Role Of Employees Research Articles

Considerations of Religion and Situational Factors, Internal Control on the Occurrency of Fraud Trends: An Experimental Study of the Financial Services Sector in Indonesia

Financial statement fraud does not only occur in the private sector but can also occur in the government sector in the form of material misrepresentation of financial statements to cover up the actual financial condition by carrying out financial engineering. This study aims to examine religious considerations and situational factors, namely pressure or directives from superiors and internal controls against committing fraud tendencies. Literature reveals that religion plays a dominant role in shaping employees' values in their work. This study used an experimental method on 33 financial institution employees divided into two sessions to see the impact of scenarios. The analysis technique using Analysis of Variances (ANOVA) is used to perform multivariable comparative analysis. The results of empirical testing show that internal control factors have a negative influence on fraudulent behavior, and pressure factors or superior directions have a positive effect on the tendency to commit fraud. Meanwhile, religious considerations have less influence on fraud tendencies.

UNVEILING THE DYNAMICS OF HYBRID AMBIDEXTERITY: A STUDY ON EVOLVING ORGANIZATIONAL ROLES FOR EMPLOYEES AND LEADERS IN PROCESS-DRIVEN ENTERPRISES

In response to the contemporary challenges in the economic environment, organizations are compelled to seek management concepts and methods that enable dynamic adaptation to factors generated in their surroundings. This pursuit has led to a quest for an integrative perspective on various management formulas within the systemic and structural dimensions of an organization. This article employs the principles of ambidexterity and Business Process Management (BPM). The study, conducted through a survey involving 332 large organizations in Poland (both ambidextrous organizations and those that have not implemented this concept), delves into the association between process-oriented employee and leadership roles concerning diverse approaches to achieving ambidexterity. The findings provide an overview of the surveyed large organizations, shedding light on the implemented roles of employees, leaders and process owners within the context of various ambidextrous strategies (structural, contextual, sequential, hybrid). All considered employee and leadership roles supported the ambidexterity strategy. The strength of the association was moderate at best.

UNVEILING THE DYNAMICS OF HYBRID AMBIDEXTERITY: A STUDY ON EVOLVING ORGANIZATIONAL ROLES FOR EMPLOYEES AND LEADERS IN PROCESS-DRIVEN ENTERPRISES

In response to the contemporary challenges in the economic environment, organizations are compelled to seek management concepts and methods that enable dynamic adaptation to factors generated in their surroundings. This pursuit has led to a quest for an integrative perspective on various management formulas within the systemic and structural dimensions of an organization. This article employs the principles of ambidexterity and Business Process Management (BPM). The study, conducted through a survey involving 332 large organizations in Poland (both ambidextrous organizations and those that have not implemented this concept), delves into the association between process-oriented employee and leadership roles concerning diverse approaches to achieving ambidexterity. The findings provide an overview of the surveyed large organizations, shedding light on the implemented roles of employees, leaders and process owners within the context of various ambidextrous strategies (structural, contextual, sequential, hybrid). All considered employee and leadership roles supported the ambidexterity strategy. The strength of the association was moderate at best.

Too good to be true! Paid parental leave for 5 years

Research methodology This case study is built from secondary data such as news articles, regulations and videos. Several drafts of the case study with a teaching note were tested in the classroom setting and shared in a case writing conference. The case was revised based on feedback from students and roundtable discussions from the conference. Case overview/synopsis Mrs Hsu, the Deputy Director of the National Taxation Bureau’s Nantou County Branch in Taiwan, faced a dilemma in June 2021. One of her employees, Mrs Chiang, had requested to return to work after taking several years of parental leave since August 2017. This long absence had put a strain on colleagues, who either had to cover for her or work with temporary replacements. While Mrs Chiang’s actions were legal and protected by her government employee role, her decision to take another leave immediately after receiving a COVID-19 vaccine raised eyebrows. Her peers accused her of using her frontline worker status to gain early vaccine access and other work benefits. Mrs Hsu, upon reviewing Mrs Chiang’s employment history, pondered her next steps concerning Mrs Chiang’s new leave request. Complexity academic level This case would be appropriate for a course in Human Resource Management, Organizational Behavior or Gender, Family and Work, especially with the topic of Employment Rights/Legal Protections (in HR), and/or Justice and Ethics (in OB).

The effect of Human Resource Management on employee Performance – A Systematic Literature Review

Purpose – Human resources management is considered the heartbeat of organizations and institutions in the field of business administration in particular. Good management ensures the retention of employees who are creative and skilled. This affects the organization’s productivity, profits, and competitive position in the market. Aims – This paper aims to develop a suitable systematic review on the research literature that has been undertaken to investigate how on human resource management influences employee performance within an organization. Growth in employee performance, through good management and its practices is an important factor that affects the organization and its production. Design/methodology/approach – This systematic literature review, analysed publications and articles published over the past two decades (2005–2023) on the human resources management in Northern Cyprus. Based on the comprehensive research analysis of 18 articles, employees are motivated to perform effectively through commitment, loyalty, discipline, innovation and self-learning. Their performance has been thoroughly investigated in numerous research papers. Findings – All hypotheses were supported by data collected from 18 research papers that showed that human resources management works to improve employee roles and job performance and human resources management is considered a means to enhance the relationship with employees and develop them. Limitations of the study – The research is limited to studies on human resources management that were done in Northern Cyprus. Originality/value – This systematic review of literature is significant because it presents insights on the importance of human resources management in the realms of an organisation.

Whether and how role stressors trigger employee non-green behaviors? The mediating role of emotional exhaustion

Employee non-green behavior (ENGB) is an important obstacle to corporate green transformation; however, existing literature has paid little attention to ENGB. Based on the conservation of resources (COR) theory, this study establishes a model to explore whether and how role stressors affect ENGB and test the hypothesis using a structural equation model with data for employees. The results show that ENGB can be divided into four dimensions: green ignoring behavior, green exclusionary behavior, green silent behavior and green disregardful behavior. There are significant differences in the effects of the three role stressors on four ENGBs. Among them, role conflict directly induces green ignoring behavior and green exclusionary behavior, while its impact on the other two ENGBs is not significant. However, role ambiguity and role overload indirectly induce four ENGBs through the mediation of emotional exhaustion. These findings provide strong recommendations for corporations to reduce ENGB by mitigating employee role stressors.

The effects of artificial intelligence on human resource activities and the roles of the human resource triad: opportunities and challenges.

This study analyzes the existing academic literature to identify the effects of artificial intelligence (AI) on human resource (HR) activities, highlighting both opportunities and associated challenges, and on the roles of employees, line managers, and HR professionals, collectively referred to as the HR triad. We employed the scoping review method to capture and synthesize relevant academic literature in the AI-human resource management (HRM) field, examining 27 years of research (43 peer-reviewed articles are included). Based on the results, we propose an integrative framework that outlines the five primary effects of AI on HR activities: task automation, optimized HR data use, augmentation of human capabilities, work context redesign, and transformation of the social and relational aspects of work. We also detail the opportunities and challenges associated with each of these effects and the changes in the roles of the HR triad. This research contributes to the ongoing debate on AI-augmented HRM by discussing the theoretical contributions and managerial implications of our findings, along with avenues for future research. By considering the most recent studies on the topic, this scoping review sheds light on the effects of AI on the roles of the HR triad, enabling these key stakeholders to better prepare for this technological change. The findings can inform future academic research, organizations using or considering the application of AI in HRM, and policymakers. This is particularly timely, given the growing adoption of AI in HRM activities.

Whether Prayer Among Polish Employees Is Related to Egoism at Work: The Moderating Role of Employees’ Perception of Their Relationship With God and the Mediating Role of Humility

Whether Prayer Among Polish Employees Is Related to Egoism at Work: The Moderating Role of Employees’ Perception of Their Relationship With God and the Mediating Role of Humility

Connecting leaders and employees' affective commitment: a multilevel analysis

PurposeThis research aims to identify whether leaders' affective organizational commitment influences employees' affective commitment to both the leader and the organization. Additionally, the study explores the role of employees' emotional awareness in shaping these relationships.Design/methodology/approachExamining a sample of 154 leaders and 249 employees in multinational companies, this study adopts a multilevel approach.FindingsThe results reveal a positive influence between the two foci of commitment (leaders and organization) at both the leader and employee levels. Furthermore, it confirms that employees' emotional awareness plays a positive role in the commitment process.Practical implicationsThis research highlights the significance of implementing internal policies and measures that consider the various foci of commitment. To foster employees' commitment, it is crucial to establish a robust alignment between human resources management and leaders.Originality/valueThis study delves into the exploration of two commitment foci to deepen our comprehension of the directional relationship between them in the workplace. More specifically, our research scrutinizes the impact of leaders' affective organizational commitment on employees' affective commitment to the organization, while also analyzing its reciprocal influence on employees' affective commitment toward their leaders.

Firm engagement: Scale development and verification

Stakeholder or actor (e.g., firms, employees, and customers) engagement is critical for value co-creation in the service ecosystem. As a provider of an engagement platform in a service ecosystem, the firm plays a critical role in employee and customer engagement. While customer and employee engagement have received much attention, firm engagement research remains unexplored, nonetheless, is critical for the business development and sustainability. There is no scale that has been developed to measure firm engagement. Development of this scale would provide a holistic picture of engagement from a multi-perspective. Following the conventional scale development process, this study developed and verified a scale to measure firm engagement. First, in-depth interviews with 23 managers of companies in different industries were conducted to establish initial items. Subsequently, item purification (N = 397) and validation (N = 398) were performed. The results show that firm engagement consists of eight dimensions from customer and employee perspectives. Specifically, customer engagement orientation includes empathy, employee participation, customer participation, and resource integration while employee engagement orientation includes management participation, corporate culture, interest alignment, and internal service quality. The scale contributes to the engagement literature and human resource management research and has practical implications for firms to improve employee performance and customer experience.

Entrepreneurial Resilience and Adaptation in Times of Crisis: A Bibliometric Study on Business Continuity in SMEs

This bibliometric analysis investigates the evolving landscape of research on small and medium-sized enterprises (SMEs) focusing on entrepreneurial resilience and adaptation strategies in times of crisis. By utilizing VOSviewer for thematic clusterization and trend analysis, the study maps out the interrelationships among key research themes and tracks their evolution from 2019 to 2022. The analysis identifies foundational themes such as crisis management and performance, alongside emergent themes like digital transformation and gender issues. Furthermore, the research highlights underexplored areas, including the impacts of natural disasters and the role of employees in organizational resilience, presenting potential avenues for future scholarly work. Additionally, an examination of author collaboration networks reveals robust partnerships and suggests areas for potential interdisciplinary research.

Show Me the Money! Supply and Demand Misalignment for Tangible Rewards in Business*

ABSTRACTIn incentive contracts, supervisors often set targets for employee performance, while employees decide the effort they are willing to exert to meet the target and earn the incentive. Both supervisors and employees make judgments about the value of incentives in terms of effort required or expended. Recent research on incentive types investigates employee effort in response to tangible and cash rewards under the premise that they may be valued differently by employees. We extend this research by investigating whether supervisors and employees make different effort‐related decisions in response to tangible and cash rewards. Specifically, relying on construal‐level theory, we predict that supervisors will favor tangible rewards relative to cash more than employees will. We conduct a lab experiment where we ask participants to take the role of either supervisor or employee. We manipulate the reward type (tangible or cash) and measure how much work supervisors demand and employees are willing to provide to obtain the reward. As predicted, we find that the tangible rewards, relative to cash, increase supervisors' target setting significantly more than employee effort levels. Our results offer implications for real‐world incentive compensation design.

Air India pee gate case – need for comprehensive SOPs in customer management

Learning outcomes This case study allows students to appreciate the value of standard operating procedures in customer management. This case study emphasises the role of employees in delivering superior customer experience. This case study explores many facets of customer experience, reputation, social class membership and standard operating procedures (SOPs). Students will be able to apply theories of customer experience, behavioural psychology and service dimensions relevant to the airline industry. After completing this case study, students will be able to do the following:1. Evaluate the value of SOPs in Customer ManagementThis case study refers to the need for adhering to SOPs to deal with complex situations. Students will be able to evaluate whether compliance to SOPs could have helped Air India avoid the crisis or was it possible that a culture of absolute commitment to customer wellbeing could have prevented the crisis.2. Apply the theory of defensive attribution in customer grievance handling. Discuss if reducing customer effort in getting their problem solved can result in superior customer service.The victim had attributed the blame for not insisting on filing a complaint to the crew. Air India crew had defended their actions or lack of it by stating that they had followed the rule book. Students will be able to appreciate the need for a swift redressal mechanism to protect the self-image and self-esteem of the person/group involved. They will also understand that customer service interactions designed to solve customer problems swiftly and easily can be a very simple dictum to guide all employees in their decision-making while handling a customer complaint. 3. Evaluate the relationship between customer satisfaction and customer experience and examine the value of net promoter score (NPS) to study customer satisfaction. Air India Airlines was catering to varied customer groups such as the Indian diaspora, large student population pursuing education abroad, first-time flyers and the rising middle class with travel aspirations. Customer expectations vary across segments and change over their lifetime. Airline staff must trace customer corridors and deliver on customer expectation across the touch points that matter to them to ensure meaningful and relevant service delivery. Students will have an opportunity to evaluate the NPS in measuring customer satisfaction and debate whether it is a sufficient metric to guide the organisation on delivering and monitoring customer experience. 4. Examine why reputation risk management and not crisis management should be the focus of Air India in delivering superior customer service because nearly 70%–80% of market value for a company comes from its intangible assets such as brand equity and reputation. Students will discuss crisis management i.e. handling the threat to reputation after it has occurred and reputation risk management i.e. proactively managing potential threats to its reputation by taking timely actions to avoid or mitigate it. There are three factors (reputation reality gap, changing beliefs and expectation and weak internal coordination) that determine reputational risks. Students can evaluate this model to determine if Air India should address these three factors to manage its reputation proactively. Case overview/synopsis This case study is set around an incident that happened on 26 November 2022, on Air India flight bound for Delhi from New York when an inebriated 34-year-old man had peed on a 72-year-old woman. The perpetrator of the crime had walked free, and the victim was left dissatisfied with how the cabin crew had handled her ordeal. Air India Airlines was launched in 1932 by industrialist JRD Tata and nationalised in 1953. In 2021, Tata Group acquired the 90-year-old Air India from the Government of India for $2.4bn (INR 18,000 crore) and appointed Campbell Wilson as chief executive officer and managing director. The incident brought to the fore the customer management issues that Wilson had to address. First on the list of Air India’s turnaround plan was delivering “exceptional customer experience”. How was it going to achieve it because the Indian aviation ecosystem lacked infrastructure such as airports, airspace, competition and customer preference-based services? There was also shortage of pilots, engineers, technicians, air-traffic controllers and technocrats to occupy positions within security agencies and regulatory bodies. With Air India’s acquisition, the Tata Group had to find innovative solutions to deal with decades of internal neglect, non-performance and labour union problems. This case study is relevant to address real issues of customer experience, consumer psychology, reputation risk management and standard operating procedures in service management. Complexity academic level This case is suitable for both undergraduate and postgraduate level students of business management. It can also be used for training service personnel of aviation industry. Supplementary materials Teaching notes are available for educators only. Subject code CSS 8: Marketing

Role of Family and Community Health Center Employees in Controlling Dengue Fever in Puskesmas Antang Makassar

The problem of dengue fever until now is still a problem which cannot be removed. The medicine of this desease is still not found to prevent transmission of dengue fever. The way to control dengue fever was by controlling the vector of transmission at the stage of the adult of egg phase, larvae, and pupae. It also included controlling mosquito adult phase. So that, in solving the problem, this research had purpose to find out and analyze the role of family and community health center employees in controlling dengue fever in Puskesmas Antang, Makassar. The method which was used in this research was observation by using case – control planning with descriptive analysis with quantitative and qualitative approach. It was done by giving the questionnaire to health center employees and public figures that involved that knew about dengue fever in this research. The result showed that 13.5% of informants had enough category in controlling this desease 86.5% of the informants were in less category. Having Lack of knowledge and action to prevent this disease could increase dengue fever to the health people. This research also can be used as the references for the next researchers.

KONTRIBUSI PEGAWAI DALAM MANAJEMEN SEKTOR PUBLIK TERHADAP PENGELOLAAN BERKAS RUMAH TANGGA BIRO UMUM SETDA PROVINSI JAWA TIMUR

Nowadays the modern management system involves a wider role on the performance of public sector organizations. In developing a management system, it also requires good human resources and is able to carry out all the tasks for which it is responsible. The ability of human resources can be influenced by their educational background. Because the form of the ability of each human resource is taaught and obtained from the level of Education. These human resources will be able to influence the implementation of an effective and efficient management system. If the management system runs effectively and efficiently, the goals of each organization can be realized to the maximum. In this article discusses the management system in File Management in government agencies at the regional level, namely the East Java Provincial Secretariat Agency. After research found several things that have a relationship with the contribution of employees. Employees also have a contribution in building involvement and empowerment in the field of file management. Not only that, employees are also required to be able to encourage new ideas in the field of file management. And finally, employees can also contribute to creating an environment to realize personal goals and develop skills and abilities in file management. In this study aims to determine the role of employees in contributing to create good management in the process of file management in the household sub-division of the Bureau of General Secretariat of East Java. This study uses descriptive qualitative research methods with literature reviews and interviews with household employees of the East Java Secretariat General Bureau. The role of employees is very important for the development of management systems in a public sector organization. Keywords: Public Sector Organizations; Management; Employees

Factor Affecting Workplace Crime: Role of Organizational Policies, Employment Law, and Employee Perceived Consequences in Saudi Arabia

The influence of organizational rules, employment law, as well as employee perceptions of repercussions on workplace crime in Saudi Arabian enterprises was investigated through quantitative survey-based research. A sample of 500 employees from various industries in Saudi Arabia completed a survey measuring their perceptions of their engagement in workplace crime. The researchers used the cross-sectional research design, quantitative research approach, and Partial Least Square (PLS)-Structural Equation Modeling (SEM) technique for measurement and structural model. The structural model results indicate that organizational policies, employees' perceived consequences, and employment law were negatively associated with workplace crime. Such findings highlighted the importance of comprehensive policies and procedures for preventing workplace crime compliance with employment law regulations, and creating a culture of deterrence to prevent workplace crime in Saudi Arabian companies. The study has implications for both companies and law enforcement agencies in Saudi Arabia. Moreover, the findings deal with visions for companies functioning in Saudi Arabia, empowering them to progress and appliance active strategies for avoiding workstation crime. This is particularly crucial for maintaining a safe and secure working environment. Suggests avenues for future research on workplace crime prevention. The research limitations and future directions are also discussed at the end of the study.

Determine the Level of Using Management by Objectives Method in Hospitals Ali Al-Ruwaie

Background: Background: Management by objectives has a greater role for employees in setting goals, positively affecting their performance and commitment to the hospital. It provides each employee with a clear set of tasks to help achieve them. Objectives: To evaluate the extent to which the management method of objectives and feedback is being utilized in Dr. Ali Al-Ruwaie Hospital for Psychiatric and Mental Diseases. Additionally, the study aims to determine the level of trust and participation between the hospital's management and subordinates. Methodology: A cross-sectional study was conducted for a random sample in Dr. Ali Al-Ruwaie Hospital for Psychiatric and Mental Diseases, Benghazi-Libya, and the number of employees was 115. We used a two-part questionnaire to collect data: Part I: Asking the physician's demographic characteristics (gender, age, qualifications, years of experience, education level...etc.). The second part: using the method of management by objectives in the hospital, perceptions, trust and participation between the boss and subordinates, feedback between the boss and subordinates, and commitment of subordinates in achieving goals. Results: A total of 99 employees were recruited to assess the level of using the management by goals method in Dr. Ali Al-Ruwaie Hospital. The arithmetic averages ranged between 3.06 to 4.72, with a general arithmetic mean of 3.94, indicating a high level of practice in the hospital. The dimension of "commitment of subordinates to achieving the goal" ranked first with an arithmetic mean of 4.725 and a standard deviation of 0.752, showing a high level of use. The trust dimension between the subordinate chief came in second with an arithmetic mean of 4.308 and a standard deviation of 0.646, also indicating a high level of use. The sharing between the boss and the subordinate ranked third with an arithmetic mean of 3.716, a standard deviation of 0.610, and an average level of use. Lastly, the feedback dimension ranked fourth with an arithmetic mean of 3.066 and a standard deviation of 0.587, also showing an average level of use. Conclusion: To improve the quality of management in hospitals and increase production efficiency in various service units, it is recommended to implement the management by objectives method. This modern scientific method has proven to yield positive results for all parties involved and will help improve the standards of citizens.

The Effect of Corporate Social Responsibility on Workplace Safety: The Significance of Employees' Moral Identity.

Corporate social responsibility (CSR) has gained significant attention from researchers and practitioners due to its potential impact on employee attitudes and behaviors. This study investigates the influence of CSR on employee safety behavior, examining the mediating effects of job stress and organizational identification, as well as the moderating role of moral identity. We conducted a three-wave time-lagged survey among 236 South Korean employees. Participants were recruited through a research company using stratified random sampling. Data were collected at three time points, each separated by a 4-5-week interval. Structural equation modeling (SEM) was used to test the hypothesized relationships. The findings support all of the hypothesized relationships. CSR was positively related to safety behavior and negatively related to job stress. Job stress was negatively related to organizational identification, which in turn was positively related to safety behavior. The sequential mediation of job stress and organizational identification was significant. Moral identity moderated the relationship between CSR and job stress, such that the negative effect of CSR on job stress was stronger for employees with a high moral identity. This study contributes to the CSR literature by examining the impact of CSR on safety behavior and the underlying mechanisms and boundary conditions of this relationship. The findings suggest that organizations can promote employee safety behavior by implementing CSR initiatives, which can reduce job stress and enhance organizational identification. Organizations should also consider the role of employees' moral identity when designing and communicating CSR initiatives.

The relationship between ethical leadership style and employees’ voice behavior (The mediating role of employees’ psychological empowerment)

This study aimed to examine the relationship between the ethical leadership style and the employees’s Voice behavior through the mediating role of psychological empowerment by applying to public sector banks in Greater Cairo (National Bank of Egypt, Banque Misr, Banque du Caire). To achieve the objectives of the study, it was relied on taking a non probability sample to reach the target sample - and more specifically - the Snowball Sampling method, which had a size of 306 individuals with a response rate (80%). Research and test hypotheses through structural equation modeling (SEM) analysis, depending on the program (Smart PLS v.3). The Experimental results of the research resulted in a direct positive impact of ethical leadership on both the psychological empowerment of employee (as a mediator variable), and the employee's Voice behavior (as a dependent variable) in its two dimensions, the promotive voice behavior, and the prohibitive voice behavior. The results also showed the direct positive effect of psychological empowerment on the promotive voice behavior, while there was no effect of psychological empowerment on the prohibitive voice behavior. The research presented several recommendations that emphasize the importance of taking into account the selection of individuals with ethical potential, in addition to creating an ethical work culture that motivates subordinates (as future leaders) to follow ethical behaviors and limit unethical behaviors, as well as the need to emphasize On what is called “Voice Safety” and “Voice Effectiveness,” which means that individuals feel safe (lack of fears resulting from anticipating negative outcomes related to individuals’ display of vocal behaviors)

Impact of transformational leadership on employees’ affective commitment and intention to support change: Mediation role of innovative behavior

Given the dynamic business world and influential trends shaping how companies function, resulting in resistance, anxiety, and confusion, thereby affecting employees’ performance and well-being, it is crucial to adopt an effective leadership approach. This study aims to explore how transformational leadership impacts employees’ affective commitment and their intentions to support change, considering the role that innovative behavior can play in this relationship. A quantitative approach was used based on an online survey of 401 employees working in marketing consulting, business consulting, transportation, and IT service companies in Hungary. These employees had to go through different organizational changes, such as transformation in structure and emergence of new technology innovation. The hypotheses were tested using structural equation modeling. The study unveiled that transformational leadership significantly and positively impacts employees’ affective commitment toward organizational change but does not have any significant relationship with their intention to support it. However, overall, transformational leadership is a catalyst for employees’ responses to change situations. In addition, the intermediary role of employees’ innovative behavior in the association between transformational leadership and employees’ responses to change was confirmed as transformational leadership positively affects employees’ innovative behavior, affective commitment, and intentions to support change. With innovative behavior, the significant positive relationship between leadership and employees’ reactions to change remained effective. Transformational leadership and active team member engagement in innovation can facilitate the acceptance of change initiatives, alleviate business complexity, and foster collective efforts for individual and organizational success.