Non-managerial Employees Research Articles

Employee Competencies as Predictors of Organizational Performance: A Study of Public and Private Sector Banks

Drawing on the resource-based view, this paper seeks to examine the influence of employee competencies on organizational performance using a sample of 325 managerial and non-managerial employees working in Indian public and private sector banks. The study employed a cross-sectional research design, and the data were collected through a structured questionnaire using convenience sampling. Confirmatory factor analysis was used to check the reliability and validity of the dimensions, and the proposed hypotheses were tested by using structural equation modelling. The results indicated a positive and significant impact of selected employee competencies on organizational performance except for self-competence, which showed an insignificant and negative effect. The study is of immense potential to help policy and decision-makers of the Indian banking industry to develop and implement strategies for improving employee competencies, which, in turn, are instrumental in enhancing organizational performance. This study is a unique attempt to examine the impact of various employee competence dimensions on organizational performance, particularly in the Indian banking industry.

Perceived managerial and leadership effectiveness within the Canadian public sector

AbstractThis study responds primarily to numerous calls for specific public management and public administration‐related research to better understand public leadership currently performed in an increasingly complex and ambiguous world. It also responds to calls in the human resource development (HRD) literature for more qualitative managerial behavior research. The inquiry explores perceptions of what behaviorally distinguishes effective managers from ineffective managers, as expressed by managers and nonmanagerial employees within a Canadian public utility company. It reaches for generalization by comparing the results against findings from equivalent qualitative managerial behavior studies carried out in three subareas of the British public sector. Using the critical incident technique (CIT), concrete examples (critical incidents [CIs]) of observed managerial behavior were collected from managers and nonmanagerial staff. The CIs (n = 530) were subjected to open and axial coding to identify a smaller number of discrete behavioral categories (BSs). Selective coding of the identified BSs (n = 99) resulted in 16 positive (effective) and 12 negative (ineffective) behavioral criteria (BCs) being deduced. Over 92% of the Canadian BSs are convergent in meaning with over 81% of the compared British BSs. Consequently, they are likely to be generalizable to other subareas of the Canadian public sector. The 8% of nonconvergent Canadian BSs and their respective underpinning CIs contain no content that could be construed as being context‐specific to the Canadian public utility sector. Implications of these study findings for HRD research and practice are discussed.

Prioritising employee-organisation relationships in non-profit organisations in Kenya: Antecedents, queries and contradictions

Although employees are the most critical of organisation publics, it is unclear whether employee-organisation relationships (EORs) in non-profit organisations (NPOs) in Kenya are prioritised. To investigate this question further, the study explored relationship antecedents in two non-profit organisations. The study was informed by relationship management theory and the symmetrical communication framework. Semi-structured, indepth interviews were carried out among 24 purposively sampled management and nonmanagement employees. The data was manually analysed and requisite a priori and in vivo codes and themes identified. The study findings suggest a lack of understanding about the strategic role of public relations in the organisation. Further, technician oriented PRdepartments mediate the perceptions of and effort expended on internal relationships. Managing employee-organisation relationships was perceived more as a human resource rather than a PR function which precludes more robust forms of PR practice. The researchers recommend a clear demarcation between the public relations and human resource function and to build strategic PR departments that embrace internal relationship management.
 Keywords: Relationship management, employee-organisation relationships, public relations, organisation-public relationships, relationship antecedents

Power to the outsiders: External hiring and decision authority allocation within organizations

AbstractResearch SummaryThis study examines the relationship between external hiring and the allocation of decision authority within organizations, and how they interact to affect organizational change and innovation. We test our hypotheses using panel data for a nationally representative sample of businesses in Canada. We find that the practice of external hiring of managers and high‐skilled nonmanagerial employees predicts greater decision authority allocated to each respective level of the hierarchy. Reallocation of authority is positively moderated by the strategic priority of (a) workplace reorganization for managerial hiring, and (b) new product development for nonmanagerial hiring. We also find evidence of related associations with workplace reorganization and product innovation. The findings suggest that decision authority allocation is essential to effectively utilize externally acquired human capital.Managerial SummaryThis study examines how the effectiveness of hiring managers and high‐skilled nonmanagerial employees from outside the firm is related to how much decision authority they are granted. We show that for both types of employees, external hiring predicts greater decision authority allocated to each respective level of the organization. For managers, external hiring predicts a greater likelihood of organizational change when more decision authority is granted. Similarly, for high‐skilled nonmanagerial employees, external hiring predicts the development of more novel innovations when more decision authority is given. Overall, the results suggest that hiring talent from outside the firm by itself is not sufficient to expect benefits to the organization—instead, firms must also empower outside hires with the authority needed to translate their knowledge into performance.

Pengaruh leader member exchange terhadap organizational citizenship behavior dengan employee engagement sebagai pemediasi

Purposed - This research analized: (1) the influence of leader member exchange on Organizational Citizenship Behavior at PT. Pelabuhan Indonesia II (Persero) Cabang Teluk Bayur (2) the influence Leader member exchange on employee engagement at PT. Pelabuhan Indonesia II (Persero) Cabang Teluk Bayur(3) the influence of employee engagement on Organizational Citizenship Behavior at PT. Pelabuhan Indonesia II (Persero) Cabang Teluk (4) the influence of Leader Member Exchange on Organizational Citizenship Behavior through Employee Engagement at PT. Pelabuhan Indonesia II (Persero) Cabang Teluk Bayur.Methodology - The study is causal research. The population were all non-managerial employees of PT. Pelabuhan Indonesia II (Persero) Cabang Teluk Bayur, totaling 101 people. The number of samples determined using Slovin collected samples obtained by 78 people taken using proportional cluster random sampling. Collecting data using a questionnaire with Likert scale. The analysis technique used is SEM use SmartPLS analysis.Finding – This research found that: (1) Leader Member Exchange has positive and significant effect on organizational citizenship behavior in PT. Pelabuhan Indonesia II (Persero) Cabang Teluk Bayur, (2) Leader Member Exchange has positive and significant effect on Employee Engagement in PT. Pelabuhan Indonesia II (Persero) Cabang Teluk Bayur, (3) Employee Engagement has positive and significant effect on organizational citizenship behavior in PT. Pelabuhan Indonesia II (Persero) Branch Teluk Bayur, (4) Employee Engagement has significantly mediate the relationship between Leader Member Exchange on organizational citizenship behavior in PT. Pelabuhan Indonesia II (Persero) Cabang Teluk Bayur. Keywords: Leader member exchange, organizational citizenship behavior, and employee engagement.

Does climate for creativity mediate the impact of servant leadership on management innovation and innovative behavior in the hotel industry?

PurposeDrawing from theory of organizational creativity, servant leadership (SEL), social exchange and social learning theories, this paper aims to propose a research model where climate for creativity mediates the influence of SEL on management innovation and innovative behavior. The model also investigates the linkage between innovative behavior and management innovation.Design/methodology/approachData collected from Arab hotel employees in Palestine were used to gauge the aforesaid linkages through structural equation modeling. Common method variance was checked through an unmeasured latent method factor.FindingsThe results reveal that climate for creativity mediates the impact of SEL on management innovation and innovative behavior. Successful SEL practices enable the organization to have climate for creativity, which, in turn, leads to management innovation and innovative behavior. Furthermore, hotel employees’ innovative behavior fosters management innovation.Practical implicationsTop management should have a high level of commitment to the SEL philosophy, which boosts climate for creativity and innovative behavior. It should also capitalize on climate for creativity to activate management innovation. In such an environment, management has to ensure that the supervisors are servant leaders and non-managerial employees are the potential servant leaders. Once employees are trained, empowered and rewarded in an environment which highlights effective SEL practices, they will be more eager to contribute to the company by exhibiting innovative behavior at elevated levels.Originality/valueDespite a number of studies in the current literature, evidence concerning the effect of SEL on management innovation and innovative behavior simultaneously is scarce. There is still a dearth of evidence pertaining to the underlying mechanism through which SEL fosters management innovation and innovative behavior. In addition, evidence appertaining to the impact of innovative behavior on management innovation is scarce. The study fills in these voids.

Achieving Work-Life Balances through Flexible Work Practices

The paper aims to examine flexible work practices and employees' perception of work-life balance. The main purpose of this study is to understand the relationship between flexible work practice and work-life balance. The study is descriptive and co-relational. It is based on the perceptions of employees and includes the questionnaire to 160 employees of service-based organizations working on a different level at Kathmandu Valley. The sample consisted of managerial and nonmanagerial employees who were interested to participate in this study. It is found that employees feel that a flexible work schedule is the right kind of system for their kind of job and they prefer flexibility at work. Flexibility work practice was found to have a positive impact on the employees. It made them more responsible as they were able to manage time at work and fulfill the personal commitment. This paper is useful to academicians and organizations to understand the impact of FW practices on work performance. The findings in this study would help managers and organizations in Nepal to formulate flexible work schedules to improve the work-life balance of human resources working in the organization.

Validation of the Copenhagen Psychosocial Questionnaire Version III and Establishment of Benchmarks for Psychosocial Risk Management in Sweden.

This study presents the Swedish standard version of the Copenhagen Psychosocial Questionnaire, COPSOQ III, and investigates its reliability and validity at individual and workplace levels with the aim of establishing benchmarks for the psychosocial work environment. Cross-sectional data from (1) a random sample of employees in Sweden aged 25–65 years (N = 2847) and (2) a convenience sample of non-managerial employees at 51 workplaces (N = 1818) were analysed. Internal consistency reliability was evaluated as well as the effects of sex, work sector and blue/white-collar work. Population benchmarks and mean scores for major occupational groups were computed based on weighted data. ICC(1) and ICC(2) estimates were computed to evaluate aggregation to the workplace level and Pearson inter-correlations to evaluate construct validity at individual and aggregated levels. The reliability and scale characteristics were satisfactory, with few exceptions, at both individual and workplace levels. The strength and direction of correlations supported the construct validity of the dimensions and the amount of variance explained by workplace justified aggregation to the workplace level. The present study thus supports the use of COPSOQ III for measurement at the workplace level and presents benchmarks for risk management as well as for research purposes.

Implementing the Balanced Scorecard in Public Organization: An Experience in Communication Affairs Bureau Dire Dawa Administration, Ethiopia

The Balanced Scorecard (BSC), first created by Kaplan and Norton in 1992, has been developed over the last 28 years, gaining attention all over the world. In Ethiopia context ministry of civil service in 2010.The introduction of Civil Service Reform program (CSRP), as part of the 14 national capacity building programs, was in response to weaknesses in the organizational structure and the public service delivery and to simulate the overall development effort of the country. That the emergence of the Public Sector Capacity Building Program (PSCBP). It has laid the foundation for different capacity building programs with the objective of improving the scale, responsiveness and efficiency of public service delivery and promoting good governance both at a federal, regional and local level. (Rashed Ul Hasan, 2017, Mesfin, 2009 and MoFED, 2012) Government Communication Affairs Bureau is one of the public service institutions in the Dire Dawa city that implemented the BSC with the notion of improving its overall organizational performance. The point of this study is to analyze the key impact of successes and failure factors of the execution processes of Balance Scorecard: - for improvement of strategic planning & performance measurement in Dire Dawa Administration Communication Affairs Bureau.The study used a qualitative research method. The data for this study was obtained through questionnaires that were distributed to 84 management members and non-management employees of the bureau in which only 82 were fully completed and returned. The sample was selected based on stratified random sampling the questionnaire was distributed to the staff members on the stratified based on their department. The data collected were analyzed using SPSS and Microsoft Excel.The result of this study will be providing valuable inputs and directions have been maintained with regard to the bureau vision, mission, and strategy; while other activities. The study may also use as a point of reference for others who want to conduct further study on the same issue. Keywords: Balance Scorecard, Performance Measurement, Evaluation DOI: 10.7176/PPAR/10-5-01 Publication date: May 31 st 2020

The Relationship between Change Management and Organisational Effectiveness in the Zimbabwean Banking Industry

This study focused on the relationship between change management and organisational effectiveness in the Zimbabwean banking sector. The study was motivated by the fact that the Zimbabwean macroeconomic environment has been insurmountable for quite some time now, with many changes that banking institutions need to take into account for them to remain viable. The banking sector is among the most closely watched and regulated sectors in most economies across the world. With the financial sector playing crucial roles in the economic soundness of a country most economies are constantly advocating changes designed to ensure increased performance and stability of the financial system. The main objective of the study was to investigate the impact of change management strategies on organisational effectiveness in banking institutions in Zimbabwe. The nullhypothesis in this study was; ‘change management does not have an effect on organisational effectiveness in Zimbabwean banks’. The population was made up of managerial and non-managerial employees in selected banks. The study used stratified random sampling to enable representation of all the nine banks in Harare. Data was also collected from participants from head office in the various departments. The research was quantitative in nature thus making quantitative data presentation and analysis techniques the tools used. The study found out that banks lacked effective strategies for managing changes. The study recommended that Zimbabwean banks needed to build a team of stakeholders which will drive the change by bringing together people within the organisation known as ‘Change Champions’.

Reward System Dimensions and Employee Civic Virtue of Selected Insurance Firms in Lagos State, Nigeria

Employee civic virtue is critical to favourable organisational outcomes. This necessary attribute of employees in the workplace can be spurred by the implementation of effective and efficient reward system. However, l iterature on reward system had often been focused on its effect on organisational productivity with limited emphasis on employee civic virtue. Moreover, it had been noted that the application of reward system in the insurance sub-sector in Lagos state has not been effective as expected. The subsector has been markedly characterised by poor remuneration, inadequate welfare packages, poor career advancement and low job security. The employee civic virtue is also low. Hence, this paper assessed the effect of reward system dimensions on employee civic virtue of the insurance firms in Lagos state Nigeria.Cross sectional survey research design was adopted for the study. The population of this study comprised non-management employees of the selected insurance firms (Lasaco Assurance Plc, Staco insurance Plc and Goldlink insurance Plc) located in Lagos state. These firms were selected on the basis of being the top three firms in the industry. The population was 519 employees using total enumeration and simple random sampling technique. The study used a validated questionnaire whose construct’Cronbach’s alpha reliability coefficients ranged from 0.718 and 0.910. Data were analysed using descriptive and inferential statistics. The result of the multiple regression analysis reveals that reward system dimensions have a positive and significant effect on employee civic virtue(Adj. R 2 = 0.069, F (4, 415) = 8.756, p = 0.000). The study concluded that reward system dimensions affect employee civic virtue of insurance firms in Lagos state, Nigeria. The study therefore, recommends that the management of insurance firms should make policies that will promote effective and efficient reward system in the insurance firms to facilitate employee civic virtue in the interest of their organisational performance.

A National Cross-Sectional Survey on Work Environment Associated With Psychological Well-Being and Job Satisfaction Among Chinese Employees.

Work environments can affect job satisfaction and psychological well-being. Using the job demand-control model as a foundation, this study aimed to explore the relationships between physical and psychosocial work environments and psychological well-being and job satisfaction in the workplace. A multistage sampling method was used with the 2012 China Labor-force Dynamics Survey among 4442 employees. Our outcome measures included psychological well-being and job satisfaction. The final model showed migrants (odds ratio [OR] = 1.34, 95% confidence interval [CI] = 1.13-1.60) and nonmanagerial employees (OR = 1.49, 95% CI = 1.25-1.78) who worked in general enterprises (OR= 1.61, 95% CI = 1.34-1.92) or suffered longer weekly work hours (OR = 1.42, 95% CI = 1.24-1.63) had worse psychological well-being or lower job satisfaction. Following the job demand-control model, higher job demands and lower job autonomy were significantly and positively associated with worse psychological well-being and lower job satisfaction. This study highlights that improved work environments can protect employees' well-being. Policymakers must provide better work environments. They must consider its physical environment (stable work contract and short work hours) and psychosocial environment (low job demands and high job autonomy) aspects, particularly for migrants and nonmanagerial employees.

The Impact of Balanced Scorecard (BSC) on Performance of Public Organization: The Case of Dire Dawa City Government Communication Affairs Bureau

The Balanced Scorecard (BSC), first created by Kaplan and Norton in 1992, has been developed over the last 27 years, gaining attention all over the world. In Ethiopia context ministry of civil service in 2010.The introduction of Civil Service Reform program (CSRP), as part of the 14 national capacity building programs, was in response to weaknesses in the organizational structure and the public service delivery and to simulate the overall development effort of the country. That the emergence of the Public Sector Capacity Building Program (PSCBP). It has laid the foundation for different capacity building programs with the objective of improving the scale, responsiveness and efficiency of public service delivery and promoting good governance both at a federal, regional and local level. (Rashed Ul Hasan, 2017, Mesfin, 2009 and MoFED, 2012) Government Communication Affairs Bureau is one of the public service institutions in Dire Dawa city that implemented BSC with the notion of improving its overall organizational performance. The point of this study is to analyze the key impact of successes and failure factors of the execution processes of Balance Scorecard: - for improvement of strategic planning & performance measurement in Dire Dawa Administration Communication Affairs Bureau.The study used a qualitative research method. The data for this study was obtained through questionnaires that were distributed to 84 management members and non-management employees of the bureau in which only 82 were fully completed and returned. The sample was selected based on stratified random sampling the questionnaire was distributed to the staff members on the stratified based on their department. The data collected were analyzed using SPSS and Microsoft Excel.The result of this study will be providing valuable inputs and directions have been maintained with regard to the bureau vision, mission, and strategy; while other activities. The study may also use as a point of reference for others who want to conduct further study on the same issue. Keyword: Balance Scorecard, Performance Measurement, Evaluation DOI: 10.7176/PPAR/10-4-03 Publication date: April 30 th 2020

Letting go: – the art of arts

PurposeThe purpose of this paper is to provide an alternative way of perceiving the constant state of flux in today’s workplaces, and help encourage managers as well as non-managerial employees, who find themselves in transitional situations, to perceive these as a natural progression of life.Design/methodology/approachThis is a reflective paper based on observations and experiences with Buddhist psychological techniques leading to enhanced personal awareness and how these can enhance the quality of life at work.FindingsWorkforce shifts could be perceived as abhorrent, and require mourning and psychological guidance, but they can also be seen as elements of the natural process of arising and passing, thus the impermanence, of everything. When considered that way, letting go gets elevated from a challenge into a well-mastered art.Practical implicationsThis paper aims to provide food for thought to those who are members of the workforce, and regularly struggle with the shifts in personnel compilations based on changing needs.Social implicationsThe paper strives to instill deeper awareness within those who are part of the work environment, to achieve greater wakefulness, resulting in better understanding, acceptance, and inner-calm.Originality/valueThe invitation for a paradigm shift in this paper is not a traditional one in Western thinking, but may be a very helpful one, as we continue to experience accelerated paces of change in work circumstances.

Determinants of Job stress among Non-Managerial Restaurant Employees in Klang Valley, Malaysia

Despite positive growth of restaurant industry in Malaysia but on the other side of coin, this industry always associated with having low pay, long working hours, lack of benefits, hard work, physically exhausting, and underappreciated thus increasing job stress among employees. The job-related stress is a growing concern among the restaurant operators as it has a significant impact on the performance and productivity of employees. Additionally, excessive and unmanageable stress can be damaging to employees’ health as it affects their mental and physical wellbeing. Therefore, the aim of this study was to identify possible determinants and its influence towards job stress at workplace. The primary data of this study was derived from quantitative method, strictly to Malaysian non-managerial employees only and were distributed to 700 employees who were currently working in casual dining restaurants in Klang Valley area. After screening and data checking, a total of 487 self-completed questionnaires were usable for analysis with 69.6% of response rate. A multiple regression was run to predict job stress and three variables were used that are work environment, workload, and job autonomy. Results found that work environment and workload were statistically significantly predictor of job stress with F (4, 483) = 28.131, p < .0005, R² = .149. These two variables added statistically significantly to the prediction, p < .05 and will be discussed further in this paper. Findings obtained in this study could suggest to owners and restaurant operators to highlight factor that could contribute to job stress and strategize proactive measures to minimize stress and ultimately retain their employees in the industry.

The Effect of Distributive Justice, Procedural Justice of Compensation and Emotional Intelligence on Affective Commitments

This research determines the distributive justice of compensation, procedural justice of compensation and emotional intelligence on affective commitment. The populations of this study are 115 non-managerial employees of three BMT in Yogyakarta. This study uses quantitative methods and SEM (Structural Equation Modeling) is used to analyze the data collection which is operationalized by the AMOS 21 application program.&#x0D; The results of this study indicate that distributive justice and emotional intelligence have a significant positive effect on affective commitment while procedural justice compensation has no effect on affective commitment.

IT’S MINE, I DECIDE WHAT TO CHANGE: THE ROLE OF PSYCHOLOGICAL OWNERSHIP IN EMPLOYEES’ PROCESS INNOVATION BEHAVIOUR

Employees play a major role in enabling organizations to innovate their processes. While conditions for participation have to be established, barriers have to be lowered and trainings take place, the motives of employees to participate in incremental and discontinuous process innovation are not well understood. One important soft factor not addressed yet sufficiently is psychological ownership of non-managerial employees that can contribute to increase process innovation activities. We apply a multi-time survey design gathering quantitative data which is analysed with structured equation modelling. The findings suggest that psychological ownership is important in fostering innovation behaviour with incremental innovation behaviour being an important mediator for the effect on radical innovation behaviour. We show how psychological ownership is useful in fostering process innovation behaviour with data from the financial services sector. Organisations should invest in establishing psychological ownership on the level of operations to increase process innovation.

The Role of Remediation in Mitigating the Negative Consequences of Psychological Contract Breach: A Qualitative Study in the Banking Sector

ABSTRACT This study examined whether remediation (providing another inducement to compensate for an undelivered obligation in the psychological contract) was perceived as a useful way to deal with the consequences of a psychological contract breach in the context of organizational change. Data was collected by means of semi-structured face-to-face focus-group sessions and individual interviews in a restructuring organization in the Dutch banking sector. Fourteen focus groups and eight individual interviews were conducted with 30 non-managerial employees and 48 supervisors/professionals. The results bring the potential of offering compensating inducements to remedy psychological contract breach to the fore and highlight the role of other factors such as communication and the availability of job alternatives. Suggestions are provided for improving employee relations in situations of organizational change by taking the psychological contract into account. MAD statement This article sets out to Make A Difference (MAD) through describing views of employees of different hierarchical levels of a Dutch Bank on how to cope with expected organizational changes and less beneficial employment benefits in the future. The question of ‘how to change the deal while keeping the people’ by remediating breach of the psychological contract is addressed from different perspectives. When organizations are forced to implement changes, taking the mutual obligations in the psychological contract into account can avoid reactive, and unsuccessful management of change. A psychological contract breach can be remediated by providing other inducements for the mutual benefit of organization and employee. Since there are differences between employees in the meaning attached to obligations, an individual approach is necessary.

Building an awareness-centered information security policy compliance model

PurposeThe purpose of this paper is to build an awareness-centered information security policy (ISP) compliance model, asserting that awareness is the key to ISP compliance and that awareness depends upon several variables that influence successful ISP compliance.Design/methodology/approachThe authors built a model with seven constructs, i.e., leadership, trusting beliefs, information security issues awareness (ISIA), ISP awareness, understanding resource vulnerability, self-efficacy (SE) and intention to comply. Seven hypotheses were stated. A sample of 285 non-management employees was used from various organizations in the USA. The authors used path modeling to analyze the data.FindingsThe findings indicated that IS awareness depends on effective organizational leadership and elevated employees’ trusting beliefs. The understanding of resource vulnerability (URV) and SE are influenced by IS awareness resulting from effective leadership and elevated employees’ trusting beliefs which guide employees to comply with ISP requirements.Practical implicationsPractical implications were aimed at organizations embracing an awareness-centered information security compliance program to secure organizations’ assets against threats by implementing various security education and training awareness programs.Originality/valueThis paper asserts that awareness is central to ISP compliance. Leadership and trusting beliefs variables play significant roles in the information security awareness which in turn positively affect employees’ URV and SE variables leading employees to comply with the ISP requirements.

Organizational commitment in the commercial banks in Sri Lanka: A study of relationship between job satisfaction &amp; performance

The purpose of this study was to investigate the relationship among job satisfaction, organizational commitment and job performance of non -managerial employees in the commercial banks in Sri Lanka. The sample consisted of 400 non -managerial employees randomly selected from Systemically Important Banks. A questionnaire was administered among the non -managerial employees as the measuring instrument. The collected data were analyzed using correlation coefficient and simple regression. The results of the study indicated that there was a positive relationship between job satisfaction and job performance, job satisfaction and organizational commitment, organizational commitment and job performance.Organizational commitment was found to mediate the relationship between job satisfaction and job performance of non-managerial employees in the commercial banks in Sri Lanka.