Workforce Performance Research Articles

Multigenerational workforce and organizational performance: A convergent analysis

Multigenerational workforce and organizational performance: A convergent analysis

Examining the impact of workforce reductions on firm performance

Though workforce reduction strategies have been widely adopted to improve firm performance in the tourism and hospitality industry, empirical evidence of the effects of workforce reductions on performance has been inconclusive. Based on dynamic capabilities theory, this study develops a model and empirically analyzes the impacts of workforce reductions on firm performance across the lodging, airline, and restaurant industries. Further, this study examines whether an industry-specific business model could explain the relationship between workforce reductions and performance. Findings show that while the disruption of organizational processes due to workforce reductions could be detrimental to a firm’s dynamic capabilities and financial outcomes, this relationship is moderated by the specific business model the firm adopts. Our study extends previous research by highlighting the important role of a specific business model in explaining the relationship between workforce reductions and firm performance.

Organizational Commitment as a Mediator: Exploring the Relationship between Job Satisfaction and Job Performance in the Ghanaian Public Sector

Public sector organizations in developing countries face significant challenges related to workforce retention, job satisfaction, and performance, particularly in Ghana, where limited resources and economic constraints exacerbate these issues. Addressing these challenges is vital for improving organizational outcomes and ensuring effective delivery of public services. This study explores the relationship between job satisfaction and job performance in Ghana’s public sector, focusing on the mediating role of organizational commitment. Understanding these dynamics is becoming increasingly important as public sector organizations grapple with the complexities of workforce management in resource-constrained environments. A sample of 300 employees was selected through purposive and convenience sampling, with 200 valid responses (66.6% response rate). Data were analyzed using SMART PLS 3.0 and SPSS 22, applying partial least squares structural equation modeling (PLS-SEM) to assess the research model and hypotheses. The findings reveal that job satisfaction significantly impacts affective, continuance, and normative commitment. Additionally, continuance and normative commitment positively influence job performance, whereas affective commitment does not. This study underscores the importance of job satisfaction in enhancing job performance through its effect on organizational commitment. To improve workforce outcomes, the study recommends targeted training programs that address skill gaps and increase job satisfaction. Public sector organizations, particularly local governments, should prioritize the implementation of effective job satisfaction strategies to boost employee performance and commitment. This research provides valuable insights into how public sector entities in developing countries like Ghana can foster employee performance through improved organizational commitment.

THE INFLUENCE OF LEADERSHIP STYLE AND WORK MOTIVATION ON EMPLOYEE PERFORMANCE AT PT PEGADAIAN RAGIONAL OFFICE REGION III AND PALEMBANG BRANCH

This study was conducted to determine the impact of leadership style and work motivation on employee performance at PT Pegadaian Ragional Regional Office III and Palembang Branch. The data used in this study is primary data, collected directly from employees through structured questionnaires that measure variables such as leadership style, work motivation, and employee performance. A descriptive and inferential approach was employed to analyze the relationships among the study variables. The results showed that leadership style has a positive and significant effect on employees' performance at the regional office level. Work motivation has an important positive effect on employee's performance so that the second hypothesis can be accepted. Leadership styles have a negative effect on the performance of employees at the Regional Office level, while leadership styles and motivational strategies have positive effects on employee performances. The findings of this study offer practical guidance for organizational leaders and HR professionals seeking to optimize workforce performance through tailored leadership and motivation practices, contributing to more effective management strategies within similar corporate and branch-level environments.

Analysis of medical doctor supply in Bulgaria, Croatia, Romania, and Serbia in the last two decades

Abstract Introduction The shortage of medical doctors in Europe has become a priority issue, especially in the Eastern European region, where many countries are making large investments to ensure adequate supply. Training future medical professionals is a lengthy and costly process that significantly impacts healthcare accessibility and quality. As part of the project of the Laboratory for Strengthening Capacity and Performance of Health System and Workforce for Health Equity, we aimed to assess the changes in the medical doctor supply in several Balkan countries over the last two decades. Methods Data on the total number of graduated medical doctors (MD) and their rate per 100,000 population from 2000 to 2021 was retrieved from the Eurostat database. This open-access database contains the reported number of students who have graduated from medical schools for each year and selected countries (Bulgaria, Croatia, Romania, and Serbia). The standard methods of descriptive statistics were used to perform the analysis. Results During the observed period, the number of MDs graduating annually and their rates per 100,000 population have increased in all countries. Romania leads with the highest rate of MD graduates at 26.18 per 100,000 people, followed by Bulgaria (22.74), Serbia (19.15), and Croatia (16.56). From 2000 to 2021, Bulgaria experienced the highest increase in the number of medical doctor graduates, with a rise of 169.1% in absolute numbers and 200.9% in rate. In contrast, Serbia had the lowest increase, with only a 135.5% rise in the total number of medical doctor graduates and a rate increase of 152.3%. Conclusions In the last 20 years, Bulgaria, Croatia, Romania, and Serbia have seen an increase in the number of MD graduates and their rate per 100,000 population. Policymakers should consider the investments and education trends of medical professionals in relation to their employment and migrations to predict the future supply of doctors in this region. Key messages • Bulgaria, Croatia, Romania, and Serbia have seen an increase in the number of MD graduates and their rate per 100,000 population in the last twenty years. • Considering the trends in the number of newly graduated doctors, policymakers should address additional factors to ensure an adequate supply of medical doctors.

COVID-19 premature mortality in Serbia: Does the place of death matter?

Abstract Background The COVID-19 pandemic has significantly impacted healthcare services provision in Serbia and globally. Many people did not seek or reach healthcare due to various reasons, and a significant number of COVID-19 deaths were not confirmed by laboratory testing. Within the project of the Laboratory for Strengthening Capacity and Performance of Health System and Workforce for Health Equity, we assessed the differences in years of life lost (YLL) of COVID-19 death cases according to the place of death. Methods The Statistical Office of the Republic of Serbia provided average life expectancy and anonymous individual mortality data of the Serbian population in 2020, 2021, and 2022, where COVID-19 was the underlying cause of death (ICD-X codes: laboratory confirmed - U07.1 and clinically diagnosed - U07.2), also disaggregated by the place of death (at home or in a hospital). Analytical statistics and nonparametric tests were used to assess the differences in premature mortality by place of death with a significance level set at p < 0.05. Results In all observed years, a total of 45,632 death cases due to COVID-19 occurred (94.3% in hospital and 5.7% at home). Most COVID-19 deaths were coded as U07.1 (93.8% in hospital, 91.3% at home). An average of 12.12±7.50 YLLs was estimated per death, with a median of 11.50. There was a significant difference (p < 0.001) in the median number of YLLs between those who died in the hospital (11.50) and those who died at home (6.78). Furthermore, deaths occurring at home had fewer YLLs but were more frequently coded as U07.2 (p < 0.001). Conclusions The place of death is relevant when assessing the impact of COVID-19 on premature mortality in Serbia. On average, persons who died at home due to COVID-19 had a lower number of YLLs compared to those who died in a hospital. More research is necessary on the other factors contributing to premature mortality and inequalities in the COVID-19 burden in Serbia. Key messages • During the first three years of the COVID-19 pandemic in Serbia, 5.7% of COVID-19 deaths occurred at home, resulting in an average of 9.89 years of life lost. • The COVID-19 pandemic highlights the need to investigate deaths that occur at home and improve pandemic preparedness.

The Influence of Extrinsic Motivation and Cross-Cultural Adjustment on Foreign Worker Commitment: The Mediating Role of Cross-Cultural Adjustment and Moderating Role of Employer Trust

Palm oil is a key income source in Malaysia, with the industry heavily reliant on foreign workers. This reliance necessitates a focus on their welfare to address workforce shortages. This study examines the relationship between extrinsic motivation and organizational commitment, mediated by cross-cultural adjustment and moderated by employer trust among foreign workers. This study employed a quantitative research design, using SPSS for data analysis, and surveyed 242 foreign workers from companies listed on the Malaysian Palm Oil Council (MPOC) website in 2022, achieving a 100% response rate. The key findings show that organizational commitment positively influences extrinsic motivation, with cross-cultural adjustment significantly enhancing both. Employer trust moderates the relationship between organizational commitment and cross-cultural adjustment, underscoring its importance in cultural adaptation and motivation. These insights highlight the need for targeted strategies to improve job satisfaction and retention among foreign workers by addressing extrinsic motivational factors and cultural adaptation challenges. The research contributes to the literature by detailing the interplay of organizational factors and cultural adaptation in shaping motivational outcomes, suggesting future research to explore longitudinal studies and other moderating variables. These findings offer valuable implications for improving workforce performance and retention strategies in the palm oil industry.

Women in the workforce and climate change performance: the moderating role of environmental management training

ABSTRACT This study examines the relationship between gender and carbon emissions, specifically focusing on the influence of female leadership roles and female employees on carbon emissions from 2012 to 2021 in companies listed on the Australian Securities Exchange. While gender socialisation theory suggests that women are naturally inclined to care for the environment, our results do not fully support the argument that more female directors and employees alone can combat carbon emissions significantly. However, our findings indicate that when employees receive environmental management training, the presence of female directors significantly reduces carbon emissions. This result highlights that informal education alone, as emphasised in gender socialisation theory, is insufficient for addressing carbon emissions of companies. The findings suggest the importance of having more women in leadership positions as well as providing formal training and education for employees to reduce carbon emissions.

Applying a Theory of Change for Human Resources Development in Public Health Supply Chains in Rwanda.

The health supply chain (SC) system in Rwanda experienced a number of workforce-related challenges, including insufficient skilled supply chain management (SCM) professionals with the necessary competencies. The Human Resources for Supply Chain Management (HR4SCM) Theory of Change (TOC) provides a methodology to assess human resources (HR) management systems by explaining the preconditions required to achieve optimized workforce performance. We applied this model to design interventions to strengthen the Rwanda health SC workforce. We compared conditions in the health SC HR system in Rwanda with the 60 outcomes described as necessary for optimized workforce performance in the HR4SCM TOC model. We used a survey and participatory workshop at the central level, followed by structured interviews (N=35) with SC professionals in health centers, hospitals, and regional warehouses (N=20) in Southern Province and Kigali City to identify which outcomes already existed in the Rwandan HR system and which outcomes required strengthening through targeted interventions. We used focus groups (N=2) to refine interventions. We identified that 31 of the 60 outcomes were not sufficiently in place in the Rwandan health SC HR system. SCM workers had gaps in the technical and managerial competencies and did not have access to adequate training and professional development opportunities for certain required competencies. An SCM career path did not exist, and education was not available for all required SCM qualifications. Fourteen of these outcomes were prioritized for strengthening. We designed 20 workforce interventions with the Ministry of Health to address these deficiencies and selected indicators to monitor the interventions. Applying this HR TOC model enabled a systematic process to identify gaps, develop and prioritize interventions, and select indicators. Practitioners designing and evaluating SC workforce interventions should consider applying this methodology to design more effective, theory-driven interventions to improve SC workforce performance.

THE IMPACT OF CLOUD-BASED MANAGEMENT INFORMATION SYSTEMS ON HRM EFFICIENCY: AN ANALYSIS OF SMALL AND MEDIUM-SIZED ENTERPRISES (SMEs)

Cloud-based management information systems (MIS) are becoming integral to the operational success of small and medium-sized enterprises (SMEs), particularly in enhancing the efficiency of human resource management (HRM) processes. This article, based on a comprehensive review of 75 peer-reviewed studies, investigates how the adoption of cloud-based MIS positively impacts critical HRM functions such as employee management, recruitment, training, and performance monitoring. The findings indicate that cloud-based systems significantly streamline these HR tasks by reducing time, costs, and the administrative burdens traditionally associated with manual or localized HR operations. Moreover, the integration of real-time data analytics through cloud-based platforms enhances decision-making capabilities, enabling HR professionals to make data-driven and timely decisions that improve overall workforce management. The reviewed studies also emphasize that cloud-based MIS are essential for improving strategic HR planning. These systems allow SMEs to access advanced tools for workforce analytics, employee engagement, and performance tracking, which were previously only accessible to larger corporations. The flexibility and scalability offered by cloud-based MIS enable SMEs to quickly adapt to changes in staffing needs, business growth, and external market conditions without the need for costly infrastructure. Furthermore, the review highlights the role of cloud technology in fostering innovation within HR departments by supporting predictive analytics and AI-driven decision-making, which can further enhance operational efficiency. In addition to operational benefits, cloud-based MIS facilitate a more seamless integration of HR functions across geographically dispersed teams, allowing for enhanced collaboration and communication. This capability is especially critical as SMEs continue to adopt remote and hybrid work models.

Workforce, task performance, and analysis of organ transplant coordinators in Korea: a survey study.

The workload of organ transplant coordinators is increasing as administrative tasks become more diverse with changing laws and regulations. These changes have heightened the demand for organ transplant coordinators with expertise in the field. This study aimed to determine the status of human resources of organ transplant coordinators and conduct job analysis using the Developing A Curriculum (DACUM) method. We conducted a questionnaire survey with 107 transplant coordinators employed at medical centers across Korea. The questionnaire gathered data on general and job-related characteristics of organ transplant coordinators and assessed the importance, difficulty, and frequency of their task elements. The job of organ transplantation was categorized into five duties, 14 tasks, and 97 task elements. These duties included recipient management, donor management, organ donation activation management, organ transplantation administration, and professional capability development. We noted statistically significant differences in the importance scores of organ donation activation based on age, as well as in the difficulty scores for recipient management and administrative tasks based on work experience. Furthermore, the frequency of task performance varied significantly according to the number of coworkers and the total number of transplants conducted. This study confirmed the current status of the workforce and task performance of organ transplant coordinators. The findings will serve as basic data to enhance the expertise of coordinators in the future.

The Influence of Current Ratio and Solvency on Financial Performance at PT. Adaro Energy Indonesia Tbk Period 2015-2024

This study was conducted to understand the impact of current ratios and solvency on currency workforce performance. This research was conducted at PT. Adaro Energy Indonesia, Tbk during the 2015-2024 period. The research method used in this research combines quantitative research design with associative descriptive. The population in this research is secondary data from PT's financial reports. Adaro Energy Indonesia., Tbk. The sample was taken using a non-probability sampling technique using purposive sampling with certain criteria, namely the quarterly financial report of PT. Adaro Energy Indonesia., Tbk 2015-2024. To carry out sensitivity analysis, one can use coefficient of determination analysis, hypothesis testing using t and f tests, and sensitivity line analysis. Based on the completed analysis, it is determined that the current ratio determination coefficient for labor participation is 0.292, which is included in the medium category, and the solvency coefficient for determining participation is 0.565, which is included in the medium category. Based on the completed specified analysis, it is shown that the significant contribution of the independent variables (solvency and current ratio) to the dependent variable (working capital) is approximately 44%, with the remaining 56% explained by other variables not examined by the researchers

Human resources for health: a framework synthesis to put health workers at the centre of healthcare

BackgroundHuman resources are a key determinant for the quality of healthcare and health outcomes. Several human resource management approaches or practices have been proposed and implemented to better understand and...

Data-driven approach for identifying the factors related to debt collector performance

The company's success and growth heavily rely on its workforce's performance, yet the evaluation of employees has been only partially and inconclusively executed so far. The primary goal of this research is to build an open innovation framework for analyzing the performance of the debt collector. We have developed the Reinforcement Learning based Continual Learning (RLC) approach for evaluating the performance by analyzing the metrics such as visit patterns and collection percentage. We have used the private debt collection dataset to assess the debt collector's performance. We formulated hypotheses derived from insights gained during exploratory data analysis and subsequently validated them through statistical testing. Whether there are noticeable distinctions among debt collectors in terms of visitation frequency, collection rates, and collection modes. This proposed open innovation framework for analyzing the debt collector performance provides significant variation in terms of collection rate. The proposed EDQN-CL achieved a 13.56 % higher classification rate than the existing algorithm for categorizing the debt collector performance.

Optimizing Government Workforce Performance: A Study of Employee Engagement, Organizational Commitment, and Knowledge Sharing

The organization must preserve balance by establishing mutually beneficial relationships with its employees, who are its most valuable assets. Several essential aspects are required to maintain this equilibrium, including organizational commitment, employee engagement, and information exchange. We use social exchange theory to investigate the effects of commitment, knowledge sharing, and employee engagement on civil servant performance outcomes (ASN). This study uses a cross-sectional design and includes 115 civil servants from Tasikmalaya. Data analysis utilizes Stata/MP 17.0 for descriptive, bivariable, and multivariable analyses. The research findings indicate a positive impact of employee engagement, affective and normative commitment, and knowledge sharing on ASN performance. However, the negative effect of tenure exceeding five years and continuance commitment on ASN performance is negative. These findings illustrate that while employees are generally expected to have high organizational commitment, continuous commitment to material benefits may be detrimental. The results serve as a basis for discussion among researchers to conduct further longitudinal studies for more accurate conclusions.

Subcontractor / Foreman Procurement Management Strategy for Building Projects on Quality and Time Performance (Case Study: PT WIKA Gedung, Tbk)

The development of the construction sector in Indonesia continues to experience very rapid growth over time. One aspect of success in development is through developing competent workforce performance. Accuracy in the selection of subcontractors/foremen carried out by the person in charge of the project must be given great attention, so that there are no disputes between the two parties which could hamper the implementation of the construction project. This research aims to determine the extent of implementation of the analysis of factors that influence subcontractor/foreman management strategies in PT construction projects. WIKA Gedung, Tbk can be applied. In this research, interviews, observations and questionnaires were conducted which were distributed to 79 employees of PT WIKA Gedung, Tbk consisting of Project Managers and Heads of the Commercial / Equipment Procurement Section to obtain test data.The data obtained is through variable and that measured it, variable X (Subcontractor/Foreman Procurement Management Strategy) and Variable Y1 (Schedule Performance) as well as Variable Y2 (Quality Performance) with several methods using, Correlation Analysis, Regression Analysis and Quality Test.

The impact of transformational leadership on the job performance of ICT employees in Palestine: The role of psychological empowerment as a mediating factor

This study examined how transformational leadership affects work performance at Palestine's Ministry of Communications and Information Technology, focusing on psychological empowerment. We conducted a descriptive study on 350 full-time employees. We took a systematic sample of 183 people from this group. A systematic questionnaire collected quantitative and qualitative employee experiences. SPSS was used to analyze the data using descriptive and deductive methods. Data patterns and linkages were identified and displayed in frequency distribution tables and visual graphics. The study found that psychological empowerment mediates the relationship between transformational leadership and job performance at the Palestinian Ministry of Communications and Information Technology. Psychological empowerment greatly enhances transformational leadership's influence on workforce performance. Organizations ought to educate leaders and empower their staff to improve performance. The research found that transformational leadership combined with psychological empowerment tactics significantly improves employee engagement and performance. This study fills gaps in the literature and expands our understanding of how psychological empowerment affects work performance. The findings support the study's assumptions and emphasize the relevance of leadership strategies that empower people psychologically. This method improves job performance and suggests empowerment-focused leadership solutions for organizational leadership and policy creation to boost workplace engagement and productivity.

Bridging minds and machines in Industry 5.0: neurobiological approach.

In transitioning from Industry 4.0 to the forthcoming Industry 5.0, this research explores the fusion of the humanistic view and technological developments to redefine Continuing Engineering Education (CEE). Industry 5.0 introduces concepts like biomanufacturing and human-centricity, embodying the integration of sustainability and resiliency principles in CEE, thereby shaping the upskilling and reskilling initiatives for the future workforce. The interaction of sophisticated concepts such as Human-Machine Interface and Brain-Computer Interface (BCI) forms a conceptual bridge toward the approaching Fifth Industrial Revolution, allowing one to understand human beings and the impact of their biological development across diverse and changing workplace settings. Our research is based on recent studies into Knowledge, Skills, and Abilities taxonomies, linking these elements with dynamic labor market profiles. This work intends to integrate a biometric perspective to conceptualize and describe how cognitive abilities could be represented by linking a Neuropsychological test and a biometric assessment. We administered the brief Neuropsychological Battery in Spanish (Neuropsi Breve). At the same time, 15 engineering students used the Emotiv insight device that allowed the EEG recollection to measure performance metrics such as attention, stress, engagement, and excitement. The findings of this research illustrate a methodology that allowed the first approach to the cognitive abilities of engineering students to be from neurobiological and behavioral perspectives. Additionally, two profiles were extracted from the results. The first illustrates the Neuropsi test areas, its most common mistakes, and its performance ratings regarding the students' sample. The second profile shows the interaction between the EEG and Neuropsi test, showing engineering students' cognitive and emotional states based on biometric levels. The study demonstrates the potential of integrating neurobiological assessment into engineering education, highlighting a significant advancement in addressing the skills requirements of Industry 5.0. The results suggest that obtaining a comprehensive understanding of students' cognitive abilities is possible, and educational interventions can be adapted by combining neuropsychological approaches with EEG data collection. In the future, it is essential to refine these evaluation methods further and explore their applicability in different engineering disciplines. Additionally, it is necessary to investigate the long-term impact of these methods on workforce preparation and performance.

Intention to leave the current health facility among healthcare workers in Ethiopia: Systematic review and meta-analysis.

Strengthening workforce management to address retention challenges is worldwide concern. Ethiopia did different human resource reforms to improve retention and performance of available health workforce to step up towards universal health coverage. However, there is limited and fragmented research on intention to leave their current facility and related factors on health workers. This review was done to assess pooled national prevalence of intention to leave their current health facility and related factors among Ethiopian health workers. This systematic review and meta-analysis followed PRISMA guidelines. Authors prepared a review protocol per Joanna Briggs Institute (JBI) manual for evidence synthesis and got registered from PROSPERO for transparency. The authors conducted a comprehensive search of PubMed, Web of Science, Cochrane, Google Scholar and African Index Medicus databases and grey literature like WHO library from 8 June 2022 to 30 May 2023. Pooled prevalence of intention to leave current health facility and related factors was computed using MedCalk, Meta Essentials and R software. Publication bias was assessed using Egger's test and a funnel plot. Pooled prevalence of intention to leave among health workers in Ethiopian healthcare setting was found to be 63.52% (95% CI (58.606-67.904)) for random effects model at Q = 141.5689 (I2(inconsistency) = 90.82%, P < 0.0001). Only organizational justice OR = 0.29 (0.14-0.61) was found to be a significantly associated factor for health workers' intention to leave their current healthcare setting in Ethiopia. More than 6 in 10 of the health workers in Ethiopia were ready to leave their current healthcare facility. This result was higher than studies done in other parts of the world, even in African countries. The associated factor for health workers' intention to leave their current health facility was only organizational justice. So, health authorities should improve their organizational justice to retain their employees.

ORGANIZATIONAL COMMITMENT OF JOB ORDER EMPLOYEES IN PHILHEALTH-CAR: INPUT TO STRATEGIC MANAGEMENT

Organizational commitment among Job Orders significantly influences workforce stability and performance in an institution like PhilHealth-CAR. This study investigates the levels of affective, continuance, and normative commitments among JOCs through a quantitative approach. The findings revealed the existence of moderate affective commitment, which is driven by a sense of belonging and a good culture at the workplace. Perceived costs drove the continuance commitment due to leaving, and normative commitment reflected ethical obligations and loyalty. These vary from improving the culture in an organization to having a stronger affective commitment to aligning leadership with the employees' values to enhance normative commitment.