Organizational Management Practices Research Articles

Dampak Just in Time pada Inventory Management Studi Kasus pada Industri Manufaktur Automotive

The purpose of this study is to determine the Impact of Just In Time on Inventory Management Case Study in the Automotive Manufacturing Industry by determining the key factors that are fundamental to just in time practices. This research was conducted in two automotive manufacturers serving the sector hereinafter referred to as Company A and Company B, as these companies cannot be named, for this reason, the identity of these companies cannot be revealed. The approach used here is a mixed approach of quantitative research and qualitative methodology. From the study it can be concluded that organizations can have lower performance or efficiency in managing or controlling inventory, when not implementing JIT or Just-Time practices. In addition, we can also see how JIT affects inventory management practices in organizations in a positive way. This further leads to a positive perception of business performance from both employees and management of the organization. The results for Company A show better performance with cost effective performance through the implementation of the JIT system, with employees being more aware of the inventory management practices in place and the changes and benefits being transmitted to the system

The Effect of Transformational Leadership, Work Environment, and Life-Work Balance on Employee Job Satisfaction in the Manufacturing Industry in Surabaya Region

This study investigates the influence of transformational leadership, work environment, and work-life balance on employee job satisfaction within the manufacturing industry in the Surabaya region. A quantitative research design employing Structural Equation Modeling (SEM) with Partial Least Squares (PLS) analysis was utilized to analyze data collected from 160 employees across various manufacturing sectors. The findings reveal significant positive relationships between transformational leadership, work environment, work-life balance, and employee job satisfaction. Transformational leadership emerged as a key predictor of employee job satisfaction, emphasizing the importance of visionary leadership in fostering a positive work culture. Additionally, a supportive work environment and satisfactory work-life balance were found to significantly impact employee satisfaction. These findings underscore the interconnectedness of organizational factors in shaping employee perceptions and experiences within the manufacturing industry. The study contributes to both theoretical understanding and practical implications for organizational management and human resource practices, providing insights for enhancing employee satisfaction and organizational success in the Surabaya manufacturing context.

DO BELIEFS IN CONSPIRACY THEORIES SPREAD THROUGH SOCIAL MEDIA AFFECT WORK PERFORMANCE? A SURVEY OF MEMBERS OF THE MILITARY FORCES

Conspiracy theories spread through social and other media often bringing easy explanations of events that cannot be easily explained. Beliefs in conspiracy theories may lead to simplified and radical viewpoints that can negatively influence one's behavior and actions. The paper analyzes the association between beliefs in popular conspiracy theories spread through social media and work performance using the results of an authors’ test of conspiracy theories applied to a sample of 178 students of the Faculty of Military Leadership, University of Defence in Brno, Czech Republic. The students were selected as representatives of high-profile professions that should be trained to deal with potential disinformation and conspiracy theories. The assumption was that the students would be generally immune to the impact of conspiracy theories. The analysis did not confirm a hypothesis that individuals with top work performance are less prone to beliefs in conspiracy theories than individuals with solid/poor work performance. The findings confirm the necessity to systematically train people working in high-profile professions to work with available information and deal with potential disinformation and conspiracy theories. The findings are useful in the HR management practice of organizations that care about the professional qualities of their people and encourage further research on the origin, spread, and impact of conspiracy theories in the workplace.

The Use Of Big Data Analytics In Healthcare Organization Management

Introduction. The potential of using big data analytics in the management system of healthcare organizations is of interest to healthcare managers, with a notable emphasis from the research community on the correlation between the incorporation of big data analytics and its advantages for healthcare organizations, particularly in terms of resource allocation and operational efficiency. The purpose of the study was to summarize scientific data characterizing the potential of big data analytics on healthcare organizations' management practices. Materials and Methods. A comprehensive search was conducted across PubMed, eLibrary, CyberLeninka and ScienceDirect databases, as well as the World Health Organization datasets, covering the use of big data analytics in healthcare. In this study, keyword and phrase searching on the following requests was performed: ”big data in healthcare organization management”, “big data analytics in healthcare”, “big data”, “analytics”, “management”, “healthcare”. Results. The study involved an in-depth analysis and consolidation of both general and specific aspects of the potential of big data analytics in the management practices of healthcare organizations. The benefits of big data analytics implementation in personnel management, as well as its efficiency in prognosing the number of referrals to emergency departments and tracking the prescription and intake of medications, were identified.

Теоретические предпосылки формирования теории демократической организации труда

This scientific article is a study of the theoretical prerequisites for the formation of the concept of democratic labor organization. In the past, the main focus was on the concept of rational formal structures as a means of implementing organizational decisions. However, in modern concepts, democratic forms of governance are gaining priority, considering the personal interests of individuals and based on horizontal interaction within the organization. The article analyzes the shift from traditional formal structures to more democratic management models within the framework of modern organizational behavior. The authors emphasize the importance of transitioning to more flexible and democratic management structures to increase organizational efficiency, stimulate employees’ creative potential, as well as create a favorable working environment. The analysis presented in the study is relevant and important in the context of modern labor organization theory, enriching the understanding of how democratic principles can be successfully implemented in the management practice of modern organizations. In conclusion, the study underscores the significance of embracing democratic principles in labor organization theory and practice. By advocating for more flexible and participatory management structures, organizations can enhance their efficiency, foster innovation, and cultivate a conducive work environment. Moving forward, further research and implementation of democratic principles are vital for advancing organizational effectiveness and employee satisfaction.

Motivation and Job Satisfaction of Part-Time Instructors at ISPSC

This study was conducted to assess the perceived level of job satisfaction of Part time Instructors in Ilocos Sur Polytechnic State College concerning their motivation level. The research identified the profile of the respondents concerning their age, sex, civil status, salary, educational attainment, length of service and number of trainings and seminars attended. This study aimed to evaluate motivation in terms of physiological needs, safety and security needs, social needs, self-esteem needs, self-actualization needs, work itself, advancement and job satisfaction in terms of salary and benefits, job opportunities, work recognition, working condition and supervision and among part- instructors in Ilocos Sur Polytechnic State College. The study used descriptive and correlation research design. It involved the one hundred fifty-four (154) Part-time Instructors of the six campuses of Ilocos Sur Polytechnic State College This study used survey-questionnaire composed of three parts to gather the data needed. The first part of the questionnaire includes the profile of the Part-time Instructors of ISPSC which served as the respondents. The second part of the questionnaire consists of the level of motivation and the third part is about the Job satisfaction of the respondents. The questionnaire was collected for tabulation. Mean, standard deviation, pearson correlation coefficient, chi-square test for independence, one way annova were used to analyze the data. Based on the findings of the study, the following conclusions were drawn: Demographic factors such as age, sex, civil status, length of service, salary and education level varies, thus, do not significantly influence their motivation and job satisfaction. Secondly, while Part-time Instructors exhibit high motivation in areas like social connections and career advancement opportunities, their motivation in physiological and safety needs is moderate. Thirdly, they express satisfaction with job opportunities and recognition but show lesser satisfaction with salary and benefits, suggesting room for improvement in compensation packages. Moreover, the study emphasizes the strong link between motivation and job satisfaction, highlighting how motivated part-time faculty tend to be more engaged and resilient. Overall, the consistently high levels of motivation and job satisfaction across ISPSC campuses reflect a positive organizational climate and effective management practices, with potential for further enhancement through fostering an inclusive and supportive work environment. The recommendations presented to the college cover a range of aspects to enhance Part-Time Instructors' experience at ISPSC. First, it is suggested that salary increases or modifications be made, maybe based on merit, in order to address particular issues raised by employees. Transparency and clear communication about such modifications should be prioritized. Second, it's critical to emphasize open and honest communication on the causes of any delays in salary, benefits, and perks. Clarity regarding compensation guidelines and career progression prospects should also be provided. Thirdly, it's important to keep work schedules flexible to meet the needs of part-time instructors in terms of both their personal and professional obligations. In order to improve teaching abilities and career advancement, it is also stressed how crucial it is for part-time faculty members to participate in organized professional development programs that include workshops and advice from seasoned faculty members. Finally, the need to continuously address motivation and job satisfaction among part-time faculty is emphasized, suggesting a focus on both addressing concerns and highlighting positive aspects of the work environment to cultivate a supportive and satisfying workplace culture.

Strategic Management Practices and Employee Performance in Non-Governmental Organizations in Nairobi City County, Kenya

The growth and development of an organization are contingent upon the effective management of its human resources. However, the adoption of effective human resource management practices in many local non-governmental organizations (NGOs) NGOs operating in the development sector have received insufficient attention. This research aims to explore the impact of strategic management practices on employee performance within non-governmental organizations located in Nairobi City County, Kenya. The specific objectives of this study are to assess the influence of communication, objective setting, strategic leadership, and training on employee performance in non-governmental organizations operating in Nairobi City County, Kenya. The study was guided by expectancy theory, goal setting theory, contingency theory, and human capital theory. A descriptive research design was employed. The population was five prominent NGOs in Nairobi City County, namely Oxfam International, World Vision, USAID, Mercy Corps, and Amnesty International. The study targeted 742 respondents. Stratified sampling method was used and selection of respondents done using simple random sampling method. The sample size was 260 respondents. Data was collected using questionnaires. Questionnaires were piloted to 26 respondents. Validity was ensured using content validity. In addition, Cronbach's alpha test was used to test reliability. Quantitative data was analyzed using descriptive statistical and inferential statistics. The results were presented using tables and figures. The study found that communication, objective setting, strategic leadership and training had a positive significant influence on employee performance in non-governmental organizations in Nairobi City County, Kenya. The study concludes that communication in the workplace is important because it boosts employee morale, engagement, productivity, and satisfaction. Training is important because it represents a good opportunity for employees to grow their knowledge base and improve their job skills to become more effective in the workplace. The study recommends that non-governmental organizations in Nairobi City County, Kenya should focus on the implementation of effective communication channels and tools by including the use of technology such as intranet platforms, project management software, and instant messaging systems. The non-governmental organizations in Nairobi City County, Kenya should ensure that goals are clearly defined, quantifiable, realistic, aligned with the overall objectives of the organization, and have a specific deadline for completion. The non-governmental organizations in Nairobi City County, Kenya should focus on building the skills and capabilities of current and future leaders through training in areas such as communication, decision-making, and conflict resolution, as well as opportunities for leaders to receive feedback and coaching on their performance. Create a culture of transparency and open communication within the organization.

Socially Responsible Human Resource Management Practices and Job Satisfaction of Public Servants with Disabilities in South-West Nigeria

Overt ill-treatments from management and co-workers have often led to job dissatisfaction and discouraged other persons with disabilities keen and able to join the workforce. Persons with disabilities continue to suffer employment-related and other forms of discrimination, resulting in low job satisfaction and job discontentment. These conditions accentuate the need for socially responsible human resource management practices in organisations. This study examined socially responsible human resource management practices and job satisfaction of public servants with disabilities in South-West Nigeria. Survey research design was adopted for this study. The study’s sample size of 422 public servants and leaders was determined using total enumeration sampling technique. A structured and validated questionnaire and semi-structured interview were used to obtain quantitative and qualitative data. Cronbach’s alpha reliability coefficients for the constructs ranged between 0.69 and 0.84. The response rate was 95%. Data were analysed using descriptive and inferential (multiple linear regression and hierarchical regression) statistics. The study found that SRHRM had a statistically significant effect on job satisfaction (Adj.R2 = 0.53, F(5, 410) = 92.07, p < 0.05). The interviews indicated that only two of five States had a deliberate strategy driving recruitment of persons with disabilities. A vast majority were employed as teachers in special schools, and diverse administrative roles across government ministries, departments and agencies. All States provided varying degrees of basic support and benefits, and stated that the employment of persons with disabilities was influenced by its leadership and affected organisational reputation. The study concluded that SRHRM affects job satisfaction of public servants with disabilities in South-West Nigeria. The study recommended that the government, in conjunction with institutional stakeholders and advocacy groups, should facilitate the adoption of SRHRM practices in South-West Nigeria. In addition, the involvement of the private sector and provision of financial grants and subsidies for employers would enhance wider employment, inclusion and quality organisational support for persons with disabilities.

Integrating accounting fintech innovations in the U. S. healthcare sector: opportunities, challenges, and impacts on financial management and patient care

Integrating accounting fintech innovations in the U.S. healthcare sector presents significant opportunities for enhancing financial management and patient care. This paper examines the current landscape of accounting fintech solutions in healthcare, highlighting key opportunities, challenges, and impacts on financial management and patient care. The healthcare industry is increasingly adopting fintech innovations to streamline financial processes, improve efficiency, and enhance patient care. Accounting fintech solutions such as automated billing and payment systems, blockchain technology for secure transactions, and predictive analytics for financial forecasting are revolutionizing financial management practices in healthcare organizations. However, integrating accounting fintech innovations in the healthcare sector also presents several challenges. These include concerns about data security and privacy, the need for regulatory compliance, and the potential for disruption to traditional financial management practices. Addressing these challenges will be crucial to realizing the full potential of accounting fintech in healthcare. The impact of integrating accounting fintech innovations in the U.S. healthcare sector is significant. Improved financial management practices can lead to cost savings, increased revenue, and better resource allocation, ultimately benefiting both healthcare organizations and patients. Additionally, enhanced financial transparency and efficiency can lead to improved patient care outcomes and experiences. In conclusion, integrating accounting fintech innovations in the U.S. healthcare sector offers numerous opportunities for improving financial management and patient care. However, this integration also presents challenges that must be addressed to realize these benefits fully. By overcoming these challenges and leveraging the potential of accounting fintech, healthcare organizations can enhance their financial management practices and provide better care to their patients.

The Impact of Principal on Teacher Motivation in Secondary Schools

This research investigates the influence of school principals' motivation on teachers, recognizing motivation as a complex process driving human behavior towards goals. Motivation's significance lies in its role in energizing individuals towards their aspirations. The study highlights two key motivations: the critical role of motivated teachers in education and the principal's leadership impact on teacher motivation. Literature underscores motivation's multifaceted nature and its link to organizational climate, rewards, and management practices. Challenges include establishing causality between principal actions and teacher motivation amid diverse educational contexts. Despite hurdles, insights gleaned shed light on the principal's influence and teacher motivation levels.

The Impact of Principal on Teacher Motivation in Secondary Schools

This research investigates the influence of school principals' motivation on teachers, recognizing motivation as a complex process driving human behavior towards goals. Motivation's significance lies in its role in energizing individuals towards their aspirations. The study highlights two key motivations: the critical role of motivated teachers in education and the principal's leadership impact on teacher motivation. Literature underscores motivation's multifaceted nature and its link to organizational climate, rewards, and management practices. Challenges include establishing causality between principal actions and teacher motivation amid diverse educational contexts. Despite hurdles, insights gleaned shed light on the principal's influence and teacher motivation levels.

Leadership Behaviour Association with Human Resource Management Practice in Selected Ethiopian Sport Federations

Leadership behavior and human resource management practices (HRMP) in sport organizations is crucial for organizational success. Effective leadership behavior can positively influence human resource management practices, while these practices can also impact leadership behavior. By understanding and leveraging this relationship, sport organizations can create a positive work environment, enhance employee performance, and achieve their organizational goals. To objective of the study was to find the association between Leadership Behaviour and HRMP of selected Ethiopian Sport Federations. In this study, the sequential explanatory research design was used. a sample size of 95 respondents (n = 95) from Ethiopian Football Federation and Ethiopian Athletics Federation was selected using stratified sampling technique. The variable of the study was leadership behaviour and HRMP. In addition to this, standardized questionnaires, document analysis, focus group discussions and semi-structured interviews were used to collect the data. Quantitative data was analysed using Spearman correlation coefficient while qualitative data were transcribed and interpreted. The result of the study shows that there was significant association between leadership behaviour and HRMP, r = 0.41, p = .001. The study concluded that Ethiopian selected federation leadership behavior has contribution for effectiveness HRMP. However, utilizing modern technology, robust monitoring and evaluation mechanism, adequate guidelines, standards and manuals, employee knowledge, skills and attitudes, physical facilities, financial capacities and satisfaction athletes, coaches, officials and stakeholders were not up to the required level.

РАЗВИТИЕ МЕТОДОЛОГИИ СТРАТЕГИЧЕСКОГО ИННОВАЦИОННОГО МЕНЕДЖМЕНТА МЕЖДУНАРОДНОЙ ОРГАНИЗАЦИИ: СИСТЕМНЫЙ ВЗГЛЯД

Strategic innovation management is becoming particularly relevant in the context of the continuous complication of the management system and the growing intensity of innovative development of international organizations. The purpose of the study is to develop the methodology of strategic innovation management of an international organization. The methodological basis was a systematic analysis of the principles of the formation and functioning of strategic innovation management in an organization, the process structure of its endogenous and exogenous areas. As a result of the study, alternative trajectories for managing the configuration of strategic innovation management were identified, making it possible to involve various functional areas of an international organization in managing the innovation strategy. It has been proven that planning an innovation strategy must be justified by an innovation-added analysis of the external macro and microenvironment, strategy and structure of the organization “as is”. In order to successfully implement an innovation strategy, it is necessary to appropriately develop and direct the non-strategic part of innovation management. The organization's achievement of future states determined by the innovation strategy must be monitored, which may cause adjustments or development of the innovation strategy. Introduced innovations should be supported and their synergies with planned innovations taken into account. The procedure for using research results in the practice of organizational management is presented. The prospects for the development of the methodology of strategic innovation management are described from the perspective of justifying the correlated formation of an integral management system through the development of the subsystem of strategic innovation management and the functioning of the latter in the context of other subsystems.

Management practices in facilities providing HIV services to key populations in Kenya and Malawi: A descriptive analysis of management in community-based organizations.

HIV services for key populations (KP) at higher risk of HIV infection are often delivered by community-based organizations. To achieve HIV epidemic control, countries need to scale up HIV services for KP. Little is known about the management practices of community-based organizations delivering health services. We explored the management practices and facility characteristics of community-based health facilities providing HIV services to key populations as part of the LINKAGES program in Kenya and Malawi. We collected information on management practices from 45 facilities called drop-in centers (DICs) during US Government FY 2019, adapting the World Management Survey to the HIV community-based health service delivery context. We constructed management domain scores for each facility. We then analyzed the statistical correlations between management domains (performance monitoring, people management, financial management, and community engagement) and facility characteristics (e.g., number of staff, organization maturity, service scale) using ordinary least square models. The lowest mean management domain scores were found for people management in Kenya (38.3) and financial management in Malawi (25.7). The highest mean scores in both countries were for performance monitoring (80.9 in Kenya and 82.2 in Malawi). Within each management domain, there was significant variation across DICs, with the widest ranges in scores (0 to 100) observed for financial management and community involvement. The DIC characteristics we considered explained only a small proportion of the variation in management domain scores across DICs. Community-based health facilities providing HIV services to KP can achieve high levels of management in a context where they receive adequate levels of above-facility support and oversight-even if they deliver complex services, rely heavily on temporary workers and community volunteers, and face significant financial constraints. The variation in scores suggests that some facilities may require more above-facility support and oversight than others.

Strategic alignment in multispecialty hospitals: Implementing a balanced scorecard approach for optimal performance

The study investigates the relationship between strategic alignment, balanced scorecard (BSC) implementation, and optimal performance (OP) in multispecialty hospitals. Data from 530 healthcare professionals in Lucknow, Varanasi, Kanpur, and Prayagraj were collected using a cross-sectional design. Descriptive statistics, correlation analysis, and regression analysis were employed for data analysis. The results demonstrate significant positive relationships between strategic alignment, balanced scorecard, and optimal performance. Both strategic alignment and balanced scorecards were identified as significant predictors of optimal performance, indicating that higher scores in these constructs are associated with higher levels of performance. The findings underscore the critical role of strategic alignment and performance measurement frameworks in enhancing organizational performance in healthcare settings. However, the study faces limitations, including reliance on self-reported data and limited generalizability to other healthcare settings and regions. Future research should explore longitudinal or experimental designs and incorporate objective performance measures to enhance the validity and generalizability of the findings. Overall, the study contributes to understanding strategic management practices in healthcare organizations and highlights avenues for further research in this area.

The role of effective inventory management practices on organizational performance: a case of Tarkwa municipal hospital, western region, Ghana

The study aimed at investigating the role of effective inventory management practices on organisational performance; a case study of Municipal Hospital Tarkwa in the Western Region of Ghana. The specific objectives of the study were to establish the inventory management practices used by organisations, to find the effect of inventory management practices on organisational performance, and to determine the challenges of implementing inventory management practices in organizations. The study adopted descriptive and causal research designs and used questionnaires as the data collection instrument. Data were collected from 200 respondents and STATA 13 analytical tool was used to perform the analysis. The results were presented using frequency tables and descriptive statistics tables. The study also used Probit regression analysis to establish the relationship between the dependent and the independent variables. The findings show that the stakeholders of the hospital are generally happy with the service delivery of the hospital. Thus, the results show that the hospital adopts various inventory management practices including; activity-based costing, economic order quantity, material requirement planning, materials resource planning, enterprise resource planning, distribution requirement planning, and just in time. The study concludes that effective inventory management positively affects the performance of organizations, in this case, the quality of service delivery of organizations. The study recommends organizations successfully implement an effective inventory management system. This will help reduce the risks of shortages. In addition, the concept of inventory management could be simplified for organizations in Ghana. This can be done through education or training to all staff in organizations to enlighten them on the need for effective inventory management practices for their organization’s performance.

Systematic Literature Review of Boss Phubbing From 2013 – 2023

This study conducted a systematic literature review analysis to examine the growing research around the phenomenon of boss phubbing from 2013 to 2023. Boss phubbing refers to bosses doing phone snubbing, which has the potential to impact workplace dynamics and employee well-being. Through a systematic review of academic literature, this study aims to identify the main themes, article information, and content of article extraction. To provide a comprehensive review of boss phubbing, nine English-language research articles were generated between 2013 and 2023 from the Scopus database. Data were analyzed using Watase, presented by descriptive analysis and content analysis. This research contains a discussion of the theory that underlies the article so as to provide insight to understand the direction of research and its potential implications for organizational behavior and management practices. This research is also complemented by ideas for future developments in the topic, thus encouraging the need for future research to investigate more deeply whether certain manifestations of Boss Phubbing can provide positive results for individuals, teams, or organizations.

Awareness on the Waste Management Practices and Causes for Increased Urban Waste Generation among the General Public in Western Province, Sri Lanka

he upsurge in waste generation and improper management of waste possess serious issues to individuals‘ health and the environment. The administration of waste holds a crucial part in waste organization and proper waste management practices are essential to control the increase of urban waste and associated hazards. The present study aimed to assess the awareness on causes for increased urban waste and the practices of the general public on waste management. A descriptive cross-sectional study in Western Province, Sri Lanka was conducted among males and females within the age group of 20 to 60. 150 individuals were recruited using the quota sampling method and a self-administered questionnaire was distributed in English, Sinhala, and Tamil languages. Additionally, using SPSS software, the results were statistically analyzed. As per the data that was analyzed, 51.3% of the respondents were between the ages of 20 and 30. Most of the participants, 87.3% were aware of the increase in urban waste, and 88.6% stated the management of waste can hold a positive impact on suitable development. However, 40.6% have stated industrial waste as the major source associated with the surging urban waste indicating the unawareness of household waste as the primary source. Furthermore, though 84.6% divide inorganic and organic waste, according to 64% of participants, e-waste is not discarded using proper channels. Thus, there is an increased risk of health implications as e-waste chemical constituents could be hazardous to both human health and the environment. In the opinion of 89.3%, further training on waste management should be carried out while 52% of the respondents have declared not attaining any practices on waste management. Hence, an increase in the urban waste can be visible as the participants were inexperienced and unfamiliar with efficient waste disposal and management methods. The evidence that is currently available from this study suggests that there is a need to enhance community awareness, encourage training, and change people's attitudes regarding waste. A comprehensive infection control program combined with safe disposal of waste is recommended to achieve sustainable and economically viable waste management. 
 Keywords: Urban, Waste management, e-waste, Training

Compassion Satisfaction and Compassion Fatigue: Experiences of Rehabilitation Healthcare Workers in Rural and Remote Locations in Australia

Purpose. This study sought to gain an understanding of rural and remote rehabilitation healthcare workers’ perceptions and experiences of compassion satisfaction and compassion fatigue. Method. Sixteen rehabilitation workers from four national providers of rehabilitation services to rural and remote communities participated in semistructured interviews conducted by telephone over a four-month period in 2018-2019. Braun and Clarke’s six-phase framework guided the thematic analysis. Findings. Quality of work life, organisational and workplace culture, and organisational management practices, particularly key performance indicators (KPIs), were reported as impacting compassion satisfaction and compassion fatigue. Sources of compassion satisfaction were also common to the development of compassion fatigue, suggesting that it is unlikely for compassion satisfaction to be experienced without risk of compassion fatigue. Conclusion. Although there are similarities in experiences of compassion satisfaction and compassion fatigue with other remote healthcare workers, for rehabilitation workers, KPIs were a unique concern, mainly due to their uniformity regardless of geographic location. Participants’ concerns about meeting KPIs increased their work-related pressures, normalised unsafe work practices, and were a cause of recruitment and retention concerns. These perceived influences suggest that rehabilitation workers have a lower likelihood of developing and maintaining compassion satisfaction and a heightened risk of developing compassion fatigue than other rural or remote healthcare workers.

Longitudinal Effects of Employees’ Big Five Personality Traits on Internal Promotions Differentiated by Job Level in a Multinational Company

AbstractPromotions are central to individual career success. For organisations, it is crucial to identify and develop employees capable of higher-level responsibility. Previous research has shown that personality traits as inter-individual differences predict promotions. However, effects have mostly been examined on a broad factor level. This study investigated longitudinal effects of Big Five personality traits on both factor (neuroticism, extraversion, openness to experience, agreeableness, conscientiousness) and more detailed facet levels on promotions in employees of a multinational wholesale company (N = 1774, n = 343 promoted). We also explored how personality differentially impacts promotional likelihood as a matter of target job level (individual contributor vs. first- or senior-level manager roles). Overall, associations with promotions were detected for neuroticism (negative) and conscientiousness (positive). At the more nuanced facet level, all Big Five factors had at least one personality facet that was significantly related to promotions. Additionally, personality-promotion relationships were generally stronger for lower- rather than higher-level promotions. Taken together, our findings demonstrate that employee personality traits have a meaningful impact on who will be promoted and should hence be considered in organisational personnel selection, personnel development, and performance management practices.