Hasil untuk "Personnel management. Employment management"

Gal Engelberg, Konstantin Koutsyi, Leon Goldberg et al.

Identity Security Posture Management (ISPM) is a core challenge for modern enterprises operating across cloud and SaaS environments. Answering basic ISPM visibility questions, such as understanding identity inventory and configuration hygiene, requires interpreting complex identity data, motivating growing interest in agentic AI systems. Despite this interest, there is currently no standardized way to evaluate how well such systems perform ISPM visibility tasks on real enterprise data. We introduce the Sola Visibility ISPM Benchmark, the first benchmark designed to evaluate agentic AI systems on foundational ISPM visibility tasks using a live, production-grade identity environment spanning AWS, Okta, and Google Workspace. The benchmark focuses on identity inventory and hygiene questions and is accompanied by the Sola AI Agent, a tool-using agent that translates natural-language queries into executable data exploration steps and produces verifiable, evidence-backed answers. Across 77 benchmark questions, the agent achieves strong overall performance, with an expert accuracy of 0.84 and a strict success rate of 0.77. Performance is highest on AWS hygiene tasks, where expert accuracy reaches 0.94, while results on Google Workspace and Okta hygiene tasks are more moderate, yet competitive. Overall, this work provides a practical and reproducible benchmark for evaluating agentic AI systems in identity security and establishes a foundation for future ISPM benchmarks covering more advanced identity analysis and governance tasks.

Pu Tingqian, Zulkafli Abdul Hadi

Background: In the contemporary business environment, corporate research and development (R&D) expenditure is pivotal for fostering technological innovation and advancing technological progress. While much research has focused on the influence of boards of directors on corporate innovation, the role of foreign directors in shaping corporate R&D expenditure, particularly in developing countries, remains underexplored. Purpose: The aim of this paper is to investigate the pivotal role of foreign directors in corporate R&D expenditure within Chinese listed manufacturing firms. It also provides micro-level evidence of the economic consequences of foreign directors, considering heterogeneity across property rights, industry, regional dimensions, and board positions. Study design/methodology/approach: This study utilizes the largest and most detailed dataset of Chinese listed manufacturing firms in the CSMAR database, offering comprehensive proxy variables. The sample encompasses 18,273 observations from 2008 to 2021. Multivariate regression models, employing static two-way fixed effects models with clustered robust standard errors and dynamic generalized method of moment (GMM) models, were established to investigate the relationship between foreign directors and corporate R&D expenditure. Sensitivity tests involve the substitution of dependent and core explanatory variables. Moreover, heterogeneity test and situational analysis are conducted. Findings/conclusions: The results confirmed a significant augmentation in corporate R&D expenditure attributable to foreign directors. Heterogeneity analysis reveals that the positive impact of foreign directors on R&D expenditure is more pronounced in private-owned enterprises, high-tech industries, and economically developed regions of China. Situational analysis further confirms that foreign independent directors are the main driving force behind this effect. Limitations/future research: This research is confined to a single-country and single-industry sample, without a comprehensive consideration of the individual traits of foreign directors. Future research avenues could involve cross-national comparisons and a more nuanced categorization of foreign directors.

Sukanya Wareebor, Chompoonut Suttikun, Patcharaporn Mahasuweerachai

Tourist behavior is evolving rapidly, and local restaurants must develop strategies to capture the attention of these changing tourists. This study, conducted in Thailand, investigates the relationships between perceived authenticity, consumer self-expansion, tourists’ preference for local restaurants, positive word-of-mouth (WOM), and intention to visit local eateries. It also examines whether self-expansion mediates the relationship between perceived authenticity and restaurant preference. Data were collected from 497 tourists through self-administered questionnaires distributed on-site and analyzed using structural equation modeling (SEM). The results show that perceived authenticity has a significant positive effect on consumer self-expansion (β = 0.902), which, in turn, strongly predicts preference for local restaurants (β = 0.870). Preference also significantly influences both positive WOM (β = 0.976) and visit intention (β = 0.949). Notably, perceived authenticity does not directly affect restaurant preference, indicating a partial mediation effect through self-expansion. These findings highlight the critical role of self-expansion in enhancing the influence of perceived authenticity on tourist behavior, offering practical insights for hospitality marketers aiming to promote local dining experiences.

Mpho B. Nelwamondo, Gavin Price

Orientation: This study explored the influence of Ubuntu leadership on employee engagement in South Africa’s mining industry, with a focus on the moderating role of safety culture. Research purpose: The purpose was to examine whether Ubuntu leadership significantly predicts employee engagement and whether safety culture strengthens this relationship. Motivation for the study: The mining sector faces persistent challenges such as hazardous working conditions and disengagement. Addressing these issues requires leadership models that are both effective and culturally relevant. Research approach/design and method: A descriptive, cross-sectional quantitative design was employed. Data were collected from 351 mining employees using the Ubuntu Leadership Scale (ULS), Utrecht Work Engagement Scale (UWES) and a custom-developed safety culture scale. Statistical analysis included correlation and moderated regression. Main findings: Ubuntu leadership was positively associated with employee engagement (r = 0.633, p  0.001), and the interaction term with safety culture was statistically significant (B = 0.187, p = 0.003), confirming a moderating effect. The model explained 40.6% of the variance in engagement. Practical/managerial implications: Integrating Ubuntu leadership with a strong safety culture can enhance employee engagement, and improve safety compliance. Contribution/value-add: This study contributes to the understanding of culturally grounded leadership in high-risk industries and highlights the synergistic role of safety culture in enhancing leadership effectiveness.

Fahimeh Tavafi, Xavier Delclòs-Alió, Aaron Gutiérrez

Cruise ship tourism in port cities, while offering opportunities, has brought its own challenges, including overcrowding, disruption to local community mobility, and growing resident concerns, which recently escalated to anti-tourism activities. This article aims to understand the mobility patterns, transportation preferences, and spatial behaviors of cruise ship passengers within the City of Barcelona (Spain). The study is based on a survey conducted with cruise ship tourists visiting the city (n = 793). The key findings reveal the concentration of tourist activity in the old part of the city, and the similarity in spatial behaviors within the city, while the primary mode of exploration is walking, supported by motorized modes of transfer to access distant attractions. Socio-demographic factors and visit characteristics, such as age, group composition, and expenditure levels, are associated with mobility and spatial behavior. This article adds new evidence on the mobility patterns and spatial behaviors of cruise ship tourists visiting a major tourist city. With better knowledge of where cruise ship passengers concentrate, what activity patterns they show, and their preferred modes of transport, policymakers can manage more effectively the influx during peak times and in high-density areas. Strategies to distribute visitors more evenly across the city could be devised to alleviate pressure on heavily frequented zones.

Pankaj K Agarwal, H K Pradhan, Konark Saxena

This study examines active liquidity management by Indian open-ended equity mutual funds. We find that fund managers respond to inflows by increasing cash holdings, which are later used to purchase less-liquid stocks at favourable valuations. Funds with less liquid portfolios tend to maintain larger cash reserves to manage flows. Funds that make active liquidity choices yield statistically and economically significant gross and net returns. The performance differences between funds with varying activeness in altering liquidity highlight the importance of active liquidity management in markets with substantial cross-sectional liquidity differences such as India.

Ami Purnamawati, Yuanita Indriani, Lely Savitri Dewi

Transnsforming cooperative values by education institutions in Indonesia would encourage their graduates become the agents of exchange of social and economic lives. Qualitatively cooperative development is still beyond expectation therefore some youths have  negative  cooperative image.  The research purpose was to gain the impacts of cooperative education applying  phenomenology method and   the informants were alumni of Indonesia Institute of Cooperative Management. The results show that their involvement in cooperative due to its uniqueness, an ideal system, and benefits for members and communities.   As a life catalist, cooperative enables people to gain economic benefits, develop thinking paradigm and personality, broader networkings as well.  Nevertheless cooperative image is still perceived negatively such as  unprosfessional management, single business unit, profit oriented, Syariah contra, and political issues. Some efforts are rebranding cooperative by changing mindset through education and training of cooperative and entrepreneurship, implementing cooperative values and principles, involving youth; hiring professional manager, encouraging members in investment, activating stakeholders; and publishing positive information.

José Ramón Repullo Labrador, José Manuel Freire Campo

Resumen: En España, el modelo retributivo para el personal estatutario es complejo, heterogéneo y orientado más a compensar funciones y actividades complementarias que a recompensar el buen desempeño mostrado en las tareas específicas del puesto de trabajo. Las diversas tentativas de incorporar complementos incentivadores han sido desnaturalizadas ante una cultura igualitarista de la función pública y una débil gobernanza sistémica. Los atractores externos (v.g. actividad privada) para los profesionales sanitarios están siendo importantes y neutralizan muchos incentivos intramurales. Hay pocas expectativas de cambios relevantes o estructurales, ya que los principales agentes implicados no apuestan por trasformaciones; sin embargo, algunos factores del entorno pueden propiciar mejoras incrementales en los sistemas de contratación, en la información disponible para mejorar la fijación comparativa de objetivos y en la creación de espacios de buena gobernanza y gestión clínica. El escenario económico, crecientemente preocupado por las tendencias inflacionarias y los riesgos de sostenibilidad, así como la trasformación digital, pueden tener un efecto dinamizador de algunas reformas en la gobernanza y la gestión. Abstract: In Spain, the compensation model for statutory health personnel is complex, heterogeneous, and more oriented to rewarding complementary functions and activities, than to paying for the actual performance in the position of employee. The various attempts to incorporate incentives have been distorted by a civil service egalitarianist culture, and weak systemic governance. External attractors (private practice, etc.) for healthcare professionals are becoming more important and neutralize many intramural incentives. There are few prospects of relevant or general changes, since the main actors involved are reforms-averse; but some environmental factors can lead to incremental improvements in employment contracts, in the information available to improve benchmarking, and in the creation of islands of good clinical governance and management. The economic scenario, increasingly concerned about inflationary trends and sustainability risks, may have a revitalizing effect of some governance and management reforms.

Xcy M. Rathaba, Matsidiso N. Naong

Orientation: Retaining staff remains a daunting task for organisations, more so for millennials. They are significantly less satisfied in their jobs and are more likely to have perceptions that may negatively impact job satisfaction, commitment, engagement and turnover intentions (TIs). Research purpose: The aim of this study is twofold: firstly, it explores the effect of human capital development (HCD) on staff retention, and secondly, it examines the intervening function of job satisfaction, commitment and loyalty on the correlation between HCD and staff retention. Motivation for the study: Human capital development culture is related to a myriad of organisational behaviours impacting TIs. Research approach/design and method: A quantitative and cross-sectional research approach was adopted, employing an online survey with 210 respondents. SMART PLS 4 was used for analysis while structural equation modelling (SEM) was employed to gauge the structural correlations between the factors. Main findings: Firstly, structural equation modelling results revealed that HCD has a positive but small as well as non-significant impact on staff retention. Secondly, the mediation inquiry revealed that job satisfaction and commitment intervene in the correlation between HCD and staff retention or TI, except for loyalty. Practical/managerial implications: The pursuit of an HCD culture aligned to organisational goals is a necessary remedy to not only advance sustainable efficiencies and success but also enhance staff retention. Contribution/value-add: This empirical research evidence provides a much broader perspective on the role of HCD on the nexus between multiple organisational behaviours related to TIs. Entrenching HCD culture in HR policies and practices could result in desired organisational outcomes.

Ashley C. Jacobs, Nelesh Dhanpat, Neo Mamathuba

Orientation: The coronavirus disease 2019 (COVID-19) pandemic disrupted workplaces worldwide, prompting a re-evaluation of the meaning and significance of work, particularly among women who were uniquely impacted by the crisis. Research purpose: This study aimed to understand the meaning that South African women attributed to their work during the pandemic. Additionally, the research aligned with the Sustainable Development Goals (SDGs 3, 5 and 8), contributing to efforts to improve well-being, promote gender equality and ensure decent work. Motivation for the study: Understanding how the pandemic altered women’s perceptions and experiences of work can provide valuable insights for human resource professionals, helping to create more inclusive and supportive work environments. Research approach/design and method: A generic qualitative approach was employed, involving 10 semi-structured interviews with South African women who were formally employed both before and during the pandemic. Thematic analysis was used to interpret the data collected. Main findings: The study revealed that women had individual motivations for their chosen work, with the meaning of work varying among participants. Factors such as organisational and personal challenges, as well as the support received, significantly shaped these meanings. Practical/managerial implications: Organisations need to consider the unique challenges and support needs of women in the workplace, especially in the context of recovery from the pandemic. Contribution/value-add: The study enriches the body of literature on the meaning of work, particularly focussing on South African women during the COVID-19 pandemic, and informs organisational practices that can better support employees during crises and beyond.

Jinyang Li

In this research paper, we investigate into a paper named "A Deep Reinforcement Learning Framework for the Financial Portfolio Management Problem" [arXiv:1706.10059]. It is a portfolio management problem which is solved by deep learning techniques. The original paper proposes a financial-model-free reinforcement learning framework, which consists of the Ensemble of Identical Independent Evaluators (EIIE) topology, a Portfolio-Vector Memory (PVM), an Online Stochastic Batch Learning (OSBL) scheme, and a fully exploiting and explicit reward function. Three different instants are used to realize this framework, namely a Convolutional Neural Network (CNN), a basic Recurrent Neural Network (RNN), and a Long Short-Term Memory (LSTM). The performance is then examined by comparing to a number of recently reviewed or published portfolio-selection strategies. We have successfully replicated their implementations and evaluations. Besides, we further apply this framework in the stock market, instead of the cryptocurrency market that the original paper uses. The experiment in the cryptocurrency market is consistent with the original paper, which achieve superior returns. But it doesn't perform as well when applied in the stock market.

Michele Azzone, Emilio Barucci, Davide Stocco

We investigate the portfolio frontier and risk premia in equilibrium when institutional investors aim to minimize the tracking error variance under an ESG score mandate. If a negative ESG premium is priced in the market, this mandate can reduce portfolio inefficiency when the return over-performance target is limited. In equilibrium, with asset managers endowed with an ESG mandate and mean-variance investors, a negative ESG premium arises. A result that is supported by empirical data. The negative ESG premium is due to the ESG constraint imposed on institutional investors and is not associated with a risk factor.

O. Tomchuk

The article is devoted to the generalization of the changes taking place in the labor market of Ukraine in the conditions of the war based on the analysis of its development trends, as well as the identification of challenges affecting the human resources of the economy. The relevance of the research topic is due to the fact that currently in Ukraine, business needs comprehensive and accessible information about the state and trends of the labor market in order to make sound management decisions in the field of personnel support and develop appropriate measures in response to the challenges experienced by the labor market in the conditions of martial law. The research was conducted using the information base of the State Employment Service, as well as on the basis of processing the results of surveys conducted by sociological groups and consulting companies. The dynamics of the unemployment rate in Ukraine and the load on 1 vacancy were analyzed, special attention was paid to the category of internally displaced persons (IDPs) in the labor market. It was determined that IDPs are a potential source of solving the problem of business staffing in wartime conditions. The trends of the labor market of Ukraine in the conditions of war, which take place from the side of labor supply and demand, are summarized. The challenges of wartime, which the labor market of Ukraine feels most acutely, are defined as follows: settlement of the regional imbalance of the labor force; settlement of the professional and qualification imbalance in the labor market, in particular through the formation (in the updated system of professional education) of jobseekers with the skills required by the economy; promoting the integration of IDPs into the labor market of host communities; investing in the creation of new jobs with decent and inclusive working conditions; stimulation of effective employment of women and youth; spread of new forms of employment and support of self-employment.

Yuliia V. Sotnikova, G. Nazarova, Andriy Churkin et al.

The challenges of the modern world led to changes in business organization, including forms of labor organization. The use of flexible forms has become a modern tool for human resource management in a changing environment. The concept of flexicurity has been used in European countries for a long time. This study employed the methods of bibliographic analysis VosViewer and Google Trends to investigate issues related to flexible employment policies from three primary perspectives: a) institutional (where the state plays a central role in labor market regulation); b) anti-crisis (implies implementing flexible employment policies in response to economic crises and the efforts of employers to reduce personnel costs); and c) corporate (which focuses on employee needs and corporate social responsibility). Furthermore, modern approaches used in developed countries for implementing flexible employment policies under the concept of flexicurity were analyzed and summarized in a matrix. This analysis provides valuable insights for future research in Ukraine, including regulatory and legal provision of non-standard forms of employment such as freelancing, crowdsourcing, and self-employment; the development of strategies to attract non-standard forms of employment those categories of the population that cannot compete on the labor market (people with limited opportunities, young people who are looking for work for the first time, women with children, people of retirement age); the use of flexible forms of employment for a large number of internally displaced persons who have left their homes and refugees, which will reduce the unemployment rate in the country.

Dmytro Kharechko, Oleksandra Niema, O. Khudoba et al.

The article demonstrates the essence of public administration staffing, indicates its role and necessity in modern realities. The priority tasks of personnel policy in the context of the digital transformation of society, and its continuous dynamics, are given. The issues of competence of civil servants of the digital era are considered. The problem of reducing the attractiveness of employment in the bodies of public management in the eyes of a new generation of labor market participants, as well as the challenge of quit rate increase, is analyzed. Within the paradigm of New Public Management, based on the latest trends in human resource management – Agile approach and Talent Marketplaces – the necessity of transforming employee value proposition in the public sector is outlined.

V. Kuzmin, Taisiia Gaivoronska, Tetiana Khitrova et al.

The objective of this study is to identify and quantify the factors that impact professional career development, with the intention of applying this knowledge to personnel management practices. The goal is to enhance motivation, develop effective socio-economic systems, and facilitate individual career projection within specific companies. This article aims to explore the influencing factors on professional career growth and develop a quantitative methodology for assessing these factors. It recognizes that the employment market has undergone significant changes due to new global challenges, necessitating a re-evaluation of existing methods and models. Method: The study employs a sociological survey methodology to collect data and analyze the results. This approach allows for the quantitative confirmation of hypotheses regarding the influencing factors on career growth. Mathematical justification is used to determine the weighting coefficients of these factors and establish a comprehensive assessment of professional career growth. The research successfully develops and validates an integral coefficient that quantitatively describes the impact of priority factors on career development. The findings suggest that the proposed methodology can be implemented in personnel management practices to improve motivation and foster effective socio-economic systems. Additionally, the approach can be used by individuals to plan their own career development within an organization. Implications of the research: The proposed methodology and approaches have broad applicability across different social groups and specialties. They can be utilized to enhance personnel motivation, develop effective socio-economic systems, and facilitate psychological and communication interactions during career development.

Guohui Guan, Zongxia Liang, Yi Xia

This paper investigates the optimal management of an aggregated defined benefit pension plan in a stochastic environment. The interest rate follows the Ornstein-Uhlenbeck model, the benefits follow the geometric Brownian motion while the contribution rate is determined by the spread method of fund amortization. The pension manager invests in the financial market with three assets: cash, bond and stock. Regardless of the initial status of the plan, we suppose that the pension fund may become underfunded or overfunded in the planning horizon. The optimization goal of the manager is to maximize the expected utility in the overfunded region minus the weighted solvency risk in the underfunded region. By introducing an auxiliary process and related equivalent optimization problems and using the martingale method, the optimal wealth process, optimal portfolio and efficient frontier are obtained under four cases (high tolerance towards solvency risk, low tolerance towards solvency risk, a specific lower bound, and high lower bound). Moreover, we also obtain the probabilities that the optimal terminal wealth falls in the overfunded and underfunded regions. At last, we present numerical analyses to illustrate the manager's economic behaviors.

Armin Asaadi, Armita Atrian, Hesam Nik Hoseini et al.

Project managers play a crucial role in the success of projects. The selection of an appropriate project manager is a primary concern for senior managers in firms. Typically, this process involves candidate interviews and assessments of their abilities. There are various criteria for selecting a project manager, and the importance of each criterion depends on the project type, its conditions, and the risks associated with their absence in the chosen candidate. Often, senior managers in engineering companies lack awareness of the significance of these criteria and the potential risks linked to their absence. This research aims to identify these risks in selecting project managers for civil engineering projects, utilizing a combined ANP-FMEA approach. Through a comprehensive literature review, five risk categories have been identified: individual skills, power-related issues, knowledge and expertise, experience, and personality traits. Subsequently, these risks, along with their respective sub-criteria and internal relationships, were analysed using the combined ANP-FMEA technique. The results highlighted that the lack of political influence, absence of construction experience, and deficiency in project management expertise represent the most substantial risks in selecting a project manager. Moreover, upon comparison with the traditional FMEA approach, this study demonstrates the superior ability of the ANP-FMEA model in differentiating risks and pinpointing factors with elevated risk levels.