Organizational Success Research Articles

THE ROLE OF EMOTIONAL INTELLIGENCE IN CRISIS LEADERSHIP: EFFECTS ON EMPLOYEE MORALE AND ORGANIZATIONAL RESILIENCE

This research paper examines the role of emotional intelligence (EI) in crisis leadership and its influence on employee morale and organizational resilience. By analyzing theoretical frameworks such as Golemans Emotional Intelligence Model, Transformational Leadership Theory, and Crisis Management Theories, the study establishes the significance of EI as a critical asset for leaders navigating crises. The paper delves into how emotionally intelligent leaders-who demonstrate empathy, self-awareness, and effective communication-enhance employee morale, create a supportive work environment, and build trust during times of uncertainty. Key findings indicate that leaders with high EI can mitigate the negative emotional impacts of crises, thereby preserving morale, fostering a sense of security, and promoting collective resilience. Furthermore, the research reveals that emotionally intelligent leadership not only addresses the immediate emotional needs of employees but also contributes to long-term organizational resilience by fostering a culture of psychological safety and adaptability. Through real-world case studies, the paper contrasts the outcomes of EI-driven leadership with those of low EI leadership, highlighting the far-reaching impact on employee engagement, productivity, and overall organizational stability. The implications suggest that developing emotional intelligence in leaders is essential for maintaining a motivated and resilient workforce capable of navigating complex and unpredictable business environments. Ultimately, the research underscores the strategic importance of integrating emotional intelligence into crisis leadership to ensure sustainable organizational success and employee well-being.

SIM-RS Success Factors Based on DeLone and McLean Theory at Hermina OPI Jakabaring Hospital

The information technology system is a technology used to process data, including processing, obtaining, compiling, storing, and manipulating data in various ways to produce quality information, namely information that is relevant, accurate, and timely, which is used in personal, business, and government purposes and is strategic information for decision making. Information systems with technological support are one of the systems that play a significant role in organizational success. The purpose of this study was to determine the success factors of the management information system (SIM-RS) at Hermina OPI Jakabaring Hospital based on the DeLone and McLean theory, which consists of six variables, namely system quality, information quality, service quality, use, user satisfaction and benefits. This research was conducted at Hermina OPI Jakabaring Hospital with a sample of 48 hospital employees who use SIM-RS. The results obtained from this study were based on the system quality variable, which stated that as many as 48% of employees stated SIM-RS quality. Information quality variables as much as 54% of respondents stated that SIM-RS was qualified. As many as 79% of respondents stated that they were satisfied with the service quality variable of SIM-RS. The use variable as many as 43% of respondents stated that SIM-RS was often used. As for the user satisfaction variable, as many as 94% of respondents stated that SIM-RS was of high quality. The benefit variable was that as many as 56% of respondents stated that SIM-RS was useful.

A Study on Employee Job Satisfaction

Employee job satisfaction is a critical factor in organizational success, impacting productivity, retention, and overall morale in the workplace. This study examines the multifaceted components of job satisfaction, including internal factors such as recognition, career advancement, and work-life balance, as well as external elements such as compensation and work environment. Thanks to the approach of mixed methods, such as public opinion polls and interviews with various employees in various industries, this survey determines important factors in work satisfaction and an increase in satisfactory employees and organizational indicators. We emphasize the correlation. The results indicate that the aggressive culture in the workplace and the active processing of employee reviews is an important strategy to increase the satisfaction of work. The study highlights the importance of continually evaluating and adapting workplace policies to meet the changing needs of employees, which ultimately contributes to sustainable organizational growth and employee well-being.

Role of CSR in Promoting Happiness, Reducing Workplace Stress and Burnout in Indian Companies: A Study of Selected Indian Companies

This research paper analyzes the role of Corporate Social Responsibility (CSR) in promoting happiness and reducing workplace stress and burnout in Indian companies. The rationale behind selecting this topic is that human resources plays a significant role in every business, and effective management helps enhance the chances of the firm's success. However, in the contemporary highly competitive market, the demand from human resources is increasing, which is further creating the issue of long working hours, work-life imbalance, burden on meeting targets, etc., which creates the issue of stress, burnout, anxiety, depression, etc. which not only adversely impact their performance but also creates the issue of employee turnover and absenteeism. Hence, it has become essential for contemporary businesses to be concerned about taking CSR initiatives to enhance their sense of purpose, sense of belongingness and job satisfaction. For this research, Indian companies are selected for study purpose and their measures to reduce workplace stress and burnout are critically discussed. A secondary data collection method is used to conduct this research. Under this, Case Study Methodology is selected, which has supported the study of the measures taken by various Indian companies, namely Tata Consultancy Services (TCS), Mahindra& Mahindra, Reliance Industries Limited (RIL) and Infosys in promoting happiness to reduce workplace stress and burnout while improving their organizational productivity and performance. The study examines the positive impacts of CSR on employee well-being, particularly in promoting happiness, reducing stress, and preventing burnout. The research design's comprehensive approach and selected sample size enhance the study's reliability, clearly assessing CSR’s role in workplace wellness. The key findings of this study have supported the analysis that promoting happiness within the organization helps create a positive workplace environment, which further supports encouraging employees to showcase a positive attitude towards their job responsibility, team members and organizational success.

A leadership and policy development model for driving operational success in tech companies

In the fast-evolving landscape of technology companies, leadership plays a critical role in shaping operational policies that align with long-term business goals. This review introduces a leadership and policy development model designed to drive operational success in technology-driven organizations. The model emphasizes the importance of visionary, collaborative, and data-driven leadership in developing and implementing operational policies that not only enhance day-to-day efficiency but also support sustainable growth and innovation. The framework is built around key leadership pillars, including visionary leadership that sets a clear operational direction, collaborative leadership that fosters cross-functional engagement, and data-driven leadership that leverages analytics to inform policy decisions. It highlights the process of policy creation and implementation, beginning with an assessment of existing operational challenges, followed by the development of scalable policies that align with business strategies. The model also incorporates agile leadership, which promotes adaptability in response to rapid technological advancements and market shifts, ensuring that policies remain relevant and effective. Moreover, the model focuses on promoting operational innovation by embedding policies that encourage research and development, cross-department collaboration, and continuous improvement. Leaders are encouraged to integrate Lean and Agile methodologies within policies to streamline processes, reduce inefficiencies, and improve overall operational performance. Through real-world case studies and applications, this review demonstrates how technology companies can benefit from leadership that actively shapes policies to foster operational excellence. The proposed model serves as a strategic tool for tech leaders, helping them align operational policies with long-term objectives, drive innovation, and maintain competitive advantage in the global market. By adopting this leadership-driven policy approach, tech companies can enhance their ability to scale effectively and sustain operational success in an ever-changing environment.

Innovative Global Sales Solution in The SAP enterprise business application

This paper explores the development of an innovative global sales solution within the SAP enterprise business application framework. By leveraging SAP's capabilities, organizations can create a comprehensive sales management platform that integrates real-time data analytics, customer relationship management enhancements, and automated sales processes. Key components include a centralized dashboard for performance tracking, AI-driven insights for customer engagement, and mobile solutions for field sales efficiency. The solution emphasizes compliance with global regulations and localization for diverse markets, while also integrating advanced analytics for predictive sales forecasting. Furthermore, it fosters collaboration through enablement tools and social selling features, ensuring that sales teams are well-equipped to meet customer needs. With a focus on sustainability and corporate social responsibility, this innovative approach not only enhances operational efficiency but also strengthens customer loyalty and brand reputation. Ultimately, this solution provides a scalable framework that positions organizations for success in a competitive global marketplace.

Theoretical foundations and practical implementation of supply chain optimization a metal fabrication business model

In the dynamic landscape of modern business, effective management of supply chains stands as a cornerstone of organizational success and competitive edge. This study investigates the theoretical principles and practical implementations of optimization models aimed at refining supply chain operations in the metal fabrication business, giving the maximum profit. It begins with a comprehensive survey of optimization theory, encompassing linear programming, integer programming, and stochastic optimization. It proceeds to their application in addressing diverse challenges encountered in supply chain management. The discussion includes deterministic models, such as those optimizing facility location under capacity constraints and transportation logistics, alongside stochastic models designed to manage uncertainties inherent in demand forecasting and inventory control. Advanced methodologies like metaheuristic algorithms and multi-objective optimization techniques are examined for their capacity to navigate the intricate and often conflicting objectives within supply chain networks. Through comprehensive theoretical analysis and a study of the supply chain model developed for the metal fabrication business, this paper contributes to advancing knowledge in mechanical engineering and supply chain management, offering insights pertinent to practitioners and researchers alike. Ultimately, it emphasizes the critical role of optimization models in optimizing efficiency, reducing costs, improving profit margin, reducing CO2 emission, and enhancing competitiveness in modern supply chain operations.

Uncovering the dynamics of individual learning and employee adaptability in influencing innovation behavior

The success of organizations in the era of ever-changing business is greatly influenced by the adaptability, creativity, and innovation factors of employees, which are obtained through effective learning. Organizations that implement a learning culture encourage employees to adapt and internalize learning from past experiences. Employees who are active in training become more creative and adaptive, increasing their ability to deal with change. This study aims to explore the relationship between Individual Learning, Employee Adaptability, Employee Creativity, and Employee Innovation Behavior, especially in the State Civil Apparatus (ASN) in South Kalimantan. Through a quantitative approach with analysis using Partial Least Square (PLS), this study found that individual learning significantly affects employee adaptability and creativity, and contributes to their innovative behavior. The results of the study indicate the need for a longitudinal approach to understand the dynamics of changes in employee adaptability and creativity in the context of public services. This study identifies the importance of supporting factors such as management support and work environment that influence employee innovation.

The influence of emotional intelligence and employee motivation on employee performance in telecommunication companies in the sultanate of Oman

This study examines the impact of emotional intelligence (EI) and employee motivation on employee performance within the telecommunication industry in the Sultanate of Oman. The target population consisted of 4344 non-managerial employees across nine telecommunication companies, including Omantel, Ooredoo, Vodafone, Oman Broadband Company, Awasr Oman & Co, TEO, Oman Tower Company L.L.C, Helios Tower, and Connect Arabia International. Employing a deductive research approach, finally data were collected via an online survey from 354 respondents. The hypotheses were tested using multiple regression analysis. The results indicate that all dimensions of EI self-awareness, self-regulation, empathy, and social skills positively and significantly influence employee performance, with social skills having the strongest effect. Furthermore, both intrinsic motivation factors, such as work itself and career development, and extrinsic motivation factors, including wages, rewards, working environment, and co-worker relationships, significantly enhance employee performance. The interaction between EI and employee motivation was found to amplify these positive effects. Among control variables, age and education level showed significant impacts, while gender did not. These findings underscore the critical role of both emotional intelligence and motivation in driving employee performance. The study suggests that managers and policymakers should adopt integrated strategies that develop EI competencies and enhance motivational factors to optimize employee performance, thereby contributing to the success of organizations in the telecommunication sector.

Leveraging Digital Resources: A Resource-Based View Perspective

In today's rapidly evolving digital landscape, organisations are challenged to strategically deploy digital resources to secure competitive advantage. Drawing upon the Resource-Based View (RBV) theory, this paper explores the intricate interplay between digital resources and organisational success. Through thematic analysis of empirical literature, the study delves into key facets such as data utilisation, digital platforms, technological capabilities, talent management, agility, and strategic partnerships. Methodologically, qualitative research techniques, notably thematic analysis, are employed to synthesise existing research findings. The study uncovered that human capital is pivotal in propelling digital transformation and fostering innovation. Organisational success in the digital era relies on implementing effective methods for managing digital talent, including recruiting, training, and keeping workers with digital competence. The study also highlights the strategic significance of digital resource utilisation within the RBV framework. Finally, the paper presents practical implications for organisational leaders seeking to harness digital resources effectively to achieve sustainable competitive advantage in the digital era. Findings underscore the strategic importance of digital resource utilisation in enhancing organisational competitiveness and driving long-term growth. The study contributes to understanding how organisations can optimally leverage digital resources within the RBV framework.

Influence of Business Process Re-Engineering on Customer Satisfaction in Corporate Organisations: A Case of Sterling Bank PLC.

Business Process Re-Engineering (BPR) has emerged as a crucial strategic tool for organisations aiming to enhance performance and competitiveness in today’s dynamic market. This study examines the influence of BPR on customer satisfaction within corporate organisations, with a particular focus on Sterling Bank Plc. A survey research design was adopted, utilising structured questionnaires to collect quantitative and qualitative data from 100 bank employees. The data were analysed using multiple linear regression to determine the influence of BPR practices and customer satisfaction in corporate organisations. The results reveal a strong positive correlation, with an adjusted R-squared value of 56.8% and a standardised coefficient of 0.775, indicating that effective BPR implementation significantly enhances customer satisfaction (p-value = 0.000). The findings demonstrate that BPR is essential for improving customer loyalty, service quality, and overall organisational success. It underscores the role of BPR in fostering a customer-centric approach, which is critical in a highly competitive business environment. To maximise these benefits, the study recommends that organisations continuously review and refine their BPR strategies, invest in employee training, and leverage advanced technologies to optimise business processes. Furthermore, fostering a culture of innovation and responsiveness and implementing regular feedback mechanisms is vital for ensuring that BPR efforts align with customer expectations and drive long-term improvements in organisational performance.

A Study of Cultural Diversity and Ethical Climate towards Employee Selection in Higher Education Institutions

This study investigates the critical role of employee selection processes in organisational success, focusing on the impact of cultural diversity (CD) and ethical climate (EC) within Higher Education Institutions (HEIs) in Northern Malaysia. Employing a quantitative methodology and a descriptive research design, data were collected from academic staff through a structured questionnaire. The analysis using SPSS software reveals strong positive correlations among employee selection, CD, and EC. The Kaiser-Meyer-Olkin (KMO) measure and Bartlett’s Test of Sphericity confirm the data's suitability for factor analysis, while Cronbach’s alpha coefficients indicate robust internal consistency. The findings underscore the importance of aligning employee selection processes with organisational strategies and values to attract competent employees. Additionally, effective management of CD enhances financial performance, competitive advantage, and profitability. An EC significantly promotes ethical behaviour, job satisfaction, and organisational performance. The study highlights practical implications for integrating diversity and ethical considerations into selection strategies, providing valuable insights for human resource management and organisational behaviour. The research emphasises the need for a holistic approach to talent acquisition by demonstrating how selection practices influence organisational outcomes. This approach fosters inclusivity and ethical leadership, ultimately contributing to long-term organisational success. These findings comprehensively understand employee selection, CD, and EC dynamics in enhancing institutional effectiveness and achieving strategic goals in HEI settings.

Analisa Peran Pelatihan dalam Meningkatkan Kinerja Karyawan: Kajian Literatur

Organizations must be able to adapt and innovate to maintain their edge in the increasingly competitive era of globalization. Employee performance is a critical component that contributes to organizational success. An organized and sustainable job training program is one of the most effective methods. This research is a descriptive qualitative research, with a literature study approach to analyze the role of training in improving employee performance. The data sources in this study consist of various scientific articles, journals, books, and research reports that focus on the relationship between training and employee performance. The results show that employee training has a significant impact on individual and organizational performance. Based on the literature review conducted, there is a consensus that a structured and relevant training program can improve employees' skills, knowledge and motivation. By understanding the factors that influence training effectiveness, organizations can formulate more appropriate strategies to achieve desired business goals.

The Impact of Employee Motivation on Business Performance and Growth

Employee motivation is a key determinant of business performance, influencing productivity, job satisfaction, and organizational success. This research paper explores the relationship between employee motivation and business outcomes using secondary data sources. A thorough literature review is conducted to analyse various motivational theories and their practical applications across small businesses and multinational corporations. The paper highlights leadership’s role in fostering motivation, the challenges in maintaining employee engagement, and how businesses can enhance their motivational strategies. Recommendations are provided based on findings from prior studies, emphasizing the importance of intrinsic and extrinsic motivators in driving business growth

The influence of external factors on corporate strategy and strategies for adaptation in light of the global challenges

This study investigates the influence of external factors on corporate strategy and explores strategies for adaptation in the face of global challenges. The primary objective is to analyze how various external variables including economic conditions, technological advancements, regulatory shifts, and socio-cultural changes affect corporate decision-making and strategic planning. Utilizing a quantitative research methodology, the study involved a structured survey distributed to a sample of 116 corporate executives across diverse industries, allowing for a comprehensive analysis of the data collected. Statistical techniques were employed to identify correlations between the external factors and the strategic adaptations implemented by organizations. The findings reveal that economic fluctuations and rapid technological innovations are the most significant external influences on corporate strategies. Companies that proactively respond to these changes tend to exhibit greater resilience, enhanced market competitiveness, and improved long-term sustainability. The research underscores that organizations that incorporate external insights into their strategic planning are more capable of developing effective responses to evolving challenges. To address these findings, the study offers several recommendations: organizations should enhance their agility by investing in thorough market research and establishing flexible strategic frameworks that can swiftly adapt to external changes. Furthermore, fostering a culture of innovation and continuous learning within the organization is crucial for navigating the complexities of global challenges effectively. By embracing these adaptive strategies, companies not only prepare themselves to confront immediate challenges but also position themselves favorably for future opportunities in a rapidly changing environment. Ultimately, this research contributes valuable insights to the literature on corporate strategy, emphasizing the necessity of understanding external dynamics and implementing adaptive strategies for organizational success in today’s competitive landscape. The study provides a foundation for further exploration into how organizations can strategically navigate external influences while maintaining agility and responsiveness in their operations.

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.

Inclusive Leadership

The aim of this review paper is to explore the crucial role of inclusive leadership in enhancing organisational culture, innovation, and improving performance in the context of digital industrial revolution. The style of inclusive leadership which emphasises on the value of equity, diversity, and inclusion promotes decision-making processes that involve different perspectives. Key practices are highlighted in this review paper such as diverse recruitment, bias training, and inclusive decision-making, while examining their impact on organisational success. To illustrate the benefits of inclusive leadership, three case studies from diverse industries are used including higher employee engagement, innovation, and sustainable growth. Also practical strategies are offered for leaders with the aim to foster inclusivity and tackle challenges related to technological disparities and unconscious bias.

Exploring Leadership Excellence and Accountability in Organisational Dynamics: A Comprehensive Analysis in Nigeria

This study explores the relationship between leadership excellence and accountability within organisations in Plateau State, Nigeria, and their combined impact on organisational culture and success. The research adopts a mixed-methods approach, utilizing both quantitative and qualitative data to provide a comprehensive analysis. Quantitative data were gathered through a structured questionnaire, revealing moderately positive perceptions of leadership practices, with a particular emphasis on fostering continuous learning and responsibility among leaders. Qualitative data, obtained through thematic analysis of open-ended responses, highlight effective leadership practices such as transparent communication and collaboration, as well as challenges in implementing accountability measures, including resistance to change and resource limitations. The Integration of quantitative and qualitative findings underscores the significant influence of leadership on accountability and, consequently, on organisational culture. The study also addresses social desirability bias by assuring participants of their anonymity and encouraging honest feedback. The findings contribute to academic discourse by providing localized Insights into leadership and accountability within the specific context of Plateau State, Nigeria. Practical recommendations include investing in leadership development programs, enhancing clarity in accountability measures, promoting continuous learning, addressing communication gaps, and prioritizing employee engagement. This research offers a roadmap for organisational leaders aiming to foster a culture of accountable leadership and drive organisational success in dynamic business environments.

Influence of Leadership Styles on Performance of Local Government Agencies: Case of Central Equatoria State Local Government in South Sudan

An organization's success depends on successful leadership and good organizational culture. This study investigates the influence of various leadership styles on the performance of local government agencies in Central Equatoria State, Juba, South Sudan. It explores how transformational, transactional, and laissez-faire leadership styles influence the performance of the central Equatoria state local government. The general objective of the study was to examine the influence of various leadership styles under the long-range leadership model on the performance of the central Equatoria state local government. The specific objectives of the study include the following: To assess the influence of transformational leadership style on performance of the central Equatoria state Local Government, to establish the influence of transactional leadership style on performance of the Central Equatoria state Local Government and to examine influence of laisses-faire leadership style on performance of the Central Equatoria state Local Government. The research employed a descriptive design, targeting 791 individuals, including local government officers and leaders from public institutions. A sample of 138 respondents was selected through stratified random sampling, and data was collected via questionnaires, interviews, and document analysis. To ensure validity of the finding, the researcher performed a pilot study on the data collection and analysis instruments in Juba County. This was done to guarantee the instrument's content coverage and authenticity by enhancing problems, the format, and the measuring scales. the researcher ensured protection of the research process to ensure reduction of anomalies, inaccuracy and scoring in the measurements to guarantee reliability of the data obtained. This research was focused on both primary and secondary data. Questionnaires was used as the main tool of data collection supported by both physical and telephone interview. Analysis of reports published on newspapers and internet was as well done. The study utilized the full range leadership model by James MacGregor Burns (1985) and Bernard M. Bass (1985), which encompasses transformational, transactional, and laissez-faire leadership styles. The findings revealed that both transformational and transactional leadership styles are not widely practiced by the CESLG Leaders and had limited impact on performance of the central Equatoria state local government while laissez-faire leadership being the most practiced style, significantly influenced poor performance outcomes of the central Equatoria state local government and it’s one of the reasons for the poor performance of the CESLG institutions. As such the researcher recommend among others, the following to both the CESLG leaders and other stake holders for implementation; The CESLG leaders need to consider recruiting young and well-educated local government officer as the study revealed that majority 48.8% of the local government officials are aged between 51 to 60 years whose performance are average , the local government leaders need to consider initiating executive training and development Programme for local government officers, The CESLG leadership is advised to conduct regular performance review for its institutions and staff. the CESLG leaders and other stakeholders/institutions are encouraged to adopt modern leadership styles such as transformational and transactional in their management styles.

Value and appraisal: human resource management practices and voice behaviors

PurposeEmployee voice is considered an important driver of organizational success. Management practices in the form of high-performance work practices (HPWPs) are expected to influence promotive and prohibitive voices. In addition, employee appraisal of HPWPs as a challenge or hindrance stressor is supposed to mediate the relationships. Finally, the self-direction value moderates the indirect effects of HPWPs on voice behaviors through employee appraisal.Design/methodology/approachA quantitative research approach was adopted with data collected from 315 subordinate supervisor dyads from 12 business organizations in Vietnam. This research uses partial least square structural equation modeling (PLS-SEM) to test the hypotheses.FindingsResults indicate that HPWPs are significantly associated with both types of employee voice behaviors. Challenge appraisal partially mediates the impact of HPWPs on promotive voice, while hindrance appraisal acts as a partial mediation in the HPWPs-prohibitive voice linkage. Self-direction value moderates the link between HPWPs and prohibitive voice.Research limitations/implicationsResults show that HPWPs may have both productive and harmful effects on employees. Depending on how the employees appraise HPWPs, they develop different coping strategies by raising their voices. HPWP-implementing organizations should pay attention to the employees’ values in this process.Originality/valueThis study investigates the relationship between HPWPs and employee voice based on the transactional theory of stress and coping. The mediating role of employee appraisal represents a new contribution. Finally, the role of self-direction value in the voice literature has not been widely evaluated in previous research.