Senior Employees Research Articles

The Influence of Training and Development Programme on Staff Performance: A Case of Tanzania Revenue Authority in the Coast Region

Training and development programmes play a crucial role in enhancing staff performance within an organization. These programmes are designed to improve employees’ knowledge, skills, and abilities, ultimately leading to increased productivity, efficiency, and overall organizational success. One of the primary reasons why training and development programmes are crucial for staff performance is that they contribute to the enhancement of employees’ skills and knowledge. Through targeted training initiatives, employees can acquire new skills, stay updated with industry best practices, and gain a deeper understanding of their roles within the organization. It is in this context, this study assessed the influence of training and development program on staff performance: a case of Tanzania Revenue Authority, coast region. The study focused on three specific objectives including to identify existing practice of training and development programmes offered by TRA coast region, to determine whether training and development programmes have effects on employees’ performance at TRA coast region and to investigate the current challenges the TRA coast region experiences in training it employees. The study was done at TRA Coast region where by a sample of 92 respondents from the population of 120 senior and operational employees who randomly and stratified sampled participated. The study was guided by transformative learning theory. Descriptive research design was employed. Questionnaires and interview questions were used to collect data. Data was analyzed using descriptive and regression analysis. Findings suggest that on-the-job training at TRA allows employees to acquire specific job- related skills in a real work environment. Through engaging in actual tasks and responsibilities under the guidance of experienced mentors or supervisors, employees can develop a deeper understanding of their roles and responsibilities, Findings further suggest that off-the-job training opportunities have played a significant role in enhancing employees’ overall professional development at the Tanzania Revenue Authority (TRA). It was revealed from the study that TRA is relevant to employees’ job responsibilities, and that the feedback received during on-the-job training is constructive while training and positively impacted employees’ job performance. Findings revealed that off-the-job training opportunities enhanced employees’ overall professional development. The study concludes that on-the-job training programmes at TRA are relevant to employees’ job responsibilities, and for that case the feedback received during on- the-job training is constructive. The study also concluded that induction training provided by TRA Coast Region adequately familiarizes new employees with organizational policies and procedures. It was recommended that the management of TRA should continue investing in training and development programmes since Training and development programmes leads to improved employee performance by equipping them with the necessary skills and knowledge to carry out their duties effectively.

Are the Quality of Organizational Changes Associated with Expected Retirement-Age Among Senior Employees?

Major organizational changes may be associated with both positive and negative uncertainty in working life. This study described the prevalence of organizational changes (reorganizations or round of layoffs) within different job functions in Denmark and investigated whether quality of the implementation process (measured as "information", "involvement" and "consent") was associated with employees' expectations regarding retirement age. A representative sample of older Danish employees ≥ 50years (n = 12,269) replied to a questionnaire survey in 2020. In cross-sectional analyses, we compared employee's expected retirement age being either not exposed to organizational changes or exposed to implementation processes of high, moderate or low-quality, respectively. Analyses were further stratified for job function: office work, work with people and work in the field of production. More than half (56%) of the employees had experienced organizational changes within the past 2years, and 23% of those effected reported that the changes had led to considerations of earlier retirement. Organizational changes were most prevalent within office work, and least prevalent within the job function working with people. The analyses showed significantly lower expected retirement age when the implementation process had been of moderate (mean reduction of 0.45years) or low quality (mean reduction of 0.71years) compared to high quality implemented changes. Experiences of organizational change processes of moderate or poor quality were associated with expectations of earlier retirement, while well implemented changes were not. This study underscores the importance of good implementation when changes at the organizational level are needed.

Employer support for health and social care registered professionals, their patients and service users involved in regulatory fitness to practise regulatory proceedings.

Health and social care employees may be involved in professional regulatory proceedings because their alleged behaviour raises health or conduct concerns. Employees, patients or service users may also be involved in a regulatory tribunal as witnesses. This study is about the role of employers in supporting them in this process. Taking an organisational support perspective, we interviewed 25 senior employees in health and social care organisations in the UK who are responsible for managing the employer's role in the proceedings. Template analysis was used to analyse the transcripts. Support for patients was limited to that offered during an employer's complaints process, and only one employer gave some support during the regulatory process if the patient or service user initiated regulatory proceedings. Support for employees in tribunals was little different to that offered during an initial investigation by the employer. However, where additional support for being involved in a regulatory tribunal was offered to employees, it most often came from the senior employees' own experience of the stressfulness of being a witness in these proceedings. Employers were not aware of training resources that would better support their employees to engage with professional regulatory proceedings. Employers offer limited support to employees who are involved in professional regulatory proceedings, and the support offered may depend more on senior employee's individual experience of involvement in regulatory proceedings to exercise this discretion. Patients, service users and other public witnesses receive almost no support from health and social care employers during professional regulatory proceedings.

The Role of Recruitment Practises in Enabling Workforce Diversity in County Governments in Kenya

Workforce diversity in public sector organizations in sub-Saharan Africa is supported by legal statutes and mandates as opposed to organizational policy initiatives. HR audits indicate a skewed distribution of specific ethnic groups and an aged workforce with redundant skills due to recruitment practices. Due to the dearth of studies on workforce diversity in sub-national governments in Sub-Saharan Africa, the study examined the role of recruitment practices in enabling workforce diversity in the County Government of Trans- Nzoia. The study was guided by the social identity theory and adopted a descriptive design that was cross-sectional in the time dimension. The study censused senior employees of the County Government and employed a questionnaire as the main research instrument The study carried out data analysis through descriptive analysis and used regression analysis using Statistical Package for Social Sciences (SPSS) software version 20.0 and the output presented in the form of graphs, Charts, and tables. The descriptive statistics indicated the county government values employee qualifications and uses both internal and external job advertisements, with a skewed but consistent selection process. Use of interviews with little application of the psychometric test of candidates as a screening criteria. Workforce diversity significantly correlated with the recruitment practices; with job advertisements (r = 0.781, p< 0.05), and screening process (r = 0.679, p< 0.05), The study concluded that the recruitment practices have a positive effect on workforce diversity. Based on the findings, the study recommends that the county government support competitive recruitment procedures to improve workforce diversity. The study implications are that sector organizations can promote workforce diversity through efficient practices. The study calls for the HR professional to critically examine the different aspects of HRM in public sector organizations. The study findings are beneficial to sub-national governments, policymakers/legislators, and other scholars in Kenya

Qualitative study investigating the health needs of school-aged children and adolescents in Dubai

BackgroundChildren’s health has been linked with morbidities such as cardiovascular events, type 2 diabetes and obesity in adulthood. Further efforts are needed to understand the current and emerging challenges due...

Examination of the effects of artificial intelligence readiness on lean sustainability and value creation in the mediation variable effect of organizational flexibility in technology-focused companies

PurposeThe purpose of this study is to understand how the level of readiness for artificial intelligence (AI) affects the overall performance of companies, determine the role of organizational flexibility in adapting to new technologies and business models and assess the importance of lean sustainability and value creation for technology-focused companies.Design/methodology/approachTechnology companies working in technoparks in Istanbul were determined, and a questionnaire was applied to senior employees such as experts, engineers and managers working in these companies. The results were processed with a sample of 456 units. SmartPLS program was used for analysis.FindingsAs a result of the analyzes, it is supported by hypotheses that AI readiness and organizational flexibility have positive effects on lean sustainability and value creation.Research limitations/implicationsWhen evaluated in terms of the limitations of the research, it would not be correct to evaluate the results of the analysis in general, since the data were collected from technology-focused companies in technoparks in Istanbul.Practical implicationsExamining the variables that make up the research model in technology-oriented companies helps to understand the critical factors for the future success of companies. At the same time, this research is important for companies to make more informed decisions in their strategic planning, technological transformation processes and value creation strategies.Originality/valueThis research topic offers a unique approach in terms of bringing together topics such as AI readiness, organizational flexibility, sustainability and value creation. These issues play an important role in the strategic planning of technology-focused companies, and when considered together, they are important in terms of examining the critical factors that affect the future success of companies.

Internal and External Continuity Strategies to Support Senior Employees’ Choice of Extended Working Life in Higher Education Institutions

Purpose: This study explores how HR professionals perceive older employees' intentions to continue working beyond the official retirement age and what strategies organizations would apply concerning their older employees. This study uses the theoretical lens of Atchley's (1989) continuity theory, a social gerontology theory that holds that aging people maintain existing internal and external continuity working structures. Methodology: A qualitative study was adopted. 17 HR professionals were interviewed through a semi-structured in-depth interview guide within the 12 public universities in Sweden (anonymous). Empirical data were thematically analyzed through the theoretical lens of continuity within internal and external continuity strategies. Findings: This study argues for some internal and external continuity strategies that help older employees be active longer than normal aging. These are a) mentoring and knowledge sharing program (internal continuity), b) a competence and experiences appreciation program (internal continuity), c) providing sufficient facilities for flexible working and work satisfaction (external continuity), and d) establishing provision for part-time employment after retirement (external continuity). Practical Implications: This study can contribute to previous studies by bringing the higher education institutions (HEI) sector into the organization studies. Originality/Value: This original study contributes to social sustainability through empirical and theoretical evidence to support and develop the older community of society. Limitations: This study needs to include more variations of interview data. It would be interesting for future researchers to study what age management strategies support older employees in improving their skills and what this study needs to focus on.

The role of collaborative governance and total quality management on immigration services quality

This research aims to investigate the role of collaborative governance on the quality of immigration services and the role of Total Quality Management on immigration services quality. This research method uses a quantitative method approach, research data was obtained by distributing online questionnaires via the Google Form platform. The questionnaire is designed to contain statement items on a Likert scale of 1 to 7. A 7-point Likert scale can minimize measurement errors and be more precise. The Likert scale used in this research is (1) strongly disagree, (2) disagree, (3) quite disagree, (4) Neutral, (5) quite agree, (6) agree, (7) Strongly agree. The respondents for this research were 378 senior employees of the immigration department in Indonesia who were determined using a simple random sampling method. Analysis of research data uses the partial least squares (PLS) structural equation modeling (SEM) approach with data processing tools using SmartPLS 4.0 software. The variables in this research are the dependent variables, namely collaborative governance, Total Quality Management and the dependent variable is the quality of immigration services. The stages of data analysis are validity testing, reliability testing and significance testing or hypothesis testing. Based on the results of the analysis and discussion that have been presented in this research, this research uses the Partial Least Square (PLS) method for data analysis, it can be concluded as follows, it is concluded that collaborative governance has a positive and significant relationship to the quality of immigration services, Total Quality Management has a positive and significant relationship to the quality of immigration services. Implementing collaborative governance can encourage improvements in the quality of immigration services. Implementing Total Quality Management can encourage improvements in immigration services quality.

The influence of toxic leadership on emotional exhaust and reactive work behavior

Companies are impacted by toxic leadership phenomena, resulting in many dissatisfied employees, low morale, and reduced progress. The fundamental mismatch between good leadership and harmful actions of toxic leaders is the primary cause of the problem. Toxic leadership can also be developed from narcissistic behavior of considering personal interests or using humiliation to maintain power. In this context, employees are negatively affected, resulting in higher stress levels, poorer job satisfaction, and a significant decrease in trust. Therefore, this research aims to explore the impact of toxic leadership and other factors on companies. The sample consists of 187 senior employees in the accounting department who worked in manufacturing companies. The results showed that toxic leadership influences role stress, while role stress affects emotional exhaustion and reactive work behavior. Moreover, future research should be conducted using other samples such as hospital employees or pay attention to other aspects related to role stress.

The Influence of Women on Boards on the Relationship between Executive and Employee Remuneration

The growing presence of women at the top of companies has sparked interest in examining their role in the remuneration gap between senior managers and employees. This article analyses the traditional Chief Executive Officer (CEO)-to-employee pay ratio but includes a new relation, the senior-management-to-employee pay ratio, and extends the research by including six positions for women in company management: on the board of directors, executive directors, CEOs, proprietary directors, independent directors, and senior managers. The study is based on a sample of 77 listed companies in Spain from 2015 to 2022 and the panel data models have been estimated using the Generalised Method of Moments (GMM). The main findings indicate that the proportion of women in different categories of board and senior management positions has a positive effect on the CEO-to-employee pay ratio, especially in companies with higher market capitalisation. In contrast, the proportion of women in senior management positions has a negative effect on the CEO-to-employee pay ratio in all the samples analysed. Government agencies should prioritise the participation of women in non-board senior management positions in order to at least reduce the pay gap between senior managers and employees.

دور القيادة الاستراتيجية في تحقيق التميز التنافسي: دراسة تطبيقية على مجموعة شركات دله البركة بجدة

This study aims to provide a comprehensive overview of the concept of the role of strategic leadership in achieving competitive advantage. The study also aims to determine the role of strategic leadership in achieving competitive advantage in Dallah Al Baraka Company - Jeddah, and to know the level of practices of its senior leadership, and to know the level of practices of middle leadership (department heads). of senior leaders and employees from the point of view of their employees. To achieve the objectives of the study in the chosen environment, Dallah Al Baraka Group of Companies - Jeddah, the field study was applied to a sample of (30) of the company’s employees, divided into 10 (senior leadership); (10) Department heads; (10) employees in the departments, and a questionnaire form was designed with a set of scales, and each scale measures each dimension and each variable separately. The questionnaire form included four sections: demographic data, the role of strategic leadership in achieving competitive excellence, and the impact of strategic leadership on financial performance, the impact of strategic leadership on creative and innovative aspects. Then the researcher used the descriptive analytical method through which he attempts to describe the phenomenon - the subject of the study, answer its questions, and test its hypotheses - and analyze its data using the statistical program SPSS. The study reached several results, the most important of which are: Strategic leadership decisions and practices led to an increase in revenues and profits at Dallah Al Baraka Company. Strategic leadership also contributed to achieving growth and expansion in the organization’s activities and investments. The study also demonstrated the presence of clear indicators that reflect the impact of leadership on competitive advantage. The results of the study confirmed that leadership practices work to achieve competitive excellence in a sustainable manner in Dallah Al Baraka companies, and that creativity and encouraging innovation is the primary factor in enhancing the competitive ability of the organization. The study concluded with some recommendations, the most important of which is the necessity of having effective communication channels to achieve the primary goal of strategic leadership, let it be strategic communication. The study also recommended the need to strive towards training the organization’s employees, whether they are leaders or employees in their work sites, in a way that enables them to perform their work and achieve innovative growth during training.

A Qualitative Study on Stewardship Relationships in Family Businesses in Türkiye

This study aimed to explain the basic dynamics of stewardship relationships in small and medium-sized family businesses in Türkiye and the contextual features that produce them by taking a phenomenological approach, one of the qualitative research methods. Data were collected via semi-structured interviews. The study sample comprised 35 participants from 14 family businesses in Antalya, Türkiye, including 18 family member managers and 17 non-family senior employees. Using thematic analysis, 6 main themes and 18 sub-themes were identified. While the results are consistent with previous research, they also strongly point to a steward profile specific to family businesses in Türkiye.

Why Do Companies Cook the Books? Empirical Study of the Motives of Creative Accounting of Slovak Companies

Studies on creative accounting date back to the latter part of the 20th century. Creative accounting is still a big challenge in financial accounting. The problem of financial statement manipulation might be investigated, for instance, from an accounting, legal, ethical, or psychological perspective. This research aims to identify the main motives for the use of creative accounting and to find out whether corporate culture has an impact on the motives leading to the use of creative accounting. Data collection took place from 18 November 2023 to 18 December 2022. In the research, we used Pearson’s χ2 test to determine the dependence of the studied variables in contingency tables. Subsequently, correspondence analysis was used. The type of corporate culture does not have an impact on the motives that lead to creative accounting. It was proven that the type of corporate culture has an impact on the performance of creative accounting actions based on the request of a senior employee. The uniqueness of the research lies in the investigation of creative accounting from a psychological and managerial point of view in the territory of the Slovak Republic.

Influence of Communication Strategy on Performance of Project within Non-Governmental Organizations in Mogadishu, Somalia

The main objective of this study was to determine the influence of communication on performance of project within Non-Governmental Organizations in Mogadishu, Somalia. In this research, descriptive research design was used, and the target population was 78 managers and 390 senior employees in the 78 NGOs in Mogadishu. The study adopted a stratified random sampling technique, where a sample size of 216 respondents was selected using Yamane’s (1967) formula. Data was collected using questionnaire, and descriptive and inferential statistics were applied in the data analysis. The findings showed that managers and other higher-level staff are aware of the communication process. There was a written and well-articulated communication process. The managers can communicate effectively with employees. Communication within the NGO has an influence on organizational performance. The intercept between communication and performance of project becomes better by β = 0.821, p<0.01. This meant that when a single unit improves Communication, the project performance also significantly improves by 82.1%. Lastly, the study concluded that communication is very key for any seamless operations within the project deliverables. Further, communication is the key ingredient in effective project management as everything revolves around it from planning, implementation, monitoring and evaluation which requires proper feedback mechanisms for a seamless operation. Finally, the study recommends adoption of a communication channel that facilitates proper feedback mechanism in order to prevent information loss on any item, whether it is a big or small ticket item.

Influence of Budgetary-Allocation on Performance of Projects within Non-Governmental Organizations in Mogadishu, Somalia

This paper investigates the influence of budgetary allocation on performance of projects within Non-Governmental Organizations (NGOs) in Mogadishu, Somalia. Descriptive research design was used and the target population constituted 78 managers and 390 senior employees in 78 NGOs in Mogadishu. The study adopted a stratified random sampling technique by which a sample size of 216 respondents was chosen using Yamane’s (1967) formula. Data was collected using questionnaire, and both descriptive and inferential statistics were applied in the data analysis process. With regard to the influence of budgetary allocation on project management, the findings showed that employees agreed to a great extent that, proper budgetary control aid the NGOs in decision making, and majority consider budget knowledge as important for success in the workplace, looking at it as a means through which the company has can have a better understanding of budget control techniques. The result also showed that the intercept between budgetary allocation and performance of project becomes better by β = 0.821, p<0.01 confirming that when budgetary allocation is improved by a single unit, the project performance also significantly improves by 82.1%. The study made a conclusion that what cannot be measured therefore cannot be achieved. Projects that are able to generate revenues are likely to be funded through provision of proper budgets that support its operations. The study recommends that all departments embrace budgeting and effective resource allocation for each function in the organization.

Significance of competencies of project managers on the performance of projects within NGOs in Mogadishu, Somalia

The main objective of the study was to evaluate the competencies of project managers on the performance of projects within Non-Governmental Organizations in Mogadishu, Somalia. Descriptive research design was used, and the target population consisted of 78 managers and 390 senior employees in the 78 NGOs in Mogadishu. The study adopted a stratified random sampling technique, and the sample size was 216 respondents chosen using Yamane’s (1967) formula. The data was collected using questionnaire, and descriptive and inferential statistics were applied in the data analysis. The study findings indicated that employees’ skills and competencies influence NGO performance and there was an information sharing within the project team employees. The NGO had a competent project manager, NGO adhered to the project management process, all members were aware of the project's nature and that there was active involvement of external stakeholders. The result indicated that the intercept between Skills and Competencies of project managers and Performance of Project becomes better by β = 0.709, p<0.01 meaning that when Skills and Competencies of project managers is improved by a single unit, the project performance also significantly improves by 70.9%. The study concluded that skills and competencies of the project managers is a must for any successful delivery of project assignment. The ingredients of soft, technical and professional skills offers an effective combination for the success of any project. The study recommends that NGOs embrace the merit-based selection of individuals for any position based on the competencies required for effective performance of their roles.

Analysis of Supply Chain Management Practices in Stevedoring Business to Improve Operational Performance at PT Kutai Jaya Pundinusa

PT Kutai Jaya Pundinusa (KJP) operates in the dynamic and competitive stevedoring industry, leveraging on its established brand, skilled workforce, strong operational strategy, and certifications such as ISO. This research explores new competitive dimensions for KJP through thematic analysis, PESTLE, Porter’s Five Forces, and SWOT analysis. Using a qualitative research design, including in-depth interviews with internal and external stakeholders, the research identified opportunities and challenges facing KJP. The proposed vision is to become a leading and innovative stevedoring company by embracing digital transformation and sustainable practices. The key strategies proposed include improving operational efficiency, digital transformation, human resource development, expanding market reach, and strengthening customer relationships. The programmes formulated include process mapping, adoption of new technologies, employee training, market research, strategic partnerships, and customer relationship management (CRM) systems. The study also emphasised the importance of overcoming internal challenges such as reliance on manual processes, high dependence on key suppliers and customers, and resistance to change among senior employees. Recommendations include investment in advanced digital technologies, exploration of new markets, and promotion of sustainable practices to ensure long-term growth and competitiveness in the stevedoring industry. By aligning strategic objectives with the proposed vision, KJP aims to successfully navigate the competitive landscape and achieve sustainable growth.

A STUDY ON EMPLOYEES’ PERCEPTION TOWARDS E-GOVERNANCE SERVICES OF KERALA GOVERNMENT

The fundamental aim of this study is the embracement e -governance and its impact on performance of employees in public sector in Kerala. This study was carried out in chosen government offices in Southern Kerala. Online survey was applied to gather data by quantitative research methods. A total of 364 employees take part in the survey. The researcher proposed to use the non- probability sampling, choosing the convenience sampling approach due to its expedient obtainability and proximity to the researcher. The study sample institutes of senior employees and employees who carry officers’ position from all departments. Statistical analysis was achieved on the gathered data using SPSS programs. The results of the analysis supported three hypotheses. The statistical research that resulted in significant results exhibited that effort expectancy had no direct effect on the discernible intent of espousing e-governance or the influence on organizational performance. On the other hand, the putative hypotheses demonstrated that Job Fit, Compatibility, Facilitating Conditions and Performance expectancy had direct positive impact on performance of employees.

Optimism and Self-esteem of Employees Contributing to Organizational Productivity

The given study examines the role of self-esteem and optimism in software organizations based in Hyderabad, India. It establishes the new spectrum of optimism, self-esteem and its transformational effect on employees, their positivity and eventual productiveness. Purposive sampling technique wass used for selecting the sample for the study. Survey research methodology was used to get data from the sample. The Life Orientation Test Revised (LOT-R) was used to measure optimism and The 10-item Rosenberg Self-Esteem Scale (Rosenberg, 1965) was used to assess global self-esteem. Survey research is used as research methodology. Correlation and ANOVA are used to analyze the data. It was found that optimism had a strong and positive correlation with self-esteem. The association between self-esteem, optimism and work experience was also found to be significant and moderately positive. A significant difference between the optimism level of senior and junior level employees was also observed. Based on these results, it can be concluded that software employees who have an optimistic outlook and adequate self-esteem contribute towards greater employee performance, overall organizational productivity and fared well in consumer facing roles.

Corporate social responsibility and firm performance in the financial industry in Vietnam: The mediating role of digital transformation

Purpose: This study evaluated the influence of corporate social responsibility (CSR) initiatives undertaken by banks in Vietnam on their overall performance. Additionally, it sought to examine the relationship between corporate social responsibility and digital transformation efforts within the framework of the ongoing Fourth Industrial Revolution. Design/Methodology/Approach: The research uses a survey sample from Southeast Vietnam, specifically Binh Duong Province, Dong Nai Province, Tay Ninh Province, Ba RIA Vung Tau Province and Ho Chi Minh City. A total of 245 valid questionnaires were gathered from mid- and senior-level executives, senior employees and department heads who have implemented digital transformation strategies in banks. Findings: This study explores the relationship between corporate social responsibility and firm performance in Vietnam's financial industry focusing on the banking sector. The study discovered a favourable relationship between corporate social responsibility (CSR) and enterprise digital transformation as well as a good relationship between CSR and digital transformation and Vietnamese banks' business success. Conclusion: The digital economy has increasingly contributed to global economic development. Today’s digital landscape is undergoing a widespread phenomenon known as digital transformation. Hence, it is crucial to examine the impact of digital transformation on business processes. Practical Implications: The data also supports the idea that digital transformation serves as a mediator between corporate CSR and financial performance contributing to filling the gap when there is limited research in Vietnam on this relationship. Contribution to the Literature: This research aims to help banks in Vietnam enhance operational efficiency when banks actively engage in CSR and digital transformation.