Strategic Job Research Articles

Strategies to recruit and retain generation Z in the built environment sector

PurposeGeneration Z built environment (BE) undergraduates and graduates (Zoomers) are the latest cohort entering the job market. Existing research has yet to comprehensively explore approaches for attracting and engaging Zoomer employees within the BE sector. This study aims to identify effective strategies for recruiting and retaining Zoomers in the BE sector.Design/methodology/approachA mixed-methods research design comprising survey and interviews with Zoomers was employed. Data were collected from Zoomers via an online survey using a structured questionnaire and interviews.FindingsThe first finding, job flexibility, is the most important job motivator. Zoomers seek hybrid work arrangements, and a mix of fieldwork and desk bound work. The second finding, “earned media” (and not “owned media”), is an important way to attract Zoomers. As savvy digital natives, Zoomers rely on reviews about the organization posted on independent online platforms or employees’ own social media accounts. The third finding is the diminishing role of family in Zoomers’ decision-making about their careers.Research limitations/implicationsThe findings are limited to Zoomers’ views about recruitment and retention within the BE sector.Practical implicationsRecommendations are offered to organizations on strategic job redesign and increasing “earned media” to attract Zoomers.Originality/valueThe findings contribute to understanding Zoomers’ approach to recruitment and retention based on Herzberg’s motivation-hygiene theory. Herzberg’s hygiene factors, which are essential benefits such as salary and career progression, remain important. The novel finding is the discovery of specific human resource (HR) practices that Zoomers consider to be hygiene factors, whereas older generations view them as “good-to-have” motivators. This underscores the intergenerational divergence in attitudes towards recruitment and retention in the BE sector.

Strategic Labor Induction: a Methodological Proposal Towards the Professional Development of Academic Staff in the Polytechnical Universities of the State of Hidalgo, Mexico

Objective: This research analyzes the perceptions and experiences of the academic staff of the Polytechnic Universities (UP) of the state of Hidalgo, Mexico, regarding the receipt of job induction at the beginning of their hiring or reinduction every time said staff has been promoted or transferred to another area of academic nature. This study aims to substantiate, contrast and interpret how essential strategic job induction is in the (UP) subsystem to trigger the long-term professional development of academic staff in said sector. Theoretical Framework: The present study examines background research that conceptualizes, substantiates and theoretically and pragmatically interprets the phenomenon of job induction as an important requirement after the process of recruitment, selection and hiring of personnel, through its documentation in a procedure, manual, program and records. Design/Methodology/Approach: The methodology used in the present study was grounded theory as a methodological paradigm of the qualitative approach to analyze and interpret the perceptions, sensations and experiences when receiving or not receiving induction/reinduction practices, with the purpose of substantiating the importance of strategic job induction to trigger the professional development of the academic staff of the (UP) of the state of Hidalgo, Mexico. Findings: Theoretical conceptions dictate that job induction is a process that should be applied to newly hired employees and solely for the purposes of welcoming and adapting to the work environment; however, the results of the study showed that job induction should be strategic by allowing permanent two-way communication between collaborator and organization and lead towards the professional development of the academic staff of the (UP) of the state of Hidalgo, Mexico. Research, Practical and Social Implications: The perception and analysis of the induction actions received by the academic staff of the (UP) of the state of Hidalgo, Mexico, can allow the formulation of a methodological guide that strategically guides labor induction and thus triggers the development professional of the academic staff of the (UP) of the state of Hidalgo, Mexico. Originality/Value: This article shows an orientation to understand the vitality of strategic job induction focused on the academic staff of the (UP) of the state of Hidalgo, Mexico, and its impact on professional development.

Organizational learning strategies in the cameroonian banking sector

Organizational learning goes beyond mere knowledge management, encompassing two essential aspects: the organizational dimensions of learning and organization-specific knowledge. This article presents a qualitative comparative study between two leading banks in Cameroon, Afriland First Bank (AFB) and Cameroonian Society of Banks (SCB), focusing on their strategies for managing skills and human resources, particularly through pre-employment internship management. The objectives are to better understand adjustment strategies in skills management and to analyze circumvention strategies in human resources management during pre-employment internships. The methodology adopted relies on thematic content analysis from in-depth interviews with 40 interns and discussions with branch managers. The results highlight significant differences between the approaches of the two banks in terms of recruitment, training, performance evaluation, and rotation opportunities for interns. In the recruitment process, AFB opts for a structured approach with strategic job postings, rigorous candidate selection, and final assessment by a panel. In contrast, SCB favours a pragmatic approach with direct immersion of interns into the professional environment. This difference is also reflected in the training content, where AFB provides more structured training while SCB focuses on operational tasks. In terms of performance evaluation, AFB employs a jury presentation process, whereas SCB assesses interns based on their ability to solve real company problems. Finally, regarding rotation opportunities, AFB offers a more diversified experience by exposing interns to different positions, while SCB focuses on the specific position for which the intern applied. These divergences illustrate the diversity of practices in the Cameroonian banking sector, highlighting the importance of adaptability and flexibility in a constantly evolving environment.

Job involvement, job satisfaction and organizational commitment among university teachers in China: Basis for strategic job productivity framework

Job involvement, job satisfaction and organizational commitment among university teachers in China: Basis for strategic job productivity framework

경영·회계·사무 업무의 디지털화에 따른 미래공통역량과 직무교육과정 개발연구

Objectives To predict job changes in management, accounting, and office jobs due to digital economy, and to select future core competencies to develop job digitalization retraining programs.
 Methods Following Gast & Vaughn(2012)’s Strategic Job Analysis, consisted of 3 procedure and 6 small steps. It focuses on anticipating performance requirement from changes in technology, organizational structure, organizational functions. As the aim of this study was to predict occupation in transition and to make workers adaptive to new mission, this methods perfectly match to the study purpose. It is used in study scenes of a large insurance company and US Army Select 21 etc.
 Results NCS and 2018 HEF foundational digital skill was used as a survey indicating 5 likert scale, key results were that importance of management planning and fund maintained at 4 points or more, in contrast, management evaluation decreased under 4 point. Planning and decision making task was maintained especially marketing planning close to 4, and typical support duties like general affairs personnel was down, the overall importance was forecasted to decrease because of digitalization spread out most organizational member job. Experts emphasized employee should be try more professional and upgrade self management ability as much as working system flex. and offered 3 level educational program and opinions on some useful contents and digital tools worth to learn.
 Conclusions Digital data utilization ability, job crafting, value-oriented planning ability, and context-based communication ability were finally presented as future core competencies, and developed four job retraining programs. The concept of situational learning, organizational dynamic capability will be needed to include in educational course as background theoretic concept, tried to overcome the problem of main competence concept vague and setback of member’s resistance on job change.

Strategic job market-guided development of pharmacy bachelor‘s curriculum and its importance in maintaining the profession viability in the Middle Eastern countries: Colleges of pharmacy in the UAE as a model

The Middle East has high youth population; however, it is challenged by uncertain economic situation. Higher education plays a crucial role in the development of nations by equipping generations with the knowledge and skill through cumulative curriculum development. Like other professions, pharmacy is a dynamic field of study where continuous improvements are required to keep the viability of the profession and endow future generations with up to date skills. This article describes a strategy for pharmacy curriculum development considering four layers. The strategy starts from the understanding of the current situation in a university, looking into national, international accreditations and job market. The strategy covers development from program to subject’s level. The strategy is applied to pharmacy programs in the UAE. Upon analysis, several recommendations were obtained for curriculum improvements. At individual university level, there is a need to work on clinical oriented topics in the curriculum to fit with international accreditation and country’s vision. Details on this can be taken form deeper analysis of job market and stakeholders in the UAE. On the national level, unifications of total credit hours for the degree across universities needs to be envisaged with limits on contact experiential hours. The strategy has the potential of extrapolating to other Middle Eastern countries.

Discrete-time strategic job arrivals to a single machine with waiting and lateness penalties

A single machine processes a random number of identical jobs on a first-come first-served (FCFS) basis. Processing times are independent and identically distributed with a general integral distribution. Each job is held by a strategic player who needs to choose a time slot to arrive at. The individual objective is to reduce the sum of two types of linear in time costs: lateness and waiting. The resulting decision making model is, then, a symmetric non-cooperative game. We derive a symmetric Nash equilibrium for this game, and discuss its structural properties.

The Impact of Strategic Planning on Improving Job Satisfaction: A Case Study of University of Misan

The paper aims to highlight the importance of strategic planning and job satisfaction and highlight the intellectual and cognitive aspects of the study variables, strategic planning, and job satisfaction, which increases their philosophical clarity and concepts. It also aims to reveal the impact of strategic planning on improving job satisfaction at The University of Misan. The results indicate no statistically significant difference between the views of the members of the research sample on the impact of strategic planning on improving job satisfaction due to the following personal characteristics; sex, age, academic achievement, and years of experience. Furthermore, the findings indicate no statistically significant differences between the views of the research sample members on the impact of strategic planning on improving job satisfaction depending on the gender of the respondent. The findings also reveal that depending on the respondent's age; there is no statistically significant impact of strategic planning on improving job satisfaction. Moreover, the study finds no statistically significant effect of strategic planning on enhancing job satisfaction depending on the respondent's academic achievement. Furthermore, there are also no statistically significant differences between the views of the members of the research sample on the impact of strategic planning on improving job satisfaction depending on the number of years of respondent experience. Therefore, this study Emphasizes the role of strategic planning in enhancing job satisfaction. Therefore, the results of this study can be used to conceptualize how to improve the level of job satisfaction of staff at the University of Misan, which contributes to enhancing the university's performance.

Banking Employee Performance from Sulawesi – A Case Study

This study proposed to analyze and investigate the impact of strategic leadership and job design to improve work motivation and performance of employee in Bank BPD South Sulawesi and West Sulawesi. The analysis was performed using SEM analysis method with 130 respondents. This study suggested: strategic leadership and job design have a positive and significant direct impact on work motivation and performance, strategic leadership and job design have a positive and significant non-direct impact on performance mediated by work motivation.

Measuring the human capital strategic readiness based on organisational capabilities

The human resource can create value for the organisation by having high performance, when individuals have competencies aligned with the organisation's strategy. Since organisational capabilities translate strategies into actions and they are a common terminology of strategies and organisational components, the goal of the present research is to measure the HR strategic readiness regarding organisational capabilities. The proposed mechanism has been reviewed by a case study research method. The study findings indicate that product development, market development, product promotion and stabilisation of quality are the strategies emphasised by the organisation. Among six strategic job families identified, the strategic readiness of one group was weak, one group was moderate and other job families had acceptable strategic readiness.

Measuring the human capital strategic readiness based on organisational capabilities

The human resource can create value for the organisation by having high performance, when individuals have competencies aligned with the organisation's strategy. Since organisational capabilities translate strategies into actions and they are a common terminology of strategies and organisational components, the goal of the present research is to measure the HR strategic readiness regarding organisational capabilities. The proposed mechanism has been reviewed by a case study research method. The study findings indicate that product development, market development, product promotion and stabilisation of quality are the strategies emphasised by the organisation. Among six strategic job families identified, the strategic readiness of one group was weak, one group was moderate and other job families had acceptable strategic readiness.

New Measurement of Employee’s Strategic Job Performance Appraisal: Construction using the Malaysian Sample

New Measurement of Employee’s Strategic Job Performance Appraisal: Construction using the Malaysian Sample

The Relationship of Human Resource Strategic Partner Role and Job Performance under Mediation of Achievement Motivation Structural Equation Model

This research explored the relationship among human resource practitioner strategic partner role, achievement motivation and the degree of job performance. The research focus was the human resource management practitioners in enterprises and data were collected through convenience sampling. Eight hundred questionnaires were sent out by e-mail, 198 valid questionnaires were returned (24.75%). The results show that there is a significant influence between the：(1) human resource strategic partner and the job performance and (2) achievement motivation of human resource practitioners and the job performance and also that (3) achievement motivation exists mediating effect and affection is completely mediating effect between human resource strategic partner and the job performance.

The Effect of Strategic Prowess on Job Performance—A Sample of the Directors of the Iraqi Media Network

The current research aims to identify the nature of the Iraqi media network’s practice of strategic prowess and job performance, as well as to test the correlation of the impact of strategic prowess as an independent influencing variable in job performance as a dependent variable directly affected, and given the scarcity of studies that attempted to identify and identify the nature of the correlation between the three research variables in their form direct and indirect in the Iraqi environment, add to this the researcher’s attempt to examine and address a real and realistic problem that directly affects the Iraqi media network.However, the research adopted the intentional stratified sampling method for a population of network managers 250 individuals. The researcher utilized the Thompson equation and Mascheran’s table for small samples. The size of the research sample was 160, and the questionnaire was distributed to them, from which the researcher retrieved 146 which was valid for statistical analysis with a response rate 91.25%, And for this purpose, statistical tools and methods were utilized in analyzing the practical part of the search (arithmetic mean, standard deviation, Pearson correlation coefficient, simple and multiple regression method, path analysis, Sobel test), and they were analyzed by the statistical program (SPSS V.26 & AMOS V 26), in addition to the descriptive and analytical approach through polling opinions and interviews, so it was the main tool in data collection (the questionnaire), and the research reached the most prominent results represented by the existence of direct correlation between strategic prowess and job performance, and the research contributed to providing the Iraqi and Arab library with the theoretical part In an attempt to bridge the knowledge gap in the interpretation of variables.

Analysis of the State Universal Basic Education Board's Execution of Strategic Capacity Building and Teachers' Job Satisfaction in Akwa Ibom State, Nigeria

This study examined the relationship between the State Universal Basic Education Board's execution of strategic capacity building and teachers' job satisfaction in Akwa Ibom State. One objective, research question and null hypothesis were formulated to guide the study. The correlational design was adopted. The population of the study consisted of 12,566 public primary school teachers in Akwa Ibom State. A multi-stage approach was used to select a sample size of 1,750 teachers. Two researcher-developed instruments namely ‘Executing Strategic Capacity Building Questionnaire (ESCBQ) and ‘Teachers’ Job Satisfaction Questionnaire (TJSQ)’ were both completed by teachers and used for data collection. The instruments were validated by three experts from the University of Uyo. The Cronbach’s Alpha Statistic was used to ascertain the reliability coefficients of .832 and .790 respectively. Correlation (r) was used to answer research question while the PPMC analysis was used to test hypothesis at 0.05 level of significance. The findings revealed that strategic capacity building has a significant relationship with teachers’ job satisfaction. It is therefore recommended that SUBEB management should strategically design and carryout capacity building programmes for teachers based on needs assessment that leads to successful implementation of educational strategies.

Defining Impact of Implementing ICT in Organizations for Improving Organizational Performance

There is an expanding necessity in current times for more robust expense management as well as a need for higher returns in companies. The use of Information & Communication Technology (ICT) to get a competitive advantage has gained immense attention within organizations in a rapidly globalizing environment, as ICT plays a strategic job in the management of organizations. Thus, the goal of this particular study is to analyze the impact of information & communication technologies on the organizational performance of enterprises. The results obtained show that Information & Communication Technologies have significant positive effects on the growth of companies.

Analysis of the State Universal Basic Education Board's Execution of Strategic Capacity Building and Teachers' Job Satisfaction in Akwa Ibom State, Nigeria

This study examined the relationship between the State Universal Basic Education Board's execution of strategic capacity building and teachers' job satisfaction in Akwa Ibom State. One objective, research question and null hypothesis were formulated to guide the study. The correlational design was adopted. The population of the study consisted of 12,566 public primary school teachers in Akwa Ibom State. A multi-stage approach was used to select a sample size of 1,750 teachers. Two researcher-developed instruments namely ‘Executing Strategic Capacity Building Questionnaire (ESCBQ) and ‘Teachers’ Job Satisfaction Questionnaire (TJSQ)’ were both completed by teachers and used for data collection. The instruments were validated by three experts from the University of Uyo. The Cronbach’s Alpha Statistic was used to ascertain the reliability coefficients of .832 and .790 respectively. Correlation (r) was used to answer research question while the PPMC analysis was used to test hypothesis at 0.05 level of significance. The findings revealed that strategic capacity building has a significant relationship with teachers’ job satisfaction. It is therefore recommended that SUBEB management should strategically design and carryout capacity building programmes for teachers based on needs assessment that leads to successful implementation of educational strategies. Keywords: Strategy execution, capacity building, job satisfaction DOI : 10.7176/JEP/10-5-03

The Hardier You Are, the Healthier You Become. May Hardiness and Engagement Explain the Relationship Between Leadership and Employees' Health?

The main goal of this study was to delve deeper into the relationship between transformational leadership and better general health status among employees. Based on the Job Demands-Resources model of occupational well-being, the current research investigated the role of transformational leadership, as a job resource, in fostering individual hardiness, as a personal resource, which may in turn result in higher levels of work engagement and, consequently, better general health status among employees. Data were collected from 358 white-collar employees in an Italian company. Most of them were women (52.9%) with a mean age of 44.42 years (SD = 9.22). To evaluate the hypothesis of a mediating role of employees’ hardiness and work engagement within the relationship between transformational leadership and workers’ general health, a bootstrapping approach was tested using a serial mediation model. In the current sample, enhanced levels of hardiness and work engagement among employees mediated the association between perceived levels of transformational leadership and individual general health conditions. These findings corroborated the role of transformational leadership as a strategic job resource in enhancing employees’ hardiness and engagement with their work, which may in turn protect their general health status. Organizations willing to rely on a healthy workforce should implement human resource management strategies focused on leadership training capable of boosting employees’ hardiness.

Relationship between Strategic Thinking and Job Performance of Middle Level Managers: A Field Study on Islamic Banks in the Yemeni Capital Sana'a

This research aimed at investigating the relationship between strategic thinking and job performance of middle level managers in the Islamic banks in Sana'a. It also aimed at identifying the current performance level of the sample. The research used the descriptive analytical methodology. A questionnaire was used to collect the data. It consisted of (56) items. The sample was chosen using the simple random way, from the study population. A number of (90) questionnaires were distributed and (64) of them were collected with a return rate of (71.11 %). The research concludes that there is a statistically significant relationship between strategic thinking and the improvement of middle level managers’ job performance and that the job assigned to these managers is fulfilled in the due time, in addition to the constant development of the managers’ skills. The research recommended the development of practical criteria for the selection of middle level managers, so that the managers have a good level of strategic thinking ability, in addition to the development of intensive training programs in strategic thinking factors that meet the managers’ needs.
 Keywords: Strategic thinking, Job performance, Islamic banks.

Relationship between Strategic Thinking and Job Performance of Middle Level Managers: A Field Study on Islamic Banks in the Yemeni Capital Sana'a

This research aimed at investigating the relationship between strategic thinking and job performance of middle level managers in the Islamic banks in Sana'a. It also aimed at identifying the current performance level of the sample. The research used the descriptive analytical methodology. A questionnaire was used to collect the data. It consisted of (56) items. The sample was chosen using the simple random way, from the study population. A number of (90) questionnaires were distributed and (64) of them were collected with a return rate of (71.11 %). The research concludes that there is a statistically significant relationship between strategic thinking and the improvement of middle level managers’ job performance and that the job assigned to these managers is fulfilled in the due time, in addition to the constant development of the managers’ skills. The research recommended the development of practical criteria for the selection of middle level managers, so that the managers have a good level of strategic thinking ability, in addition to the development of intensive training programs in strategic thinking factors that meet the managers’ needs.
 Keywords: Strategic thinking, Job performance, Islamic banks.