Employee Promotion Research Articles

Empowering leadership, promotion focus, and creativity: Gender matters

AbstractPrevious research on the relationship between empowering leadership and employee creativity has found mixed results, calling for more research to explore alternative mechanism and boundary conditions in this relationship. In this research, drawing on regulatory focus theory and social role theory, we propose that empowering leadership has a positive relationship with employee creativity through employee promotion focus and that this relationship is stronger for male (vs. female) leaders and for female (vs. male) employees. We conducted a multi‐source survey study and a vignette experiment to test our theoretical model. Results across these two studies supported our hypotheses. Our findings offer implications for research and practice regarding empowering leadership and creativity.

From An Economic Perspective, Lessons the Kurdistan Region Can Learn from South Korea?

This article discusses the lessons that the Kurdistan region can learn from South Korea from an economic perspective. The Kurdistan region of Iraq had gone through numerous economic obstacles and is still going through. The region like the rest of Iraq largely depends on oil revenues. It is yet to effectively take the advantage of other economic resources such as industrialization, agriculture and tourism. It has plans to utilize industrial and agricultural sources but not real steps have been taken. There are still tens of thousands of unemployed young graduates, lack of sounding administrative structure, and promotion of employees have stopped for few years. This article reveals the steps South Korea had taken to improve its economy from Education, Industrial and Agricultural points of view. Compare and contrasts are shown in the literature review part between the Kurdistan region and South Korea. Findings in the article include the Kurdistan region to boost its human capital, take the advantage of technology, avoid having oil as a single economic resource, and utilize its agricultural sector as well as industrialization. It is recommended for researchers interested in the area to conduct inquiry on what type of industrialization should the Kurdistan region engage in, and what agricultural products its territory is ready for.

Analisa Dan Perancangan Sistem Pendukung Keputusan Penentuan Promosi Jabatan Pada PT. XYZ Menggunakan Metode Profile Matching

Human Resources (HR) is one of the important functions in an organization or company to get the best employees to achieve the goals of the company. The best way how to improve Human resources is by promoting or awarding the best employees. The selection of the best employees is required an objective system. PT. XYZ is one of company who implementing these methods to improve their resources, but the selecting are still conventional methods which final decision still determined under leadership company according to the existing delegation of authority. This research is to analyze and design a decision support system to determining the promotion using Profile Matching Method. the implementation will be two main aspect that will be assessed, they are Performance Aspects and work behavior aspect, each aspect has 5 sub-criteria. The final value of two aspects is calculated with different percentage which are 70% for the performance aspect and 30% for work behavior aspect. The results, there were 3 employees with the highest grades who entitled to be promoted, are the employee with NIK INDO09, INDO07 and INDO06 which score of 4,81, 44,62 and 4,49. Finally the decision support system implemented to the web-based application which expected to assist related parties in determining employee promotions based on specified criteria to get the objective decisions.

SISTEM PENUNJANG KEPUTUSAN KENAIKAN JABATAN KARYAWAN DENGAN METODE ANALYTICAL HIERARCHY PROCESS (AHP)

PT. United Tractors is a company engaged in the distribution of heavy equipment, but the current problem that is often the main focus for employees regarding promotions at PT. United Tractors, which often appears as a result of measuring tools in the process of increasing positions, still seems manual which is assessed directly by the company's leadership, especially in measuring work performance, performance and discipline. This study aims to facilitate the leadership and speed up the selection process for employee promotions using the Analytical Hierarchy Process (AHP) method. The final result of this research is to create a web-based application system that is used as a decision support system for employee promotions using the Analytical Hierarchy Process (AHP) method, easy to implement and can be calculated by the system using predetermined criteria and weights.

Staff Motivation for Green Behaviour and Environmental Initiatives

The main purpose of the study is to assess the use of motivational tools to green behaviour of employees and environmental initiatives in Ukrainian organizations. The results of the survey confirmed the working hypotheses: the practice of motivating staff to green behaviour and environmental initiatives in Ukraine has not become widespread. The research showed that a half of the organizations encourage environmental initiatives. At the same time, owners and managers of organizations prefer intangible rewards of encouraging employees to green behaviour and ecological initiatives. Although intangible rewards are more common in encouraging employees to participate in environmental activities than tangible ones, the practice of using them is still mediocre. The paper focuses on the necessity of paying more attention to both tangible and intangible incentives of encouraging employees to environmental activities by owners and managers. The study provides the important recommendations for encouraging employees to engage in green activities and environmental initiatives: increasing wages, paying bonuses, providing social benefits as tangible rewards; the publication of staff contributions to sustainable development, public recognition and awards for environmental efforts, green activities, encouraging the receipt of certificates and awards as intangible rewards; promotion of employees who have competencies in green management, involving employees in goal setting and the development of indicators of the environmental activities results, green corporate culture and green leadership as efficient corporate factors.

Home Office, Health Behavior and Workplace Health Promotion of Employees in the Telecommunications Sector during the Pandemic.

Our study aims to present the perception and experiences of employees at a large multinational telecommunications company in Hungary working in home offices, as well as their health behavior and the workplace health promotion during the SARS-CoV-2 COVID-19 outbreak. The sample consisted of the full sample of highly skilled employees at a large telecommunication multinational company (N = 46). Throughout the analysis, tests for homogeneity of variance were followed by a MANOVA test to compare the groups’ means by gender, age, and job classification. The results clearly show that in the short term, workers’ mental health did not deteriorate, they do not argue or fight more with their partners and are no more depressed or irritable than before. Workers are less likely to think of ways to be more effective at work than in a home office. Similarly, they do not think that employers have more expectations than before the pandemic. Our research shows the assumption about home workers being less efficient or less diligent in their daily work to be false. A supportive and flexible employer approach to health-conscious employees will be an essential aspect in the future.

Кадрова політика як один із головних факторів складових організації

Abstract. Introduction. The main task of management in any modern organization is to find competent and qualified employees, to inspire a single goal, to rally them to achieve high economic and social results, to survive in difficult market conditions, sometimes in crisis. In management, the peculiarities of work with personnel are reflected in the personnel policy. It should be noted that this term has been used for a long time, but not every top manager can answer questions related to personnel policy. Purpose. The purpose of the article, to answer the questions: what personnel policy includes; what is the procedure for developing personnel policy in the organization, what personnel strategy and personnel policy have in common. Results. Personnel policy should be developed by the owners, top management and personnel service of the organization (enterprise). The most important direction of personnel policy is the work with the reserve of managerial personnel. Professional promotion of employees in organizations (enterprises) is based on the consideration of professional and business qualities of the employee, the results of evaluation of his work. As practice shows, there is no single point of view on the definition of the concept and essence of personnel policy. But, on the other hand, the variety of approaches to its development only creates opportunities for its justification, revision, development and improvement. Conclusions. The most effective personnel policy, bringing success to the organization. Relevance of the topic is obvious, if you not only know, but also understand, that the personnel is a key strategic resource of any company. How to be able to masterfully manage them in a difficult market relationship, so that they become a "flame engine" of the mechanism to achieve profit? There is no single answer, as there is no and can not be the same personnel policy. It can be right, which will be evidence of the effective development of the organization in the strategic perspective and wrong, which will lead to the collapse in the end.

A Psychological Contract Perspective of Employee Promotive Voice and Promotability

While promotive voice is conventionally considered a favorable work behavior to the organization, whether engaging in promotive voice will help employees move up the career ladder is inconclusive across a handful of studies. Drawing on a psychological contract perspective, this study aims to understand why and when employees’ promotive voice can contribute to supervisor-rated employee promotability. We propose that employees’ engagement in promotive voice will strengthen supervisors’ balanced psychological contract with the employees and increase their rating of employees’ promotability, and these effects will be stronger when the employees and supervisors have higher versus lower quality of leader-member exchange (LMX) relationship. Results of a three-wave field study with 281 employees and their 59 supervisors supported our hypotheses. In brief, we found that promotive voice was positively related to supervisors’ balanced psychological contract, especially when the quality of LMX was higher, which in turn, positively impacted supervisor-rated employee promotability. We conclude by discussing the important implications of these findings for theory and practice.

Assessment of Human Resource Development Practices of Oromia Cooperative Promotion Agency, Oromia Regional State, Ethiopia

The development of human resource is as important as managing it. This current study examines the current practices of Human Resource Development on Employees’ Performance of Oromia Cooperative Promotion Agency”in Oromia regional state. Descriptive survey design was adopted in this study. Both qualitative and quantitative research approaches employed. Oromia Cooperative Promotion Agency was purposively selected out of Oromia Regional State Sectors and from these selected Oromia Cooperaative Promotion Agency 132 total of employees included under the study using census method and the individual respondents stratified into top level management ,expertise and supportive staffs used for data collection. Data were collected from both primary and secondary sources to achieve the objectives of the study. Data analyzed using descriptive statistics through SPSS –software. The finding of the study reveals that employees promotion, salary,, reward systems, refreshment and induction training were practiced and have positive influence on the human resource development in the Ormia Cooperative Promotion Agency. Whereas employees performance appraisal system, frequent feedback giving is less practiced in the Oromia Cooperative Promotion Agency. Therefore, the researcher concluded that time based, performance based and frequently giving feedback were over jumped in this selected sector. The researcher suggested that the leaders of the employees should give performance feedback and employees performance appraisal system, for their employees to bring change in the organization. Keywords : Human Resource, Training and Development DOI: 10.7176/RJFA/13-15-04 Publication date: August 31 st 2022

한국의 IUU 어업 예방 및 관리방안 연구

The drastic change in Korea's IUU fishing control system was caused by external factors such as preliminary designation of IUU fishing countries, and the contents were rapidly reorganized to meet the international level, which differed from the perception of the ocean industry. In this study, in order to more actively participate in all efforts to prevent IUU fishing by the international community, domestic laws and institutional improvement measures in Korea were proposed. as follows; First, four improvement measures were proposed as institutional improvement measures. Although each plan has advantages and disadvantages, the most reasonable alternative is to establish a (tentative name) Distant Water Fisheries Management Center belonging to the Ministry of Oceans and Fisheries to focus, systematically, and efficiently search institutions that played a distributed role. Through this, it is expected that maximizing capabilities by synthesizing distributed functions will overcome the problems of the existing system. Second, compared to the maximum monetary punishment limit for IUU fishing in major countries, fines and penalties can be imposed simultaneously on IUU fishing under the Korea Distant Water fisheries Development Act, and the limit is high, so it is necessary to review the easing of the maximum fine limit. Third, when fines other than Article 33 (Penalty) of the Distant Water fisheries Development Act are imposed, an amendment to the Enforcement Decree was proposed in preparation for the treatment of catches. Fourth, in order to increase the efficiency of the port country search system, a plan to produce a risk analysis matrix suitable for domestic conditions was proposed, as in the case of the United States. Fifth, for the exercise of authority of fishing surveillance, supervision, and control officials and port bureau search officials, the 「Act on the arrival, departure, etc. of ships」 and 「Act on the persons performing the duties of judicial police officers and the scope of their duties」related to port bureau search were proposed.Sixth, as a way to strengthen the follow-up management of punishment for captains who participated in IUU fishing, as shown in China's "Distant Fisheries Management Regulations", a plan to strengthen human punishment for individual captains was proposed. Seventh, in order to strengthen its role as a port state, it was suggested to prepare a revised 'pre-entry declaration' that requires more details on incoming ships. In preparation for rapid changes in the international maritime order, it is necessary to actively participate in international efforts to prevent IUU fishing through structural readjustment of the oceanic industry and education and promotion of employees in overseas fisheries industry.

Glass Ceiling Effect in What Men Want Movie (2019)

<span lang="EN-US">The glass ceiling effect is a phenomenon that often happens in society but is still rarely addressed. It is because this phenomenon is oftentimes hard to notice since we are already used to it. However, this kind of issue is apparent in <em>What Men Want</em> (2019) movie. This current study aims to analyze the glass ceiling effect faced by the main character in the movie, Ali Davis. The method used to help analyze the data is a qualitative method by taking dialogues from the movie as the main data of this research. The result shows the aspects that indicate the glass ceiling effect in the movie are the employee promotion system, discrimination from male coworkers, and discrimination from a prospective client. Eventually, this study reveals that the glass ceiling effect still occurs in the modern era. Therefore, this current study suggests that companies have to be mindful when they set policies and a good understanding of gender equality among people in the workplace is also needed to minimize the similar cases. </span>

Motivation and Retention of Workers in Faith-based Organisations: A Case Study of Child Development Centre Projects of Ankole Diocese

The study was about motivation and retention of workers in faith-based organisations: a case study of child development centre projects of Ankole Diocese. It was guided by the following objectives; to establish the influence of promotion on employee retention in faith-based organizations of Ankole Diocese Child Development Centre Projects, to examine the influence of Salary increment on employee retention in faith-based organizations of Ankole Diocese Child Development Centre Projects in reducing employee turnover and to establish the effect of recognition on employee retention in faith-based organizations in Ankole Diocese Child Development Centre Projects. A cross-section design was adopted for this study to determine the frequency of occurrences of the phenomenon and discover whether or not if there is a relationship that exists between the variables. The target population of this study comprised Child development officers, Project directors, Project overseers, Partnership facilitators, LDP graduates, and Centre guides of Ankole Diocese. The study employed questionnaire and interviewing. The study findings revealed that there is a positive strong relationship between promotions on employee retention; there is a positive strong relationship between salary increment influences employee retention; a positive relationship between recognition and employee retention in faith-based organisations. Therefore; the study recommended that employee promotion does play a very significant role in retaining employees at work places; the human resource management department should carry out its career management policy and make relevant changes so as to take into considerations the many factors that individuals may require at the Ankole Diocese Child Development Centre Project. Finally; there should be good management in faith-based organizations with the human resource department so as to ensure that the working conditions specifically in line with working hours, cleanliness of environment and work instruments are put in place

Prediksi Kinerja Pegawai sebagai Rekomendasi Kenaikan Golongan dengan Metode Decision Tree dan Regresi Logistik

Employee performance is one element that greatly determines the quality of an organization, both government and private. Employee performance appraisal has become a routine for most companies. Performance appraisal is required for the process of salary increases, promotions, and demotions. Until this research was carried out, the processing of employee performance appraisal and evaluation at Prasama Bhakti Foundation was still done manually, so that sometimes employee promotions were carried out late or even on an inconsistent basis for each employee. Therefore, it is necessary to group data with the help of machine learning that can help predict the eligibility of an employee to get a promotion based on his performance. Classification is one method for classifying or classifying data that are arranged systematically. Decision tree and logistic regression methods are classification or grouping methods that have been widely used for solving classification problems. In this study, it will be explained how the process of processing employee performance appraisal data starts from data preparation to determine the accuracy of the decision tree model and logistic regression that is formed. The two classification models are used to predict employee performance as a recommendation for employee promotion at the Prasama Bhakti Foundation.

Sistem Pendukung Keputusan Promosi Jabatan Dengan Kombinasi Metode AHP dan MFEP

Management of PT.Promexx Pusat Stationery is very difficult to make decisions to assess subjective things, for ease of decision making (SPK) to determine a more precise and accurate decision. Promotion is a position according to the evaluation output during work. In the assessment of employees who get good grades, they will be promoted as a form of appreciation for employees while working in accordance with the vision and mission. In this criterion there are several assessments such as K1 (Attendance), K2 (Cooperation), K3 (Performance), K4 (Problem Solving), K5 (Ability). The purpose of this study is to help PT.Promexx Pusat Stationery make decisions about promotion of employees in the company, in this system the researcher uses the Analytical Hierarchy Process method, which is choosing a sustainable value to obtain the ratio value and to make sure the researcher has also combined the Multi Factor Evaluation Process algorithm. on choosing the final result value that will be determined in problem solving. And the result of ranking employees is the total that is obtained from the sum of all the criteria from table 14 for all candidates and will produce a total value. From this research, the highest total score is 92.01 with the first rank.

Penentuan Kenaikan Jabatan Menggunakan Pembobotan Metode AHP dan Didukung Metode Complex Proportional Assessment

The internal state of the industry related to the human energy sources owned by the industry requires something that requires a management system that can support the selection of competent human energy sources in their field. The increase in problems is very meaningful for every industry because it involves the continuation of the growth of the industry. On the issue of promotion, managers must pay attention to many things about applicable problems, not subjective. Problems that often occur in the process of promotion of employees include the subjectivity of decision making, the presence of most employees who have far different abilities. Therefore we need a decision support system that can assist in determining effective position assignments and searching for the highest value using the COPRAS method. This decision support system uses the Analytical Hierarchy Process (AHP) method and (COPRAS) Complex Proportional Assessment where this method can be used to overcome complexity because there are many criteria that must be considered in promotions such as work quality, work experience, employee skills, tardiness, absenteeism. , teamwork, responsibility, and the final diploma. The data used is the assessment in 2020 at PT. Ark Setia has as many as 13 employee data. Testing the system was tried with one trial, namely making a start with Microsoft Office Excel. The results of the experiment using Microsoft Office Excel can be adjusted to the data that has been calculated using the AHP weighting method with the support of the COPRAS method, the highest value obtained from this calculation is 100.00 and obtained 4 appropriate results and fit to get the promotion.

Prediksi Promosi Jabatan Karyawan JNE Pematangsiantar Dengan Algoritma C4.5

This study predicts employee promotions using employee data from PT. JNE Pematangsiantar. The purpose of this research is to obtain a rule model in classifying predictions of promotions in the company. By knowing this prediction, decision makers can choose employees who will be promoted according to the rules that apply in the company. The method used in this research is Data Mining Algorithm C4.5, with employee data used as many as 20 employees. The variables used in this study include: Job Knowledge, Competence, Teamwork, Communication and Job Quality. The results of the study obtained 9 rules or rule models for this prediction classification with 5 rules with the final result being Promoted and 4 rules with the final result not being Promoted. With an accuracy rate of 71.43% and a classification error of 28.57%

Customer incivil behavior and employee retaliation

PurposeThe purpose of this study is to examine a moderated mediation relationship between customer incivility and employee retaliation.Design/methodology/approachThis study tested the hypotheses using data from 459 hospitality industry employee responses. Data was collected by using Amazon’s MTurk.FindingsThe study results suggest that employee anger mediates the customer incivility and employee retaliation relationship. Further, the employee’s regulatory focus (namely, promotion and preventive regulatory focus) moderates this mediated relationship. Specifically, employee promotion regulatory focus positively moderates the relationship between customer incivility and employee anger, whereas prevention regulatory focus negatively moderates the relationship.Originality/valueExtant study has not explored customer incivility and employee retaliation relationship under moderated mediation influence of regulatory focus and employee anger, respectively.

Workplace exercise program in a hospital environment: an effective strategy for the promotion of employees physical and mental health. A randomized controlled study.

The demanding and exhausting working hours, as well as the bad and unsuitable working conditions that prevail in several hospitals, affect employees' physical and mental health. The purpose of this study was to examine the effectiveness of a daily 6-week supervised workplace exercise program on health indices, functional capacity, overall fitness, subjective vitality, and life satisfaction in health professionals. A randomized controlled study was used. 50 health professionals (40-55years), working in a hospital environment, were divided into two groups: exercise (EG) and control group (CG). EG performed a 6-week supervised concurrent chair-based exercise program (stretching, strength, balance exercises, aerobic dance; 5days/week, 30-40min/day, 2 workouts/day lasted 15-20min) in the hospital. Health indices (body composition, blood pressure, respiratory function), functional capacity (flexibility, balance), physical fitness (strength, cardiorespiratory fitness), subjective vitality, and life satisfaction were measured before and after the completion of the program. Additionally, after the completion of the program, EG participants' enjoyment was assessed. EG significantly increased (p < 0.001) lean body mass and respiratory function (range of mean increase 3.5-4.5%, depending on the variable), functional capacity (range of mean increase 18-40%, depending on the variable), lower and upper libs maximal strength (range of mean increase 10-25%, depending on the variable), subjective vitality (41.3%) and life satisfaction (21.5%); while significantly decreased (p < 0.001) heart rate during submaximal test (-14%), body fat and blood pressure (range of mean decrease -3.5% to -5.5%, depending on the variable). In CG, all the above variables did not change. Furthermore, a great percentage of employees (95%) reported high levels of enjoyment. A workplace exercise program may be safely used for the promotion of employees' physical and mental health.

RELATIONSHIP BETWEEN CAREER CHALLENGES SUB VARIABLES AND ROLE EFFICIENCY OF HEALTH SECTOR EMPLOYEE PERFORMANCE IN SELECTED PRIVATE AND TEACHING HOSPITALS IN LAGOS STATE, NIGERIA

The goal of every organisation is performance achievement through efficient role that is devoid of Career challenges (CB). However, the presence of some career challenges in some organisations has always hindered employees’ role efficiency resulting to little or no performance. This study examined the relationship between career challenges sub variables and role efficiency of health sector employee performance in selected private and teaching hospitals in Lagos State, Nigeria. The study adopted a cross sectional research design on the population of 2,886 employees of the selected hospitals. A purposive and stratified sampling technique method was adopted for the selection of 349 sample size. With primary source of data collection via a reliable and validated questionnaire, 78% response rate was achieved. Multiple linear regressions was employed for data analysis. Findings revealed that removal of career challenges positively correlated to medical sector employee performance in the following dimensions: Role efficiency in the dimension of: β= 10.043 Adj R2 = 0.153. f(5343)= 13,599, P&lt; 0.05. The study concluded that removal of career challenges and promotion of employees’ role efficiency through adequate monitoring of employees activities have very strong correlation with the performance of employees in the selected teaching and private hospitals. The study recommends that stake holders of these hospitals should initiate policies that would remove career challenges, promote employees’ role efficiency and adequately remunerate employees of these hospitals to enhance their performance.

The instrumental role of employee voice in achieving promotability: social influence perspective

PurposeDrawing upon social influence theory, this study examines employee voice as one potential form of social influence that enables employees to receive positive performance evaluations from their supervisors, further increasing their chances of being promoted to a higher positional level. Importantly, organizational politics as experienced by employees is an important boundary condition that may affect the success of voice in achieving promotability.Design/methodology/approachThis study obtained data from 218 independent matched subordinate-supervisor dyads from a manufacturing company in Japan. This study utilized the PROCESS macro developed by Hayes (2013) to test moderated mediation hypotheses.FindingsEmployee voice positively predicts employee promotability through supervisors' evaluations of employee task performance, and organizational politics operates as a boundary condition at both the first and second stages of moderation.Practical implicationsBy speaking up at work, employees may instill an impression as a highly performing and competent individual in the eyes of their supervisors, thereby increasing their chances of being promoted within their organization. However, it is important to carefully consider the degree of workplace politics before expressing one's voice. For organizations, it is important to ensure that the policies and procedures used to demine promotion decisions are objective.Originality/valueThis study departs from the traditional perspective that voice is primarily used for prosocial reasons by suggesting that voice can also be used for the purpose of promoting personal career objectives.