence, education, training and information, cooperation among Cooperatives; and concern for the community, 2. level of outputs of the employees' cooperatives of SUC’s in Region I along a.) for the cooperative in terms of generation of more productive services, increases of volume of business operations, improvement of facilities and assets and better employee benefits and b.) for the members in terms of increase in income, patronage refund and interest on share capital, 3. level of impact of the level of effectiveness of employees cooperatives of SUC’s in Region I along a.) for the cooperative in terms of internal and external factors and b) for the members in terms of improved quality of life, increase in household income, average increase in savings deposit, acquisition of properties and assets and improvement/renovation of house.

Application of linear programming in employee allocation: A case study in emerging economy

Linear programming is widely used in numerous industries for allocating scarce resources to fulfill customers’ demands. In this study, we use this mathematical technique in an automobile industry located in an emerging economy (Bangladesh). Given that, the emerging economy faces problems in implementing sophisticated technologies. Therefore, the key objective of this study is to show how linear programming applications are possible without sophisticated technologies, just by using a software, named GAM. Moreover, this study shows that the application of linear programming in the automobile industry in the emerging economy is also cost-effective and efficient in employee management. Based on the outcome of this study, we find that the company can save $26,174 in employee costs in eight weeks by implementing linear programming in the allocation of its employees. This study will contribute in many ways such as realizing policymakers, employees, and management how linear programming is beneficial for them in providing small efforts. Furthermore, this will add value to the existing literature that linear programming is also applicable in a specific industry in the emerging economy.