Role Of Employees Research Articles

Insider Perspective: Streamlining Life Science Corporate Training by Embracing AI

In this dynamic exploration of the transformative impact of generative AI in the field of adult learning and employee education, the author, a seasoned professional at MilliporeSigma, sheds light on the rapidly evolving landscape of biotechnology. Emphasizing the pivotal role of employees, the article outlines the challenges faced by commercial sales professionals in keeping abreast of the ever-expanding knowledge landscape. The introduction of generative AI, represents a step change in creating efficient training materials at enterprise scale by enabling a shift in the role of high-value SMEs from content creators to reviewers.

The moderating mediating model of green climate and green innovation’s effect on environmental performance

Implementing green HRM is expected to foster green innovation inside small and medium-sized enterprises (SMEs). The promotion of a sustainable environment and the implementation of organizational procedures contribute to the advancement of green innovation and the cultivation of a culture of responsibility. The implementation of Green Human Resource Management (HRM) practices, the cultivation of eco-friendly behavior among employees, and the adoption of HRM strategies aimed at fostering a sustainable environment within the business. To the extent of our current understanding, previous research has not investigated the potential influence of green climate in enhancing the effects of Green HRM in environmentally friendly behaviors and the development of green innovations. The assessment of the collective impact of these variables on environmental performance within a comprehensive model has not been previously examined. Therefore, this study has added significance by assessing the mediating role of employees’ eco-friendly behavior between Green HRM practices and the organization’s environmental performance. This study has been conducted in the context of SMEs in Saudi Arabia by taking responses on a self-administered questionnaire from 371 respondents from SMEs in Saudi Arabia Selected through cluster sampling technique. Hence, the findings of this study affirm the significance of Green HRM and Green Innovation in driving environmental performance within SMEs in Saudi Arabia. The underpinning theory for the study model is the ability motivation and opportunity (AMO) model, which has been validated in the context of the present study. By taking these practical steps, SMEs in Saudi Arabia can proactively contribute to environmental sustainability while reaping the benefits of improved organizational performance. However, other cultural, demographic, and governmental factors need consideration in future research studies that should include these external factors for further implications.

Artificial Intelligence (AI) and Fear of Job Displacement in Banks in Bangladesh

The rapid integration of Artificial Intelligence (AI) in the banking sector is modernizing operations, with significant implications for employee roles. This study investigates the relationship between AI adoption and the fear of job displacement among bank employees in Bangladesh. Utilizing a mixed-methods approach, data were collected through surveys of 120 bank employees and interviews with 10 senior managers from leading banks. The survey focused on employees' perceptions of AI technologies, their readiness for change, and concerns regarding job security, while the interviews explored management perspectives on AI implementation and workforce implications. Quantitative analysis revealed that 80% of employees feared AI-driven job displacement, particularly those in clerical or routine roles. However, management expressed optimism, viewing AI as an opportunity to streamline operations and create new job opportunities, albeit with a need for reskilling. The study found a significant link between employee training and reduced fear of displacement, highlighting the importance of workforce development initiatives. Senior management underscored the necessity of reskilling and upskilling programs to facilitate a smoother transition to AI-driven environments. The findings suggest that while AI can enhance operational efficiency, it also creates anxiety about job loss, emphasizing the need for strategic planning and training programs to alleviate these fears. Further research is recommended to explore the long-term employment impacts of AI in the banking sector.

Religiosity as a Stress Buffer: An Investigation of Muslim Women's Work-Life Conflict and Job Stress among Minangkabau Women

This study investigates the impact of work-life conflict on work stress among Minangkabau women in diverse organizational settings. Data from 179 respondents were collected through purposive sampling using a survey approach. The research instrument incorporated variables such as perceived social support, work-life conflict, religiosity, and work stress. Confirmatory Factor Analysis (CFA) and Structural Equation Modeling (SEM) were employed for data analysis. Results indicate a significant influence of work-life conflict and religiosity on work stress levels, underscoring its pivotal role in shaping employees' psychological well-being. However, hypotheses concerning perceived social support (PSS) were not supported, revealing the intricacy of these relationships. Hypothesis testing demonstrated a notable relationship between work-life conflict and work stress, while perceived social support exhibited no significant impact. The discussion highlights the imperative of managing work-life conflict for stress reduction. The complex interplay among religiosity, perceived social support, and stress levels, moderated by contextual factors, was acknowledged. Recommendations include further research on religiosity and stress, exploring factors influencing PSS, and an in-depth analysis of social support dynamics. In conclusion, this study enhances our comprehension of nuanced relationships impacting work stress, providing insights for future interventions and managerial strategies to foster a supportive work environment.

Impact of Organizational Justice and Organizational Culture on Employees' Commitment with Mediating Role of Employees' Satisfaction and Moderating Role of Work Environment: Evidence from Pakistan

This paper is an attempt to explore the impact of organizational justice and organizational culture on employees' commitment in of Pakistani telecom sector. A questionnaire is administered to a sample of randomly selected 240 employees working in Islamabad and Rawalpindi. Reliability, descriptive statistics and regression analysis have been used for analysis. Results of the study reveal that organizational justice and organizational culture have a direct positive impact on employees' commitment. There is a mediating role of Job satisfaction between organizational justice and organizational culture and employee commitment and a moderating role of Work environment between job satisfaction and employee commitment. The study provides valuable suggestions both for managers and academicians.

The Effect of Leadership Supervision and Employee Commitment on Employee Performance at the Constitutional Court and Corrections Bureau

The importance of the role of human resources or employees in achieving organizational goals is explained through efforts to improve employee capacity and performance. Employee performance is measured through the achievement of assigned tasks and responsibilities, and to achieve organizational goals, there needs to be organizational supervision and commitment. The purpose of this study is to determine and analyze the effect of leadership supervision on employee performance at the Constitutional Trial and Corrections Bureau at the General Secretariat of the People's Consultative Assembly of the Republic of Indonesia. The results showed that leadership supervision of employee performance at the Constitutional Court and Corrections Bureau, General Secretariat of the People's Consultative Assembly of the Republic of Indonesia, was found to have a significant influence, as indicated by a high correlation level of 0.674. Likewise, employee commitment to the performance of their duties in the same Bureau shows a strong impact on performance, with a correlation coefficient of 0.698. Furthermore, when leadership supervision and employee commitment are considered together, both are proven to have a strong influence on employee performance at the Constitutional Court and Corrections Bureau, General Secretariat of the People's Consultative Assembly of the Republic of Indonesia, with a correlation coefficient reaching 0.746.

Research on the Double-edged Sword Effect of Electronic Performance Monitoring in Workplace

In the digital era, in order to improve organizational performance and achieve high-quality development, more and more modern enterprises begin to use electronic performance monitoring, and the accompanying work pressure directly affects employees' role behavior. However, the existing research on electronic performance monitoring is still in the stage of its concept definition, theoretical basis and influencing factors, especially the research on the influence mechanism of electronic performance monitoring on employee role behavior is very scarce. Based on the work resource-requirement model and stress cognitive evaluation theory, this paper discusses the double-edged sword effect of two dimensions of electronic performance monitoring on employees' role behavior, and analyzes the mediating role of work stress perception and the regulating role of monitoring transparency. Through a questionnaire survey of 330 employees, a total of 308 valid questionnaires were collected. The empirical results show that: (1) Developmental electronic performance monitoring has a significant positive impact on employees' role behavior; (2) Preventive electronic performance monitoring has a significant positive impact on employees' in-role behavior and a significant negative impact on employees' out-of-role behavior. (3) Challenging pressure plays an intermediary role between developmental electronic performance monitoring and employees' in-role behavior. (4) Obstructive stress plays an intermediary role between preventive electronic performance monitoring and employee role behavior; (5) Monitoring transparency positively regulates the relationship between developmental electronic performance monitoring and challenging pressure; (6) Monitoring transparency negatively regulates the relationship between preventive electronic performance monitoring and obstructive stress. The research results verify the double-edged sword effect of electronic performance monitoring on employees' role behavior.

Are humorous frontline employees hotels’ secret weapons? Investigating when and why employee sense of humor promotes service performance

Despite the growing efforts devoted to exploring humor, the extant humor literature neglects the impact of employee sense of humor in the workplace, especially in the hospitality industry, an important yet understudied context. Based on person–environment fit theory, our research examines why and when employee sense of humor can influence frontline hospitality employees’ service performance. Our multi-wave research of 232 frontline hospitality employees in two Chinese hotels unveils that employee sense of humor promotes service performance by enhancing person–service job fit. Moreover, customer contact frequency strengthens the direct impact of employee sense of humor on person–service job fit and the indirect effect of employee sense of humor on service performance through person–service job fit. Our research underlines the pivotal role of humorous frontline employees in hospitality organizations.

Mobile Payment and Service Interaction: Change and Chance for Delivering Service in Mobile Payment Checkout

This study explores how mobile payment reconfigures checkout service by investigating role and script changes and customers’ reactions to interactions beyond transactions. Study 1 utilized video analysis, showing that although checkout clerks are less involved in payment, they have chances for achieving nonpayment interactions (i.e., functional work and relational work). Study 2 adopted a survey-based experimental design to examine whether customers exhibited psychological discomfort when facing nonpayment interactions considering tie strength and customer orientation type. This study suggests the importance of nonpayment interactions in utilitarian retail contexts and reinspects the role and script of customers and employees in mobile checkouts.

Брендинг Б армянских онлайн-СМИ / Branding of Armenian online media

The presented article deeply explores the topic of branding of Armenian online media in the context of the constant expansion of the media space. Emphasis is placed on viewing branding as a key marketing tool, the importance of branding to remain competitive among multiple media outlets and maintain audience loyalty. The object of the study is selected Armenian online publications, considered in the context of their brand strategy. The author analyzes the main criteria of branding, including theme, content, advertising, photo and video materials, focus, values and design. The article also discusses the role of publication employees in maintaining brand identity, from the lowest levels to senior management positions. The study's findings highlight the fundamental criteria for successful branding of online publications and provide insight into how various aspects, including advertising, customer service, and social responsibility, influence the creation of a unique and attractive brand. Using four Armenian media outlets as examples—Mediamax, PAN Armenia, Armenpress, and Hetq—the article provides clear examples of successful branding strategies in the online environment, making it a valuable contribution to understanding the dynamics of media brands.

The Role of Employees' Personality Characteristics in Job Performance and Satisfaction during Digitization Years

This paper summarizes the association between employees' personality traits and their job performance and satisfaction levels. Comprehending this correlation is crucial for organizations aiming to maximize employee well-being and productivity. The impact of personality traits on workplace dynamics has been widely acknowledged for a considerable period. Extensive research has been conducted on the Five-Factor Model (FFM) of personality, which comprises conscientiousness, extraversion, agreeableness, openness to experience, and emotional stability (neuroticism) concerning job performance and satisfaction. The primary objective of this systematic review was to examine the correlation between personality traits and job performance and satisfaction. Most existing literature predominantly revolves around the Big Five personality theory, which encompasses five key dimensions: agreeableness, extraversion, neuroticism, conscientiousness, and openness to experience. A total of twenty-two articles were subjected to analysis, out of which fifteen articles met the inclusion criteria. These criteria encompassed the requirement for articles to be written in English, to be directly relevant to the topic under investigation, to utilize workers as the study sample, and to have been published in reputable scientific journals. The findings indicated a robust correlation between personality traits and job performance and job satisfaction, with the former exerting a substantial influence on work outcomes. More specifically, according to the Big 5 factor model, neuroticism has been found to impact job performance and satisfaction significantly negatively. Conversely, it is noteworthy that traits such as extroversion and conscientiousness exclusively positively influence work-related factors. In summary, employees' personality traits have a notable impact on their job performance and level of satisfaction. Organizations can derive advantages by acknowledging these dynamics when engaging in recruitment, role design, and provision of developmental opportunities. The significance of personality should be taken into account in conjunction with other contextual and individual factors in order to achieve a comprehensive comprehension of employee well-being and performance.

Sustainability starts from within: A critical analysis of internal marketing in supporting sustainable value co-creation in B2B organisations

The role of value co-creation in embedding sustainability within B2B marketing is well-documented. However, little is known about how employees enact this value co-creation, or how they can be supported to do so by their organisations. This article addresses this theoretical gap by analysing the role of employees and Internal Marketing in B2B organisations' efforts to co-create sustainable value. We propose that, since employees are tasked with delivering their organisation's ‘promise’, they can also purposely generate value for a broader range of stakeholders. As such, Internal Marketing can be a key enabler (or inhibitor) in these efforts. Adopting a Service-Dominant Logic and Service Gap lens, the research utilises Template Analysis of 17 semi-structured interviews with employees from a range of B2B organisations, which have adopted ‘sustainability-oriented’ practices. The findings highlight the contribution of Internal Marketing in supporting sustainable value, and demonstrate that, whilst employees can play a key role in the co-creation of sustainable value, value co-destruction can occur due to a ‘Sustainability gap’ within their organisations. This study contributes significantly to extant knowledge by offering a taxonomized analysis of the ‘sustainability gap’ and identifying how B2B organisations can address these at the awareness, design, internal communication, and implementation stages.

The key to human performance: elevating wellbeing by bridging skills with meaningful work

PurposeThis paper aims to explore the pivotal role of human resources (HR) in fostering employee engagement and well-being in a workplace transformed by digitalization. It addresses how HR can integrate meaningful work with enhanced well-being to create a more fulfilling and productive workplace.Design/methodology/approachThe analysis is grounded in a synthesis of recent surveys, academic research and thought leadership in HR, providing a strategic framework for enhancing employee engagement in the digital age.FindingsThe research reveals that employees crave not only professional growth but also meaningful work and genuine connections, which are integral to their well-being. It suggests that HR strategies should align employee roles with organizational purpose and personal values and use technology to break down barriers to collaboration to increase trust and purpose-driven culture.Originality/valueBy combining insights from various fields, this paper contributes a unique perspective on the transformation of HR into a strategic force that aligns business objectives with employee well-being and the need for a purposeful work life.

Training of third-party employees and its outcomes: a systematic literature review

PurposeTraining has been an important tool for enhancing the skills and productivity of employees. Having productive employees helps organizations sustain themselves. Today, the authors organisations have an increasing number of employees on third-party payroll performing core as well as noncore business functions. However, due to the lack of ownership and moral obligation of employers, these employees are often not provided training, resulting in skills obsolesce and less productivity. The present study is a systematic literature review (SLR) on client organizations’ roles in training third-party employees (TPEs) and its related outcomes.Design/methodology/approachThe present study is a SLR on client organizations' roles in training TPEs and their related outcomes. Using the Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) approach, this study presents a review of 217 research papers on training of TPEs and its related outcomes.FindingsThe study identifies the outcomes of providing training to TPEs and presents the findings and suggestions made by researchers. The study concludes that TPEs are an important investment for the client organization. Training them would benefit the client organization, TPEs and the economy as a whole. The paper also suggests some avenues for future research.Research limitations/implicationsThis paper tries to answer an important question: What could drive productive behavior among TPEs? Based on the literature reviewed, the answer is that TPEs could be offered training opportunities with a view to enhancing their employability. This could induce, among them, a sense of being valued and supported while contributing to organizational performance and creating a feeling of reciprocal obligation. This is an important contribution to literature. Low investment in these employees affects their employability, i.e. be it in the same organization for another term or another organization and thus the need for training and development, for sustained productivity among TPEs, in organizations.Practical implicationsTraining and development, for them, would result in enhanced employability within as well as outside the organization. These employees could also be a good source for regular positions within the organization, if required, benefiting both the organization and the employee. Additionally, the economy would also benefit from a pool of skilled workforce. Therefore, it is suggested that governments initiate some policy framework regarding mandatory training of TPEs to increase their competencies, resulting in increased organizational productivity, especially for TPEs at lower and middle levels of management.Originality/valueThe paper is an original contribution by the researcher. An attempt has been made to highlight the training needs of TPEs and their related outcomes.

Person-organization fit in Japan: A longitudinal study of the effects of clan culture and interdependence on employee well-being

AbstractStudies of person-organization fit (P-O fit) have shown that a fit between the values of the individual and the values of the organization leads to higher job satisfaction. Here, we extended past research by investigating P-O fit on employees’ well-being. We tested what characteristics of the person and the organization contributed to an effective P-O fit in Japan. Specifically, we examined the role of employees’ levels of interdependence and perceptions of their organizational contexts as clan culture or market culture. This allowed us to test what type of organizational culture formed an effective P-O fit for employees with highly interdependent cultural values in Japan. A longitudinal survey of 456 workers in Japan conducted in 2021 and 2022 revealed that clan culture—organizational culture emphasizing interpersonal harmony—was positively related to employees’ well-being, and the effects were stronger for employees with high levels of interdependence. Conversely, market culture—organizational culture emphasizing competition and achievement—was unrelated to employees’ well-being. In fact, it was negatively related to those employees’ well-being who scored high on interdependence. Taken together, these results showed that the effects of organizational culture on employees’ well-being depended on the levels of their interdependence. It seems that interdependence (P) and clan culture (O) provide an ideal P-O fit for Japanese companies.

Assessing the Impact of Person-Environment fit on Turnover Intention Through Multiple Linear Regression

Focusing on key antecedents of intended turnover may enable organizations to intervene before reaching scenarios where employee turnover is inevitable. The current study aimed to establish which type of fit plays the most prominent role in employees’ turnover intention. To achieve this aim, multiple linear regression was used. By establishing which type of fit influences employees’ thoughts of quitting the most, organizations can adopt better retention strategies as opposed to casting a net and hoping for the best. This cross-sectional study used secondary data from 384 retail employees. Three distinct fit scales and a turnover intention scale were administered. The study’s hypothesis was assessed through multiple linear regression, relative weight analysis, and commonality analysis. Needs-supplies fit was the only variable that had a statistically significant negative association with turnover intention. Needs-supplies fit had the biggest contribution (23.64%) to the multiple R 2 value (34.25%) of the multiple linear regression model. Commonality analysis showed that needs-supplies fit accounted for the highest percentage (16.85%) of unique variance in explaining turnover intention. To enhance the probability of retaining employees, organizations may want to fine-tune their retention strategies based on establishing congruence between what employees need and what can be done to meet these desired needs. The current study stresses the importance of distinguishing between different types of person-environment fit as they may not similarly relate to outcomes.

Why and when does performance pressure encourage employee expediency? A moderated mediation model

PurposeEmployee expediency is a ubiquitous, unethical phenomenon in the workplace that is largely underresearched. Based on the tenets of conservation of resources (COR) theory, this study investigates the influence of excessive performance pressure on employees' expedient behaviour via moral disengagement. It further examines the moderating role of employees' moral identity in the relationship between performance pressure and employee expediency.Design/methodology/approachThe data were collected using a multi-wave paper-and-pencil survey amongst 388 sales associates working in pharmaceutical manufacturing companies in Bangladesh. A series of hierarchical regression analyses and bootstrapping techniques of the PROCESS macro were conducted to test the hypotheses.FindingsThe findings reveal that performance pressure significantly and positively affects employees' expediency. Additionally, moral disengagement partially mediates the positive relationship between performance pressure and employee expediency. Furthermore, moral identity moderates the direct effect of performance pressure on moral disengagement and the indirect effect of performance pressure on employee expediency through moral disengagement.Practical implicationsManagers are advised to consider the compatibility of economic and moral principles when defining performance targets or evaluating staff performance, as immoral behaviours harm organisations in the long run. Additionally, managers should emphasise candidates with high levels of sensitive moral qualities, such as integrity and moral behaviour, and their abilities should be given preference when hiring new employees, e.g. moral reasoning.Originality/valueThis pioneering study investigates the underlying psychological mechanisms and moral characteristics to unravel the association between performance pressure and employee expediency using the lens of COR theory. The study identified the moral consequences of performance pressure and mitigating strategies to reduce employee expedient behaviour.

PENGEMBANGAN APLIKASI WEB UNTUK OPTIMALISASI MANAJEMEN TOKO SURYA MAS 2

This study focuses on the development of a web-based application for Surya Mas 2 Store, with a primary emphasis on automating store operations and improving inventory efficiency. The application targets the roles of cashiers, managers, and warehouse employees, encompassing essential features such as role-based login, sales transactions, inventory management, note-taking, and transaction reporting. Users can access the application with role-specific functionalities, ensuring secure and efficient store operations. The web application streamlines inventory management by enabling the recording of incoming and outgoing products. Additionally, it provides transaction reports that aid in decision-making processes. The Rapid Application Development (RAD) methodology was employed for the application's development, allowing swift adaptation to changing requirements. The benefits of the application include enhanced operational efficiency through process automation and improved inventory management. Opportunities for future development lie in refining the user interface and expanding the reporting capabilities. Ultimately, the application positively impacts the business of Surya Mas 2 Store by saving time and resources through automation and efficient inventory management.

Decision-Making for Hospitalized Incarcerated Patients Lacking Decisional Capacity

Incarcerated patients admitted to the hospital face threats to their rights to privacy and self-determination in medical decision-making. Little is known about medical decision-making processes for hospitalized incarcerated persons who lack decisional capacity. To characterize the prevalence of incapacity among hospitalized incarcerated patients and describe the decision-making processes, including who served as surrogate decision-makers, involvement of prison employees in medical decisions, and ethical concerns emerging from the patients' care. Retrospective descriptive and qualitative study of medical records for all patients admitted from prison for at least 24 hours between January 1, 1999, and September 1, 2019, at a large Midwestern academic medical center. Data analysis was performed from March 15, 2021, to December 14, 2022. Prevalence of prison-to-hospital admissions for patients with a loss of capacity and characteristics of medical decision-making. During the 20-year study period, 462 patients from the prison were admitted to the hospital, totaling 967 unique admissions. Of these, 131 admissions (14%) involved patients with a loss of capacity and 43 admissions (4%, representing 34 unique patients) required surrogate decision-making. Ten of these patients had advance directives. Surrogate decision-makers often faced decisions about end-of-life care (n = 17) or procedural consent (n = 23). A family member was identified as surrogate decision-maker in 23 admissions. In 6 cases with a kindred surrogate, additional consent was requested from a prison employee. In total, prison employees were documented as being present during or participating in major medical decisions for half of the admissions. Five themes emerged from thematic analysis: uncertainty and misinformation about patient rights and the role of prison employees in medical decision-making with respect to these two themes, privacy violations, deference to prison officials, and estrangement from family and friends outside of the prison. In this first in-depth description, to date, of decision-making practices for hospitalized incarcerated patients lacking decisional capacity, admissions of these patients generated uncertainty about their rights, sometimes infringing on patients' privacy and autonomy. Clinicians will encounter incarcerated patients in both hospital and clinic settings and should receive education on how to support ethically and legally sound decision-making practices for this medically vulnerable population.

The S-O-R paradigm in explaining enterprise social network (ESN) discontinuous usage intention

PurposeThis study aims to show that employees' excessive work-related use of enterprise social networks (ESN) can be accompanied by some work-related strains, hindering them from continuing utilization of ESN at work. To this end, the impact of employees' excessive work-related utilization of ESN on their discontinuous usage intentions by mediating roles of employees' impression management concerns, privacy concerns and ESN fatigue will be evaluated.Design/methodology/approachStimulus-organisms-response (S-O-R) framework has been drawn to support the design of this research. Using an entirely random data collection, 173 ESN users from 10 Iranian organizations were surveyed. The model was assessed using partial least squares structural equations modeling (PLS-SEM).FindingsThe results of the study confirm that employees' excessive work-related use of ESN positively affects impression management and privacy concerns, resulting in ESN fatigue. Furthermore, ESN fatigue plays a predicting role in ESN discontinuous usage intention.Originality/valueAccording to the obtained results, if work-related use of ESN exceeds a normal threshold (i.e. excessive usage), employees will stop using ESN in their work due to the work-related strains delivered to them, revealing the dark side of ESN usage in organizations.