Workforce Performance Research Articles

An evaluation of pathology laboratory workforce performance during mergers and acquisitions.

The effects of laboratory mergers and acquisitions on the clinical performance of its workforce remain largely unknown. This study examined laboratory professionals' work engagement and productivity, and investigated the role of social support as a moderator during mergers and acquisitions. A 51 question on-line survey was designed to cover demographics, work engagement, productivity, and levels of social support. A sample t test was used to measure work engagement levels between laboratory professionals with higher social support to others with lower support. The finding that laboratory professionals with higher levels of social support are more engaged and productive at the workplace has important policy implications for leaders managing laboratories in times of mergers and acquisitions.

Role of social media to improve job performance with mediating role of transactive memory capability and employee creativity.

The increased usage of social media in organizational settings has raised questions about its effect on job performance. This study explains the interplay between social media usage, transactive memory capability, employee creativity, and job performance within the Chinese organizational context. The rationale for this study stems from the need to understand how social media usage can enhance job performance through cognitive and creative processes within teams. On the basis of earlier literature, the survey questionnaire was designed to collect data and the survey included validated scales to measure these constructs. The data is collected from 816 employees in China via online resources like social media and emails and then Structural Equation Modeling is used for empirical analysis through AMOS software. The findings show the positive impact of social media on job performance while transactive memory capability and employee creativity mediates this relationship. These findings contribute to a better understanding of how social media can be leveraged to improve job performance. Practical implications highlight the importance of fostering transactive memory capability through social media platforms, facilitating employee creativity, and ultimately, bolstering job performance. Additionally, this study underscores the need for organizations to strategically harness the potential of social media as a catalyst for innovation and knowledge sharing, thus optimizing workforce performance in the digital era.

Enhancing workforce diversity and performance: A case study of employee referral programs in the automotive industry

Enhancing workforce diversity and performance: A case study of employee referral programs in the automotive industry

Boosting Construction Workers’ Performances Through Motivation: A Study in Ghana

Motivation is essential for boosting worker’s performance to achieve high productivity within an organisation. This study investigates the impact of various motivational strategies on construction worker performance in Cape Coast Metropolis, Ghana. We aim to identify the key factors that enhance employee engagement and productivity, informing effective management practices within the construction industry. A quantitative survey was conducted among construction professionals, including architects, quantity surveyors, civil engineers, builders, and artisans. Participants were selected from various company sizes (small, medium, and large) and experience levels (five to thirty- five years) to capture diverse perspectives and ensure some level of representativeness within the targeted population. Descriptive statistics and Relative Importance Index (RII) were employed to analyse data on employee perceptions of motivation and its impact on performance. Open-ended responses provided additional insights and context. The study reveals a strong link between motivation and construction worker performance. Factors like fair compensation, clear career development prospects, and a positive work environment were key motivators. Monetary rewards alone were deemed less impactful, highlighting the importance of both intrinsic and extrinsic motivators. The study is limited to the generalisable construction industry in Ghana; regional variations and cultural factors may require further investigation. The self-reported nature of the data poses potential bias, and future research could explore targeted interventions and leadership styles to refine motivational strategies. This study contributes to understanding motivation within the construction industry, offering valuable insights for practitioners to optimise workforce performance and boost productivity. The emphasis on quantitative and qualitative data analysis strengthens the findings and provides a more nuanced perspective on employee experiences.

Digital Evolution in AEC industry: Bridging BIM, Building Codes, and Future Technologies

Abstract In recent decades, the Architecture, Engineering, and Construction (AEC) industry has witnessed profound shifts driven by digital technologies. Central to this transformation is Building Information Modelling (BIM), which has offered a holistic approach to design, analysis, and documentation, yielding benefits in visualization, collaboration, simulation, and life-cycle management. However, the industry’s intricate regulatory landscape, primarily rooted in traditional text-heavy building codes, has lagged in digital adaptability. This paper explores the imperative to transition building codes and regulations into machine-friendly formats, capitalizing on structured databases, semantic annotations, and (Application Programming Interface) API-driven access. Such a transformation facilitates streamlined (Artificial Intelligence) AI-based compliance checks and augments the capabilities of BIM systems. Furthermore, the research delves into the convergence of BIM with other burgeoning technologies. Extended Reality (XR) promise enriched visualization and on-site integration. AI introduces automated analytics, optimization, and predictive facilities management. The integration of Internet of Things (IoT) proposes a real-time feedback loop into BIM, evolving towards dynamic Digital Twins. The discussion also touches upon the potential of XR technology use for enhanced workforce performance and quality control on the site. In conclusion, the AEC industry stands on the edge of a digital evolution, demanding integrated approaches to fully harness the potential of these technologies, ensuring not only efficient construction practices but also enhancing building safety and sustainability.

The Impact of Home Work Environment, Team Interaction, and Online Training on Employee Productivity in a Hybrid Work Model in the Indonesian Education Sector

This research examines the impact of the home work environment, team interaction, and online training on employee productivity within the Indonesian education sector operating under a hybrid work model. A quantitative analysis was conducted, involving 160 employees from various roles within educational institutions. Data were collected using a structured questionnaire and analyzed using Structural Equation Modeling (SEM) with Partial Least Squares (PLS) 3 software. The findings reveal significant positive relationships between the home work environment, team interaction, online training, and employee productivity. Conducive home work environments, robust team interactions, and effective online training programs emerge as critical factors in enhancing workforce performance in remote and hybrid work settings. The study contributes to a nuanced understanding of contemporary work dynamics and offers practical insights for organizational strategies aimed at fostering productivity in the Indonesian education sector.

Women in Leadership, Skilled Workforce, and Firm Performance in Bangladesh: A Machine Learning Analysis on Enterprise Survey Data

Women in Leadership, Skilled Workforce, and Firm Performance in Bangladesh: A Machine Learning Analysis on Enterprise Survey Data

Improving teacher performance: Evolution and enlightenment of primary and middle school teacher certification institution in China (1978–2023)

AbstractFrom the perspective of historical institutionalism, based on several critical junctures of the past half‐century in China, this paper divides over 40‐year history of China's teacher certification institution into four stages and elaborates on mechanisms and processes of critical junctures that impact even determine teacher certification institution reforms. The features of China's teacher certification institution are as follows: Its examination system is increasingly perfect; its direct accreditation depends more on graduates' quality rather than major categories; its history is a seesaw effect history between pedagogic and academic orientation of teacher education; teacher certification institution and normal specialty students' quality is the bottom line of teacher workforce performance under the open teacher education system; and the intersection between pedagogic and academic orientation of teacher education leads to the standardization and professionalization of teacher education in all respects.

Analisis Faktor-faktor yang Mempengaruhi Proses Rekrutmen dan Seleksi

Effective Human Resources (HR) management is the key to the success of every company in achieving its strategic goals. In this context, recruitment, selection and placement of employees plays an important role as the first process that determines the quality and performance of a company's workforce. This study covers recruitment, selection, factors influencing selection, as well as the recruitment and selection process. The data collected is analyzed comprehensively to identify patterns, trends, and relationships between the recruitment and selection process, its factors, and placement in organizational performance. The results of this study are intended to provide valuable insights for human resource managers. The practical implications of this research will lead to the development of selection factors, more accurate recruitment and selection processes, and more targeted staff placement, which will ultimately improve overall organizational performance.

Diversified Workforce and Employees' Performance: Moderating Effect of Bureaucratic Leadership in Third Sector

With the global workforce undergoing unprecedented diversification, organizations in the Third Sector are compelled to scrutinize the intricate relationship between a diverse workforce and employees' performance. This paper delves into the nuanced dynamics within the Third Sector, focusing on the moderating effect of bureaucratic leadership on the link between workforce diversity and performance. The unique challenges and opportunities faced by non-profit organizations, NGOs, and social enterprises underscore the significance of this study. The research employs quantitative surveys to offer a holistic understanding of the complex interplay among workforce diversity, bureaucratic leadership, and employee performance. The study aims to identify patterns, correlations, and moderating influences that may provide valuable insights for organizations within the Third Sector. The key variables under investigation include workforce diversity, assessed through established scales regarding age, gender, ethnicity, and educational background diversity; employees' performance and bureaucratic leadership were also measured through established scales. Data was collected from diverse employees across various levels and departments within Lahore's third-sector organizations. The analysis employed statistical tools like regression analysis for quantitative data. This research seeks to contribute to the academic understanding of the subject and provide practical implications for organizational leaders in the Third Sector. The findings aim to guide effective decision-making, foster inclusive leadership practices, and enhance organizational performance in a diverse workforce.

“Nudging towards excellence: Harnessing behavioral insights for organizational learning”

Purpose In dynamic business environments, organizations must constantly adapt and learn. Nudging, a concept from behavioral economics, offers a novel approach to influence organizational behavior and learning. This article explores the integration of nudging within organizational learning, drawing from Thaler and Sunstein’s work and organizational learning theories. Also, To investigate nudging’s role in organizational learning and propose a practical nudging framework, while addressing ethical considerations. Design/methodology/approach The article combines theoretical insights from behavioral economics (Thaler and Sunstein; Kahneman) with organizational learning theories (Argyris and Schön). It discusses real-world nudging applications, like Google's health initiatives, and examines the ethical aspects of workplace nudging. Findings Nudging effectively influences organizational decisions and strategies by targeting rapid cognitive processes. It finds application in training, performance management, and decision-making, with a critical focus on ethical implications, especially regarding autonomy and non-manipulation. Research limitations/implications This study highlights the potential of behavioral economics in reshaping organizational learning, emphasizing the importance of ethical application in developing adaptive, learning-focused organizational cultures. Originality/value Nudging offers a promising method for enhancing organizational learning. Applied ethically, it can improve workforce engagement, performance, and adaptability. Future research should focus on nudging's long-term organizational impacts and ethical boundaries.

TALENT MANAGEMENT IN DIGITAL AGE

In the rapidly evolving landscape of the digital age, talent management has emerged as a critical focal point for organizations seeking to thrive amidst technological disruption and intense market competition. This abstract provides an overview of the challenges and opportunities presented by talent management in the digital era. The digital age has ushered in unprecedented changes in how businesses operate, demanding a workforce equipped with advanced digital skills and adaptability to navigate complex technological environments. As such, talent management strategies must evolve to attract, develop, and retain individuals capable of driving innovation and sustaining competitive advantage. Key challenges in talent management in the digital age include identifying and assessing digital skills, fostering a culture of continuous learning and upskilling, and leveraging technology to optimize recruitment, performance management, and employee engagement processes. Moreover, organizations must contend with the rise of remote work and the gig economy, which require new approaches to talent acquisition and retention. Despite these challenges, the digital age also presents unique opportunities for talent management. Advances in data analytics enable organizations to gain insights into workforce trends and performance metrics, facilitating informed decision-making and personalized employee development strategies. Furthermore, digital platforms and collaboration tools empower employees to connect and collaborate across geographical boundaries, fostering innovation and knowledge sharing. To capitalize on these opportunities, organizations must adopt a holistic approach to talent management that integrates digital technologies with human-centric practices. This involves aligning talent strategies with business objectives, cultivating a supportive learning culture, and nurturing a diverse and inclusive workforce that reflects the evolving needs of the digital economy. In conclusion, talent management in the digital age requires a proactive and adaptive approach that embraces innovation, collaboration, and continuous learning. By addressing the challenges and seizing the opportunities presented by digitalization, organizations can build a dynamic and resilient workforce capable of driving sustainable growth in an increasingly competitive global market.

Audience analytics and tensions in digital news work: evidence from Swiss news media

PurposeTracing audience preferences via audience analytics software has become a vital strategy for many news organizations to ensure their competitiveness in media markets. Extant research also confirms the growing presence of these tools in digital news work in recent years across many local and international news media. However, little is understood about the analytics-driven tensions emerging among journalists and media managers. This paper aims to address this gap by drawing on the labor process theory, which critically analyzes labor and workplace transformations under capitalism.Design/methodology/approachThe present study employs an interview-based qualitative methodology to deeply understand the factors at the base of the emerging tensions between news workers and managers brought about by audience metrics tools.FindingsResults show how some perceptions, activities and contextual triggers related to analytics could make relationships between workers and managers problematic. The pressures felt by some journalists stemmed from the way their media managers introduced, interpreted, communicated and applied analytics in the workplace, which were not tied to the quality and learning goals related to journalists’ aspirations. As our evidence suggests, the analytics-induced tensions among news workers were rather an outcome of managerial deficits than of systematic plans to exploit journalists.Originality/valueBy identifying the nature of fundamental analytics-driven tensions in newsrooms, this paper contributes to our understanding of how media managers can embrace more effective approaches toward audience analytics, workforce and organizational performance.

Insights on the Transition to Leadership: The Power of Onboarding and Networking

Problem In the rapidly changing future of work, advances in human resources are needed to develop individual leadership expertise and further the collective aims of the organization. This article explores the challenges and opportunities in the transition to leadership for new and early-career leaders across interdisciplinary and interorganizational contexts. Solution Two high-impact strategies are proposed to facilitate the leadership transition, namely, strategic onboarding and intentional networking. These methods expand conventional approaches in leadership development. When new leaders are primed with onboarding and networking structures, they are better prepared to partner with internal and external stakeholders in a culture of shared leadership for equitable and thriving organizations and their communities. Stakeholders The article may be of interest to a diversity of human resource development scholars and practitioners who seek to further their understandings and practices in the training, mentoring, and career development of new leaders for workforce performance and organizational integrity.

Human resource challenges in health systems: evidence from 10 African countries.

Sub-Saharan Africa has fewer medical workers per capita than any region of the world, and that shortage has been highlighted consistently as a critical constraint to improving health outcomes in the region. This paper draws on newly available, systematic, comparable data from 10 countries in the region to explore the dimensions of this shortage. We find wide variation in human resources performance metrics, both within and across countries. Many facilities are barely staffed, and effective staffing levels fall further when adjusted for health worker absences. However, caseloads-while also varying widely within and across countries-are also low in many settings, suggesting that even within countries, deployment rather than shortages, together with barriers to demand, may be the principal challenges. Beyond raw numbers, we observe significant proportions of health workers with very low levels of clinical knowledge on standard maternal and child health conditions. This study highlights that countries may need to invest broadly in health workforce deployment, improvements in capacity and performance of the health workforce, and on addressing demand constraints, rather than focusing narrowly on increases in staffing numbers.

HUBUNGAN FAKTOR INDIVIDU DAN ORGANISASI DENGAN KINERJA TENAGA KESEHATAN PADA PROGRAM PPIA

Transmission of HIV infection from pregnant women to babies can be prevented with the Prevention of HIV Transmission from Mother to Child (PPIA) Program. However, in its implementation, four Community Health Centers in Gresik Regency have not met HIV testing requirements. Therefore, to achieve these standards, a study of the factors that influence the performance of the PPIA workforce is required. This research aims to identify factors that influence the performance of PPIA workers. Data were collected using a total sampling technique using a questionnaire on a sample of 45. Next, hypothesis testing was carried out. The research results show that most PPIA workers at the Gresik Regency Health Center perform poorly, while their knowledge tends to be low. There is no significant relationship between length of service, motivation, or leadership and the performance of the PPIA workforce. This indicates problems in understanding, motivation, and leadership in the work environment. Improvement efforts, such as designing human resource management (HR) strategies and developing the health workers' competencies, are needed. The results of this research can be used to design strategies to increase human resources to increase HIV testing outcomes for pregnant women and reduce HIV transmission from pregnant women to babies.

Analysing Research Patterns In Employee Motivation and Performance A Bibliometric Perspective

Employee motivation and performance are critical elements for organisational success, significantly impacting productivity and job satisfaction. Understanding the intricate relationship between these factors is essential for modern organisations aiming to optimise their workforce. This study conducts a thorough bibliometric analysis of research on employee motivation and performance, offering insights into the field's development, key research areas, and influential contributors. Using Scopus data spanning from 2004 to 2023, this research maps the landscape of employee motivation and performance literature. Through bibliometric indicators, it uncovers publication trends, notable authors, influential journals, and emerging themes. The analysis reveals a growing interest in this topic over the years, with articles being the predominant publication type, indicating a commitment to in-depth exploration. Notably, authors like Hitka, M. and Lorincová, S. have made substantial contributions. The prevalence of the "Business, Management, and Accounting" subject area highlights the interdisciplinary nature of this field, and the United States as a prominent country, shows a substantial contribution in developing scholarly research and promoting the progression of knowledge within this particular domain. The study underscores the continuous evolution of employee motivation and performance research, driven by scholars worldwide. This bibliometric analysis offers a comprehensive overview, guiding future research directions and assisting organisations in formulating strategies to enhance workforce motivation and performance.

The health workforce conundrum for burn care in Uttar Pradesh, India: a qualitative exploration

ABSTRACT Delivering specialised care for major burns requires a multidisciplinary health workforce. While health systems ‘hardware’ issues, such as shortages of the healthcare workforce and training gaps in burn care are widely acknowledged, there is limited evidence around the systems ‘software’ aspects, such as interest, power dynamics, and relationships that impact the healthcare workforce performance. This study explored challenges faced by the health workforce in burn care to identify issues affecting their performance. Qualitative in-depth interviews were conducted with a purposively selected sample (n = 31, 18 women and 13 men) of various cadres of the burn care health workforce in Uttar Pradesh, India. Inductive coding and thematic analysis identified three major themes. First, the dynamics within the multidisciplinary team where complex relations, power and normative hierarchy hampered performance. Second, the dynamics between health workers and patients due to the clinical and emotional challenges of dealing with burn injuries and multitasking. Third, dynamics between specialised burn units and broader health systems are narrated in challenges due to inadequate first response and delayed referral from primary care facilities. These findings indicate that burn care health workers in India face multiple challenges that need systemic intervention with a multipronged human resource for health framework.

Pengembangan Kompetensi Sumber Daya Manusia Berkarakter Technopreneurship pada UMKM di Kelurahan Meruya Utara

In the current context of global market competition, it is crucial for human resources in micro, small, and medium enterprises (MSMEs) to be able to compete with large corporations that have already adopted digital technologies. MSMEs in North Meruya Village face several challenges, including limited production capabilities, suboptimal workforce performance, and inadequate mastery of digital technology. To address these issues, a community service program has been initiated. This program is conducted through face-to-face sessions, where a team of lecturers from Mercu Buana University, Management program, delivers training materials. The program aims to enhance the quality and competence of the MSME participants, broaden their knowledge and perspectives, and strengthen their ability to compete in both domestic and international markets. All of these goals are underpinned by the foundational values of entrepreneurship and technopreneurship that guide the teaching.

Effect of Leadership Styles on Gen-Z Work Performance: An Empirical Analysis

The main purpose of this paper is to examine the relationship between leadership styles and Gen-Z workforce performance. A disproportionate stratified random sampling technique was used to select respondents from private secondary schools in Ogun State, Nigeria. Given a sampling frame of 1300 Gen-Z employees, this study adopted Cochran (1977) sample size method to analyse 279 usable questionnaires. The proposed structural model was assessed through established GOF indices. While specified hypotheses were tested using SEM. Findings show that confirmatory factor analysis reduced the measurement model to 20 items. In addition, the structural model showed GOF indices of χ² / df ratio (438.572 / 166) = 2.642, RMSEA (0.053), TLI (0.901), and CFI (0.907). SEM hypotheses testing revealed that transformational leadership styles do not only have positive path estimates, but also established practical and statistically significant relationship with Gen-Z workforce performance. Contrary to previous research, laissez-faire leadership style was found to be positive and significant with Gen-Z performance. Perhaps, due to the autonomy it accorded Gen-Z cohort to handle tasks without interference. This style makes Gen-Z feel respected and empowered. However, transactional leadership style reported a different outcome. Transactional leadership style was found to be positive, but its path estimate was not practical and statistically significant (β = 0.07, p = 0.120) with Gen-Z work performance. Hence two out of three specified hypotheses were accepted. This paper has it contributions. By implication, its outcome addressed some equivocal issues in leadership literature. Theoretically, it extends body of knowledge on empirical linkage between leadership styles and the digital natives (Gen-Z). Also, the paper impliedly suggests to CEOs / HR / management experts on formulating and implementing policies that will motivate, inspire, and retain Gen-Z in their organisations. Practically, the established relationship between laissez-faire leadership style and Gen-Z cohort suggests that Gen-Z can practically come on board with their ideas and work as ally with their leaders towards achieving the overall organizational goals. There are limitations which may have biased the outcome of this study. Hence, potential areas for further studies have been highlighted.