Organizational Human Resource Research Articles

Job Satisfaction of Self Financing Engineering College Teachers: Before and During COVID 19

Job satisfaction is one of the most widely discussed issue in organizational behaviour and Human Resource Management. In present study the researcher investigated the present level of job satisfaction among the Self Financing Engineering College Teachers: Before And During COVID 19.Job satisfaction is an elusive, even mythical, concept that has been increasingly challenged and refined particularly since the Herzberg, Mauser and Synderman study in 1959. The most important information to have regarding an employee in an institution is a validated measure of his/her level of job satisfaction (Roznowski and Hulin, 1992). A better understanding of job satisfaction and factors associated with it helps top level management in educational institutions guide employees' activities in a desired direction. The morale of employees is a deciding factor in the institution's efficiency (Chaudhary and Banerjee, 2004). The affective component encompasses the good and bad feelings about a job, such as how people feel about their supervisors, co-workers, salaries, fringe benefits, office settings and commute to work. This information can be based on facts, conjecture and rumours. And a person's predisposition to respond in a favourable or unfavourable way to things on a job is the behavioural component. This aspect of an attitude determines the course of action a person chooses.

KEPEMIMPINAN TRANSFORMATIF SEBAGAI MODEL PENGEMBANGAN SUMBER DAYA MANUSIA YANG KREATIF

A leader is someone with certain softskill ability which can’t replaced by machine. Therefore, in this 4.0 revolution industries era a leader should keep their ability to solve every leadership problem and develop creative human resource. This study aims to develop a conseptual theory of transformational leadership as a basic framework to implement the development of creative human resources in organizations. A comprehensive analysis was used to explain some popular leadership styles, such as transformational leadership style, transactional leadership style, charismatic leadership styles and literature on innovation and creativity for the development of human resource empowerment models. Results revealed that the concept of transformative leadership for a creative human resource development model is a process of managing the creativity of human resources that prioritizes credibility by developing new ideas that are unique and unusual, have benefits by changing the nature, function or condition, also converting to achieve organizational goals.

잡크래프팅의 선행요인과 맥락적성과에 관한 연구 - 보상만족과 개인-직무적합성의 선행효과 분석 -

Organizations can achieve their goals and sustainable competitive advantages by having organizational members take the lead in their duties. Accordingly, many researchers have conducted research on effective human resource management, and recently, the concept of job crafting has been focused on. Job crafting is a modern job design method in which an individual actively predicts the environment and redesign their job. Thus, many studies have suggested that job crafting has a positive effect on employees’ job performance. As a result, this study tried to investigate the antecedents that increase employees’ job crafting. Specifically, in the context of extrinsic and intrinsic compensation, we sought to demonstrate the effects of rewards satisfaction and person-job fit(P-J Fit) on job crafting. In addition, this study investigated the mediating effect of job crafting in the relationship between the antecedents (i.e., rewards satisfaction and person-job fit) and job performance. To test the hypotheses, we used the data of a questionnaire of 310 team leaders and employees working at four universities in Chung-cheong province in South Korea. The results of our study suggested that reward satisfaction, one of the extrinsic rewards, plays a critical role as an antecedent that increases job crafting. In terms of intrinsic reward, personal-job fit was positively related to job crafting. In addition, both reward satisfaction and personal-job fit were found to enhance contextual performance through job crafting. These results show that both extrinsic and intrinsic rewards can be a precursor to job crafting, and can positively influence organizational and individual performance through job crafting. Based on these results, this study suggests the importance of job crafting in order to increase the value of the organization's human resources. In addition, this study shed new light on the fact that reward satisfaction and person-job fit can be an important antecedent to promote job crafting. This study also gives significant implications by demonstrating the mediating effect of job crafting that leads to organizational performance.

Корпоративне підприємництво: стан, організаційний дизайн, проблеми і перспективи розвитку

The article is devoted to the exploration of relevant issues of the development of corporate entrepreneurship organizational design in Ukrainian organizations. The implementation of corporate entrepreneurship organizational design provides acceleration of internal innovation process, increase of its effectiveness, identification and intensification of new opportunities for growth and creation of new businesses. The implementation of structures, definition of their functions, and description of the processes and formal relationships, which may encourage potential corporate entrepreneurs to generate and commercialize internal innovative initiatives, are becoming extremely relevant for Ukrainian business environment. A research map and questionnaire were developed in order to conduct the empirical investigation of existing design practices for corporate entrepreneurship in Ukrainian organizations, and a survey was compiled through questionnaires with the use of Google forms. The results of the research revealed that Ukrainian organizations implement structures, processes, systems and norms, which stimulate corporate entrepreneurs, and initiate internal innovative projects. At the same time, design practices for corporate entrepreneurship in Ukrainian organizations are characterized by a lack of integrity. This blocks quick development of innovations by internal venturing teams and their transformation into a value for business. Potential corporate entrepreneurs often leave the organization to start their own businesses because of the absence of internal organizational conditions for realizing their innovative ideas. The consequence of this situation is the emergence of a powerful ambitious competitor, thus, the strategic competitive position of the organization may suffer. The practical value of the research is to obtain empirical data about the state of implementation of the corporate entrepreneurship system in Ukrainian organizations and explore the parameters of its organizational design, such as: quality of internal organizational climate and human resources for the implementation of the corporate entrepreneurship process, development and implementation of corporate entrepreneurship programs, mechanisms for financing internal entrepreneurial initiatives of employees, legal support of corporate entrepreneurship, incentives and rewards for internal entrepreneurial behavior, and information distribution models and organizational forms of corporate entrepreneurship. The research results can serve as an information base for the formulation of recommendations for implementation of integral and effective organizational design aimed at retention and development of corporate entrepreneurs, and realization of their internal entrepreneurial initiatives in organizational context.

Factors Influencing Outsourcing Services in Iranian Medical Centers: A Systematic Review

Background: Identifying the key factors effective on outsourcing can play a significant role in helping healthcare decision makers to present solutions to improve the outsourcing situation. This study was conducted in order to systematically review the factors influencing the decision making to outsource the services of Iranian medical centers. Methods: Data was collected through searching for keywords in Google Scholar, PubMed, Scopus, Web of Science, Science direct, Magiran, SID and Irandoc databases from January 2010 to December 2020. Also, the quality of the studies was measured and verified by three experts utilizing the Strobe checklist. Researchers classified results achieved by the study. Results: 10 articles were selected that responded to the study's questions. 44 components in seven dimensions including (economic and financial components, components of laws and regulations (legal), components of supervision and control, components of service type, components of executive capability of the organization, components of the external environment of the organization and components human resources) were recognized on the decision to outsource services in medical centers in Iran. Conclusion: olicy makers at the decision-making level and managers at the executive level should consider the efficient components and dimensions before deciding to execute outsourcing in units according to the wanted structure, process and consequences, and then make the needed decision regarding the implementation.

Juridical Analysis of Implementation of Rights Transfer to Land & Buildings with Sale and Purchase Deed

The purpose of this research is to analyze and find out: 1). Implementation of the transfer of rights to land and buildings with a deed of sale and purchase at the Land Office of Grobogan Regency. 2). Obstacles and solutions in the implementation of the transfer of rights to land and buildings with a deed of sale and purchase at the Land Office of Grobogan Regency. The approach method in this research is normative juridical. The data used are primary and secondary data obtained through interviews and literature study, data analysis was carried out by analytical descriptive. The results of the research concluded: 1) The implementation of the transfer of rights to land and buildings with a deed of sale and purchase at the Land Office of Grobogan Regency, which starts with a sale and purchase transaction, after the sale and purchase is achieved, it must be AJB by PPAT and witnessed by the parties. PPAT must check the completeness of data such as certificates, proof of tax payments and complete identity of the parties. Furthermore, the PPAT Deed along with other files such as a registration application letter, land certificate or letter D, girik or other proof of ownership, identity of the parties, NPWP, marriage certificate and proof of payment of PBB tax payments are brought to the Land Office to be registered as a certificate of ownership for new land rights holders. After the registration process, the next step is to wait for data verification from the Land Office for the issuance of certificates. 2) Obstacles in the implementation of the transfer of rights to land and buildings with a deed of sale and purchase at the Land Office of Grobogan Regency, namely there are still many low levels of education, people are reluctant to take care of the transfer of land rights due to the costs which they think are quite high and will only take time. The length of the SOP (Standard Operational Procedure) for the Transfer of Name Certificate process, the lack of counseling given to the community regarding the importance of registering the transfer of land rights due to buying and selling, and land certificates. Solutions that can be done are to provide socialization or publish brochures, improve the performance of the Land Office through courses/training and improve administration because it is an organization of human resources.

Make sure employee handbooks include critical provisions

The level of involvement that nonprofit boards should have in the organization's human resources and staffing arena is a hotly debated topic, with some insisting that boards have broad oversight over things like staff salaries, hiring and firing, and handling employee grievances, while others argue that such micromanagement is unhelpful, unnecessary and best left to the executive director.

Future‐proofing IJMR as a leading management journal: Reach, relevance and reputation

Future‐proofing <i>IJMR</i> as a leading management journal: Reach, relevance and reputation

How do changes in family role status impact employees? An empirical investigation

PurposeDespite the proliferation of work–family research, a thorough understanding of family role status changes (e.g. the gaining of elder or child caregiving responsibilities) remain under-theorized and under-examined. The purpose of this paper is to conceptualize various forms of family role status changes and examine the ways in which these changes influence various employee outcomes.Design/methodology/approachData were collected as part of the work–family health study. Using a longitudinal, three-wave study with two-time lags of 6 months (n = 151 family role status changes; n = 392 individuals with family role stability), this study uses one-way analysis of variance to compare mean differences across groups and multilevel modeling to examine the predictive effects of family role status changes.FindingsOverall, experiences of employees undergoing a family role status change did not differ significantly from employees whose family role status remained stable over the same 12-month period. Separation/divorce predicted higher levels of family-to-work conflict.Originality/valueThe work raises important considerations for organizational science and human resource policy research to better understand the substantive effects of family role status changes on employee well-being.

Review Investigation in Discovering the Human-Related Role to Shape a Company Competence

The development in globalization helped several states to consider China as a very highly improved country in its expertise, substructure, industrial, and production of belongings and facilities. Despite these signs of progress, there is still an area for investigating the undertaking of an irregular spreading of revenue which has produced party-political and socio-economic problems in the state. The aim of the specified research of determining the character of human resources organization aptitude in carrying growth in initiative competencies to stand in the market. This study concentrated on the qualitative analysis of researches concentrated on strategic and humanoid resource management. An investigation review discovered that these human-correlated managers are a vital obligation in shaping company competencies. Though, as the company saves rising, the performance and progress of workers want to save up the covering global market. Writing some guidance, training, and exercise might be one of the good savings in emerging the competencies. Client allegiance is a powerful issue in company performance.

Managing the sustainable development of the organization's human resources potential by life cycle stages

Managing the sustainable development of the organization's human resources potential by life cycle stages

Exploring the Determinants of Malaysia’s Biomass Industry Performance: A Systematic Review

Malaysia's biomass industry has a great potential to contribute to the national circular economy that offers a new stream of wealth creation to the nation. Nevertheless, there appears to be a scarcity of research that dwells into the organizational performance in the biomass industry. Therefore, the present study examined the impact of organizational culture, innovation resources, and human resources on organizational performance. The pivotal contribution of this study is to highlight how these factors/resources influence organizational performance. This study delves into organizational performance in the biomass industry through dynamic capabilities theory and resource-based view (RBV) theory.

ANALYSIS OF EXPECTATIONS AND LEVEL OF TRAINING FOR SUCCESS IN RELATIONS BETWEEN MANAGERS AND SUBORDINATES

The paper consists in researching the level of applicability of efficient management theories in organizations in the Republic of Moldova. In the face of a low-efficiency economy, competitive public policies, a precarious judiciary and rising emigration, the role and importance of human resources in organizations is becoming increasingly important, with a direct involvement in organizational performance. Managing employee relationships influences the organization’s performance and can affect its success leading to performance or productivity decline. However, employees may themselves be affected by the organization and its activity. The problem we want to investigate is whether the managers of organizations, regardless of their hierarchical position, the significance of human resources, their contribution to creating added value for the organization, but also the fact that largely the quality of human resources depends by them, in the role of managers. The purpose of our research is to analyze and capitalize on the managerial skills and abilities of management in order to improve the quality of their organizational and social activity. The research methodology was based on observation and case study - as a research experiment and finding by applying the differentiated questionnaire to the respondents employed in the field of work.

Burnout, employee engagement and self-perceived employability in the South African public sector

Orientation: The employee engagement (EE) approach has been utilised to combat burnout (BO) in both private and public sector institutions. With increasing research, self-perceived employability (SPE) is gaining popularity as an effective tool for reducing BO. Knowledge of the relationship between these three constructs is therefore important for public sector institutions and researchers in Industrial and Organisational (I/O) Psychology and human resource management (HRM) in South Africa.Research purpose: The purpose of this study was to determine the relationship between BO, EE and SPE amongst employees in South Africa’s public sector.Motivation for the study: Numerous studies have highlighted the prevalence of poor service delivery in public sector institutions in connection with BO and highlighted a decrease in BO through EE and SPE. However, the relationship between these three constructs is still quite unknown. The study’s results will fill the void of research in this area and can be applied in I/O Psychology and HR practices.Research design, approach and method: This quantitative study involved a non-probability sample of 158 South African public sector employees. Correlational and descriptive statistical analyses were used to analyse the data.Main results: Burnout has a significant negative relationship with EE; however, BO does not significantly correlate with SPE. There are significant differences between the various biographical groups and BO, EE and SPE.Practical/managerial implications: Approaches to reducing BO amongst employees should consider EE and SPE as effective tools to enhance employees’ wellness, morale and improved service delivery.Contribution/value-add: Improving the EE levels and enhancing SPE will improve the well-being of employees in public sector institutions and help alleviate employee BO.

ETHICAL LEADERSHIP ENHANCE POSITIVE WORK OUTCOME: A MEDIATION MODEL

Purpose of the study: The current study was conducted to find out the relationship amongst the Ethical leadership and job outcome’s (job satisfaction and job performance), and to have in-depth into how the relationship between ethical leadership and the job outcomes is mediated by the psychological empowerment.&#x0D; Methodology: The study has been conducted in the public sector hospitals of district Peshawar. Data was collected from 267 nurses working in public sector hospitals. Data was collected through a structured questionnaire, and convenience sampling was used as a sampling technique. In order to test the hypothesis, the regression-mediation analyses were considered.&#x0D; Main Findings: The result revealed that ethical leadership has a positive impact on job satisfaction and the job performance. Similarly, the psychological empowerment also had a positive relationship with job satisfaction and job performance. Findings of the study also show partial mediation of Psychological empowerment in the relationship of ethical leadership and job satisfaction. Moreover, psychological empowerment fully mediates the relationship between ethical leadership and job performance.&#x0D; Applications of this study: On practical grounds, our study provides guidelines for managing human resources in organizations. Employees need a good platform where they are provided with opportunities to build an interactive relationship with the supervisors which results in the progressive output for both individuals, and the performance of organizations.&#x0D; Novelty/Originality of this study: Unfortunately, less importance has been given to the relationship of ethical leadership with job outcomes like performance. Few studies have explained that how and why ethical leadership is related to employee job performance. This study presents that ethical leadership affects employees by modelling and motivating them to avoid those unethical and harmful behaviours for their performance.

Organizational culture and human resource practices of the SVD educational institutions in the Philippines

Organizations regardless of type, structure, size, among other factors may have similar foundations in the development of HR policy but applicable factors for consideration may vary. Among the most common factor in the development of an HR policy is the culture of the organization. In making sure that the DWEA core values are working within the person in SVD educational institutions, it became the aim of this study to come up with an HR model that would be functional and best support the vision, mission, and goals of all Northern, Central and Southern SVD schools in the Philippines. Specifically, this study determined the level of integration and implementation of organizational leadership and excellence towards 3 HR practices namely: employee relations, performance appraisal, and work-life balance. While the results show that organizational leadership and excellence are integrated and implemented in the 3 human resource practices namely employee relations, performance appraisal, and work like balance, it is highly recommended that the administrators of the different SVD educational institutions must review the integration of the moderately rated practices in its employee relations, performance appraisal, and work-life balance in order to recalibrate its existing systems. Furthermore, those integrated but moderately implemented should likewise be appraised for full implementation.

The Perspectives Of Business And Of Cost Issues That Are Considered In Strategic Sourcing From Malaysian Organizations

This paper analyzes human resource management techniques, including human resource outsourcing, and the size of the human resources organization. One of HRM techniques is defined as "facilitation," "accumulation," and "utilization." To meet the needs of HR outsourcing, the data for the report was compiled from feedback from 232 entities, which included 113 organizations participating in the outsourcing process. The results indicate that companies focus on outsourced HR functions while they have an emphasis on employee empowerment and performance improvement through facilitative management strategies. Concurrently, companies use HR contracting, which often leads to a decrease in the scale of the HR staff. Therefore, it is of critical importance that the organisations conduct thorough and thoughtful exploration of outsourcing of HR within their organizations. The level of HR functions within the company is anticipated to be significantly diminished if HRM strategy is pursued as an Outsourcing helps their consideration of HR departments to get ahead of HRM strategies.

How Customer Requests Influence Frontline Employee Job Outcomes: The Role of Personal Appraisal Tendencies and Situational Customer Demandingness

This study investigates how customer requests, a common phenomenon, influence frontline employee (FLE) job outcomes. We propose and demonstrate that (1) FLEs possess tendencies to appraise customer requests in both positive (i.e., challenge appraisal tendency) and negative (i.e., hindrance appraisal tendency) ways, (2) higher levels of challenge appraisal tendency result in higher levels of FLE performance and lower levels of turnover (mediated through job engagement), (3) higher levels of hindrance appraisal tendency lead to increased FLE turnover (mediated through job stress), (4) the effects of FLE appraisal tendencies on situational engagement and stress are magnified when a specific customer request is deemed to be more (rather than less) demanding, and (5) customer request appraisal tendencies are shaped by the interaction between FLEs’ level of prosocial motivation and intrinsic motivation. These results are very encouraging for managers as they imply that FLE responses to customer requests are not determined by the nature of the requests themselves (which is beyond their control) but, rather, they are a function of how FLEs construe customer requests, a process that can be influenced through organizational human resource practices.

What Has IoT Got to Do with HR and People: A Case of Delloitte

Interacting with software using keyboard and mouse will soon be history. Voice, speeches, gestures are the next big thing in communication. IoT will certainly produce a large amount of people-related data and it is this data that is going to be really useful for decision taking purposes. HR would need to incorporate technology to successfully control the organizational human resources. IoT will allow us to access our data and other applications like Continuous Performance Management, where digital culture is required to create a genuinely valuable connection between an employee and his or her staff. It also helps to exchange thoughts and experiences through social media collaboration which is a driving force for all employees. The paper tries to analyze the role of IoT in People analytics, challenges associated with it and how Delloitte Canada has gone about implementing it across their organization.

Relationship between workplace ergonomics and musculoskeletal pain, range of motion and spinal deformities in employees: A case study, Kermanshah Oil Refinery

Introduction: Today, the health of human resources in organizations is considered an important arm. This study aimed to investigate the relationship between workplace ergonomics and musculoskeletal pain, joint range of motion (ROM), and spinal deformities in Kermanshah oil refinery staff. Materials and Methods: In the present descriptive-analytical study, all official employees of Kermanshah Oil Refinery (n = 300) were invited to participate in the study, in which 160 employees participated as a statistical sample. The independent variable in this study was workplace ergonomics and the dependent variables including musculoskeletal pain joint ROM and spinal abnormalities. Spinal mouse device was used for spinal deformities assessment, ROSA and RULA forms for workplace ergonomics evaluation, babble baseline inclinometer for measuring the range of motion of the neck, shoulder, thigh, knee, and ankle joints, and Visual Analog scale (VAS) to assess musculoskeletal pain. SPSS software (version 25) and Pearson correlation coefficient were used to investigate the relationship between research variables at a significance level of 0.05. Results: The results showed that there was a negative and significant relationship between ergonomics of the workplace with musculoskeletal pain (p&lt;0.05), hip, neck, shoulder, knee, and ankle joints ROM (p&lt;0.05). There was also a positive and significant relationship between workplace ergonomics and spinal abnormalities (lordosis and kyphosis) (p&lt;0.05). Conclusion: The findings of the study showed, improper workplace ergonomics is significantly associated with chronic musculoskeletal pain, hyperkyphosis, and hyperlordosis abnormalities, and abnormal range of motion of the joints.