Hasil untuk "Personnel management. Employment management"

Wendy E. Rowe, Niels Agger-Gupta

The Action Research Engagement (ARE) framework was developed in 2012 to assist graduate students in facilitating organizational leadership or change projects. Ten years later, the authors implemented a qualitative meta-evaluative study to examine the strengths and weaknesses of the framework based on a document review of 49 organizational change research studies that had purported to use the ARE framework. In-depth interviews were conducted with 12 student researchers leading the studies. The results revealed that the framework was mostly or fully followed in all projects guiding organizations on how to initiate a change initiative, but that many projects suffered from weaknesses in stakeholder communication, engaging everyone in change goals, and maintaining sponsor active involvement through all phases of the project. All projects engaged stakeholders in inquiry activities but not necessarily using sequenced action research cycles. Follow-through to decisions and action by leaders was lacking in many projects. Student researchers identified two weaknesses in the original ARE framework: there was no clarity on how inquiry processes might engage larger numbers of stakeholders in the change goals, nor did the framework address how to facilitate decision-making or taking action toward future changes. Based on the study’s findings, an enhanced framework (ARE-2) is offered that makes greater deliberative use of action research principles and cycles of inquiry and reflection to deepen the inquiry process and consequently to strengthen stakeholder engagement, leadership commitment, and readiness for organizational change. The ARE-2 framework has practical application for guiding leaders on how to implement sustainable change in their organization.

Edgar Rojas-Rivas, Tahir Sufi, Humberto Thomé-Ortiz

This research explores the cultural representations of Mexican cuisine as perceived by tourists visiting Puebla, Mexico. Using open-ended questions and the free listing technique, a total of 549 tourists were asked about their opinion on Puebla’s cuisine, and they also listed the ingredients or dishes they associated with Puebla’s cuisine. Sixteen categories were identified and grouped into seven dimensions, the most important being flavor profile, attractiveness, distinctiveness, and familiarity. These dimensions show tourists’ perceptions of the destination’s cuisine. The results highlight the relevance of emblematic dishes such as <i>Mole poblano</i> and <i>Chiles en nogada</i> that are sold in Puebla. The findings suggest that Puebla’s cuisine is not only strongly anchored in iconic dishes but also reflects a broader edible heritage that reinforces Puebla’s position as a gastronomic destination in Mexico. This research contributes to understanding how tourists conceptualize local cuisines and offers insights for the development of gastronomic tourism and gastronomic promotion strategies.

Pride Mkandatsama, Nadia Ferreira, Alda Deas

Orientation: The economic crisis has impacted tertiary education in Zimbabwe. There is a threat to work engagement because of a lack of support for tertiary institutions, which requires prioritising employment relationships and work engagement. Research purpose: The aim of this study was to examine the influence of age on the relationship between the psychological contract (PC) and work engagement among Zimbabwean tertiary institutions’ employees. Motivation for the study: Lower levels of work engagement impact tertiary institutions in a dynamic and complex environment. Research approach/design and method: A cross-sectional quantitative survey was conducted on a census population of permanent and contract, academic and non-academic employees, with a final sample (N = 336) employed in a selected tertiary institution in Zimbabwe. Correlation statistics, specifically tests for bivariate correlations, and inferential statistics, specifically tests for significant mean differences, were performed. Main findings: Tertiary institutions’ employees from different age groups differ significantly in terms of their PC preferences and their levels of work engagement. Practical/managerial implications: Interventions for tertiary institutions staff work engagement should consider improving varied employees’ PCs by fostering employee satisfaction with their PC and the fulfilment of promises and commitments in the employment relationship. Contribution/value-add: This article offers new insights into the PC and work engagement preferences of employees in the Zimbabwean tertiary institutions context.

Little attention has been paid to supply- and demand-side factors explaining regional variation in youth overeducation. These factors might be drivers of a crowding out effect, where workers at a given level of education are expelled from their “matched” labour market positions by workers with a higher level of educational attainment. Controlling for interregional migration, we explore this scenario applying time-series cross-sectional analysis to data from the Spanish Labour Force Survey (1987–2016). Our results show that both supply- and demand-side factors contribute to explaining regional differences and that an increase in the overeducation rate among young people with tertiary education displaces those with only upper secondary education towards overeducation, but not unemployment.

Bojan Gorenc, Andrej Dobrovoljc

Ernest Nkansah-Dwamena

This study examines the critical role of inclusive, people-centered strategies in driving organizational sustainability, focusing on two key institutions in the Ashanti Region of Ghana: Presbyterian University College (PUC) and Presbyterian Agogo Women’s College of Education (APWCE). Employing a qualitative research design, including 100 interviews, five focus groups, and participant observations, this study investigates employee perspectives on Diversity, Equity, and Inclusion (DEI) practices in the workplace. The findings identify key empowerment strategies—flexible job roles, participatory decision-making, leadership development, and open communication—that enhance employee engagement and commitment to sustainability efforts. The findings also demonstrate employees’ vital role in advancing sustainability through involvement in green initiatives, community engagement, and integrating sustainability into core organizational practices. This contribution intellectually bridges the gap between DEI policies and their practical application, offering a nuanced understanding of how cultural and social dimensions influence sustainability in underexplored contexts like Ghana. It emphasizes aligning organizational values with employee well-being to enhance job satisfaction and retention, presenting actionable strategies for fostering innovation, resilience, and long-term success. The increasing global focus on sustainability and the growing need for inclusive practices in organizational settings underscores the timeliness of this manuscript. It offers a holistic, forward-thinking approach that is especially relevant for organizations navigating post-pandemic workplace dynamics and seeking to align sustainability with equity and inclusivity.

Jalil Idi James, Ishaq Anda Saalim, Maryam Dauda Hussaini et al.

Citrus is one of the most consumed fruit crops in the world, its peels are often discarded, contributing to environmental pollution. This study aims at extracting the bioactive compounds in these wastes and showing the possible effect of digestion on the type and amount of the phytochemicals present. Using maceration, five solvents (Acetone, dichloromethane, methanol, n-hexane and distilled water) were used for the extraction and the phytochemical detection and quantification were performed using reagent detection methods. Simulated gastro intestinal digestions were carried out on the extracts by mimicking the digestive process that occur in the stomach and the intestine invitro and the phytochemical analysis repeated. The results before the digestion showed the presence of all the phytochemicals assayed for in the methanol and distilled water extracts. Flavonoids were also seen to be present in the extracts obtained from all the solvents used. Varying amounts of the phytochemicals were obtained after the quantitative screening; flavonoids were found to have a higher amount than other secondary metabolites with 16.68±0.1mg/100g in distilled water and 14.72±0.86mg/100g in dichloromethane extracts. During digestion, changes in pH, viscosity, aroma and color were observed in both gastric and intestinal phases. Additionally, phytochemical screening after the digestion revealed the presence of alkaloids, flavonoids and tannins in the acetone extract. Flavonoids, phenols and tannins were present in dichloromethane extract, flavonoids and tannins were present in distilled water, whereas only tannin was present in methanol. None of the phytochemical was present in extract dissolved in N-hexane while saponin was absent in all the solvents after digestion. Quantitatively, the result showed varying amounts of the phytochemical in the extract with flavonoids in acetone and dichloromethane (1.94±0.01mg/100g) and tannins in methanol (1.95±0.01mg/100g) having the highest value while phenol in dichloromethane (1.61±0.41mg/100g) has the lowest value. The results obtained showed that digestion has affected the type and quantity of phytochemicals found in citrus-derived waste.

Yasmine Ben Miloud, Nichole Hugo

American college towns tend to be very economically dependent on the college they host. If enrollment is high, the town thrives. However, when enrollment is low, the town faces socio-economic difficulties, including increased unemployment and struggling businesses. Furthermore, the seasonal presence of students poses an additional challenge. This study investigates tourism as a potential solution to diversify college towns’ sources of revenue based on community willingness and town assets. Data were collected via interviews with 50 community members from three different groups within the town. While environmental tourism shows great potential for community self-development, the Calgary model of competitiveness highlights the need for significant efforts to establish the required support systems.

Azlyn Ahmad Zawawi, Norsyazwani Ab Halim, Nur Zafifa Kamarunzaman et al.

Orientation: This study examined the linkage between team communication, team motivation and search and rescue (SAR) team performance. Research purpose: The study intends to investigate the impact of selected team factors that affect team performance, while adding to the scarce studies done on SAR team performance (especially in Malaysia). Motivation for the study: Search and rescue teams are skilled elite teams that can reflect the true characteristics of a team’s performance. Research approach / design and method: The study comprised 850 individual team members who were aggregated into 209 teams. Teams were among the SAR teams of the Malaysian Fire and Rescue Department. The study used a quantitative approach, employing the purposive sampling technique. The relationships between team communication, team motivation and SAR team performance were analysed using the structural equation modelling (SEM). Main findings: The results indicate that team communication affects SAR team performance; however, the relationship is not mediated by team motivation. Practical/managerial implications: Team communication is vital to the achievement of teams’ objectives. However, in life-and-death situations, which are usual for SAR teams, team motivation does not have a role in how communication affects the teams’ performance. Team leaders and the managers of SAR teams need to focus on effective communication techniques in order to achieve excellent performance. This includes the use of appropriate verbal and non-verbal communication. Contribution/value-add: This study adds value to the current literature on team performance, specifically SAR team performance.

Armita Wahyu Ridho, Setyo Riyanto

At this time it is estimated that 207 million people embrace Islam. Of the 207 million inhabitants of the Muslim population 13% of the world's Muslims live in Indonesia and also implies that the majority of Indonesia's population adheres to the religion of Islam. Halal tourism is a tourism activity that is devoted to facilitating the Muslim travel needs. The term halal tourism emerged in 2015 when a World Halal Tourism Summit event was held in Abu Dhabi. Community activities in sharing their experiences through social media are Electronic Word of Mouth (e-WOM) activities. E-WOM activities usually use social media such as Instagram, Facebook, Path, Twitter, etc. Keywords: Marketing, Wisata Halal, E-WOM

Klaus G. Melchers, Nicolas Roulin, Anne-Kathrin Buehl

Since faking is a common phenomenon in personnel selection (Donovan, Dwight, & Hurtz, 2003) there is a long history of research on faking in personality tests (e.g., Birkeland, Manson, Kisamore, Brannick, & Smith, 2006; Viswesvaran & Ones, 1999). Furthermore, the examination of impression management tactics that are used by job applicants in employment interviews is not new (e.g., Gilmore & Ferris, 1989; Stevens & Kristof, 1995). However, it is only in the last decade that we have observed a growing interest in the examination of applicant faking in employment interviews (Bourdage, Roulin, & Levashina, 2017). The long reluctance of prior research to investigate interview faking might seem surprising given its practical implications. Indeed, the vast majority of applicants use faking tactics in interviews but applicants also vary in the extent to which they engage in faking (e.g., Levashina & Campion, 2007). As such, faking can potentially change their rank order, impact who gets hired, and thus represent a possible threat to the criterion-related validity of interviews. The turnaround point concerning interview faking research is probably the publication of Levashina and Campion's (2006) theoretical model of applicant faking in interviews and of their subsequent scale to measure faking in interviews (Levashina & Campion, 2007). Over a decade later, we believe that enough theoretical and empirical work has been accumulated over recent years to warrant a first review. This review makes a number of important contributions to the literature. First, we identify issues for which sufficient data are available and consensus has been reached. Second, we identify relevant limitations of previous research as well as important but still unanswered questions for which more research is needed. Third, we discuss possible reasons for diverging findings in certain areas and describe the necessary research to gain insights into the reasons for these findings. Fourth, we provide suggestions for future theoretical Received: 21 August 2019 | Revised: 18 December 2019 | Accepted: 12 January 2020 DOI: 10.1111/ijsa.12280

Samuel Chikwariro, Mark Bussin, Roslyn De Braine

Orientation: The study is a response from the complaints arising from the performance deficiencies of Harare City Council (HCC) employees. This brought into focus the need to reframe the performance management (PM) practises to match or exceed the stakeholder expectations. Research purpose: The study sought to understand factors that could improve employee performance at HCC in line with the requirements of the performance tool. Motivation for the study: The study’s findings may assist the management at HCC to improve manpower utilisation towards the achievement of the city’s service delivery objectives. Research approach/design and method: This is a qualitative study that used the interpretivist approach to understand the lived experiences and perceptions of employees towards the PM. Purposive sampling was used to identify 10 participants who were interviewed following a semi-structured questionnaire. Main findings: The study revealed that the implementation of PM is facing hindrances because of factors in both the internal and external environment. Therefore, collective effort is required to overcome the challenges and improve implementation of the PM at HCC. Practical implications: Line managers should explore available reward options to enhance employee motivation, adopt an inclusive approach in addressing the institutionally created barriers to the PM and further attend to other challenges inhibiting employee performance. Contribution/value-add: The discovery of the inadequacies of the PM at HCC provided a new insight of perceptions towards PM at HCC. Therefore, the study was able to recommend practices that support the improvement of the PM implementation.

Sungjoo Choi

Over the past couple of decades the interest in flexible work arrangements has increased. This study conducted a longitudinal analysis of the effects of telework on the reduction of employee voluntary turnover. The agency-level data extracted from Office of Personnel Management’s congressional reports and central personnel data files were analyzed. The results show that agencies with more teleworkers reported less voluntary turnover. Agencies that are more supportive of employees’ teleworking also reported lower voluntary turnover. Organizational characteristics including average pay and length of service, and the proportions of different occupational categories, full-time employment, and women also turned out to have significant effects on voluntary turnover of employees.

Alexander Bolton, John M. de Figueiredo, D. Lewis

A defining feature of public sector employment is the regular change in elected leadership. Yet, we know little about how elections influence public sector careers. We describe how elections alter policy outputs and disrupt the influence of civil servants over agency decisions. These changes shape the career choices of employees motivated by policy, influence, and wages. Using new Office of Personnel Management data on the careers of millions of federal employees between 1988 and 2011, we evaluate how elections influence employee turnover decisions. We find that presidential elections increase departure rates of career senior employees, particularly in agencies with divergent views relative to the new president and at the start of presidential terms. We also find suggestive evidence that vacancies in high-level positions after elections may induce lower-level executives to stay longer in hopes of advancing. We conclude with implications of our findings for public policy, presidential politics, and public management.

Alex Radermacher, G. Walia, D. Knudson

Kezell Klinck, Sonia Swanepoel

Orientation: The article investigated factors from several perspectives using human resources-related issues of governance, legislation, regulation, organisation, administration and communication, workplace sociology variables pertaining to social and psychological relationships and several other factors that have an impact on the complex matrix of determinants for performance improvement in the public service. Research purpose: This article explored the human factors linked to the performance management (PM) processes and its impact on the effectiveness of service delivery in the North West provincial administration (NWPA). The article isolated the strengths and weaknesses of the system of performance assessment from the human relations perspective, technical usage, the structural–organisational and the strategic perspectives, uniformity, legislative compliance and other possibilities envisaged and emerging. Motivation for the study: The study would deliver a successful and carefully crafted PM model that could be used to remedy the current performance situation through improved and effective communication channels, as well as ongoing feedback, leading to a more productive and motivated workforce. This would ultimately yield improved service delivery for the citizens of the North West Province. Research approach/design and method: To answer the main research questions, sub-questions and objectives of this study, several participants (permanent employees and managers) found in the departments within the NWPA had to respond to diverse instruments of inquiry (questionnaires, interview schedules, expert, operational, strategic and grass-roots opinion, etc.). The study took a sequential mixed-methods approach where interpretivist (qualitative) and positivist (quantitative) approaches were applied as the philosophy and descriptive statistics were used. Main findings: The main findings highlighted all the human factors that mitigated against performance improvement in the NWPA. From the evidence gathered, some departments exhibited problematic manager–subordinate relationships, lack of training, no proper feedback, low staff morale leading to low job satisfaction, lack of leadership as well as broken channels of communication. Practical/managerial implications: The findings revealed that it is important for the NWPA management to undertake the necessary efforts in order to adapt a new strategy and comprehensive model for improved performance, which would ultimately lead towards efficient and effective service delivery in the North West Province. Contribution/value-add: This paper explores the salient human factors to be taken into consideration during performance management in the North West Provincial Administration.

Chantelle Solomon, Salome van Coller-Peter

Orientation: Coaching has the potential to align the expectations between young millennial professionals and their organisations as coaching in a business context should result in mutually beneficial outcomes valued by both the coachee and the organisation. Research purpose: The research reported in this article explored how coaching contributes to the alignment of the psychological contract between an organisation and the young millennial professional. Motivation for the study: The work-related preferences and expectations of millennials can result in misalignment in the psychological contract between organisations and young millennial professionals, negatively affecting their level of engagement; performance and tenure. There is a paucity of research into building psychological contract mutuality and the coaching of millennials. Research approach/design and method: A phenomenological approach within a qualitative research design was followed. This included semi-structured interviews with seven young millennial professionals who had been coached and email interviews with five coaches who had coached young millennial professionals. Main findings: Coaching can enhance the psychological contract between young millennial professionals and their organisations, particularly with regard to career development. Alignment in expectations regarding career development may result in improved performance; enhanced affective commitment and lower turnover. Practical/managerial implications: Coaching is a viable strategy for organisations to engage and retain their young millennial professionals by cultivating psychological contract alignment in the employer-employee relationship. Contribution/value-add: This research supplements the limited body of knowledge on building psychological contract mutuality and coaching efficacy for young millennials.

Chaoqun Niu

T. Ersoz, Filiz Ersoz, Deniz Merdin

Abstract Widespread usage of the internet and computers have facilitated a number of human resource management activities such as compensation management, performance management, vocational training and other personnel management affairs across various enterprises. It is known that the employment of a qualified labour force becomes increasingly difficult due to increasing competition conditions. Therefore, it is important to ensure that the right person is recruited for the enterprise and that he/she is attached to his/her employer. Thanks to information technologies, the recruitment process can be implemented more quickly and effectively. The present study aims at determining whether the employer-employee has a sense of trust; whether employee’s performance, disciplinary action, reporting status and significant inconvenience status are taken into account by an enterprise in the iron and steel industry. Logistic regression method is used as an analysis method. The effects of the demographic variables on the dependent variables are also determined. Considering the results obtained, it is observed that the loyalty of the employees to the employer is not very strong, but at the level of improvement, the employees do not consider working at the company for many years.