Role Of Employees Research Articles

Family matters! Antecedents and boundary conditions of unethical pro-family behaviors

While unethical pro-family behaviors may negatively affect organizations, the causes of such behaviors remain largely unclear. We focus on work-to-family conflict as an antecedent to these negative behaviors and draw upon social cognitive theory by considering the role of employees’ psychological states. We investigate the mediating and moderating roles of work-to-family guilt, moral disengagement and moral identity in the relationship between work-to-family conflict and unethical pro-family behaviors. Specifically, we build a model where employees’ work-to-family conflict is positively related to their unethical pro-family behaviors, where their feelings of guilt and their moral disengagement sequentially mediate this relationship and where employees’ moral identity weakens this positive relationship. By utilizing multiple studies and varied methods (a cross-sectional survey, a time-lagged survey and two scenario-based experiments) conducted in the Chinese context, we investigate these proposed relationships. We discuss our findings’ theoretical contributions and managerial implications.

Employees’ belief restoration in a crisis context: the role of servant leadership, workplace spirituality, and proactive personality

ABSTRACTThere is insufficient empirical evidence to support the critical role of employee’s belief restoration during significant crises. The aim of this study is to derive a model of how servant leadership affects employees’ belief restoration during a crisis, using workplace spirituality and proactive personalities as mediators. For the purposes of this research, partial least squares structural equation modelling (PLS-SEM) was conducted on a sample of 315 employees of aviation service providers during the COVID-19 pandemic. The results revealed positive nexuses between servant leadership and workplace spirituality as well as proactive personality. However, the direct effect of servant leadership on employees’ belief restoration was not supported. The findings further demonstrated positive relationships between workplace spirituality and employees’ belief restoration, as well as between employees’ proactive personalities and their belief restoration. The study also found that the link between servant leadership and belief restoration is significantly and positively mediated by workplace spirituality and employee proactivity.

The Influence of Motivation and Discipline on Employee Performance in the Public Sector in Bandung

The pivotal role of employees as the most vital actors within an organization is underscored by numerous scholars. This research was conducted at the Bandung City Human Resources Development Personnel Agency (Badan Kepegawaian Pengembangan Sumber Daya Manusia or BKPSDM). The aim of this research is to determine the influence of motivation and work discipline on employee performance at the BKPSDM both partially and simultaneously. The method used consists of descriptive and associative methods through a survey approach. The sample for this research consists of 103 respondents. Sample collection was carried out using sampling techniques or saturation calculations. Data was obtained by distributing questionnaires using an online system via Google Form and further strengthened through direct interviews. The research results show that motivation has a positive effect on employee performance both partially and simultaneously, while work discipline has no effect on employee performance either partially or simultaneously. The findings underscore the need for targeted motivational strategies to enhance overall organizational effectiveness. This research significantly contributes to the understanding of performance determinants in public sector organizations, specifically highlighting the pivotal role of motivation.

Employee Turnover Due to Job Stress: National versus Multinational Pharmaceutical Companies in Pakistan

Consistent performance and good quality of work are very much necessary for businesses. Here are many more factors to losing an employer’s performance in the market. Worker departure is more excessive in the business sector nowadays, which is a very poor and challenging issue in organizations, especially in Pakistan’s pharmaceutical sector. Upper-level supervisors and researchers concentrate on the effect of employee departure. The actual reason for this work is to locate the various reasons and address these problems in both national and MNC pharmaceutical companies in Pakistan. The study will focus on the reputation of these sectors on behalf of employees and how to control employees quitting services from the company, find out the reasons, work on them, control employee attrition, and retain the salesforce. There are a lot of differences between national and multinational pharmaceutical companies in terms of hiring, training, and retaining; employee motivation plays an important role in employees staying long-term in the company. The human resources department measures everything, conducts interviews, and so on. For good hiring people nowadays, employees leaving the organization is a critical issue for the employer. They can hire them when only one employee leaves the company, especially in the pharmaceutical sector. The company loses their sales in a specific territory in terms of volume and units, but this is the only industry in Pakistan where there can be huge and high turnover in the sales and marketing profession as compared to all other industries, even more and more yearly new pharmaceutical companies are coming up in the market where a for employee have extra another opportunities are available, but still in this medical profession of sales and marketing the turnover rate is seeing high. Employees leave for various reasons. The First thing is undue Sales Pressure by the company. Secondary things happen, including extra difficult tasks given by the supervisor/manager, ambiguous unchallenging tasks, the poor concentration of the manager, inadequate support, lack of appreciation, and no career growth in the company, perceived that employee received pay equity as compared to other employees and also the advantage of achieving more favorable jobs in different companies Exit policies are important for the employees of multinational companies but not for the employee of national companies Sales targets should also be realistic and flexible following the market conditions including the competitors In order to manage the trust, Firstly the management has to improve its HR style for the leaving employee, from no worries to consultative and caring or laissez-fair where individual grievances are considered noteworthy.

Strategi Pengelolaan Bandar Udara Sultan Muhammad Salahuddin Melalui Kompetensi dan Disiplin Karyawan Berkontribusi pada Level Of Service

Based on the observation in Sultan Muhammad Salahuddin Bima Airport, West Nusa Tenggara, several problems were found; the check-in counters were often disrupted or damaged, damage luggage could occur due to porters, incompetent employees in some fields, and indiscipline employees as the act of not paying attention to the company’s regulation. This study aims to determine the strategy for managing employees’ competencies and discipline at work that could contribute to the level of service at this airport and to which extent the role of employees’ competencies and discipline could increase the level of service. This study used SWOT analysis and interview as the research method. The results of the study show that the position of the airport is in a strong competitive position. Sultan Muhammad Salahuddin Bima airport should continue its effort to improve its employees’ capabilities, discipline at work and to provide the supporting facilities of all aspects including increasing airport capacity and improving the human resources quality of airport management.

A multilevel conceptual framework on green practices: Transforming policies into actionable leadership and employee behavior.

As organizations have recognized their cause/solution relationship with the environment, increasing attention is being given to the role of employees make in achieving green organizational objectives. Even though, business sustainability initiatives are often led by leaders; employee green behavior (EGB) plays a vital role in success of such initiatives. The current paper focuses on relatively less researched topic of EGB. It uses a narrative review approach to develop a multi-level conceptual framework that draws upon the connectivity of leadership influence at firm and team levels, and how this influences individual level EGB. The paper offers a holistic approach to influencing effective green strategies in organizational contexts. By doing so, it contributes to the larger debate on different dimensions, mechanisms, and levels of environmentally responsible behavior in organizational settings and opens up new avenues for multi-level and cross-layer empirical research.

IMPACT OF NON-FINANCIAL REWARDS ON EMPLOYEES' JOB SATISFACTION

Employees serve as a strategic resource for a company, providing a competitive edge through distinct offerings from its staff. Crafting and implementing a rewards program, encompassing non-monetary inducements, becomes somewhat intricate when striving for mutual gains between the employer and the workforce. To sustain the valuable input of employees, the organization must make substantial investments in meeting their requirements via a comprehensive reward structure. This research aims to uncover the influencing factors of non-financial rewards on employee job satisfaction and establish the correlation between non-financial rewards and job satisfaction. The study focused on employees at the Rubber Industry Smallholders Development Authority office in Selangor as its sample group. A total of 40 questionnaires were distributed, resulting in 36 collected responses that were subsequently analysed. Descriptive analysis was carried out using Statistical Package for Social Science version 28. In addition, Pearson correlation and regression analyses were performed to ascertain the connection between the independent and dependent variables. The study's findings indicate that several key factors have a notable impact on employees' job satisfaction. These include receiving formal praise (μ=4.167), understanding employee behaviour (μ=4.028), receiving appropriate recognition (μ=4.000), obtaining continuous feedback (μ=4.000), gaining informal praise (μ=3.944), and frequently receiving recognition from a manager (μ=3.944). Furthermore, the results reveal a strong positive correlation between non-financial rewards and job satisfaction (r (34) = .966, p = .001), thereby supporting hypothesis 1. This suggests that non-financial rewards play a significant role in elevating employees' job satisfaction and potentially enhancing the organisation's overall efficiency. Consequently, the outcomes of this study can serve as a valuable guideline for the RISDA organisation to enhance its reward system, with the potential to fulfil employees' needs and concurrently achieve heightened employee satisfaction.

Abusive Supervision and Organizational Resilience: The Role of Employees’ Psychological Capital

Crises present important opportunities to study leadership. While previous research has established that abusive supervision occurs more frequently during a crisis, its effect on organizational resilience has not been studied. Micro-level mechanisms through which abusive supervision affects organizational resilience are also largely missing from prior studies. The aim of the present research was to investigate how abusive supervision relates to organizational resilience via employees’ psychological capital through the lens of the job-demands resources theory. Multi-level structural equation modelling using Stata version 18 was used to test a mediation model using a sample of 301 small and medium sized enterprises from Kenya. Results revealed that abusive supervision erodes organizational resilience however employees' psychological capital offsets the negative effects of abusive supervision. Ultimately, this paper showed that psychological capital can aid in lessening the deleterious effects of abusive supervision in crisis.

Reflections of Black Married Working Mothers Managing Occupational Roles and Racism.

Black married working mothers encounter forms of racism, on the job and in society. However, little attention is given to how these experiences affect their work and family lives. Qualitative thematic analysis was used to examine the narratives of 91 Black women, aged 20 to 55 years, to explore the effects of racism on their key occupational roles of wife, employee, and mother. Four major themes emerged for being a Black employee. Two themes were linked to Black mothering. Five themes were identified for being a Black wife. Also, two new culturally derived occupational roles emerged: advocate and pioneer. Findings suggest that Black married working mothers have unique transformative experiences in their occupational roles solely due to their minoritized status, which impacts their wellbeing. Occupation-based research should focus on racism's impact on the wellbeing of minoritized groups as they engage in desired and meaningful occupational roles.

Learning culture and knowledge transfer: the role of Colombian employees’ attitudes

ABSTRACT This work has three objectives: the first, to analyse the relationship between learning culture and knowledge transfer; the second, to analyse the mediation effect of organisational commitment between culture and transfer; and the third, to analyse the moderation effect of job satisfaction between culture and transfer. The participants in the study were 463 employees from Colombia, and the research method was the survey. The hypotheses were tested using structural equations. Data analysis shows a significant relationship between learning culture and knowledge transfer. The results show a partial mediation effect of organisational commitment. The moderation effect of job satisfaction between culture and knowledge transfer is not proven. The results of this study confirm the knowledge management literature, indicating that the values that describe a learning culture affect knowledge transfer. Furthermore, this research shows how attitudes intervene in knowledge transfer, which adds importance to the results.

Employees’ Resilience, Organizational Culture and Sustainable Performance of Tertiary Hospitals in Oyo State, Nigeria

Purpose: The study examined the role of employees’ resilience and organisational culture in the sustainable performance of tertiary hospitals in Oyo State, Nigeria, it examined the nature of relationship that exist among employees resilience level, organisational culture and sustainable performance; examined the influence of employees resilience level on sustainable performance; determined the impact of organisational culture on tertiary hospitals sustainable performance; investigated the moderating role of organisational culture in the relationship between employee resilience level and tertiary hospitals sustainable performance; and examined the impact of medical personnel resilience on patient satisfaction in tertiary hospitals. The conditions of the health workers in Nigeria necessitated this study in order to draw the attention of policy makers and tertiary hospitals Management to the need of coming to the aid of health workers in terms of improved services. Theoretical framework: The aim of employees’ resilience in the tertiary hospital is to ensure effective performance of the health workers and for them to be able to withstand or recover quickly from difficult conditions in the world of works. Noting that they experience serious stress as a result of the mass relocation of health workers in Nigeria to the western world for greener pastures which therefore put pressures on the ones on ground and finding it difficult to cope with the rigor of work. The study proffers solutions to the difficulties being experience by the health workers. When compared with the developed countries, health workers welfare are well taken care of which the reverse is the case in Nigeria. Methodology/Design/Approach: This study adopted quantitative design through a survey approach to answer the research questions raised. Questionnaire was made use of to gather data. The data collected were analyzed using descriptive and inferential statistical techniques of Social Package of Social Sciences, The population of the study comprises of two (2) sets of respondents which are Medical Personnel and Patients, 338 Medical Personnel and 50 patients were given questionnaire and wee returned. Findings: The outcome of the findings indicated that employees’ resilience level has a statistically significant positive and low correlation with sustainable performance ( ). Moreover, employees resilience has a statistically significant positive correlation with organizational culture ( ). In addition, organizational culture had a positive and statistically significant relationship with sustainable performance ( ). The result revealed that organizational culture did not moderate the relationship between employees’ resilience level and tertiary hospital sustainable performance ( ). This implies that organizational culture is not a moderator between employees’ resilience level and tertiary hospital sustainable performance. The results also revealed that patients are satisfied with the communication style of the medical personnel (100%), the explanation mode of the medical personnel (85%), the ways by which the medical personnel relate with them (95%), general relationship (100%), the technical skills of the medical personnel (80%) and awareness of their health issue (100%). The medical personnel are well trained and cultured through their professional ways of discharging their duties to safe lives. It also, charged the Nigerian Government to improve in the working conditions of the health workers. Research, Practical & Social implications: The study resolves by implication that, employees’ resilience and organizational culture have significant relationship with sustainable performance while employees’ resilience level has a statistically significant positive correlation with organizational culture. Employees’ resilience through contextual and behavioural dimensions do not significant predictors on sustainable performance while cognitive dimension significantly predicts of tertiary hospital sustainable performance. The study also clarified that organizational culture is not a moderator of the relationship between employees’ resilience and tertiary hospital sustainable performance. Patients are satisfied with the medical personnel service delivery in these tertiary hospitals. It recommends among others, that medical personnel’s behavioural and contextual dimensions of employees’ resilience should be further enhanced by hospital stakeholders, especially the management to enhance sustainable performance. Originality/Value: The study added value to body of knowledge because its implications both practical and social affirmed that without creating enabling environment, organizational culture, the level of employees’ resilience is advanced and better and appropriate management strategies, organizational culture that will meet up with its optimization level in terms service delivery and effective welfare of health workers should be put in place from time ti time. The study as recommends that medical personnel’s behavioural and contextual dimensions of employees’ resilience level should be further enhanced by hospital stakeholders, especially the management to enhance sustainable performance.

The Role of Government in Solving Socio-Economic and Ecological Problems

In the article there is discussed the dialectic connection between ecology and economics, the role of state in solving ecological problems, there are also characterized some unfavorable conditions existing in the Georgian economy and the ways of its improvement. Additionally, the objective existence of one of the main hindering factors for economic growth and development- the morally outdated scientific and technical knowledge (S&TK) is highlighted; The role of employees from the field of education to improve the unfavorable situation in the economy and further progress of the country is presented. Moreover, much attention is paid to the sharp features of accumulation and usage of scientific-technical knowledge and physical capital in view of obsolescence. Hence the extremely large role of scientific-technical knowledge for economic growth and development is shown. Keywords: socioeconomics, physical investment, ecology, moral obsolescence, economic development.

The impact of green human resource management on hospitality employees’ quitting intention: A dual perspective study

Green human resource management (GHRM) is being increasingly adopted by hospitality industry to help hotels achieve environmental goals and cater to the green focus of customers. The existing studies mostly focus on the impact of GHRM on green-related outcome variables, and few studies have explored the relationship between GHRM and non-green-related outcome variables. At the same time, the entire hospitality industry is facing the problems of high employee liquidity and a high turnover rate. Therefore, this study aims to explore the relationship between GHRM and employees' quitting intention in the hospitality industry through the mediating role of job embeddedness and the moderating role of servant leadership and employees' individual green values. Participants were 437 frontline employees from of 31 hotels in mainland China, and data were collected through conditional sampling and analyzed using structural equation modeling techniques. It was found that GHRM can increase employees' job embeddedness, which in turn suppresses employees' quitting intentions. In this process, the level of employees' individual green value and the degree of servant leadership among management both have positive moderating effects. In terms of theoretical contributions, the path of influence of GHRM practices on employees' quitting intention is explored, which broadens the scope of GHRM research. The introduction of two moderating variables, servant leadership and individual green value, provides a new idea for subsequent research to explore the issue from the dual perspectives of both leadership and employees. In terms of practical implications, this study reveals to hospitality managers how GHRM can help reduce employee turnover and suggests ways of optimizing the effect by improving the level of employees' individual green value and promoting servant leadership among management.

Beyond the universal perception: Unveiling the paradoxical impact of ethical leadership on employees’ unethical pro-organizational behavior

Ethical leadership, widely recognized as a positive leadership style, has shown inconsistent relationships with employees' unethical pro-organizational behavior in the workplace. This study draws on the social cognitive theory to investigate the paradoxical impact of ethical leadership on employees' unethical pro-organizational behavior. It also examines the mediating role of employees' psychological empowerment and the moderating effect of moral identity. The study collects data from 515 nursing staff working in public and private hospitals in Pakistan at three different time intervals, and analyzed using PLS SEM. Contrary to the previous studies and our initial hypothesis, the findings reveal a positive relationship between ethical leadership and employees' unethical pro-organizational behavior. Additionally, the study demonstrates that employees' psychological empowerment positively mediates the relationship between ethical leadership and employees' unethical pro-organizational behavior. This underscores the significance of employees' psychological processes. Furthermore, the relationship between ethical leadership and employees' psychological empowerment is moderated by employees' moral identity. This highlights the role of the individual differences in shaping employees’ behavior within the workplace. Overall, these results challenge the universal perception of ethical leadership as a positive form of leadership, shedding light on the unintended consequences and paradoxical impact it can have in organizations.

Fostering successful ageing at work: The role of cognitive job crafting, work certainty and perceived remaining time at work

AbstractThis research emphasizes the role of employees in managing their experiences of successful ageing at work. Following a lifespan developmental framework, we propose a new model in which employees, who proactively engage in cognitive job crafting and work uncertainty regulation, are more effective in altering their perceptions of remaining time at work. This, in turn, enhances their experiences of successful ageing in the workplace (i.e. the likelihood to sustain longer, healthier and more productive working lives). We test the conceptual model in two consecutive studies with workers from the United States of America (Study 1) and China (Study 2). The results replicate across the two studies, confirming the indirect positive effect of cognitive crafting on successful ageing at work through perceived remaining time at work. In addition, in Study 2, we find that the effect of cognitive crafting on perceived remaining time at work is stronger for employees with higher (vs. lower) levels of work certainty. Finally, work predictability indirectly moderates the relationship between cognitive crafting and perceived remaining time at work via work certainty. These findings offer important theoretical insights into the fields of work and ageing, job design and uncertainty regulation and provide the evidence base for building capacity, improving organizational practice and policymaking on active ageing at work and beyond.

The Impact of Customer Incivility and Its Consequences on Hotel Employees: Mediating Role of Employees’ Emotional Exhaustion

Employees’ negative outcomes have continued to be the logical position emphasized by service-oriented organizations that ‘the customer is always right’ and organizational policies that require employees to make customers happy, even in situations involving a customer’s uncivil behavior. The current study builds and evaluates a research model that analyzes the associations among customer incivility, employees’ emotional exhaustion, employees’ intentions to quit the workplace, and employees’ satisfaction at the workplace using the conservation of resources theory. Employees from four- and five-star hotels in Pakistan. The data shows that customers’ incivility boosts employees’ emotional exhaustion and employees’ intentions to quit the workplace, but intentions have no effect on employees’ satisfaction at the workplace when using structural equation modeling. The results show that employees’ emotional exhaustion slightly mediates customers’ incivility influence on employees’ intentions to quit the workplace while totally mediating customers’ incivility effect on employees’ satisfaction at the workplace. The findings’ implications, limitations, and future directions are examined.

Managers’ Motivating Language and employees’ Job Engagement: The Role of Meaningfulness and Employee– Manager Relationships

ABSTRACT Managers’ communication, relationships with subordinates, and employees’ feelings of meaningful work are vital in engaging subordinates. However, their relationships lack a theoretical foundation. Drawing on self-concept theory (SCT), this study assesses the mediating role of psychological meaningfulness and employee – manager relationships (EMR) in the connection between three types of motivating language used by managers and job engagement. This study also tests the moderating role of EMR between psychological meaningfulness and job engagement. A convenience sampling method was used to collect 380 responses from employees working at four- and five-star hotels in Malaysia. Data were analyzed using the partial least squares method. Although three forms of motivating language positively relate to psychological meaningfulness, only empathetic language positively relates to EMR. Psychological meaningfulness mediates relationship between the three forms of motivating language and job engagement, while EMR only mediates the relationship between empathetic language and job engagement. EMR also significantly and negatively moderates the link between psychological meaningfulness and job engagement. These findings add value to the SCT and motivating language by assessing the relationships between motivating language, EMR, psychological meaningfulness, and job engagement. Managers can use motivating language to make jobs meaningful and build relationships with subordinates to improve employee outcomes.

The Impact of the COVID-19 Pandemic on the Hospitality and Tourism Industry: The Mediating Effect of Coping and the Moderating Role of Management Support

The COVID-19 pandemic has impacted most industries, including the hospitality and tourism industry. This is one of the first studies to investigate the impact of COVID-19 on the psychological well-being of individuals in the hospitality and tourism industry. With the help of the literature and theories, a theoretical model is developed, which is later validated through structural equation modeling, using a survey of 314 usable respondents from the hospitality and tourism industry. This study finds that coping has a significant mediating effect on individuals’ psychological well-being and that management support plays a considerably significant role in hospitality and tourism employees’ psychological well-being.

Developing internal marketing strategies for measuring and managing employee-based brand equity

PurposeThe purpose of this study is to propose a conceptual framework for measuring and managing employee-based brand equity. Drawing upon existing research, the authors argue that internal brand management should be approached from professional and socio-emotional perspectives.Design/methodology/approachThe study establishes a comprehensive conceptual framework by thoroughly reviewing existing literature on employee-based brand equity and internal marketing. It builds upon existing research while adding unique insights to deepen the understanding of the subject.FindingsThe proposed conceptual framework highlights the importance of both professional and socio-emotional factors in building and managing employee-based brand equity. The framework emphasises the role of employees’ emotions, values and relationships in shaping their brand-related behaviours and their functional role in delivering brand promises.Research limitations/implicationsThis paper offers a theoretical foundation for future research in internal branding. However, the framework is not empirically tested, and further research is needed to validate and refine the framework. Organisations can develop more effective internal branding strategies that enhance brand equity by recognising the importance of both professional and socio-emotional factors in shaping employees’ brand-related behaviours.Practical implicationsOrganisations can develop more effective internal branding strategies that enhance brand equity by recognising the importance of both professional and socio-emotional factors in shaping employees’ brand-related behaviours.Originality/valueThis study presents a novel approach to internal brand management, introducing a unique, dual-perspective model. This enriches the current body of literature and provides fresh insights for academics and practitioners in the field of marketing and brand management.

Factors influencing employees’ eco-friendly innovation capabilities and behavior: the role of green culture and employees’ motivations

Factors influencing employees’ eco-friendly innovation capabilities and behavior: the role of green culture and employees’ motivations