Employees Of State-owned Enterprises Research Articles

Inducing employee performance among state-owned enterprises, through employee ethical behaviour and ethical leadership

Purpose This study aims to examine how ethical leadership enhances the relationship between employee ethical behaviour and the job performance of employees in state-owned enterprises (SOEs). Design/methodology/approach This study was a survey, with data collected using a structured questionnaire. The study focused on employees from SOEs in Ghana. The sample covers 238 employees drawn from 10 SOEs. Data was analyzed using structural equation modelling. Findings The study concludes that employee ethical behaviour positively influenced the job performance of employees of SOEs in Ghana. The effect of ethical leadership on employee job performance was positively significant. Finally, ethical leadership positively moderated the effect of employee ethical behaviour on the job performance of employees of SOEs. Research limitations/implications Future research should look at identifying the specific behaviours of ethical employees that influence improved job performance. Also, future research could conduct a comparative study of private-owned enterprises and SOEs. Practical implications Attention should also be paid to ethical leadership, as it strongly enhanced both employee job performance and the quality of employee ethical behaviour required for increased job performance of employees. Originality/value Extant studies have paid limited attention to understanding how the interaction between employee ethical behaviour and ethical leadership will enhance employee job performance.

Optimalisasi Peran Baitul Mal Subulussalam Dalam Rangka Menurunkan Kemiskinan di Aceh

Baitul Mal in Aceh is different from Baitul Mal in other provinces in Indonesia, where the Baitul Mal Subulusalam Institution is a functional institution while the secretariat is a structural institution that is directly responsible to the mayor. The aim of this research is to analyze the collection and distribution of zakat, infaq and alms funds from philanthropic institutions. The research method uses a qualitative design. The research object is the Baitul Mal Subulussalam institution in Aceh. The data collective conducted interviews with Baitul Mal Subulussalam administrators while data analysis used content analysis. The research results emphasize that the collection of zakat, infaq and alms funds at Baitul Mal Sulussalam comes from three sources. Firstly from the State Civil Apparatus and honorary staff who work in the Aceh Government, employees of state-owned enterprises and regional-owned enterprises in the province of Aceh. The two partners are working together on a government project worth IDR 50,000,000 (Fifty million rupiah). Third, zakat infaq and alms funds from the Muslim community in Aceh. Zakat is levied on employees from class three and above at 2.5% and employees who do not meet the requirements are subject to a 1% deduction from their salary. The collection of Zakat infaq and alms funds at Baitul mall Subulussalam in Aceh has not been implemented optimally even though it has been regulated by the Qonun that every State Civil Apparatus must pay zakat mall through salary deductions. There are still institutions in the government that have not paid zakat mal through Baitul Mal Subulussalam, such as the Republic of Indonesia Police and the National Army in Aceh. So the target for receiving zakat, infaq and alms funds has not yet reached the target. In 2022, the target of receiving zakat infaq and alms funds of twelve billion can only be realized at four point seven billion. The distribution of zakat infaq and alms funds has been carried out to eight eligible asnaf, except for the asnaf riqab, which does not exist. The most dominant distribution of zakat funds is given to Asnaf Fakir and Masakin. Productive zakat has been distributed to ultra-micro traders in order to improve the welfare of the people of Aceh. The distribution of infaq zakat funds and alms distributed for productive zakat is not followed up by providing business assistance.The effectiveness of the distribution of zakat infaq and alms funds at Baitul Mal Subulussalam cannot yet be measured in its success in reducing the poverty rate because the distribution of zakat infaq and alms funds in the form of productive zakat has not been followed up and assisted, so it cannot be measured to what extent the distribution of zakat infaq and alms funds has been succeeded in improving welfare in the form of mustahik turning into muzaki.

Analisis Kemampuan Pemecahan Masalah Mahasiswa Program Studi Pendidikan Matematika UNIKA Weetebula dalam Menyelesaikan Soal Tes Potensi Akademik

The Academic Potential Test is a test that aims to measure a person's abilities in the general academic field. This test is also often associated with intelligence. Currently, apart from selecting prospective students at universities, The Academic Potential Test has also become a standard test in the selection of Civil Servant Candidates and in the recruitment of private employees and employees of State-Owned Enterprises. Based on the background above, it is necessary to measure the ability of students from the Mathematics Education Study Program at Catholic University Weetebula in solving test questions. This needs to be done as a first step in determining the abilities of prospective graduates. The method used in this research was by giving a written test in the form of test questions to 56 students and interviews with 9 students who took the test. The instruments used were 40 test questions and an interview guide. The data analysis techniques used are reduction, presentation and drawing conclusions. The test results show that students who get the low category are 84%, students who get the Average category are 7% and students who get the high category are 9%. The interview results showed that students were able to understand the test questions given, but students had difficulty determining how to solve them, so students were unable to determine the correct answer

Accelerating Soe's Employee Innovative Work Behavior: the Effect of Transformational Leadership and Psychological Capital with Knowledge Sharing as Intervening Variable

Innovation is essential in the current dynamic and competitive business environment. Therefore, the company must leverage innovative work behavior to all employees to continuously create new products/services and update the work process. Researchers and practitioners argue that proper leadership, positive psychological, and knowledge-sharing activities are relevant factors in encouraging and accelerating employees’ innovative work behavior. In order to improve State-owned enterprise (SOE) employees’ innovative work behavior and bear up previous research gaps, this study investigates whether transformational leadership and psychological capital encourage innovative work behavior in SOE employees, directly and indirectly, using knowledge-sharing as an intervening variable. The researcher processed clean data from 303 respondents who completed online questionnaires using the Structural Equation Modeling method. The result found that transformational leadership and psychological capital positively affected the innovative work behavior of SOE employees, both directly and through knowledge-sharing activities. However, the magnitude of psychological capital toward the innovative behavior of SOE employees directly and through knowledge-sharing activities is more substantial than transformational leadership. Furthermore, theoretical and practical implications are discussed. Furthermore, theoretical and practical implications are discussed. Lastly, the company can use the results to intervene in relevant factors to increase employee innovation.

Influence of Talent Management and Core Values on Employee Performance in State-Owned Enterprises in Bandung

Objective: The objective of this study was to examine the impact of talent management and company core values on employee work performance. Finding the relationship between all crucial components, this research is vital for the development of science, particularly in the domain of human capital and talent development. Research Design & Methods: Using a quantitative research method, the study collected data from a minimum sample of 100 employees of State-Owned Enterprises in Bandung. PLS-SEM analysis was conducted using SmartPLS 3.2.9 software to test the research hypotheses. Findings: The results revealed that talent management had no significant effect on employee work performance, while company core values had a positive and significant impact on this variable. It was also found that both talent management and company core values demonstrated simultaneous influences on employee work performance. Implications & Recommendations: This study has important implications for companies seeking to enhance the work performance of their employees. Specifically, the findings suggest that strengthening both company management talent and core values may be necessary to achieve this goal. Contribution & Value Added: In terms of contribution and value added, this research offers an overview of the challenges associated with poor talent management and company core values, and their potential impact on job performance. By providing insight into these issues, the study offers valuable guidance to organizations seeking to improve the performance of their employees.

Visualizing Crisis Management: Crisis Experience, Concern, and Training in China

China’s increasing international prominence has prompted additional research on how Chinese firms manage organizational crises. The purpose of this paper is to identify patterns of concerns and experiences with crises in China. We report on a survey of 105 managers and non-managers in China about their experience and concern with crises in their firms. Our analysis underscores three key findings. First, one's concern about a crisis is strongly associated with one's experience involving that crisis. Second, views about crisis experience and concern differ between employees in state-owned enterprises (SOEs) and non-SOEs. Finally, despite these differences, perspectives on crisis training among SOE and non-SOE firms are similar. This paper augments the literature by identifying relationships among crisis experience, crisis concern, and training in Chinese organizations.

Factors Influencing Employee’s Well-Being and Job Performance: The Perspective of State-Owned Enterprise Employee

State-Owned Enterprises (SOEs) play a crucial role in ensuring stability and control in Indonesia's economy, especially before and after the COVID-19 pandemic. The pandemic COVID-19 has accelerated the digitization of public and private sector activities in Indonesia and other countries. To adapt to the accelerated digitization caused by the pandemic, SOEs must continue to grow and develop to achieve their targets and goals. The intended goal of this study is to inquire into the impact of technostress, perceived organizational support (POS), total reward systems (TRS), and work-life balance (WLB) on job performance, as mediated by employee well-being (study of SOEs employee). This research employs a quantitative approach to investigate the direct and indirect impacts of the dependent variable through the utilization of the Structural Equation Modelling (SEM) technique. The study focuses on a sample of 263 respondents who are employees of State-Owned Enterprises (SOEs). This research highlights the role of perceived organizational support as a key driver of job performance mediated by employee well-being. The findings emphasize the significance of effectively engaging all generations, particularly Generation Y and Generation Z, within SOEs to strengthen job performance and accomplish organizational success. Furthermore, the study uncovers that employee well-being acts as a full mediator in constructing the connection between the variables under consideration and job performance. This finding emphasizes the importance for companies to continuously maintain perceived organizational support, ensuring that employees feel their well-being is being taken care of and their contributions are valued, especially for the younger generations (Generation Y and Z) who are the successors within the company.

Can state-owned enterprises enhance enterprise value when they shift focus to core businesses? Empirical evidence on the transfer of ‘three supplies and one industry’ in China

ABSTRACT This research theoretically analysed how corporate value is enhanced when Chinese state-owned enterprises (SOEs) shift their focus. In our analysis of Chinese SOEs listed in A-shares from 2013 to 2019, we describe their process of returning to their primary business using the ‘three supply and one industry’ (3S1I) handover policy. We conducted a quasi-natural experiment to study whether refocusing on SOEs can improve their value. The research shows that the policy enhances the efficiency of SOEs, thus increasing their value. These results were particularly evident among local SOEs. Moreover, SOE employees’ social responsibility performance may have a negative moderating effect on efficiency, indicating that excessive social responsibility can lead to a loss in efficiency and a reduction in SOE value. We conclude by discussing why SOEs should prioritize improving economic value and then fulfil social responsibilities to enhance social value through social purchasing and other ways. This study contributes to the literature by providing recommendations on improving the value of SOE from the perspective of ‘transferring 3S1I’ and refocusing.

Employee Work Performance in State-Owned Enterprises in Indonesia: A Reflection

The quality of performance of State-Owned Enterprises (SOEs) in Indonesia is currently in the spotlight because it is considered unsatisfactory. One of the causes of the low performance of this organization is the level of quality of performance of the organization's employees which is also unsatisfactory. In this study, factors that can affect the quality of performance of SOEs employees in Indonesia are analyzed. These factors include leadership style, work discipline, work motivation and work environment. Data were collected by distributing questionnaires to a number of field employees and validity and reliability tests were carried out on the data. Hypothesis testing is done by using Multiple Linear Regression test. The results of this study prove that only achievement-oriented leadership style and work motivation can boost the quality of performance of SOEs employees; work discipline and work environment do not have any impact on improving the quality of their performance. This proves that a leader who can provide motivation and read reward needs for employees is very much needed in SOEs. However, issues of discipline and work environment should also get more attention. The implication of this research is that SOEs must assess employee performance in terms of the quality of work and not only in terms of the achievement of the set target without paying attention to the quality of the achievement itself.

Who protests in China: Mobilizing workers across China’s diverse urban labor force

ABSTRACT Since 1990, China has experienced thousands of local protests over issues of land and labor rights. Grievance based theories identify incentives to protest among employees in township and village enterprises (TVEs), privately owned enterprises (POEs), and state owned-enterprises (SOEs). Resource mobilization theory explains how variations in labor-management relations across these categories affect their capacity to mobilize for protest. We use survey data from the 2010 Chinese General Social Survey to estimate the determinants of individual participation in protests. We find that TVE and POE employees are more likely than SOE employees to participate in protests. POE workers are motivated by issues of salary while all three categories of workers are motivated by unfair treatment by officials. The findings support the claim that variations in the capacity to mobilize are more relevant to protest participation than are grievances. Grievances are widespread across all categories; the capacity to mobilize is not.

KETERKAITAN DARI TRANSFORMATIONAL LEADERSHIP, WORK ENVIRONMENT, CAREER PLANNING, JOB SATISFACTION, DAN TURNOVER INTENTION

<p align="justify">The research target is to analyze the impact on turnover intention of transformational leadership, work environment, career planning and job satisfaction. The research method is quantitative with data analysis using factor analysis and structural equation modeling (SEM) with SmartPLS. Respondents' data collection was selected using the purpose sampling method on employees of State-Owned Enterprises (BUMN) engaged in the construction sector as many as 154 respondents. And research findings are transformational leadership, work environment, career planning and job satisfaction affect turnover intention and transformational leadership, work environment and career planning affect job satisfaction.</p><p><strong>Keywords </strong>- Transformational leadership, work environment, career planning, job satisfaction, turnover intention</p>

The impact of employee compensation restrictions on labor productivity in state-owned enterprises: Evidence from China

Employees are important stakeholders in an organization. This paper aims to examine the effectiveness of limits on employee compensation in state-owned enterprises (SOEs), a policy for employees of state-owned enterprises issued by the China State-owned Assets Supervision and Administration Commission (SASAC) in 2010. Employing a difference-in-differences analysis for a sample of Chinese listed companies from 2007 to 2013, the results show that employee compensation restriction enhances the labor productivity of SOEs. This policy effect is mainly due to the contribution of compensation limits to the external fairness of employee compensation, and the findings remain unchanged after a series of robustness testing procedures. In addition, the employee compensation restriction policy significantly affects labor productivity improvement in monopolistic industries or mature SOEs.

The impact of human resources management practices on job performance and job satisfaction of employees in State-owned enterprises – Empirical investigation in Hanoi

The study is done to analyse impact of human resources management practices on job performance and job satisfaction of employees in State-owned enterprises in Hanoi. The impact of human resources management on job performance and job satisfaction analysis through 321 questionnaires surveyed by employees working in State-owned enterprises. By applying the exploratory factor analysis, confirmatory factor analysis, structural equation modeling, the study aims to evaluate the impact of human resources management practices on job performance, job satisfaction, and the relationship between job performance and job satisfaction. The research results showed that that there is a positive relationship between human resources management practices and job performance, job satisfaction of employees working at the State-owned enterprises. In addition, the analysis results also pointed out that job performance has a positive impact on job satisfaction of employees. The result of the study suggested some important implications for State-owned enterprises to increase job performance and job satisfaction of employees of employees working at the State-owned enterprises in Hanoi in the future.

МОТИВАЦИЯ ТРУДА РОССИЙСКИХ РАБОТНИКОВ

The article considers the attitude to work and the Russian employees labour motivation. Work ranks fourth in the list of value orientations after family, health and material prosperity. The ideas about the motives of work in Russia are contradictory, but the “culture of work” still prevails in Russia. The trends of changes in the motivation and necessity of work among young people and among people with higher education are revealed. Remuneration takes the first place among all the motives, it is important for all Russian employees, regardless of the employment field. In groups of intellectuals (scientists, university professors, doctors), interest in work is a powerful motive. Among doctors and university teachers, then comes the usefulness of work for society. For all other groups of workers working conditions and proximity of work to the place of residence prevail. Education has a significant impact on work motivation. For people with higher and incomplete higher education, the meaningful and status motives are important. Material motives and working conditions dominate the motivation of workers with primary and secondary education. In private enterprises, employees are more likely to indicate a motive for remuneration. State-owned enterprises employees are more focused on the interest in work. State clinics doctors emphasized the usefulness of their work for society

The Effect of Job Insecurity and Work Motivation on Work Engagement of Employees with Certain Time Work Agreement System

This study aims to determine the effect of job insecurity and motivation on work engagement of employees in state-owned enterprise with the certain time work agreement system partially and simultaneously. The subjects of this research are 185 employees of state-owned enterprise with a certain time work agreement system who work in Jakarta with an age range of 18-35 years old. This study uses a quantitative approach with an accidental sampling technique. The measuring instruments used in this study are the Utrecht Work Engagement, job insecurity scale, and Two-Factor Herzberg theory. The results of this study indicate that there is a significant negative effect between job insecurity on work engagement of employees in state-owned enterprise with the certain time work agreement system. There is a significant positive effect between work motivation on work engagement of employees in state-owned enterprises with the certain time work agreement system. There is an influence between job insecurity and work motivation simultaneously on work engagement of employees in state-owned enterprise with the certain time work agreement system.

Influence of Internal Factors of the Enterprise on the Performance-Based Payfor Employees

This paper is conducted to investigate the influence levels of internal factors of the enterprise on the performance- based pay for employees in State-owned enterprises in Hanoi. Data were collected from getting 120 questionnaires from board of manager, head of Human Resources (HR) administration and HR administrative staff in State-owned enterprises in Hanoi. Based on the data collected, the author use descriptive statistics analysis, cronbach Alpha analysis and Indepentdent T-Test for knowing the influence levels of each independent variable on dependent variable of the performance-based pay for employees. The results show that five internal factors of the enterprise including: production and business characteristics of enterprises; business development strategy; employees; the company's salary payment perspective; and personnel in payroll department have relationships with the performance-based pay for employees. Based on the findings, some recommendations are given for improving wages of employees to ensure the sustainable development of enterprises.

The structure of employment of pensioners in China in the context of reforming the pension system

In the article the results of sociological research, directed to the study of pensioners’ employment structure in China under the situation of pension system’s reformation and gradual increase of retirement age, are presented. It is demonstrated that the level of pensioners’ employment in China remains relatively low. The major incentives to continue labor activities are of economic origin and deal with the low pension and desire to have savings for the future. Low wages and unfavorable terms of work are becoming the main barriers to employment of working pensioners. As the reason for their unemployment the non-working pensioners name the absence of vacancies, corresponding to their qualifications. It is established that the further labor activities for almost half of the pensioners is accompanied by a change of place of work and / or profession. There is an outflow of pensioners from such spheres of employment as power structures (army, security agencies), government bodies, finance and insurance, and industry. Agriculture is becoming the “accepting” industry for pensioners. After retirement, the number of employees in state-owned enterprises is reduced. Simultaneously, there is an increase in the share of pensioners in private enterprises; they become entrepreneurs or the self-employed. At the same time, pensioners are often employed in low-skilled labor. In this regard, the reform of China's pension system, including raising the retirement age, should be accompanied by the development of measures to promote the employment of the elderly, taking into account both quantitative and qualitative aspects. Among them are: the subsidizing employment for pensioners, promoting the education of the elderly, developing measures for additional social support for working pensioners.

A Theory of Partial Property Rights and the Illusion of State-Owned Enterprises

Abstract China’s State-Owned Enterprises (SOEs) enjoy many special benefits. They do not turn over profits and rents to the state, they pay much less interests than other enterprises in their use of capital, they enjoy monopolistic power in the marketplace, incomes of SOE employees, including managers, are free of policy restrictions. Because these substantial interests are not transferrable to individuals, competition exists for them. Compared with executives of private enterprise, senior managers of SOEs are 94 times more likely of being convicted of a crime. High benefits enjoyed by senior managers of SOEs come with a great risk. Once the illusion of SOEs is punctured, SOE leaders with higher education and long-term visions may become the driving force of SOE reform.

Please Like Me: Ingratiation as a Moderator of the Impact of the Perception of Organizational Politics on Job Satisfaction

Drawing from the negative impacts of the perception of organizational politics (POP) on the literature on organizational outcomes, the model proposed in this study examines a nonlinear relationship of POP on job satisfaction. In a similar way, ingratiation as a moderator variable is tested. Based on a survey of 240 state-owned enterprise employees in Indonesia, this study finds that POP exhibits an inverted U-shaped relationship with job satisfaction. Low and high levels of POP have a negative impact on job satisfaction. Nevertheless, our most intriguing finding is that ingratiation behavior not only strengthens POP’s effects on job satisfaction, but can also alter the direction of the relationship in which its shape is represented by a U-shape. This shape indicates that the employees who engage in high levels of ingratiation as a coping mechanism and adaptive strategy tend to do so when they perceive high degrees of POP. These results are then discussed from a cross-cultural perspective as an attempt to explain the legitimacy of ingratiation in Indonesia.

Employee perceptions of pay equity and compensation factors: a study of Vietnamese state-owned enterprises

ABSTRACT The transformation of state-owned enterprises (SOEs) has been a central point of Vietnam’s economic reforms commencing in the late 1980s. This transformation has led to significant changes in compensation policy and practices. The perception of pay equity among SOE employees has also shifted from a view of respecting harmony and collectivism towards greater individualism and performance based pay. This study investigates the relationships between compensation and employee perceptions of pay equity. We present a theoretical framework based on Compensation Theory and Equity Theory and employ a quantitative approach. The results confirm positive relationships between four main compensation components of: minimum wage, salary, benefits and relational returns, with perceptions of pay equity. The findings are significant and contribute to a theoretical understanding in the context of an Asian economy moving from a collectivist to a more individualist focus. They also provide guidance for practitioners to enable them to develop compensation policies and practices that improve employee perceptions of pay equity which in turn can boost efficiency and effectiveness.