Hasil untuk "Personnel management. Employment management"

Les auteurs examinent la façon dont plusieurs dimensions de la diversité des équipes et plusieurs de leurs caractéristiques influent sur leurs performances. Ils font appel à une régression par étapes, qu’ils appliquent à 911 équipes de vente travaillant pour une multinationale présente dans 39 pays et territoires. Ils montrent que la diversité des nationalités et des langues maternelles parlées, la taille de l’équipe et l’expérience du chef d’équipe à un poste d’encadrement ont un impact significatif sur les performances. L’étude révèle également les implications plus larges de l’inclusion de variables relatives à la diversité dans l’analyse des performances.

Juan Camilo Puentes

Candace Thomas, Benjamin H. Olivier

Orientation: Employee engagement (EE) has been identified as a key aspect driving employee and organisational performance outcomes. Personality traits could assist in predicting levels of EE, while the moderating effect of age and gender could assist in determining whether these two biographical groups should be managed differently. However, overemphasis on these biographical distinctions could undermine an organisation’s commitment to diversity, equity and inclusion (DEI) by reinforcing stereotypes or fostering inequitable practices. Research purpose: The purpose was to determine the moderation effect of age and gender on the relationship between personality traits and EE. Motivation for the study: Understanding the moderation effect of age and gender on the relationship between personality traits and EE could provide a deeper understanding of whether employees with different personality traits possess different levels of engagement given their age and gender. Research approach/design and method: Data obtained from a random sample of 124 employees in a financial organisation were subjected to multiple regression moderation analyses to determine whether age and gender moderated the relationship between personality traits and EE. Additional biographic variables measured were not controlled during the regression analyses. Main findings: The results of the study found that age and gender did not moderate the relationship between personality traits and EE. Practical/managerial implications: The use of the Occupational Personality Questionnaire (OPQ32r) to measure personality traits to determine their relationship with EE should be done with caution. Age and gender play no role in determining whether employees with different personality traits will possess different levels of EE. Contribution/value-add: This study contributed to existing knowledge about the use of personality traits for determining employees’ level of EE and the role of age and gender in this relationship.

Peter Preglej

Robert M. Yawson, Vance Johnson Lewis

Bridget Tshabalala, Mark H.R. Bussin

Orientation: The outbreak of the coronavirus disease 2019 (COVID-19) pandemic has pushed companies to reconsider and change how they operate. This article explores how leaders maintain inclusive leadership in a virtual work environment, which promotes employee well-being and inclusivity. Research purpose: There is minimal literature on how the COVID-19 pandemic has affected workplaces in how they operate. This study aims to explore how leaders maintain inclusive leadership in this new virtual work environment. Motivation for the study: The effectiveness of a leader is enabled by their ability to influence their followers. The virtual work setup necessitates leaders to ensure the contribution of employees, and this can be achieved by an inclusive leader. Research approach/design and method: A qualitative exploratory research method was followed. An inductive thematic analysis was conducted from semi-structured interviews. Fourteen middle- to senior-level managers from various financial institutions, insurance companies and government entities were interviewed. Main findings: There is still a lack of trust by leaders, as they do not give staff freedom to fully make the decisions. Leaders are not adequately trained to adapt to managing virtual teams. Practical/managerial implications: Leaders are expected to be the driving force of inclusive leadership, thereby contributing positively to employee well-being. Organisations need to fully equip managers by providing continuous training and development. Contribution/value-add: Inclusion is a capability needed for leaders as they are expected to motivate employees in any organisation. Employees who feel included will positively contribute to the organisation, resulting in the organisation achieving their objectives.

Eric Hanada, Giles B. Sioen, Riki Honda

The Tourism Area Life Cycle shaped tourism research for decades, but its concepts Product Life Cycle and Carrying Capacity remain problematic. We apply a Path Dependence frame under an Urban Growth Machine Theory lens to explore the effects of growth pressure and resource undersupply on the decline and rejuvenation of Japan’s former premier hot spring resort Atami. We conduct structured data collection utilizing sampling and coding methods to collect quantitative and qualitative data from primary and secondary sources, reconstructing Atami’s development paths. Findings suggest that growth pressure conflicted with local supply such as land, water, labor and created negative externalities, most notably high prices. Decision makers’ uncompromising focus on growth aggravated displacement of key actors, disrupting local communities and undermining the human agency needed for small-scale product innovation; empowered associations obstructing promotion and diversification efforts; encouraged extreme specialization depriving Atami of new independent businesses; and drove local opposition to major new projects, thereby stalling product renewal. The framework helped recontextualize Atami’s recovery and demonstrated the value of directly incorporating factors of capacity into analysis. Results link displacement to long-term sustainability risks affecting ‘replaceable’ resorts reliant on innovation. Unencumbered access to local resources for residents (housing, training) is proposed as mitigation.

Muhammad Husnain, Syeda Nitashah Anwer, Shahjahan Sarfraz Raja

The aim of the present study is to examine the effect of the events related to the “Panama leaks” on the stock market in Pakistan. For this purpose, we have analyzed a total of 24 events related to the “Panama leaks” in Pakistan. These events are further divided into three broad categories i.e. 8 events are related to the news/statements by the opposition parties, 8 events are related to news/statements by Sharif’s family/sitting governments, and 8 events are related to the news/statements by the Apex court in Pakistan. The analyzed period begins on the 1st of March 2015 and has lasted until the 30th of July 2018. This research applies the event study methodology, and overall findings show that “Panama leaks-related news has a significant impact on stock returns in Pakistan. What is more, all the news related to the Apex court in the Panama leaks show a significant positive impact on stock returns. This study provides a guideline to investors, regulators, policymakers, and other stakeholders by proving that all the news related to the “Panama leaks” have a significant impact on stock returns in Pakistan. Future researchers can extend this study by analyzing the impact of the “Panama leaks” on stock returns in all the countries to which the “Panama leaks” are connected.

Chun-Tien Hu

In recent years, China's small and medium-sized private enterprises have developed rapidly, providing more employment opportunities for people, but the phenomenon of personnel leaving small and medium-sized private enterprises in China is becoming more and more serious, and personnel leaving will increase the replacement cost of enterprise human resources, destroy the cohesion of the enterprise, and affect the development strategy of the enterprise, the problem of personnel leaving has become a big problem for small and medium-sized private enterprises in China. Excessive staff departures reflect the poor human resource management of small and medium-sized private enterprises in China, which can make enterprises pay high human costs. In this paper, we analyze the reasons for the separation of small and medium-sized private enterprises in China, and propose corresponding measures to solve the problem, hoping that small and medium-sized private enterprises in China will pay attention to the problem of personnel separation, and the phenomenon of excessive personnel separation can be improved.

rahma ayu agustiyana

Abstract. This research studied the causative link between working capital management (WCM) and return on assets (ROA) in consumer goods companies listed on The Indonesian Stock Exchange. Days Sales of Inventory (DSI), Days Sales Outstanding (DSO), Days Payable Outstanding (DPO) and Cash Conversion Cycle (CCC) were used as WCM metrics. The study was based on micro-data for 39 consumer goods companies with period from 2015 – 2019. By using multiple regression and correlations analysis, the study shows that extending DSO and DPO had a profitable impact on ROA and extending the DSI and CCC had an adverse impact on ROA in consumer goods companies.   Keywords : consumer goods industry, profitability, working capital management

Julie Jie Wen, Qingqing Lin, Kaixin Wangzhou

The current research attempts to understand how gender relationship, livelihood, social structure, and identity evolve within tourism development. Data were collected on the sites from participant observations, in-depth interviews, and focus groups over the course of 12 research field trips from 1995 to 2019. This research provides evidence that family-based, small tourism business appears to survive well in volatile times. When family members establish their own network as equal decision makers, they tend to work together in tourism and help each other, leading to gender equality and interdependence in the relationship. They were also found to have expanded into other income streams and contributed to the career advancement of other members in the family or even the wider community. Gender gaps appear to be reduced, with ethnic woman often conducting better business than their male counterparts. Additionally, ethnic women have the opportunity to explore the potentials of their own capacity. They come into contact with the outside world and gain better social capital, along with expanding choices, and social recognition. They work hard as the hostess with dedication, warm heartedness, and local knowledge, winning respect and trust from the tourists. When ethnic women make an income directly from tourism, no matter how small it is, they have made a great step away from the previous patriarchal dominance. Tourism provides more choices for life with gender equality.

Itri Atay, Òscar Saladié

Climate change, unsustainable water use by the tourism sector, and short-term-based decisions by policymakers create additional stress on limited water resources in arid and semi-arid tourism destinations. Non-conventional water resources are playing an important role in making additional water available for these destinations, and the use of desalination plants has gradually increased. However, they can create additional externalities on the environment that can compromise the sustainability of the tourist destination. The decisions of key stakeholders and cooperation among them hold vital importance for the sustainability of tourism and the availability of water resources. Mykonos Island (Greece) is a globally recognized tourist destination in the Eastern Mediterranean Sea. The island has suffered significant water-scarcity problems in recent years, in particular during the peak tourist season, and desalination plants are being built to reduce stress on the water supply. The first objective of this work was to analyze the perceptions of hospitality stakeholders regarding water shortages and climate change in Mykonos. A second objective was to assess whether the same hospitality stakeholders feel that desalination plants are the solution to water scarcity in island-tourism destinations such as Mykonos. The results show that (i) hospitality stakeholders have significant awareness regarding water-scarcity problems and the impacts of climate change on tourism activity, (ii) they do not view desalination plants as the only solution to water scarcity, and (iii) they perceive a significant lack of coordination among actors who participate in the decision-making process. These results provide clues regarding the importance of awareness, coordination, and cooperation of each actor involved in the decision-making process and can be of interest to policymakers and public authorities in tourism destinations facing water-scarcity problems.

P. S. Nethravathi, Sreeramana Aithal, J. Babu et al.

Background/Purpose: Human sources are those who make the group of workers of a company. It's also recognized via manpower, skills, labour, employees etc. Human Resource department of a business enterprise performs human useful resource control. It entails various elements of the employment consisting of compliance with labour regulation and employment standards, management of worker benefits, and various other sports related to recruitment and choice of the employee. Worker retention is regarding the efforts with the aid of which employers try and retain the personnel in their team of workers. Retention turns into the strategies in place of the final results. Preserving the worker for long duration of time is known as retention. Retention strategies of the organization need to have the capacity to attract and hold their staff. Organizational effectiveness refers to a company's ability to achieve the goals it sets out to achieve. It's far the performance of the organization, group or an organization to fulfill its goal. Six Sigma is a methodology that makes a specialty of improving the overall efficiency of a business process. Objective: This work is carried out at Dinesh Foods, Kannur. Dinesh foods are a subsidiary unit of Kerala Dinesh Beedi Workers Co-op Society. The objective of this study is to observe and to recognize how worker retention facilitates in growing the organizational effectiveness of Dinesh Foods. It additionally assists to investigate diverse retention techniques followed and also the employee turnover within the unit. This work investigates the worker retention is a device for increasing the organizational effectiveness. Design/Methodology/Approach: For the purpose of study the data was collected through primary and secondary source. Questionnaire was distributed among the workers for collecting necessary data for the study, financial statement of the company to study about the financial stability of the organisation and annual report of the company. Findings/Results: This research is done to find out whether the employee retention in the organisation helps in improving the organisational effectiveness. Varies conditions applied for the hypothesis and it can be proved that the employee retention is a tool for increasing the organisational effectiveness. Based on the analysis, findings and suggestions Dinesh Foods, Kannur can give more concentration towards retaining the employees in the organisation as it is important in any organization. Conclusion: This study focusses on whether employee retention is a tool for improving the organisational effectiveness. It is found that the employee retention is a tool for improving organisational effectiveness and employee retention helps in increasing the productivity. Paper Type: Case study-based Research Analysis

Ryan Michael Flores Oducado, H. C. Montaño

Background: Several studies have demonstrated the significance of assertiveness in the nursing profession. However, there is a lacuna in the literature regarding the level of workplace assertiveness of Filipino nurses.Purpose: This study determined the workplace assertiveness towards nursing colleagues, nursing management personnel, medical doctors, and other members of the health team among hospital staff nurses.Methods: The data in this cross-sectional study were collected from randomly selected staff nurses (n=223) involving two tertiary hospitals in the Philippines using the Workplace Assertive Behavior Questionnaire. Descriptive statistics and tests for differences were used to analyze the data.Results: Results showed that staff nurses had moderate workplace assertiveness. They were less assertive towards the nursing management personnel, and were less likely to provide constructive criticisms and say no to requests. Assertiveness significantly varied based on employment status (p=.001), age (p=.046), years of nursing work experience (p=.037), and years in the present organization (p=.022). A sense of responsibility to patients was the main facilitator while reprimand and fear of repercussions from the nursing management personnel were the major barriers to assertive behaviors.Conclusion: Personal and work environmental factors can inhibit or support assertiveness. This study highlighted some gaps in Filipino staff nurses’ assertiveness at work. Nursing management plays a pivotal role in nurses’ assertiveness. Efforts should be made to address the barriers and improve the assertiveness of staff nurses.

Оlena Zharikova, Kateryna Cherkesenko

Today the modern world is on the verge of a redistribution of transnational corporations, which compete with each other for new spheres of influence, markets of production and outlet, technology and maximum possible profits. Globalization and internationalization of production and capital, privatization, the creation of world political and economic associations, and the liberalization of trade have placed them at the center of modern economic development. The article reveals the issues of personnel management development in transnational corporations of the world economy. On the basis of the research theoretically and practically grounded theoretical and methodological approach to the organization of activities of transnational corporations in the globalization processes of the economy. The practical significance of ways and forms of organization of activities of transnational corporations in ensuring the development of international production, sales, trade and financial complex with a single decision-making center in the host country with its branches, representative offices and subsidiaries is analyzed. Research shows that transnational corporations have an important function in the development of the modern world economy. They directly affect the economies of recipient countries, accelerate the internationalization of economic life, as well as the scientific and technological process. Attracting foreign direct investment gives a country access to the financial resources of TNCs, as well as facilitates its integration into global economic processes and access to foreign markets. Transnational capital has created a new system of international relations, which has led to the formation of supranational institutions of governance. In addition, TNCs are actively influencing the processes of globalization. This article discusses the risks associated with the personnel of TNCs and the ways of economic and social protection of employees. In recent years, the international labour market has used the social package as a form of remuneration for work, which should be broadly understood as the employer's provision of material benefits in the form of fringe benefits, compensation, privileges and social guarantees. The social package can be implemented with the help of existing legislative mechanisms, such as contractual regulation of collective labour relations, normative regulation of labour in local legal acts of business entities, the written form of the employment contract.

Lebohang Ntlhanngoe, Crispen Chipunza

Orientation: The proliferation of fast-food restaurants in South Africa calls for transformational leadership (TL) to keep the businesses afloat, through the application of competitive strategic human resource (HR) practices. However, there is shortage of evidence on how TL behaviours of owner-managers in this sector are related to their choice of HR strategies. Research purpose: The purpose of the study was, therefore, to determine the relationship between owner-managers’ TL behaviours and HR strategies relevant to small fast-food restaurants in a district in the Free State Province, South Africa. Motivation of the study: Known studies emphasise that HR strategies can be linked to specific TL behaviours for business growth and survival. Nonetheless, no known study has been conducted within the South African context to establish the link between TL and HR strategies, particularly amongst the small fast food restaurants. Design and method: A positivist research paradigm approach to test the relationships between the study variables. Quantitative data were collected through was used a self-administered questionnaire from (n = 102) small fast-food restaurants’ owner-managers following a cross-sectional study design. Descriptive and logistics regression data analyses techniques were used to make meaning out of data. Main findings: The majority dimensions of TL behaviours and HR strategies are related and few not related. Practical/managerial implications: The study offers insights into small fast-food restaurants’ owner-managers’ need to adapt leadership qualities depending on the HR strategy applied. Contribution/value-add: The study adds to the body of knowledge on how TL precepts are applied in different strategic HR management contexts.

Andrii Synakh

Актуальність. Наше століття вносить свої корективи в розуміння процесів, що відбуваються як усередині досліджуваних культурних утворень, так і в орбіті їх взаємодії одне з одним, що особливо актуально в період перехідних і кризових управлінських тенденцій на зламі тисячоліть. Мета і методи. Мета статті – у визначенні загальнолюдської значущості східної і західної культурно-цивілізаційних і державно-управлінських традицій, а також можливості їх органічного синтезування в українську модель суспільного менеджменту. Методологічною основою дослідження стали аналіз, синтез, історичний, діалектичний, абстрактно-логічний і системно-структурний метод із залученням компаративістики. Результати. Дослідження проведено не в традиційному ключі ретроспекції історичних конотацій і парадигм, а насамперед у формі вивчення синергетичної складової надбудовних механізмів, тобто осмислення найбільш значущих метафізичних детермінант, які мають істотний вплив на всі сфери культурної, суспільно-політичної та управлінської діяльності сучасного Заходу і Сходу. Як зразково-передові практики менеджменту задіяні японська та американська моделі. Висновки та обговорення. Незважаючи на консервативність націоналістичних традицій і релігійного укладу, Схід виявився більш гнучким і рухомим у питаннях менеджменту державних та суспільних організацій. Слов’янська культура на світоглядному рівні увібрала в себе разом із кордоцентризмом, екзистенційністю та інтровертністю Сходу раціоналізм, прагматизм і персоналізм Заходу. Як наукову новизну запропоновано синтез індивідуалістичної американської й колективістської японської моделей управління, а також їх подальшу інтеграцію в українські адміністративні та соціально-психологічні матриці управління персоналом. Практичне значення роботи полягає в можливості застосування цих розробок у діяльності суб’єктів господарської та соціокультурної сфери

Jaclyn S. Piatak

The United States saw mass layoffs and unemployment during the Great Recession, where jobs have been slow to recover especially in the government sector. Research on cutback management became widespread in the late 1970s into the 1980s and several researchers have called for attention to be reignited to determine what lessons can be applied to the Great Recession and beyond. However, little attention is paid to the influence of cutbacks on employees. How do layoffs impact public personnel? Using nationally representative employment data, this study examines sector differences in job loss, advance notice, job mobility, and sector switching. In addition to distinctions across job sectors, differences within the government sector across federal, state, and local employees are explored. Findings raise several questions for research and practice regarding the ability to recover staff in a timely manner, the diversity of the organization, and the capacity to cope with future crises.

R. Khare, F. Rodrigues