Organizational Workforce Research Articles

Discrimination in the hiring process – state of the art and implications for policymakers

PurposeDespite the increasing heterogeneity of the organizational workforce – as a consequence of major worldwide socioeconomic trends – a considerable number of studies shows how traditionally underrepresented groups still face significant barriers in entering the labor market. Literature has highlighted several grounds for discrimination: ethnicity, age, gender, religion, social status, sexual orientation, etc., and while some of these are extensively investigated (e.g. ethnicity), other fields are still gaining evidence (e.g. social status).Design/methodology/approachIn the current paper, we aim at providing a review of current experimental studies aimed at detecting discrimination in hiring and the possible interventions to reduce bias. Then, we offer a point of reflection for policymaking, analyzing whether such issue should be addressed at the level of the individual (i-frame) or rather at a more systemic level (s-frame).FindingsThe paper provides substantial evidence that discrimination in hiring still exists, despite the never greater pressure for firms’ social sustainability. Further, existing interventions appear to have an overall limited impact in reducing bias. Hence, we suggest that the issue of discrimination in hiring should be tackled at a systemic level, by means of s-frame interventions.Originality/valueThe paper offers a comprehensive understanding of the phenomenon by systematizing the existing body of knowledge deriving from empirical research and offering a broad perspective onto policy implications.

Workplace Diversity: Hidden Treasure for Boosting Organizational Performance

Today, many organizations recognize the significant impact of workplace diversity on performance outcomes at all organizational levels. Managers and leaders have embraced differences in organizational workforce members through diversity management initiatives, training and programs that yield competitive advantages. The present study contributes to the extant research by developing a new conceptual model that demonstrates relationships between workplace diversity and organizational performance as mediated by diversity management and moderated by multi-level organizational variables. A strong relationship between workforce diversity and excellence in organizational outcomes has grown constantly during the last decade. Practical implications and recommendations are discussed.

Organizational Workforce Management in the Digital Age: The Role of Technocultural Interventions in Mitigating the Negative Impacts of AI-Driven Technological Change

This study explores the impact of AI-driven technological change on workforce management, focusing on job displacement, employee satisfaction, and productivity. A mixed-method approach was employed, including logistic regression, K-means clustering, and multivariate regression analysis, to evaluate the effectiveness of technocultural interventions (upskilling programs, ethical AI frameworks, and innovation culture). Data was sourced from the U.S. Bureau of Labor Statistics (BLS) and survey questionnaires. Logistic regression revealed that routine AI adoption showed a weak positive relationship with job displacement (B = 0.013, p = 0.111), but the overall model was not statistically significant. The K-means clustering identified three distinct organizational patterns in adopting technocultural interventions. Multivariate regression highlighted the substantial role of leadership commitment in increasing employee satisfaction (B = -0.067, p = 0.039) but found limited direct effects of upskilling programs and AI frameworks on productivity. Based on the findings, the study highlights the importance of customized, sector-specific interventions and recommends that organizations integrate leadership and ethical considerations to manage AI-driven changes effectively.

Job Satisfaction and Job Involvement among Non-Academic University Employees in Bangladesh

The need for skilled manpower in universities is immense to keep pace with the present changing modern world. Organizational factors like job satisfaction and job involvement have been identified as leading factors impacting skilled workforce in various organizations as well as in universities. The purpose of the present study was to explore the relationship between job satisfaction and job involvement of non-academic employees in Chittagong University in terms of job position and gender. The study was conducted on 180 respondents purposively selected from the registrar office, different halls, faculties, medical centre and the office of the various departments of the University of Chittagong. The age of the respondents ranged in between 22 and 62 years. The Bangla versions of job satisfaction scale and job involvement scale were used to collect the necessary data. The findings of the present study showed that job satisfaction of the first class non-academic employees of the university was greater than those of the third and fourth class employees (F = 11.69, df = 2/ 174, p < .001). Consistent with this, job involvement of the first class non-academic employees was found to be greater than the third and fourth class employees (F = 6.81, df = 2/ 174, p < .001). A significant positive correlation between job satisfaction and job involvement of non-academic employees was also evident (r = .47, p < .01). The Chittagong Univ. J. B. Sci., Vol. 10(1 &2):201-216, 2020

Fragmentation in One Health policy and practice responses to antimicrobial resistance and the salutary value of collaborative humility

This paper investigates One Health (OH) applied to antimicrobial resistance (AMR) to deepen and nuance its conceptual underpinnings and inform effective implementation. We consider how models of OH and AMR wedded to bioscience assumptions of life obscure biosocial complexity and reinforce the misleading assumption that scientific knowledge of AMR is generated outside social systems. With reference to in-depth interviews with medical practitioners, scientists and policy-makers working on AMR in Australia and the UK, we explore accounts of OH action on AMR. We show that the implementation of OH is subject to some fragmentation due to workforce organisation, funding arrangements and the absence of detailed guidance for translating OH into practice. Despite OH aspirations for transdisciplinary cooperation and innovation, human-centrism and somewhat incommensurable professional and scientific views on OH constrain trust in the policy approach and limit effective action. We discuss how, in some settings, OH action on AMR does resemble policy aspirations when emphasis is placed on collaborative humility, a finding that underlines OH’s biosocial character. We argue for the development of more robust biosocial models of OH to guide its application to AMR in real world settings.

THE ROLE OF HR IN PROMOTING DIVERSITY AND INCLUSION IN NON-GOVERNMENT ORGANIZATION

In today's globalized and interconnected world, the discourse surrounding diversity and inclusion has become increasingly pertinent, resonating deeply within organizational landscapes worldwide. Non-Government Organizations (NGOs) in India, serving as critical agents of social change and development, are no exception to this paradigm shift. As these organizations navigate complex societal challenges, the imperative to foster diversity and inclusion within their ranks emerges as a crucial component of their mission and operational ethos. The burgeoning importance of diversity and inclusion within organizations stems from a recognition of the multifaceted benefits they offer. Beyond mere compliance with legal and ethical standards, embracing diversity encompasses harnessing a wide array of perspectives, experiences, and talents within an organization's workforce. Inclusion, on the other hand, entails creating an environment where every individual feels valued, respected, and empowered to contribute their fullest potential. Together, these principles not only foster innovation and creativity but also enhance organizational performance and competitiveness in an ever-evolving global marketplace.

Quality By Plan Approach-To Explanatory Strategy Approval

The analyst points to consider Quality By Plan Approach-To Explanatory Strategy Approval first Increment the proficiency of planning different steps. That includes creating strategies utilizing quality rules. Private transport trade organization and to clarify the different steps. Concerning the advancement of strategies employing a quality approach to explanatory strategies for examining private transport commerce organizations .Cargo sending could be a benefit trade that plays an imperative part in disseminating items to both household and universal markets. Cargo forwarders are dependable for moving products at each arrange of the supply chain. (from crude materials/primary items Middle of the road items and wrapped up products). The condition of the trade subsequently depends on the amount of merchandise which varies agreeing to the financial circumstance of the nation. Transportation trade is another commerce that's picking up ubiquity. Numerous business visionaries are turning to contribute in this trade. And it is likely to go well and grow even more within the future when numerous transportation businesses emerge. The way to bring your claim commerce to outlive and gotten to be one of the best choices among buyers is to get it the market outline of this sort of commerce. Counting taking after news within the important industry circles. To be able to apply it to commerce techniques within the transportation trade. Patterns and significance worth keeping an eye on: The transportation trade has begun to play a part and has been broadly known for some time presently. Within the past five a long time The transportation commerce slant has gotten a parcel of consideration. Since it not as it were makes a difference drive expansive mechanical businesses. but too makes a difference transport products and administrations of little business people. Broaden the course of organizations from B2B (Business-to-Business) commerce to more B2C (Business-to-Customer) trade The slant of transportation commerce in Thailand within the past period. It must be conceded that the transport commerce slant in Thailand is presently exceptionally well known. Counting the inclination to continue to develop within the future. The investigate strategy chosen by the analyst is quantitative investigate. Utilizing interviews as a inquire about device. administrators and work force of private transportation commerce organizations by analyzing quality plan approaches to review examination strategies, counting 1) benefit quality, counting capacity, get to administrations Communication Unwavering quality, security 2) Generally quality administration incorporates cleanliness, comfort, cleanliness, cleanliness, and building propensities. The results is methodologies and frequencies relating to checking and control. Concurring to the definition given by ICH Q10, a control strategy can "be a organized set of controls gathered from current thing and handle understanding that ensures plan execution and thing quality.

Navigating the Hybrid Workforce: Challenges and Strategies in Modern HR Management

This study explores the complexities surrounding the management of a hybrid workforce in contemporary organizations, with a specific focus on PT. Darmasindo Intikaret. The research investigates the relationships between workforce productivity, employee satisfaction, organizational adaptation, and the adoption of hybrid work arrangements. Through a comprehensive analysis utilizing path analysis techniques, the study reveals significant direct and indirect effects among these variables. Findings highlight the pivotal role of organizational adaptability as a mediator, facilitating the successful implementation of hybrid work practices. The research underscores the importance of fostering organizational adaptability and prioritizing initiatives to enhance workforce productivity and employee satisfaction to navigate the challenges and opportunities presented by the hybrid workforce paradigm effectively. By embracing these insights, organizations can position themselves for success in an increasingly dynamic and evolving work environment.

The Impact of Work Engagement on the Agility of the Organization's Workforce X

Digital transformation is increasingly necessary in the public sector and is a government strategy imperative. ASNs working in Organization X need to be agile to adapt to the changing environment and the current digital acceleration. Higher work engagement among employees will lead to increased motivation and improved workforce agility. This research takes a quantitative approach in the form of non-experimental methods. Regression analysis was used as the analysis technique to investigate the impact of work engagement on employee agility of ASN employees in company X. The study sampling consisted of 122 interviewees. The results indicate a significant positive correlation between work engagement and workforce agility. Further research is expected to deepen the information by interviewing relevant parties to verify and strengthen the phenomenon.

Human resources challenges in global health organizations: Managing a diverse and dispersed workforce

In the dynamic landscape of global health organizations, Human Resources (HR) faces unique challenges in managing a diverse and dispersed workforce. This review explores the multifaceted issues that HR professionals encounter while navigating the intricacies of global health settings. One of the foremost challenges is the diversity inherent in the workforce of global health organizations. These entities often bring together professionals from diverse cultural, educational, and professional backgrounds, creating a melting pot of perspectives and approaches. HR must devise strategies to foster inclusivity, address cultural differences, and promote effective communication to harness the collective strength of this diverse talent pool. Furthermore, the dispersed nature of global health organizations presents a logistical challenge for HR management. With teams spread across different geographic locations, time zones, and cultural contexts, coordinating and integrating human resources practices becomes inherently complex. Virtual collaboration tools and innovative communication strategies become imperative to bridge the geographical gaps and create a cohesive organizational culture. Managing talent retention and development in such a context becomes crucial. HR professionals need to design policies and programs that cater to the professional growth and well-being of employees regardless of their physical location. This involves implementing virtual training programs, mentorship initiatives, and performance evaluation systems that transcend geographical boundaries. Moreover, compliance with local and international labor laws adds another layer of complexity to HR management in global health organizations. Navigating the legal landscape and ensuring adherence to diverse regulatory frameworks require a nuanced approach and continuous monitoring. Human Resources faces a myriad of challenges in global health organizations, from fostering diversity and inclusion to navigating the complexities of a dispersed workforce. Successfully addressing these challenges demands a strategic and adaptive HR approach, leveraging technology, cultural sensitivity, and innovative practices to create a unified and thriving global health workforce.

Organizational Workforce Transformation: E-Government as a Bridge with Digital Capabilities and Monitoring Medias

The concept of good government (good government governance) is one of the elements that must be intertwined with thE-Government and the private sector. The aim of this research is to determine the influence of E-Government and Employee Commitment on improving employee performance through Digital Competence at the Greater Surabaya General Election Supervisory Agency. This study uses a quantitative approach. The data collection technique used in this research is Google Form. Data analysis was carried out through direct and indirect influence tests. This test was carried out using the SmartPLS statistical program and looked at the total direct effect and indirect effect calculations. The results of this research are that employee commitment has a positive and significant direct influence on employee performance, employee commitment has a positive and significant direct influence on digital competence, digital competency has a positive and significant direct influence on employee performance, E-Government has an influence positive and significant direct influence on employee performance, while the indirect influence is that employee commitment has a positive and significant direct influence on employee performance through digital competency as mediation, and digital competency functions as partial mediation, and for E-Government it has a positive direct influence and significant to employee performance through digital competence as mediation, where competence functions as partial mediation. This means that the better the implementation of E-Government and Employee Commitment, the greater the increase in Digital Competence so that it can improve employee performance at the Greater Surabaya General Election Supervisory Agency.

Impact of Work-Life Conflict on Employee Performance: A Study of Kabul Afghanistan

In today's developing world, the matter of work-life conflict and its impact on employee performance was the focal point of organizational behavioral researchers for decades. Each individual engaged in a struggle to uphold their rights and aimed to attain a reputable position to enhance their living standards for a more comfortable life. The efforts exerted by employees to earn a livelihood were not solely for personal success but also for the betterment of their family life and safety.
 This study investigated the work-life conflict and its impact on employee performance in the cultural context of Afghanistan. Open-ended questionnaires were used as a technique for data collection from survey respondents who lived and worked in non-government organizations in Kabul, Afghanistan. Kabul was chosen as the survey location due to its status as the capital and largest population city in Afghanistan. The aim was to explore the work-life matters of Kabul's inhabitants and understand their impact on the workforce in various non-government organizations in the city.
 A qualitative research method was employed, utilizing both primary and secondary approaches for data and information collection. Primary data was collected through the use of questionnaires. The research provided sufficient information about work-life conflicts and their impact on employee performance, contributing to changes in skills and attitudes. Non-government organizations in Afghanistan actively sought to enhance flexibility and openness for all individuals, including stakeholders, managers, subordinates, and clients. Both non-government and private organizations in Afghanistan focused on furthering improvements and progress for their employees.

Facilitators and Barriers to Scaling-Up Integrated Care for Arterial Hypertension and Type 2 Diabetes in Slovenia: Qualitative Study.

Arterial hypertension and type 2 diabetes are significant contributors to global non-communicable disease-related mortality. Integrated care, centred on person-centred principles, aims to enhance healthcare quality and access, especially for vulnerable populations. This study investigates integrated care for these diseases in Slovenia, providing a comprehensive analysis of facilitators and barriers influencing scalability. Qualitative methods, including focus group discussions and semi-structured interviews, were employed in line with the grounded theory approach. Participants represented various levels (micro, meso and macro), ensuring diverse perspectives. Data were collected from May 2019 to April 2020, until reaching saturation. Transcripts were analysed thematically using NVivo software. Nine categories emerged: Governance, Health financing, Organisation of healthcare, Health workforce, Patients, Community links, Collaboration/Communication, Pharmaceuticals, and Health information systems. Some of identified barriers were political inertia and underutilisation of research findings in practice; outdated health financing system; accessibility challenges, especially for vulnerable populations; healthcare workforce knowledge and burnout; patients' complex role in accepting and managing their conditions; collaboration within healthcare teams; and fragmentation of health information systems. Peer support and telemedicine were the only two potential solutions identified. This study offers a comprehensive evaluation of integrated care for hypertension and type 2 diabetes in Slovenia, featuring insights into facilitators and barriers. These findings have implications for policy and practice. Monitoring integrated care progress, refining strategies, and enhancing care quality for patients with these two diseases should be priorities in Slovenia.

A review of predictors and outcomes of work engagement in nonprofit organizations

The study proposes a conceptual model of antecedents and consequences of work engagement in non-profit organizations (NPOs) using the job demands-resources (JD-R) model by employing an extensive literature review. For this investigation, a thorough search of the literature was done to find conceptual and empirical publications. Based on the previous literature review, there were twenty-one studies have been included. It has been discovered that personal resources, job expectations, and job resources all play a significant part in keeping NPO staff engaged. Researchers have recommended philanthropic resources as novel resources in the JD-R model since the study shows that employees in non-profit organizations (NPOs) are engaged in philanthropic activities and exhibit distinct nature of work orientation compared to the workforce in profit-oriented organizations. The study's novelty stems from introducing new variables such as service consciousness, altruism, compassion, and belief in human benevolence under philanthropic resources. Second, emotional demand is proposed as a new variable under job demand. Third, ethical and authentic leadership are offered as new variables under job resources.

Knowledge capitalization and perceived fairness of reward in real estate sector: mediating role of shared leadership

Purpose The COVID-19 pandemic brought uncertain working patterns in a volatile, uncertain, complex and ambiguous world wherein unleashing power of knowledge became prototypical for real-time decision-making capacity of organizational workforce. Drawing from Vroom’s expectancy theory, this study aims to investigate whether shared leadership (SL) mediates the impact of perceived fairness of rewards (PFR) on knowledge capitalization (KC). Design/methodology/approach A survey of 484 employees in the Indian real estate industry was completed in two phases. Confirmatory factor analysis and structured equation model were applied for analysis and hypothesis testing. Findings PFR positively affected employee’s KC in Indian real estate industry. Also, SL partially mediated the effect of PFR on KC. Practical implications This study indicates the positive impact of PFR on employees’ KC and demonstrates position of SL for boosting its occurrence in organizations. Originality/value To the best of the authors’ knowledge, this paper is the first to investigate the mediating role of SL between relationship of PFR and KC of employees.

FOSTERING CONSISTENT AND ENGAGING CARE FOR PEOPLE WITH DEMENTIA IN LONG-TERM CARE

Abstract Maintaining a stable and qualified direct care workforce in long-term care organizations has become increasingly difficult as shortages intensify, turnover increases, and the use of agency staff remains at high levels. Efforts to improve this situation need to include high quality training that is incorporated into onboarding, ongoing continuing education, and infused into the culture of the organization. Using data from our ongoing NIA-funded study, “Meaningful Engagement and Quality of Life among Assisted Living Residents with Dementia,” we describe the competencies used by direct care workers (DCWs) with exceptional capacity, or ability and resources to engage people with dementia, and the factors that promote or limit the development and use of these competencies. Focal residents with dementia (N=66) were followed at eight diverse assisted living communities for one year and 53 DCW were interviewed across three waves of data collection. Interview transcripts and fieldnotes from more than 2000 hours of observation were analyzed using a grounded theory approach. Organized by four engagement approaches: knowing the person, connecting with and meeting people where they are, being in the moment, and viewing all encounters as opportunities, we identified competencies and the multiple intersecting factors which impact meaningful engagement and competency development including community staffing, consistent assignment, scheduling, DCW training, DCW tenure, and community resources. Implications for practice, which emphasize the elaboration of specific competencies, have the potential to inform the development of DCW training, the promotion of supportive work environments, and social policy that support person-centered dementia care.

Conceptualization, development, and early dissemination of eMPACTTM: A competency-based career navigation system for translational research professionals.

Purposeful training and ongoing career support are necessary to meet the evolving and expanding roles of clinical research professionals (CRP). To address the training and employment needs of clinical research coordinators (CRCs), one of the largest sectors of the CRP workforce, we designed, developed, and implemented an online career navigation system, eMPACTTM (eMpowering Purposeful Advancement of Careers and Training). A design-based research method was employed as an overarching approach that frames iterative design, development, and implementation of educational interventions. The five major phases of this project - conceptualization, task analysis for measurement development, algorithms development, algorithms validation, and system evaluation - presented specific goals and relevant methods. The results reported how the eMPACTTM system was conceptualized, developed, and validated. The system allowed CRCs to navigate tailored training and job opportunities by completing their task competencies and career goals. The data sets could, in turn, support employees' and training coordinators' informed decisions about organizational training needs and recruitment. The early dissemination results showed steady growth in registered CRCs and diversity in users' ethnicity and job levels. The eMPACTTM service showed the possibility of supporting CRCs' individual career advancement and organizational workforce enhancement and diversity. Long-term research is needed to evaluate its impact on CRC workforce development, explore key factors influencing workforce sustainability, and expand eMPACTTM service to other CRP sectors.

CEO entrepreneurial orientation, human resource management systems, and employee innovative behavior: An attention‐based view

AbstractResearch SummaryChief executive officer (CEO) entrepreneurial orientation (EO) is an emerging topic within entrepreneurship research. This research offers the attention‐based view (ABV), and its principles of attentional focus, situated attention, and structural distribution of attention to explain how CEO EO fosters an innovative organizational workforce. We theorize that CEO EO predicts lower‐level employee innovative behavior when their top managerial attentional focus on entrepreneurship is translated into high‐performance work practices, which structurally distribute their strategic attention throughout the organization and promotes a situated attentional condition for employees emphasizing innovation. Moreover, we consider (a) human‐resource management (HRM) perceived importance and (b) departmental functional foci as boundary conditions. Using a multi‐level and multi‐source sample from 152 Chinese firms, results support our arguments.Managerial SummaryEmployee innovative behavior is critical to firm growth, renewal, and sustainability. By collecting and analyzing data on 2745 employees nested in 586 departments nested in 152 organizations, we examine the critical role that human resource management (HRM) systems and high‐performance work practices may play in translating a CEOs emphasis on entrepreneurial activity into employee innovative behavior. We offer and observe support for an attention‐based perspective that HRM systems serve as “attentional structures” which channel CEO preferences to lower‐organizational levels. Our results further indicate that an embrace of HRM as a strategic priority among top managers, as well as whether employees are in “boundary spanning” input–output areas of the business, to be meaningful factors which strengthen the effect of HRM‐based attentional structures upon employee innovative behavior.

Development of the Diversity Concept for the Construction Sector: A Bibliometric Analysis

The significance of a diverse workforce in organizations has been increasingly recognized over the past two decades due to its substantial impact on both organizational and employee performance. This study conducted a bibliometric analysis of research articles on workforce diversity in the construction sector using the Scopus and Web of Science databases. A total of 197 articles were included in the review, revealing a marked increase in research on diversity in the construction industry, with 147 articles published between 2011–2023 compared to 50 articles between 2000–2010. The University of New South Wales emerged as the most productive institution with eleven articles, followed by Loughborough University with eight articles and Universidad De Sevilla with seven articles. This study found that 459 authors contributed to the production of 197 articles. This study underscores the critical importance of diversity in the construction sector and calls for further research to devise effective diversity management strategies. It contributes to the literature by being the first bibliometric review of its kind in this sector, offering valuable insights for researchers, policymakers, and industry practitioners. It enhances our understanding of the existing literature and helps identify potential avenues for future research. This original contribution to the field is expected to stimulate further scholarly discourse and practical advancements in managing workforce diversity in the construction industry.

Assessing Teleworkforce and Electronic Leadership Favorable for an Online Workforce Sustainability Framework by Using PLS SEM

The sudden impact of COVID-19 has created a rift in the way the world, organizations, and individuals work. Although imminent, the e-organizational challenge was deemed to create a working business environment that would ensure companies and workforce adaptability to e-leadership. The previous literature shows that effective e-leadership can enhance organizational workforce sustainability and is assessed as an opportunity for teleworking. The aim of the current research is to develop an online working trajectory that implies the study of the teleworkforce and workforce sustainability relation under an electronic leadership umbrella. This analysis was performed with the help of SmartPLS (v. 4.0.0.) software and performed a structural equation model, including an online-developed 103-item questionnaire, which developed 5 constructs and 17 subconstructs. Data reveal a reliable and valid assessment tool that provides proof that workforce sustainability is connected to telework in general while being partially moderated by e-leadership. The importance of the current study stresses the need for (inter)national organizational environments to adapt to rapid technological movements, where sustainability of the teleworkforce and the adaptability of the online leadership formats and practices could result in increasing the organizational achievements from both economic and organizational perspectives.