Today's Workplace Research Articles

Enhancing Meaningful Work The Roles Of Spiritual Leadership^J Intrinsic Motivation^J And Employees' Gender

In today's workplace, employees grapple with finding meaningful work amidst the complexities of a dynamic business landscape shaped by rapid technological advances, uncertainties, intensified customer demands, and the impacts of events like the COVID-19 pandemic. These challenges induce emotional and physical strains, leading to a sense of anomie, resulting in reduced productivity, performance, job satisfaction, and heightened turnover intentions. Holistic leadership is crucial to addressing these issues, focusing on enhancing intrinsic motivation and cultivating a deeper sense of meaningful work. Based on self-determination theory and spiritual leadership framework, this study suggests positive correlations between spiritual leadership and employees' perception of meaningful work, with intrinsic motivation partially mediating the relationship and gender moderating it. Findings from 448 employees in Kenyan commercial banks reveal intrinsic motivation partially mediates, and gender moderates, the relationship between spiritual leadership and employees' perception of meaningful work. The study's implications and recommendations for future research are provided.

Relationship between job satisfaction and voluntary turnover intention in the manufacturing industry for sustainable growth: A systematic review

In today's workplaces, employee turnover rates are increasing. Modern organizations face many challenges because of the rising rates of voluntary turnover. In Malaysia, a developing nation, the manufacturing industry needs efficient growth, making a strong workforce essential. Recently, the manufacturing sector in Malaysia has seen the highest voluntary turnover rates among all industries in the country. This study aims to explore the link between job satisfaction and voluntary turnover intentions and to analyze the factors that affect this relationship. A unique aspect of this study is the use of the Preferred Reporting Items for Systematic Review and Meta-Analysis (PRISMA) methodology to collect and evaluate research on voluntary turnover intention and job satisfaction. The study finds that job satisfaction significantly influences the likelihood of voluntarily leaving a current job.

The Role of Personal Branding in Increasing Generation Z Career Success

The rapid development of human communication and interaction contributes significantly to intergenerational differences. Today's workplace is occupied by mostly generation Z, a generation that is skilled in technology. The aim of this research is to describe and analyze the relationship between personal branding and increasing career success for generation Z through the use of social media, Islamic human values, and skills among final students at the Faculty of Economics and Business, Muria Kudus University. The research population was 3846 students with 116 students being used as research samples. The data collection technique uses a questionnaire distributed via a digital platform, namely Google Form. The analysis technique uses Structural Equation Modeling (SEM) which is operated through the Partial Least Squares (PLS) program. The results of this research show that the use of social media, Islamic human values, and skills have a significant positive effect on personal branding. Personal branding has a significant positive effect on generation Z's career success.

Gender Diversity Management: A Systematic Review of Literature and Direction for Future Research

The advantages of gender equality and inclusivity have been more widely recognized, and as a result, gender diversity management (GDM) has gained importance in today's workplace. The existing literature provides mixed evidence concerning the relationship between gender diversity management and organizational performance. Due to mixed findings, a systematic review of gender diversity management was conducted between the years 2010 to 2023, resulting in 53 articles used for the analysis. The paper highlights the various strategies organisations use to promote gender diversity such as female development policies including coaching, training and mentoring, equality policies to prohibit discrimination, work-life balance programs, recruitment and promotion policies, commitment from top management, declaring gender diversity management success, awards and certificates and corporate social responsibility. The paper also highlights the positive and negative impact of gender diversity on organisational performance. Overall, this paper provides insights into the importance of gender diversity management in today’s workplace and offers recommendations for organisations seeking to create a more inclusive and equitable environment.

A Study on Assessment of Noise Exposure in the Port Industry: Implications for Occupational Health and Safety

The workplace today is getting more complex, as exposure to chemical, physical, and biological substances at work poses an increasing range of hazards and risks. Industrial hygiene is "that science and art devoted to the anticipation, recognition, evaluation, and control of those environmental factors or stresses arising in or from the workplace". Exposure assessment is the heart of industrial hygiene initiatives, which serves as the foundation for all other functional elements, including medical surveillance, exposure monitoring, engineering controls, administrative controls, and hazardous materials management. Ports are key hubs for worldwide trade, handling a wide range of cargo types with various machinery and equipment. The operational activities within these environments frequently generate high levels of noise, posing a potential hazard to the well-being of the workforce. The purpose of this study is to conduct a comprehensive assessment of noise exposure in the port industry at different locations and to propose appropriate mitigation strategies. The methodology involves the use of sound level measurements using a sound level meter in various port environments. A thorough examination was carried out to identify specific locations for the purpose of conducting noise monitoring. The survey facilitated the quantitative assessment of noise exposure. Based on the findings of this study, necessary recommendations are proposed to minimize noise exposure and protect the well-being of port workers. The insights gained will not just assist port workers but will also contribute to a broader awareness of sustainable and responsible industrial practices. Keywords: Noise exposure, Port industry, Noise assessment, Noise control methods, Personal protective equipment.

The MAP (Me-As-a-Process) coaching model: a framework for coaching women's identity work in voluntary career transitions.

Dealing with change and the resulting process of transition is challenging. In today's workplace, where change and innovation are increasingly a fact of life, too many transitions end in failure, at a high cost to both people and organizations. Interest in the identity work integral to career transition has grown rapidly in recent years and it is now recognized that career transition is more than simply a change in status, salary and role description. It involves social, relational and personal shifts, conscious and unconscious processes, and identity work-agentic, holistic engagement in the shaping and sustaining of who we become. Evidence suggests that specifically addressing identity work in coaching leaders, teams and groups significantly increases the success rate of transitions. And yet topics around identity and identity work are given little prominence in coaching education, leaving many coaches unaware of these basic constructs. This paper presents a new coaching framework, the MAP (Me-As-a-Process) coaching model, to support coaches and their clients as they embark on the process of identity work in voluntary career choices and transitions. It draws on research from my qualitative doctoral study (2021) which identified four stages in the process of women's identity work in voluntary career change and choice. It synthesizes academic theory, evidence from coaching practice, and findings from 53 women who had recently experienced career choice or change.

Psychological Factors in Workplace Productivity and Employee Well-Being

The success of a business in today's fast-paced and ever-changing work settings depends on the happiness and efficiency of its personnel. workplace psychology, delving into the complex dynamics at play there and investigating the far-reaching effects on morale and output. This research sheds light on the complex psychological aspects of today's workplaces, specifically on stress, job satisfaction, motivation, and work-life balance. an exhaustive examination of stress in the workplace, acknowledging it as a pervasive and frequently harmful factor. The article delves into the causes and symptoms of stress in the workplace, illuminating how it may harm employees' health and decrease their efficiency. Also included are methods for reducing and managing stress, which may help businesses build workplaces that are good for employees' mental and emotional health.

TRUST GLUES THE RELATIONSHIP BETWEEN ETHICAL LEADERSHIP OF HEADS AND UNIVERSITY TEACHERS’ MORAL COMPETENCE

Ethical leadership is a pragmatic concept that needs to be explored extensively in today's workplace. Ethical leaders show moral behavior and try to build an ethical and trusted environment in the organizations. This study was planned to determine the relationship between the ethical leadership of heads as perceived by the teachers in universities of the Punjab, trust, and moral competency of the teachers. Specifically, trust as a mediator was examined to know its effect on the association of perceived ethical leadership of heads with employees’ moral competence. The sample of this study was five public sector universities of Punjab. Data were collected from 230 teachers through a questionnaire from different departments of social sciences and sciences faculties. Pearson correlation was applied to find out the relationship among variables, and Process MACRO was used to measure the mediating effect of trust in the relationship between the variables. Results revealed that leaders' ethical behavior was positively related to teachers' trust but not to their moral competence. Ethical leadership of heads was significantly associated with employees' moral competence when mediated by their trust in heads. It was suggested that leaders should articulate a clear vision, explain how to reach it and express trust and confidence in their followers, emphasizing values, especially fairness and justice, to make themselves trustworthy.

The Impact of Emotional Intelligence on Work-Life Balance and Job Performance Among Malaysian Employees

Objective: In today's workplaces, emotional intelligence, and work-life balance have gained prominence for their substantial impact on job performance, leading to increased productivity and successful careers. This study explores the relationship between these factors among Malaysian employees. It also investigates the roles of job satisfaction and job involvement. Method: We surveyed 150 employees from diverse Malaysian organizations and used Partial Least Squares Structural Equation Modeling (PLS-SEM) to analyze the data. Result and conclusion: Our findings reveal that emotional intelligence, job involvement, job satisfaction, and work-life balance positively influence job performance. Emotional intelligence and work-life balance significantly affect job satisfaction. However, the connection between work-life balance and job performance is not statistically significant. Additionally, job satisfaction does not mediate the relationship between job involvement and job performance. Research implications: This study emphasizes the importance of prioritizing employee engagement and well-being, offering organizations benefits such as improved productivity, enhanced performance, increased loyalty, reduced turnover, cost savings, and greater employee satisfaction. Originality/value: Investing in employee well-being is a path to both individual and organizational resilience, success, and prosperity.

Discrimination in the Workplace: Phenomenon, Reasons and Solutions

As the workplace continues to progress and expand throughout the length of time, various types of discrimination increase in the workplace: prejudice against maternal mothers, discrimination caused by nepotism, and beauty pay gaps due to the cause of different appearances. The dominant cause for the growing rate of prejudice is due to lack of education, and lack of laws implemented to prevent these forms of discrimination from escalating and impacting many people. Various phenomenon and specific news stories are portrayed in this essay to vividly stress on the severeness of the discrimination that prevails in the workplace today. These findings are objective observations that are backed up with scientific data and personal anecdotes to evoke the audience to feel a sense of urge to address this issue. Possible solutions such as initiating an anonymous method of employing workers and implementing laws to reduce favouritism due to relatives relationships are introduced.

Alderfer’s Erg and Mcclelland’s Acquired Needs Theories - Relevance in Today’s Organization

Many scholars have been interested in the evolution of management theories, principles, and concepts and their application. This study looked into the utility of the Alderfer's ERG and the McClelland Acquired Need theories in today's workplace. A narrative and desk review methodology were used to thoroughly review and document the works of other scholars. Before narrowing it down to the immediate environment, references were made to the application of the theories in global space. The study's findings revealed that the two theories are deeply rooted in today's management approaches, but they are not static. As society changes, so do the dynamics of management. The study showed that no single theory is applicable in every organisation, but rather a combination of two or more theories. Because the application of management theories has evolved over time to meet changing internal and external requirements of firms, they are influenced by the current business environment. Colonialism, culture, technological advancement, and socio-economic theories have all had impact on Nigerian management theory and practise. In a nutshell, management theory is progressing rather than coming to an end.

Emotional Intelligence skills in the Age of AI – A Review

Emotional intelligence (EI) is becoming really important in today's workplaces, especially with automation and Artificial Intelligence (AI). As AI and automation redefine job roles, EI skills will become essential for employees at all levels

Learning and education for older adult job seekers

AbstractAgeism in today's workplace can have a range of detrimental emotional, psychological, and economic effects on older job seekers. This article highlights types of ageism in the workplace and the most common age‐related stereotypes in the hiring process and on the job.We explore how ageism negatively affects the emotional and psychological, physical, and financial health of older job seekers, older workers, and organizations. Finally, we conclude with the implications for supporting older job seekers in navigating reeducation and learning for obtaining employment.

Why common job demands are challenging for individuals with mental illness: the interaction of personal vulnerability factors and ableist norms

PurposeDrawing on the job demands-resources (JD-R) model, this study aims to examine which job demands individuals with diagnosed mental illness perceive to be most challenging as they navigate the workplace, why this is the case and which resources individuals tend to mobilize to meet these demands.Design/methodology/approachThe authors draw on 257 qualitative surveys filled out by individuals with mental illness in various parts of the world.FindingsThe findings show that job demands that are common in today's workplace such as a high workload and a stressful environment are considered challenging by individuals with mental illness. Further, the authors show that this is the result of the ideal worker norm consisting of the need to be a steady performer that is confident, resilient and social with which the performer cannot comply on the one hand and the particularities of this population, such as performers' self-perceived low self-esteem, sensitivity to stress, fluctuating symptoms and difficulties with the social aspects of organizational life on the other hand.Originality/valueThe study points to the unique challenges of individuals with mental illness in the workplace and highlights the role human resource management (HRM) can play in providing support to allow this population to meet the demands of one's job more easily and thrive at work.

Role of Employability and Life Skills in Securing and Retaining Livelihood Opportunities

In today's workplace, a blend of both hard and soft skills is needed for employees to succeed, even though the latter remains overlooked. Hard skills are the job-specific abilities that workers need to perform their duties, while soft skills are the personal qualities they need to thrive in the world of work. This study postulates that learning institutions have overly inclined towards hard skills at the expense of soft 'employability' skills, thereby making those seeking to secure or progress in their jobs learn the hard way their need for such skills. The objectives were: 
 
 To study the most important factors that organizations consider while hiring or promoting workers, 
 To observe the common employability and life skills that employers consider while making hiring/promotion decisions, and 
 To assess the extent to which employability and life skills are important in securing and maintaining livelihood opportunities. 
 
 With the research seeking to answer the 'what' question rather than the 'how' or 'why,' a descriptive research design was adopted to complement an inductive reasoning approach. A mixed methodology was used to collect quantitative and qualitative data from 284 respondents from 24 counties in Kenya out of 47, who represented more than 10 sectors. The results show that employability skills constitute the main factor of consideration while hiring/promoting workers. The common employability skills include communication, time management, a positive attitude, teamwork, and decision-making. Without these soft skills, workers struggle to secure and maintain jobs at the strategic, business, and operation levels of an organization.

Do you know the history of the chocolate you eat? The need for a special look at the cocoa production chain as a mechanism to combat slave labour

The text whose main objective is to arouse in the reader the need to look at chocolate production differently as a strategy that can contribute to the elimination of slave labour. Therefore, it aims to answer the following research problem: How does the cocoa production chain contribute to the maintenance of this heinous practice and how to counteract it? It is a theoretical and normative study that, through qualitative, bibliographic and documentary research, uses a deductive method to achieve the proposed objective. First, the persistence of slavery in the workplace today is analysed. Then, the study discusses the cocoa production chain and the need to control labour abuses in the chocolate industry. Finally, it points out the extremely important role that companies have to play in combating and eliminating the exploitation of human labour by applying strict controls in their value chain, coinciding with the idea of sustainable development.

The Harmful Impact of Job Stress on Mental and Physical Health

Job stress is a growing concern in today's workplaces and has been linked to negative mental and physical health outcomes. In this systematic literature review, we aim to examine recent research on the impact of job stress on mental and physical health outcomes. Findings from literature analysis indicate that job stress is consistently associated with negative mental health outcomes such as depression, anxiety, and burnout. Furthermore, job stress is associated with various physical health outcomes, such as cardiovascular, musculoskeletal, and gastrointestinal disorders. From there, we developed the hypotheses for the study. This study could utilize a cross-sectional or longitudinal research design, depending on the research objectives and data availability later. Data collection could involve a combination of questionnaires, physiological measures, and biomarkers to collect data on job stress and mental and physical health outcomes. Various statistical techniques could be used to explore the relationships between job stress, mental and physical health outcomes, and potential moderating and mediating variables. Overall, the findings of this research can provide valuable insights into the harmful impact of job stress on mental and physical health and can inform the development of interventions and policies to promote employee well-being and reduce the negative effects of job stress.

A matter of hope: Perceived support, hope, affective commitment, and citizenship behavior in organizations

Encouraging organizational citizenship behavior (OCB) is an ongoing challenge, particularly in today's workplace. This study explores employees' hope as an avenue to understanding their OCB. Specifically, we predicted and found a serial multiple mediation model indicating that perceived organizational support is positively related to employee beliefs regarding the feasibility of achieving personal goals (the pathway component of hope) that are subsequently associated with employees' motivation and determination to implement strategies required to achieve them (the agency component of hope). Next, the agency component associates with employees' affective commitment to the organization, which in turn predicts their OCB. Notably, the relations between perceived organizational support and OCB become insignificant when the mediators are entered into the model. The theoretical and practical implications of these relationships are discussed by addressing the importance of OCB in the modern workplace and pointing out directions for future research.

Employee frustration with information systems: Appraisals and resources

Frustration experiences have important organizational and individual consequences, particularly in today's workplaces strongly reliant on information systems (IS). However, recent research has neglected the importance of this emotion in organizations. We propose a model of frustration with IS that considers its IS-related antecedents, consequences, and potential moderators. Drawing arguments from appraisal theory and conservation of resources theory, we propose a characterization of frustration through cognitive appraisals of IS in organizations. We suggest that both positive and negative responses to frustration can occur depending on its degree of activation, as well as individual and contextual factors, thus providing a holistic model of the IS frustration experience.

NEW GENERATION WORKSTYLES: A REVIEW ON GENERATION Z WORKING AREAS

Business life is affected by the fast and constantly changing environment. The current generation, called the z generation, which has some common and unique features, has characteristic features compared to previous generations and is seen in different positions in business life. The digital world is an integral part of recruiting Generation Z. On the other hand, while the digital world continues to develop, create and maintain, it establishes connections with graduate university students. As Generation Z begins to enter the labor market, the need to better understand their characteristics is increasing day by day. Businesses have important duties for the assignment and correct positioning of the Z generation in business life. Working environments are changing more flexibly to adapt to the new age and to understand the needs of technologies and new generation users. The rise of the collaborative movement, the greater flexibility and fluidity of Gen Z leads to abandonment of traditional working models. The new generation of employees is not looking for a desk in an office. They seek workspaces where their entrepreneurial spirit can come to the fore and where they can socialize, collaborate and innovate with like-minded people. While accepting that today's workplaces are not machines and need to get away from screens and push notifications at regular intervals, they are also aware that they need to take advantage of new technology. New generation offices create special environments where employees can relax and increase their motivation, as well as low-tech, common areas that emphasize face-to-face interaction. The purpose of this article is to evaluate the role of Generation Z in business life and the preferences of Generation Z about working environments, communication and employee benefits with content analysis. Additionally, the discussion of the characteristics of Generation Z aims to shed light on recommendations on how firms should prepare for and accommodate the millions of current and future Generation Z employees.