Organizational Effectiveness Research Articles

An Analysis of Critical Processes and Employee Challenges at Velmurugan Heavy Engineering Industries (VHEI) Private Limited, Thanjavur

This study investigates the critical processes and challenges faced by employees at Velmurugan Heavy Engineering Pvt. Ltd., located in Sengipatti, Thanjavur. The aim is to identify areas for improvement and provide recommendations to enhance employee performance and organizational effectiveness. Employing a mixed-method approach combining qualitative and quantitative methods, data were collected extensively through surveys, interviews, and observations from a representative sample across departments and hierarchical levels. The findings highlight critical areas such as project management, quality control, communication channels, and performance evaluation. While the organization demonstrates competence in these areas, gaps exist, particularly in streamlined communication and efficient project management. The study also uncovers challenges including unclear role expectations, limited professional development opportunities, inadequate work-life balance, and insufficient recognition and rewards. Recommendations are offered to strengthen communication channels, enhance project management practices, implement employee development programs, promote work-life balance initiatives, and establish a robust recognition and rewards system. Addressing these challenges and implementing recommended strategies has led to improved employee satisfaction, productivity, and overall organizational performance. This study provides valuable insights for Velmurugan Heavy Engineering Pvt. Ltd. to cultivate a positive work environment and foster a highly engaged workforce, contributing to sustainable growth and success

Management of Educators and Education Personnel from an Islamic Perspective

This article discusses the concept of management of teaching staff and educational staff from an Islamic perspective. The type of research used in searching for data is a library research study. This article explores Islamic principles that can be applied in managing human resources in educational institutions. The results of the study show that Islamic values ​​such as trust, fairness, shura, and ihsan have strong relevance to modern management practices, and can provide a solid ethical foundation for the management of teaching and education personnel. Several important things discussed in the implementation of Islamic teaching and education management in educational institutions include: (1) planning, (2) recruitment and selection, (3) development and training, (4) performance assessment, (5) compensation and rewards. Thus, teaching and educational staff in an Islamic perspective not only aim to achieve organizational effectiveness, but also to form individuals who are professionally and spiritually qualified.

Impact of motherhood and social support on the wellbeing of UK female police officers and staff

Abstract Background Female officers and staff face gender-specific challenges, particularly, during pregnancy and motherhood. Our study explores whether and how motherhood affects mental health outcomes (e.g., probable depression and anxiety) and return to work following sickness absence (SA), considering mediating role of workplace social support. Methods Logistic regression analysed probable depression and anxiety using Airwave Health Monitoring Study (AHMS) data. Cox proportional hazards models assessed return to work after sickness absence, linking AHMS with sickness absence data from 26 police forces. Exposure variables were created by the interaction of motherhood status and social support, while covariates included sociodemographic, lifestyle, and work-related factors. Results Mothers with low social support from superiors had higher odds of probable depression (OR = 2.14, 95% CI = 1.81-2.54) and anxiety (OR = 1.86, 95% CI = 1.62-2.14) compared to non-mothers. Moderate and high social support reduced odds of depression (Moderate: OR = 0.97, 95% CI = 0.85-1.11; High: OR = 0.65, 95% CI = 0.57-0.73) and anxiety (Moderate: OR = 1.24, 95% CI = 1.12-1.36; High: OR = 0.82, 95% CI = 0.75-0.9) for mothers, but the impact varied when adjusted for covariates. Mothers with lower levels of social support were less likely to return to work after SA compared to non-mothers, as indicated by the survival analysis (Low social support: HR = 0.83, 95% CI = 0.95-1.13; High social support: HR = 1, 95% CI = 0.96-1.04). These trends persisted across social support sources-colleagues and combined support-emphasising the complex interplay between workplace social support, motherhood, mental health, and sickness absence in policing. Conclusions Our study emphasises boosting workplace social support for female police officers and staff, to aid them in navigating motherhood demands. This improvement can lead to better mental health, retention, job satisfaction, and organisational effectiveness, ultimately promoting community safety. Key messages • Highlighting the importance of workplace social support for female police officers and staff, informs policy makers and practitioners to prioritize social support initiatives within policing. • Lower social support was associated with a reduced likelihood of returning to work after sickness absence, particularly among mothers compared to non-mothers.

Monitoring the digital healthcare transition in Denmark: Challenges, achievements and future

Abstract Denmark is often mentioned as one of the countries that have introduced digital solutions early and extensively within the health care sector, including the launch of health portal sundhed.dk in 2003, the introduction of the e-record system ‘e-Journalen’ in 2007, and the establishment of a national infrastructure for telemedicine in 2012. Denmark is well advanced in digital health measurement, providing opportunities for researching the digital transition and its effects for healthcare organizations and Danish citizens. Most digital health data is collected through national population-based databases and registries. Additionally, annual surveys of health professionals and biennial surveys of citizens’ use of health IT are conducted. Recent data show that all general practitioners use electronic health records, mainly for receiving laboratory test results from hospitals, ordering prescriptions at pharmacies, exchanging records, and sending referrals to hospitals. This workshop provides an overview of developments in Denmark and a discussion of challenges, achievements, and prospects. Particular attention will be paid to the monitoring of digitalization progress and effects, and the use of digital solutions in primary and secondary care. Issues about implementation and evaluation of digital infrastructure will be discussed with examples from Danish health care. A key question is whether digital solutions can fulfill their promise of supporting integrated and home based health care in an era of changing demographics.

Microcrediting and Investment Analysis in the Context of Environmental, Social, and Corporate Governance

This article is devoted to the analysis and development of ranking criteria for microcredit organizations to increase their investment attractiveness. The need to solve problematic issues is associated with the need to minimize risks before the start of the lending process through the correct selection of participants in the credit transaction. This study used the methods of content analysis and interpretation, correlation analysis and regression modeling, ranking, and clustering to assess the factors affecting the effectiveness of microcredit organizations. The most attention is paid to identifying key indicators that help improve the quality of financial services provided and their availability for various categories of borrowers. The results show that factors related to lending volumes and borrower characteristics have a significant impact on the quality of microcredit organizations. Of interest is the interpretation of classical financial indicators of microcredit organizations in the context of the principles of environmental, social, and corporate governance (ESG). The proposed approaches and conclusions can be used to improve the practice of microfinance and develop management and regulation strategies in this area.

Exploring the Psychosocial Impact of Hospitalization for COVID-19: Insights from Patient Experiences

Abstract Background The COVID-19 pandemic has severely tested the organizational structure and operational effectiveness of healthcare systems. We aimed to explore the experiences of patients who have been hospitalized due to COVID-19. Methods Employing purposive sampling, semi-structured interviews were conducted covering eight topics: 1) the experience of COVID-19 diagnosis, 2) the most difficult moments during hospitalization, 3) difficulties related to hospital conditions and safety protocols, 4) interactions with healthcare professionals, 5) received support, 6) social stigma, 7) concerns about the future, and 8) post-COVID and long COVID syndrome. Twelve individuals (six women and six men; mean age 57.5 (SD = 13) years; mean length of stay 18.1 (SD = 3.1) days) participated. The data analysis was carried out using the phenomenological method according to Colaizzi. Results Patients reported a spectrum of emotions including loneliness, isolation, abandonment, disappointment, insecurity and fear of death. Interactions with healthcare professionals revealed a dichotomy: experiences of respectful, reassuring care contrasted with encounters lacking psycho-emotional support within an impersonal healthcare setting. Conclusions This study sheds light on the experiences of patients on the nursing wards and their psychosocial burden. Most of them reported negative emotions such as loneliness, isolation, sadness, fear and anxiety rather than positive experiences such as hope, interpersonal connectedness, self-identity, empathy, caring and safety. Key messages • The study highlights psychosocial challenges for COVID-19 patients, emphasizing the urgent need for robust support systems. • The study provides insights for future similar situations and highlights the need for adaptable care models based on principles such as empathy, safety and personalized approaches.

Assessing the Effects of Organizational Culture on the Connection Between Innovation in Organizations and Human Resource Management

This article examines the significance of human resource management (HRM) in innovation, organizational culture, and organizational effectiveness. The conceptual framework creation was supported by extracting information from literature research on related study topics, such as resource-based views and organizational effectiveness. This paper seeks to address the existing gap in the literature on organizational effectiveness by emphasizing the role of HRM in influencing business performance. Specifically, it focuses on the intermediate impact of HRM on innovation and culture. This research can help higher education institutions better understand how human resource policies can improve long-term performance by encouraging innovation and fostering an effective culture.

Assessing the Factors for the Effectiveness of the Task Force Staff in Revenue Collection in Tanzania Local Governments Authorities

Recurring challenges in revenue collection and the insufficient revenue collection is pervasive, affecting the financial viability within Tanzania Local Government Authorities (LGAs) prompted this study with a focus on Mpanda Municipal Council. The aim is to assess key factors such as staff training, resource allocation, and community engagement that impact efficiency of task force staff operations. Mpanda Municipal Council was chosen due to its recurring challenges in meeting revenue collection targets and its strategic importance as a rapidly growing municipality with increasing fiscal demands. The study is grounded in both Agency Theory (AT), TAPACO and Resource-Based Theory (RBT). Agency Theory emphasizes the relationship between principals (local governments) and agents (task force staff) in ensuring that revenue collection objectives are aligned, while Resource-Based Theory highlights the importance of internal resources both tangible and intangible in achieving organizational effectiveness. Adopting a pragmatist research philosophy, the study used a convergent mixed-method research design, combining both qualitative and quantitative data to provide a holistic understanding of the research problem. Pragmatism guided the choice of methods, focusing on practical solutions and actionable outcomes. The quantitative data were analyzed using Ordinal Logistic Regression (OLR), which revealed that all independent variables significantly impact revenue collection effectiveness. A population of 75 people with a sample of 63 participants, comprising 46 respondents completed questionnaires while 17 business owners participated in semi-structured interviews. Thematic analysis was used in case of qualitative data. The findings reveal that targeted training programs, adequate resources, and active community engagement significantly enhance the effectiveness of task force staff in revenue collection. The study concludes that improving these areas will result in better revenue generation and financial stability for local governments. It is recommended that local governments increase investment in training, adopt modern technologies, and foster stronger community engagement to reduce reliance on central government funding.

Matrix Structure and Manpower Development: A Paradigm Shift

The paper examine matrix structure and manpower development;a paradigm shift. The aim of this research is to determine the extent to which matrix structure improves an organisational manpower effectiveness as well as to ascertain how matrix structure increase organisational manpower efficiency. The content analysis methodology was used in this study. The data and information used in this study are from the existing literature and previous studies. The secondary data sources include textbooks, journal articles, reports and internet. Research question raised in this paper was explored by the concept of matrix structure. The findings of the research reveal that team motivation, problem solving, skills and knowledge acquired on the job enhance manpower effectiveness while the managerial skills required in the matrix structure centred on positive on the positive achievement of the firm and individual employee. The study recommends that careful attention should be paid to the creation of matrix structure in terms of coordination, communication and control.

Advancing Organizational Effectiveness Through Strategic Workforce Planning and Technology Integration

Abstract: This comprehensive examination delves into the pivotal roles of strategic workforce planning and technological advancements in bolstering organizational effectiveness. Spanning various critical dimensions such as human resource demand forecasting, strategic recruitment and selection, employee training and development, diversity and inclusivity, and the integration of technology in HR practices, the paper articulates a multi-faceted approach to optimizing workforce capabilities. By leveraging predictive analytics, organizations can forecast future employment needs, while AI-enhanced recruitment processes streamline candidate selection, ensuring alignment with organizational goals. The deployment of advanced training methodologies, coupled with a focus on creating a diverse and inclusive work environment, not only enriches organizational culture but also drives innovation and improves overall performance. The paper further explores the strategic use of HR analytics, AI in recruitment, and digital platforms in employee development and engagement, highlighting their significance in adapting to the evolving work landscape. Through an in-depth analysis, it becomes evident that the integration of strategic HR planning and cutting-edge technologies is not merely an option but a necessity for organizations aiming to thrive in the competitive global market.

The Impact of HRM Practices on Employee Performance: A Study on Readymade Garments Sector in Bangladesh

This study explores the impact of Human Resource Management (HRM) practices on employee performance in the Readymade Garments (RMG) sector of Bangladesh, employing qualitative data collection methods to gain in-depth insights. As the RMG sector plays a pivotal role in Bangladesh’s economy, understanding how HRM practices influence employee performance is essential for organizational growth and effectiveness. Data were collected through semi- structured interviews with HR managers, team leaders, and employees from various RMG firms, as well as focus group discussions. The research focused on key HRM practices including recruitment and selection, training and development, performance appraisal, compensation and benefits, and employee relations. These practices were examined to understand their perceived impact on employee performance, such as job satisfaction, productivity and motivation. The qualitative analysis reveals that effective recruitment and selection practices are crucial in aligning employee skills with job requirements, leading to higher performance levels. Comprehensive training programs are valued for enhancing skills and boosting confidence, which positively affects productivity. Transparent and fair performance appraisals are seen as motivating employees and fostering a sense of achievement. Competitive compensation and supportive employee relations contribute to job satisfaction and commitment, driving overall performance. The findings indicate that while HRM practices in the RMG sector are generally effective, there are areas for improvement. This research provides actionable insights for HR professionals and organizational leaders aiming to improve performance outcomes in the RMG sector.

Effects of Consistency in Healthcare Settings on Employee Performance in Zanzibar’s Public Health Facilities: An Analytical Study

This study investigates the impact of consistency on employee performance within Zanzibar's healthcare sector. Consistency, encompassing core values, agreement, and coordination/integration, is essential in maintaining high standards of care and ensuring alignment with organizational goals. Using a cross-sectional descriptive design and quantitative approach, data were collected from 288 healthcare employees with a minimum three-month tenure of the four selected district hospitals in Zanzibar through structured questionnaires, and responses were analysed using descriptive statistics and multiple regression analysis with the aid of IBM SPSS (Version 25). The results revealed that while consistency is a critical factor in organizational culture, its relationship with employee performance is weak and statistically insignificant. Specifically, the regression analysis indicates that an increase in consistency is associated with a slight decrease in employee performance, a finding that contrasts with previous studies. Despite this, the study identifies the importance of core values and coordination/integration as distinct constructs that contribute uniquely to organizational consistency. The study concludes that while consistency is important, its influence on employee performance may be more complex than previously understood. The findings suggest the need for targeted interventions to enhance specific aspects of consistency, such as cross-departmental coordination and management practices, to improve organizational effectiveness. Future research should focus on exploring these interventions and their impact on employee performance and patient care outcomes in healthcare settings.

Key drivers of organisational effectiveness in churches: a qualitative study of pastors’ and leaders’ perspectives in Accra, Ghana

Purpose This study aims to identify key drivers contributing to the holistic organisational effectiveness (OE) of Orthodox/Protestant and Charismatic/Pentecostal churches in Accra, Ghana. Design/methodology/approach This qualitative study involved semi-structured interviews with 20 church leaders from 20 churches: 12 Charismatic/Pentecostal churches and 8 from Orthodox/Protestant churches. A thematic analysis uncovered primary themes and sub-themes influencing Church OE. Findings Four primary drivers were identified – financial, operational, structural and attitudinal/behavioural factors – each with distinct sub-dimensions. Together, these elements provide a nuanced view of OE in churches, revealing practical strategies for enhancing management and operational efficiency. These drivers collectively offer a comprehensive framework, enabling church leaders to target and strengthen key areas, promoting better performance and sustainability. Originality/value This study contributes empirical evidence supporting the multidimensional nature of OE theory within a church context. It illustrates how these factors collectively enhance operational efficiency, offering church-specific insights and practical tools for church leaders.

Government‐level public leadership development in the United States

AbstractThis paper examines 201 leadership development programmes run by government agencies in the United States. It focuses on in‐service training provided to civil servants at the federal and state levels. The aim of this paper involves identifying and discussing the main curriculum themes that underpin those training programmes. Based on the analysis and interpretation of these programmes, it proposes directions for future public administration research.Points for practitioners Five curriculum themes—mentoring, leading change, emotional intelligence, diversity and equity, and crisis leadership—underpin the leadership training programmes of government agencies. These public organisations should be viewed and conceptualised not only as bureaucracies but also as communities of learning. It is crucial to measure these training programmes’ organisational outcomes and effectiveness.

Predicting Mediation Role of Person-Environment Fit on Contextual Performance: Study in Indonesian Correctional Organization

ABSTRACT This study examined the mediating role of person – environment fit in the relationships of perceived organizational support and proactive personality on contextual performance. A total of 171 officers in correctional facilities in Nusakambangan Island returned usable questionnaires. Data were analyzed using SmartPLS 4. Results showed that person – environment fit partially mediated the influence of perceived organizational support and proactive personality on contextual performance. This study contributes to the existing literature by investigating and predicting the mediating role of person – environment fit which was little highlighted by previous research. The study is expected to provide insight, evidence, and knowledge for academics, HR managers, and correctional policymakers that improving officer contextual performance, improving organizational support, and attracting and retaining officers with proactive personalities can increase opportunities for organizations to build strong human resources and in turn contribute to contextual performance that can improve the achievement of organizational effectiveness.

Collaborative governance of an integrated system for collecting contributions for social health insurance, pension, and taxes from the informal sector: a synthesis of stakeholder perspectives

BackgroundMany low-and middle-income countries have adopted social health insurance schemes. However, the collection of contributions from the large informal sector of these economies poses a significant challenge. Employing an integrated system of contribution collection from all relevant institutions may be cost-effective. We used the integrative framework for collaborative governance, to explore and explain factors that may shape the governance of an integrated system for collecting contributions for social health insurance, pension, and taxes from the informal sector in Zambia.MethodsWe undertook a qualitative case study involving 25 key informants drawn from government ministries and institutions, cooperating partners, non-governmental organizations, and association representatives in the informal sector. Data were analyzed thematically using Emerson’s integrative framework for collaborative governance.ResultsThe main drivers of collaboration included a need for comprehensive policies and legislation to oversee the integrated system for contribution collection, prevent redundancy, reduce costs, and enhance organizational effectiveness. However, challenges such as leadership issues and coordination complexities were noted. Factors affecting principled engagement within the collaborative regime consisted of communication gaps, organizational structure disparities, and the adoption of appropriate strategies to engage the informal sector. Additionally, factors influencing shared motivation involved concerns about power dynamics, self-interests, trust issues, corruption, and a lack of common understanding of the informal sector.ConclusionThis study sheds light on a multitude of factors that may shape collaborative governance of an integrated system for contribution collection for social health insurance, pension, and taxes from the informal sector, providing valuable insights for policymakers and implementers alike. Expanding social health insurance coverage to the large but often excluded informal sector will require leveraging factors identified in this study to enhance collaboration with pension and tax subsystems.

The Effects of Electronic Health Records on Medical Error Reduction: Extension of the DeLone and McLean Information System Success Model.

Medical errors are becoming a major problem for health care providers and those who design health policies. These errors cause patients' illnesses to worsen over time and can make recovery impossible. For the benefit of patients and the welfare of health care providers, a decrease in these errors is required to maintain safe, high-quality patient care. This study aimed to improve the ability of health care professionals to diagnose diseases and reduce medical errors. Data collection was performed at Dr George Mukhari Academic Hospital using convenience sampling. In total, 300 health care professionals were given a self-administered questionnaire, including doctors, dentists, pharmacists, physiologists, and nurses. To test the study hypotheses, multiple linear regression was used to evaluate empirical data. In the sample of 300 health care professionals, no significant correlation was found between medical error reduction (MER) and knowledge quality (KQ) (β=.043, P=.48). A nonsignificant negative relationship existed between MER and information quality (IQ) (β=-.080, P=.19). However, a significant positive relationship was observed between MER and electronic health records (EHR; β=.125, 95% CI 0.005-0.245, P=.042). Increasing patient access to medical records for health care professionals may significantly improve patient health and well-being. The effectiveness of health care organizations' operations can also be increased through better health information systems. To lower medical errors and enhance patient outcomes, policy makers should provide financing and support for EHR adoption as a top priority. Health care administrators should also concentrate on providing staff with the training they need to operate these systems efficiently. Empirical surveys in other public and private hospitals can be used to further test the validated survey instrument.

The Influence of Transformational Leadership and Organizational Justice on Innovative Work Behavior: the Mediating Role of Psychological Capital and Knowledge Sharing

Innovative work behavior is every Civil Servant (PNS) must have to encourage individuals to produce new thoughts, methods and work processes that can be used to increase organizational efficiency and effectiveness. Research on innovative work behavior for civil servants still needs to be widely researched, especially in developing countries. For this reason, this research aims to identify the influence of transformational leadership, organizational justice, psychological capital, and knowledge sharing on innovative work behavior. Data collection was carried out in a single cross-sectional using purposive sampling. The research sample was obtained from Civil Servants who work at State Institutions of Government in Indonesia. The data was processed using Structural Equation Modeling (SEM) with the Partial Least Square SEM (PLS-SEM) with 385 respondents. The results of this study prove a positive and significant relationship between transformational leadership, organizational justice, psychological capital, and knowledge sharing on innovative work behavior. In addition, empirical results show that psychological capital and knowledge sharing can partially mediate the relationship between transformational leadership and organizational justice on innovative work behavior. State Institutions of Government are expected to receive input and suggestions regarding the implementation of leadership and organizational policies so that employees have a positive psychology and a desire to share knowledge and skills so that they can create new ideas as organizational innovations.

The Role of Environmental Audits in Enhancing Sustainability in Industrial Property Management. Insights From Nairobi County

Nairobi, the capital city of Kenya, is experiencing significant environmental challenges, with pollution levels reaching unprecedented heights. This issue is particularly evident in the Nairobi River Basin, which comprises the Nairobi, Ngong, and Mathare Rivers. The basin is a focal point of concern due to the widespread discharge of untreated industrial waste into its waters. The city's high population density, coupled with the concentration of industries, exacerbates the environmental impact, making Nairobi the most affected region in the country in terms of pollution. Among the various sources, industrial pollution emerges as a major contributor, prompting the National Environmental Management Authority (NEMA) to intervene and hold accountable the industries responsible for these environmental violations. This study set out to analyze the role of environmental audits in the management of industrial properties, focusing on a case study of industrial properties in Nairobi. The research targeted three key industrial areas: Nairobi Industrial Area, Baba Ndogo, and the industries along Nairobi-Mombasa Road. The study's target population consisted of 487 respondents, comprising 440 property managers and 47 NEMA County directors. Using Yamane’s 1967 formula, the sample size was determined to be 211 respondents. The study employed a simple random sampling method for data collection, utilizing questionnaires and interviews to gather information. Data analysis was conducted using descriptive statistics with SPSS version 24, and interpretation was guided by a theoretical framework and previous research. The study found that environmental audits significantly enhance industrial performance by improving organizational effectiveness, ensuring regulatory compliance, and boosting competitive advantage. They also raise awareness of environmental impacts, enhance corporate reputation, and provide valuable data for investors. However, challenges such as corruption, regulatory bias, and high audit costs persist. The research underscores the importance of environmental management and recommends that property managers strategically implement audit systems to support sustainable industrial growth and regulatory compliance

THE IMPACT OF ADMINISTRATIVE EMPOWERMENT OF EMPLOYEES IN ENHANCING THE ADOPTION OF HUMAN RESOURCES GOVERNANCE PRINCIPLES ACCORDING TO ISO 30804 STANDARD - A FIELD STUDY OF THE ALGERIAN ELECTRICITY PRODUCTION COMPANY, M'SILA UNIT

Objective: This study evaluates administrative empowerment application among employees at M'Sila Unit, assesses adherence to human resources governance principles, and analyzes the relationship between empowerment and governance. It aims to determine if empowerment positively influences human resource governance. Theoretical Framework: The theoretical framework outlines the concepts of administrative empowerment and human resources governance. It discusses the role of organizational structure, self-determination theory, and stakeholder theory in empowering employees. It also discusses the importance of balancing stakeholder interests and addressing agency problems. The framework suggests citing relevant literature, visual representation, and real-world examples to support the research and understanding of the relationship between administrative empowerment and HR governance. Method: The research design, participants, questionnaire development, data collection procedure, statistical tools, reliability and validity, and limitations of the method are all essential aspects of a research study. The study's objectives, target population, sample size, sampling technique, questionnaire structure, data collection procedure, ethical considerations, and statistical tools used are also discussed. The method section should include examples, flowcharts, diagrams, and pilot studies for clarity. Results and Discussion: The study focuses on administrative empowerment and HR governance principles in the Algerian Electricity Production Company. Descriptive statistics are presented, along with correlation and regression analyses. Key findings highlight the positive impact of administrative empowerment on HR governance principles. The study's findings are compared with existing literature, theoretically and practically, and provide actionable recommendations for improvement. Limitations include sample size and generalizability issues. Future research should address these limitations. Research Implications: The research on administrative empowerment and human resources governance at the Algerian Electricity Production Company - M'Sila Unit has significant theoretical and practical implications. It contributes to existing literature, validates existing theories, and proposes new theories. Practical implications include organizational strategies, policy development, and training programs. The research also impacts human resources practices, employee engagement, performance management, and the broader energy sector. Future research directions include exploring gaps and promoting longitudinal studies. The findings emphasize the importance of addressing the relationship between empowerment and HR governance for organizational effectiveness. Originality/Value: The Originality/Value section of a research paper highlights the unique contributions and significance of a study on administrative empowerment and human resources governance at the Algerian Electricity Production Company - M'Sila Unit. It identifies gaps in existing literature, provides context-specific insights, and uses an innovative methodology. The research also offers practical recommendations and policy implications, enhancing employee engagement and organizational performance. It also provides a foundation for future studies in management and human resources.