Role In Organizational Success Research Articles

HR Trends in 2030: Preparing for the Future Workplace

As we approach 2030, the landscape of human resources (HR) is undergoing significant transformations driven by technological advancements, demographic shifts, and evolving workplace expectations. This paper explores the key HR trends anticipated for 2030, focusing on how organizations can adapt to the changing dynamics of the workforce. By analyzing the implications of AI adaptation, the rise of diverse job roles, and the importance of strategic HR execution, this study offers insights into preparing for a future where HR plays a pivotal role in organizational success. Additionally, the paper highlights the importance of advancing gender equity, bridging the skills gap, and empowering seasoned workers as crucial components of the future workplace. Keywords: HR Trends, AI Adaptation, Workforce Diversity, Skills Gap, Gender Equity, Strategic HR, Future Workplace, Employee Empowerment

MAPPING THE TERRAIN OF TRANSFORMATIONAL LEADERSHIP, ORGANIZATIONAL COMMITMENT, AND EMPLOYEE ENGAGEMENT: A CONCEPTUAL FRAMEWORK

Organizational commitment and transformational leadership play an important role in organizational success. This study explores the interrelationships between organizational commitment and employee engagement, highlighting their interconnected nature and implications for organizational effectiveness. A conceptual framework approach is used to map the interdependencies between transformational leaders, organizational commitment, and employees. Key findings and models from the selected studies are extracted to identify common themes and gaps. The conceptual framework aims to provide a foundational reference for future empirical studies and will assist practitioners in devising leadership strategies that effectively harness the potential of their workforce. The framework provides a comprehensive understanding of how leadership behaviors influence employees' emotional attachment to the organization and their subsequent engagement in their work roles.

Recruitment, Job Placement and Employee Performance

Purpose: This study aims to investigate and analyze the impact of recruitment and job placement on employee performance at PT. Semen Tonasa, specifically within the Distributor Division, is in Makassar City. The research explores how these human resource management practices influence work outcomes and whether their effective implementation can enhance employee performance. Research Design and Methodology: The study's population consists of 40 employees from the distribution section of PT. Semen Tonasa in Makassar City. A census sampling method was utilized, involving all population members as the sample. Primary data was gathered through direct questionnaires distributed to the respondents. The analysis methods included descriptive statistics, validity and reliability testing, normality testing, multicollinearity testing, hypothesis testing using multiple linear regression analysis, partial and simultaneous tests, and determination coefficient tests. Findings and Discussion: The findings demonstrate that recruitment and job placement positively and significantly affect employee performance at PT. Semen Tonasa's Distributor Division, both individually and collectively. These results indicate that implementing effective recruitment and placement strategies can significantly improve employee performance, aligning with theoretical expectations regarding human resource practices' role in organizational success. Implications: The study's results underscore the critical importance of strategic recruitment and job placement in enhancing employee performance. These findings suggest organizations should refine these HR practices to foster better employee outcomes. Further research is recommended to explore these relationships in different organizational contexts and industries to expand the applicability of these results.

Pentingnya Perencanaan Sumber Daya Manusia Dalam Sebuah Organisasi

Human resource planning is the first thing an organization or company must do when the company seeks better human resource management. All organizations or companies must determine their future with various different plans following current developments. Currently, changes are occurring quite rapidly, so organizations or companies must be able to keep up with the changes that are occurring quickly and precisely. Organizations or companies must be able to anticipate and adapt to change. Therefore, personnel planning is becoming increasingly important for companies, because the era of globalization, new technologies and organizational change processes overshadow organizational life repeatedly. An organization that is not supported by employees with good quantity, quality, strategy and function, of course the organization will find it difficult to maintain and develop its existence in the future, so that personal planning is successful. Human resource (HR) planning plays a crucial role in organizational success by ensuring the continuity of efficient and effective operations. In the context of globalization and rapid change, HR planning is becoming increasingly important to identify the need for quality and visionary human resources. The unique characteristics of an organization are also a focus in this abstract, where a unique business strategy can become a competitive advantage that is difficult for competitors to imitate. Evaluation of employee performance based on industry principles and the influence of organizational politics as well as a poor evaluation system on employees are also highlighted in this abstract. By understanding the critical challenges facing organizations, including in the context of globalization, HR planning can help organizations to strengthen their position in global competition and face change more adaptively.

Leadership Styles in Management

Leadership plays an increasingly critical role in organizational success, especially in today's rapidly evolving business landscape, where agility and adaptability are paramount. Various leadership styles have garnered considerable attention in management research, reflecting the quest to optimize organizational performance amidst dynamic challenges. Understanding these styles is not merely advantageous but urgent for leaders and management practitioners, as the choice of leadership approach significantly shapes organizational culture, influences employee performance, and ultimately determines the achievement of shared objectives. This study delves into the plethora of leadership styles through an exhaustive examination of management literature, aiming to unveil the multifaceted impact of these styles on organizational performance. The findings of this research endeavour are poised to offer invaluable insights, enriching comprehension of the pivotal role and relevance of leadership styles within management frameworks, while also laying the groundwork for future explorations in the realm of organizational leadership and management.

Driving Success Through SIM: A Critical Analysis Management information Systems Influence on Decision-Making Processes

In this journal, we explore the influence of Systems Information Management (SIM) on decision-making processes in organizations. The aim is to conduct a critical analysis of the contribution of SIM in increasing the effectiveness of decision making. The research method used is literature analysis from various sources such as scientific journals and related articles. The results show that effective implementation of SIM can speed up the decision-making process, increase information accuracy, and enable managers to make more timely decisions. In conclusion, SIM plays a vital role in organizational success through informed decision making. The implications of this research emphasize the importance of continuing to improve SIM implementation to support better decision-making processes in facing increasingly complex business challenges. The results of this study can provide valuable insights for practitioners and researchers in the field of information management.

Talent Management Model in the Context of Coopetitive Interaction and the Knowledge Economy

This article examines the talent management model in the context of the modern knowledge economy, emphasizing the importance of coopetitive interaction among business, education, and science. Effective talent management has become a critical factor in ensuring organizational development and innovation in this rapidly evolving environment. The study addresses how coopetition—a strategic combination of cooperation and competition—can enhance the effective utilization of intellectual potential across different sectors, contributing to long-term competitiveness and innovation. The authors thoroughly analysed the literature, exploring fundamental principles and approaches to talent management that are essential for developing competitive organizations in the knowledge economy. The study identifies critical challenges that organizations face in attracting, developing, and retaining talent, particularly in light of fast-paced technological advancements and the growing complexity of the labor market. Additionally, the researchers emphasize the need for cross-sector cooperation, arguing that integrating business, education, and science is pivotal for creating an innovative environment where talent can thrive. The article's central focus is coopetition, which involves a delicate balance between collaborative efforts and competitive strategies among businesses, educational institutions, and research entities. This coopetitive approach is presented to maximize the intellectual resources available within the knowledge economy, ensuring the effective development of creativity, knowledge, and innovation. Furthermore, the research addresses talent retention challenges, particularly in sectors with high demand for skilled workers. It emphasizes the importance of providing continuous opportunities for professional growth and innovation integration. The proposed talent management model is comprehensive and considers the unique aspects of the modern labor market. The model highlights the necessity for organizations to attract talent and create an environment where employees can continuously develop their skills and contribute to the organization's innovation processes. The practical implications of this study offer a framework for organizations seeking to implement effective talent management strategies that align with the needs of the knowledge economy. In conclusion, the article presents a detailed analysis of a new talent management model that promotes competitiveness and innovation through coopetitive interaction among business, education, and science. This model is particularly relevant in today’s knowledge-driven economy, where the ability to manage talent effectively plays a crucial role in organizational success. By fostering coopetition and ensuring the optimal use of intellectual potential, the proposed model contributes to developing innovative, competitive, and sustainable organizations capable of thriving in the knowledge economy.

The Impact of Psychological Safety on Leader Decision-Making: An Empirical Analysis of the Relationship

Psychological safety is a critical factor in shaping the work environment, as it affects employees' willingness to take risks, share ideas, and engage in open communication. Its impact on leadership decision-making is of particular interest, as decision-making plays a crucial role in organizational success. This research paper aims to investigate the relationship between psychological safety and leader decision- making through an empirical analysis. By utilizing secondary research data, this study seeks to explore the influence of psychological safety on leadership decision-making and highlight its implications for organizational effectiveness and employee well-being. To begin, it is important to understand what psychological safety entails. Psychological safety refers to the perception of individuals that they can speak up, take risks, and express their thoughts and ideas without fear of negative consequences. It creates an environment where employees feel psychologically secure, fostering trust, collaboration, and innovation. This paper aims to delve into how psychological safety affects the work environment and why it is crucial for organizational success.

TURNOVER INTENTIONS IN EDUCATION PERSONNEL: THE ROLE OF JOB SATISFACTION AND ISLAMIC WORK ETHICS

Educational personnel in tertiary institutions play an important role in organizational success. The occurrence of turnover in educational staff can hurt the running of the organization. In Islamic-based tertiary institutions, job satisfaction and Islamic work ethic can influence the desire of educational staff to turn over. This study aims to determine the effect of job satisfaction and Islamic work ethic on the turnover intentions of teaching staff at the Muhammadiyah University of Purwokerto. This research method uses quantitative research methods. The sample of this research was 97 teaching staff at the Muhammadiyah University of Purwokerto. The data collection method uses the turnover intention, job satisfaction, and Islamic work ethic scales. The results of the study show that there is a significant effect of job satisfaction on turnover intentions, while Islamic work ethic has no significant effect on turnover intentions. The results also show that job satisfaction and Islamic work ethic contribute to a turnover intention of 49.2%. Higher education leaders can use the results of this study to increase the job satisfaction of educational staff so that turnover can be avoided.

Employer brand and international employer brand: literature review

PurposeThis review article offers an insight into employer brand and its importance for organizations, as well as an overview of international employer brand based on research on this topic available to date.Design/methodology/approachAn examination and critical evaluation of 37 research articles, two scientific monographs and a chapter was conducted. The selection of articles was based on conducted content analysis.FindingsHaving an employer brand has become of utmost importance for many organizations since it was first described in academic literature in mid-1990s. Despite its key role in organizational success, there is a certain lack of recognition of employer brand in academic literature. While employer brand research is somewhat scarce, international employer brand research is almost non-existent. Organizations that operate on different international markets often recruit their employees internationally as well. However, employer brand developed and managed locally differs from the one developed and managed globally.Research limitations/implicationsThis review is based on a small number of articles available in the databases. Additionally, only the research papers written in English were included in the review.Originality/valueThis review paper offers a much-needed overview of literature on employer branding within international context. International employer brands and international employer branding have so far been neglected within employer branding literature, despite the obvious need for differentiation. Therefore, this article seeks to provide a systematic overview and identify relevant characteristics of the international employer brand.

Mental health self-efficacy as a moderator between the relationship of emotional exhaustion and knowledge hiding: Evidence from music educational students.

The knowledge and skills of employees could play a valuable role in organizational success. Organizations seek practices to create a knowledge-sharing culture to take full advantage of individual competencies. However, the knowledge-hiding behavior of individuals is a hurdle in the internal dissemination of knowledge and expertise. It becomes more critical in the case of teaching institutions, where the students are taught and trained. Scholars are now putting their efforts into seeking the antecedents and consequences of knowledge-hiding behavior. This study also attempts to determine the role of interpersonal distrust as an antecedent of knowledge hiding behavior of music education students. Based on the social exchange theory, the present study attempts to check the association of interpersonal distrust with emotional exhaustion and knowledge hiding. For empirical investigation, this study assumes that interpersonal distrust positively enhances knowledge hiding and emotional exhaustion, respectively. Moreover, the present study also attempts to check the association of emotional exhaustion with knowledge hiding. This study also assessed the mediating role of emotional exhaustion in the relationship between interpersonal distrust and knowledge hiding. This current study also aims to check the moderating role of mental health self-efficacy in the relationship between emotional exhaustion and knowledge hiding. For empirical investigation, the present study collected the data from 310 music learning students of various Chinese universities through a structured questionnaire method using a convenient sampling technique. This study applied partial least square structural equation modeling for empirical analyses using Smart PLS software. The findings of this study revealed that interpersonal distrust does not directly influence knowledge hiding; however, interpersonal distrust has a positive association with emotional exhaustion. The findings also acknowledged that emotional exhaustion positively correlates with knowledge hiding. The results also confirmed that emotional exhaustion positively mediates the relationship between interpersonal distrust and knowledge hiding. Further, the outcomes depicted that mental health self-efficacy negatively moderates the relationship between emotional exhaustion and knowledge hiding. In addition, this study’s findings also serve the literature of knowledge hiding by providing important theoretical and practical implications.

Adaptive Framework Aims To Develop Resilient Supply Chain Using 3D Printing

This article, written by JPT Technology Editor Chris Carpenter, contains highlights of paper SPE 203089, “Adaptive Framework for Resilient Supply Chain Using 3D Printing in the Oil and Gas Industry,” by Yousef Al Tartoor, Adel Khalaf, and Mohammed Awadallah, ADNOC, prepared for the 2020 Abu Dhabi International Petroleum Exhibition and Conference, Abu Dhabi, held virtually 9–12 November. The paper has not been peer reviewed. Resilient supply-chain management plays an essential role in organizational success. While an effective supply chain is dependent on logistics, inventory control, and materials handling, it is also strongly interlinked with the use of new technologies that will enhance the complete supply-chain cycle. The complete paper develops a framework that introduces 3D printing in the oil and gas industry, taking into consideration the challenges that this technology is facing to penetrate a generally conservative industry and realizing its potential benefits. Sourcing Materials Challenges (As-Is Situation) Additive manufacturing can play a vital role in resolving pains experienced by global aftermarket supply chains. It can help in dealing with obsolescence of materials after the end of service, when the materials are either not available in market, very costly, or missing technical drawings and data sheets. Also, high uncertainty in the planning of demand in oil and gas leads to reordering of unnecessary materials because of high order quantity minimums or having the required parts as a part of kits (usually other items in such kits are nonmoving). Another supply-chain issue is long lead times for purchasing materials, especially internationally. Moreover, additive manufacturing can be a cost-effective solution with less material waste, especially for precious materials. Finally, additive manufacturing can help relieve the problem of working capital being locked up in inventory as a result of accumulation of dead inventory (nonmoving items), leading to scrapping or write-off of unused spare parts. Fig. 1 compares the cost of traditional methods of reverse engineering with 3D printing. Conventional methods of reverse engineering, such as casting or forging, can be cost-effective for noncomplicated configurations. As the complexity of the part increases, however, the cost increases exponentially, revealing 3D printing as the more cost-effective approach. Several commodities in the oil and gas industry can be plotted beyond the breakeven point in the figure. Such materials include 2D and 3D impellers, various valves, control-valve plugs and diffusers, casing scrapers, fuel injectors, nozzles, vanes, and blades. Market Analysis and Self-Assessment Political, economic, sociological, technological, legal, and environmental (PESTLE) analysis of their operating company was performed by the authors to gain a better understanding of the current situation of the business and external environment factors that may affect the company’s activities without much direct control from the company. From the standpoint of PESTLE analysis, the technological factor seems to be promising, considering reverse engineering and 3D printing of materials on demand. If any certified local workshop or 3D printing facility is able to produce like-original-equipment-manufacturers’ (OEM) spares, then certificates of conformity and warranty should be provided that match OEM warranties (generally 12 months from installation or 18 months from receiving the materials, whichever comes first).

Prosocial skills development in children and social value creation during COVID‐19

Development of prosocial skills in children in their middle childhood and the role of computer games is analyzed in our case study based on an entrepreneurial venture (School of Gaming, Oulu). This venture was launched almost at the same time as the COVID‐19 pandemic hit the globe. It has operated successfully during COVID‐19, not only in Finland but also has expanded to Indonesia in this limited time period. It created social value by offering the children a possibility to be with their friends during the lockdown as well as develop skills like empathy, sharing, and trust. The case study further revealed that affordable pricing, the use of professional gaming instructors and adaptation played an important role in organizational success during this tough time period.

Kaizen costing as a culturally-based tool: a Portuguese case-study.

In the 1970s and 1980s, Japanese success was explained by its culture, and entrepreneurs from the West realised that productivity is not reducible to rationalism and technology. Indeed, nowadays it is well recognised that what best distinguishes an organisation from its competitors are not physical and tangible characteristics. Intangible dimensions, like organisational culture, play an important role in organisational success or failure. This research argues that organisational culture interacts with kaizen costing so that effective implementation of kaizen requires a special organisational cultural puzzle. A qualitative approach was adopted. The case study method was used to understand how kaizen costing interacts with organisational culture. The findings suggest that effective implementation of kaizen costing requires a high level of culture coherence. Further research is necessary before we can consistently generalise our conclusion. However, our findings bring new insights to the role of low-level workers in effective implementation of strategic options like kaizen and highlight the importance of intangible assets like organisational culture. This article draws attention to the tenuous frontier between kaizen costing and lean production, and it puts organisational culture on the centre.

High Performance Work System and Export Performance

This paper aims to propose a conceptual framework about the relationship between high performance work system practices and export performance. HPWS is expected to play a crucial role in organizational success. Thus, this paper proposed a framework for studying the relationship among four dimensions of HPWS such as recruitment and selection, performance management, compensation and rewards and training and development and export performance in Pakistan’s textile sector. Moreover, entrepreneurial orientation acts as the mediating factor among these variables. This framework is developed based on extensive literature and this study is expected to contribute towards knowledge by delivering insights and pointing out ways to increase country’s export performance. Specifically, this research will benefit Pakistan’s textile sector in formulating strategies to increase manufacturer’s export performance.

Language as a Window into Culture

Culture is assumed to play a pivotal role in organizational success and failure. In contrast to prevailing top-down perspectives, this article proposes an approach to studying culture that accounts for myriad organizational subcultures, how individuals fit into those subcultures, and the causes and consequences of shifts in culture and cultural fit. The language through which people communicate with colleagues offers a powerful lens for studying cultural dynamics and its relationship to individual, group, and organizational success. This article describes a burgeoning stream of research that uses language as a window into culture and discusses its implications for managerial practice.

Work-Life Balance: Reality Check for the Working Women of Bangladesh

In today’s world, the concept “work-life balance” is considered to be one of the major issues that play a vital role in organizational success. However, work-life balance is seen differently in different society. This paper aims to find out the reasons, which create work-life imbalance. Since in perspective of Bangladesh, a female employee faces more difficulties to balance between work and life than a male employee, this study focuses on women working in different sectors. This study has been conducted based on primary research where a sample of 40 female employees from different organizations is selected. Questionnaire and interviews were taken to reveal the reasons that lead to the reason on an imbalance work-life. The study shows that the reasons for which female employees are facing trouble to maintain a work-life balance are mostly because of: long working hours, job rigidity, work overload, responsibilities related to child care, discrimination & biasness at work place , lack of supervisory support, dominant managerial style and scarce family support. The finding of the study focuses on formulating a structured guideline for the organizations so that the above mentioned reasons can be omitted and female employees can balance their professional and personal life and live in harmony.

How firms can attract top talent

Purpose – This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach – This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings – The late Steve Jobs once said that hiring the best people was a massive factor in his own success. Indeed, the Apple co-founder admitted going to “exceptional lengths” to get the right talent on board. Few will question the rationale of such an approach. After all, plenty evidence shows that talented employees invariably play a considerable role in organizational success. Engaging and retaining key workers figures prominently on the agenda of many firms. That’s hardly surprising. But the increasingly global nature of business means that its importance has become even greater. More and more competitors are entering the fray and stretching an already limited talent pool. Companies able to boast such assets have to pull out all the stops to keep hold of them. Practical implications – The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value – The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

INVESTIGATING THE ROLE OF MANAGER’S ATTITUDE FOR THE PERFORMANCE OF SUBORDINATES: A STUDY FOR COMPARISON BETWEEN BOSS AND A LEADER

Purpose: This study examines the perception of the subordinates about their Bosses. The objective of this research is to test whether the Boss is always right in respect of his or her behavior, attitude, dealing with subordinates and ethical considerations. Methodology: A well-designed questionnaire based on Lickert scale has been used to conduct a comprehensive from the professionals from various companies in Pakistan including banking, Financial Firms and Manufacturing Companies. The study considers the applications of OLS estimation and descriptive analysis for empirical evidences. Findings: The findings of this study suggest that Manager as Leader has positive and supportive role in organizational success. The respondent has agreed that their Manager as Leader behaves with positive attitude, fulfill ethical consideration and makes judgment impartially. The respondents believe that their Manager as Leader usually response to them with positive and supportive attitude which help them in achieving their objectives. The respondents show their consent that the behavior of their Manager as Leader is impartial and unbiased during conflict resolution and submission of recommendation for evaluation. Further, it also has been concluded that Manager as Leader prefer organizational objectives over their personal objectives and their Manager as Leader do not force them to do any unethical deed to benefit them. Lastly, the Manager as Leader also appreciates the innovative ideas of the subordinates. Practical Implication: This study suggests that performance of an employee can be increased via leadership attitude of the manager, whereas, the employees are not satisfied with traditional or boss type attitude of a manager. This study recommends a supportive leadership style for the managers.

Doing good in public schools: Examining organisational citizenship behaviour in primary school teachers

AbstractOrganisational citizenship behaviour (OCB) plays a pivotal role in organisational success. This research explored factors hypothesised to facilitate OCB within a primary school context. Two studies using questionnaire survey’s explored: (i) OCB relative to personal differences and psychological contracts; (ii) the relationship between OCB and principals’ leadership frames. Primary school teachers were recruited and responses analysed from 547 and 488 respondents, respectively. Results from both studies combined suggest that the leadership style of the principal and the employee’s expectations of their role within the school strongly influence their OCB. This study identifies factors that influence the prevalence of OCB in primary school teachers and confirms that the new theoretical framework provides a useful heuristic for managers, human resource management policy makers and academic researchers alike.