Hasil untuk "Personnel management. Employment management"

Javad Madani, Bahram Imani, Raoof Mostafazadeh

Hydrotherapy tourism is a significant and long-standing area of interest, with countries worldwide employing innovative strategies to attract tourists. It not only offers desirable benefits but also plays a role in the development of tourist destinations. This research aims to identify critical success factors for tourist attraction in a prominent destination in northwest Iran, particularly in Ardabil Province (Sareyn county). It utilizes a mixed-method approach, employing the Partially Mixed Sequential Dominant Status Design methodology across three phases: qualitative, qualitative, and quantitative. The study employs sequential methods including scoping review, Delphi, and surveys to achieve its objectives. Data collection involved utilizing reputable scientific databases in the initial phase. Subsequently, 15 experts underwent purposeful selection for interviews and three rounds of Delphi surveys in the second phase. In the third phase, data collection was conducted through a questionnaire tool. Initially, approximately 141 relevant studies were identified, narrowed down to 11 primary ones using the scoping review checklist. Then, experts utilized the qualitative Delphi method to confirm and extract effective indices, resulting in 6 components and 50 indices. Finally, 61 experts provided feedback on confirming or rejecting these components and indices in the quantitative survey phase. The quantitative survey highlighted key factors influencing hydrotherapy tourism in Sareyn, such as supportive services, community backing, and smart destination management. Prioritizing healthcare, safety, reputation enhancement, and digital initiatives, like modern infrastructure, specialized apps, and social media engagement, is essential. These elements significantly impact tourist satisfaction and engagement, shaping Sareyn County’s hydrotherapy tourism. Strengthening these factors can boost its appeal, economic contribution, and status as a leading tourist destination in Ardabil Province and beyond.

Jakkawat Laphet, Karun Kidrakarn

This study investigates the psychological mechanisms underlying tourists’ carbon offset behavior in air travel by distinguishing between offset choice (OC) and offset spending (OS). Grounded in the Value–Belief–Norm (VBN) framework, the model integrates Environmental Value and Literacy (EVL), Green Identity and Social Motives (GISM), Trust and Risk Perception (TRP), Personal Norm Activation (PNA), and Perceived Effectiveness (PEF). Data were collected onsite from 500 international and domestic tourists at Suvarnabhumi International Airport, Thailand, between June and July 2025, and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicate that EVL and GISM significantly enhance both PNA and PEF, which in turn exert strong positive effects on OC and OS. PNA emerges as the strongest predictor of both participation and financial commitment, highlighting the central role of moral obligation in motivating carbon offset behavior. While TRP significantly strengthens personal moral norms, its direct effect on Perceived Effectiveness is not significant, suggesting that trust primarily operates through ethical pathways rather than cognitive evaluations of program effectiveness. By distinguishing between participation decisions and spending behavior, this study extends VBN theory to the context of carbon offsets in aviation and demonstrates the mediating roles of moral norms and Perceived Effectiveness in translating environmental values and social identity into compensatory climate action. The findings offer practical implications for airlines and policymakers, emphasizing the importance of moral framing, transparency, and social identity engagement to promote voluntary carbon offset adoption in emerging carbon markets.

Nur Ma'rifah Aini, Ade Tutty R. Rosa, Teti Ratnawulan

This study focuses on the analysis of the Smart Indonesia Card (KIP) policy in junior high schools in Bandung City to understand its effectiveness in promoting educational equality. The purpose of the study was to identify supporting and inhibiting factors for this policy, and to offer solutions for improvement. Using a qualitative method with a descriptive case study approach, data were collected through observation, interviews, and documentation. The results of the study indicate that the KIP distribution mechanism has been running, but socialization and targeting accuracy are still less than optimal. Some students in need do not receive benefits, while students from well-off families do. Supporting factors include ease of access to information, while inhibiting factors include administrative constraints and data synchronization. Recommendations include giving schools more authority in making decisions related to KIP, intensifying supervision, and awareness from the community who are already well-off to stop assistance.

Matthew Miller, Jannatul Rafia-Tracy

This study investigates the influence of experiential programs (EPs) on enhancing consumer experience offerings at luxury resorts. EPs encompass a variety of activities, amenities, and services designed to immerse consumers in the local culture, scenery, and authenticity. The research focuses explicitly on EPs related to fitness, evening entertainment, children’s activities, and personalized experiences. By analyzing data from 30 resorts, significant trends and typologies within each category of EP emerged, highlighting the diverse ways in which resorts meet consumers’ desires for immersive and status-enhancing experiences. Valuable insights were gained through semi-structured interviews with two hoteliers, providing a deeper understanding of the strategic integration of EPs. Fitness EPs highlight activities, including hiking and yoga, whereas evening entertainment encompasses experiences like mixology, music, and astronomy education. For children, EPs prioritize cultural immersion through hands-on experiences, while personalized EPs—including romance packages and private dining—allow for consumer exclusivity. The research underscores how these EPs align with contemporary trends in conspicuous consumption, where luxury resorts leverage unique, high-quality, and culturally rich experiences to reinforce affluence and societal standing. The findings emphasize that EPs are a vital strategy for luxury resorts to differentiate themselves in a competitive market, enhancing consumer satisfaction, loyalty, and positive self-image.

Tatenda Mauswa, Nhamo Mashavira, Crispen Chipunza et al.

Orientation: The need to investigate the moderating role of decent work on the relationship between job engagement (JE) and turnover intention (TI) has arisen from the economic challenges that have resulted in high employee turnover in the banking sector. Research purpose: The study aims to understand how the relationship between JE and TIs can be explained by the moderating effect of decent work. Motivation for the study: Studies on the moderating role of decent work on the relationship between JE and TIs are scarce in the financial sectors. Research approach/design and method: A purely quantitative approach was employed with 200 employees sampled from selected commercial banks in Masvingo Province, Zimbabwe. A survey research design was used, and Structural Equation Modelling (SEM) as the data analytical tool. Main findings: A negative correlation between JE and TI was found, implying that when JE is high, TIs are low. The sub-dimensions of decent work, that is, social dialogue; social protection; employment creation and rights at work were found to significantly moderate the relationship between JE and TI. Practical/managerial implications: Employees value social dialogue, their rights at work, and the growth of the organisation. The rate at which banks hire new recruits ensures job security for current employees. Commercial banks should provide social services, for their employees and their families, as this promotes job security and reduces turnover intentions. Contribution/value-add: The study contributes to the existing literature on the relationship between job engagement and turnover intentions by introducing a new moderator: decent work.

Marcus Goncalves, Sadaf Sartipi, Ghazale Asadi Damavandi

This study explores the motivations and constraints of Iranian women entrepreneurs within a restrictive socioeconomic and cultural landscape. It adopts a qualitative approach and utilizes semi-structured interviews to investigate the complex interplay between financial limitations, gender biases, and regulatory challenges entrepreneurs face. These findings underscore the importance of resilience, adaptability, and creativity for entrepreneurial success. Women entrepreneurs in Iran adopt incremental growth strategies, utilize digital platforms for market access, and cultivate informal networks to manage risks and scale their ventures. They also creatively integrate family responsibilities into their business models, highlighting the cultural shaping of their entrepreneurial activities. The concept of regulatory adaptation was introduced to illustrate how entrepreneurs restructure their operations to comply with stringent government regulations while sustaining growth. The emotional burden of navigating these hurdles is also evident, emphasizing the need for support mechanisms that address mental health and well-being. Policy implications are discussed, and enhancements in financial access, gender equality, digital entrepreneurship, and mental health support for women entrepreneurs are recommended. This study contributes to the entrepreneurship theory by understanding how sociocultural contexts influence women’s entrepreneurial activities and resilience strategies.

Bernardo Valente, Erika Džajić Uršič

The European Union has been trying to adjust its tourism policy in response to the challenges posed by the recent COVID-19 pandemic. The funding of the EU Cohesion Policy has been one of the primary mechanisms guaranteeing that all regions can be prepared to receive tourists and cope with the sustainability challenges the pandemic has raised. The recovery and resilience plan (PRR) is the most recent instrument created to help economic growth in most European Union countries. The implementation of the PRR in Algarve and Alentejo has been fundamental to understanding the Portuguese tourism sector, as these regions are heavily dependent on tourism sector revenue and were hit hard by the consecutive lockdowns in recent years. Therefore, this policy, in brief, critically assesses the tourism-related projects that received funding from the PRR until November 2023 (ex ante) and their potential to guarantee long-term tourism sustainability in Algarve and Alentejo. Despite not achieving the expected efficiency results due to delays in project execution and low investment, the PRR is still a positive upgrade for tourism-related policy in Algarve and Alentejo.

R. Dhaneesh, V.S. Iswarya, S.T. Anand

Purpose – A paternalistic employer is one that looks down on its employees and expects them to do everything their way. On the other hand, the job demand-resource (JD-R) model, developed by Arnold Bakker and Evangelia Demerouti, has been widely used in the last decade to characterize the requirements and tools that an individual must have in order to do a task. Its inception occurred in 2006. The JD-R model is not widely utilised as a framework for managing workers, but it has been employed by select executives. This research used the JD-R model to examine the effects of benign, authoritarian and moral paternalistic leadership styles on job demands, sense of purpose, engagement and stress burnout among workers. Design/methodology/approach – A structured questionnaire was framed using the literature of the JD-R model with the intention of being applied by a paternalistic leader in the work environment to meet the job demand, resource, work engagement and stress burnout of the employees. The study was conducted with 251 employees (respondents) from various sectors with a mean age of 31.58, of whom 57.8% were female and 42.2% were male. The collected data was analysed using structural equation modelling and Statistical Package for the Social Sciences for the correlation matrix. Findings – Authoritarian leaders cause stress and burnout due to emotional demands rather than cognitive demands, while benevolent leaders increase engagement and minimize stress and burnout via meaningful work rather than influence at work, according to the study. Finally, moral leadership does not increase workers’ demands for employment or resources. Originality/value – One of the significant practical consequences of this study’s findings is the importance of leaders in encouraging staff development. Why? Because businesses still have a lot of room to grow in terms of leadership development possibilities. Dinh et al. (2014) state that most organisations are very focused on the issue of how and which leadership traits should be used inside. Good leadership should be a top priority for companies that want their employees to enjoy coming to work each day (Chan, 2017). One of the aims of a talent practitioner might be to establish a culture where leaders exhibit compassion and followers are valued as much as family. Leaders often act as mentors to their employees, who may go to them for guidance or look up to them while they are going through tough times. Workers will experience less stress and burnout and have a more positive attitude about their employment as a result of increased engagement in their work. One way to deal with the positive interactions caused by authoritarian leadership is to provide inclusive leadership training or have one-on-one meetings with leaders to discuss how they may make positive use of their position and leadership power within the team or organisation. We know that there are a lot of rules and bosses in this culture, but we still believe it is really important for leaders to be careful not to harm their employees. This might ensure that workers’ well-being is considered. According to Gupta and Shaheen (2017), this approach has the potential to break the loop of high employee turnover intentions and the enormous expenses associated with retaining, retraining and recruiting new personnel. Consequently, companies may prioritise the positive relationships that develop under paternalistic management styles over those that are characterised by authoritarian leadership.

Rethabile N. Tigedi, Freda Van der Walt, Mpho P. Nyetanyane

Orientation: Workplace spirituality may previously have been just a new buzzword in the corporate world, but it has now become a topic of serious scientific inquiry, which cannot be ignored or disregarded. The reason for the increased attention given to workplace spirituality in recent years is the positive psychological working environment that it creates for employees. Research purpose: The research established whether workplace spirituality at the individual, work unit and organisational levels influence each other and whether individual spirituality influences workplace flourishing. Motivation for the study: The work and life domains in which employees need to function are not always conducive to their well-being. Therefore, it is necessary to consider to what degree work-related factors such as workplace spirituality influence employees’ flourishing, that is, holistic well-being, in the work context. Research approach/design and method: The study used a deductive approach, employing a correlational cross-sectional research design. Data collection involved a structured questionnaire, resulting in a final sample of 394 respondents. Main findings: The study’s main findings were that individual spirituality impacted emotional well-being. Also, organisational and work unit spirituality influences individual spirituality, and organisational spirituality influences work unit spirituality. Practical/managerial implications: Workplace spirituality should be considered to increase employees’ experience of work-related well-being, expressed as a sense of happiness and contentment and feeling satisfied at work. Furthermore, the spiritual development and growth of spiritual employees should be emphasised. Contribution/value-add: The study contributes to theory development and knowledge creation of the constructs of workplace spirituality and workplace flourishing.

Shanil Haricharan

Orientation: With the significant changes in the organisational context and the nature of work, greater focus on employee well-being is central to the quality of work life (QWL) and effective organisations. Research purpose: This article examines the complex and dynamic interplay between the multidimensional affective, behavioural, relational and socio-cultural dimensions in mediating employee well-being and organisational performance in a transforming South African provincial government. Motivation for the study: Theoretical models and public reforms have focused on the formal, transactional and technical aspects in understanding organisational performance and employee well-being, with less attention given to the behavioural, socio-cultural and interpersonal dimensions. Research approach/design and method: This qualitative study in two provincial government departments with 43 public servants (rank levels 6–15) applied the integral theory-based, four-quadrant model. The Dynamic Inquiry (DI) interview method and inductive thematic analytical processes were used. The Management Performance Assessment Tool (MPAT) assessment reports of the two departments were analysed. Main findings: The four dominant themes that emerged from this study – social exclusion, leadership behaviours, public service orientation and governance – display complex patterns and relationships related to well-being and performance. Among these are the negative effects of power and bureaucratic cultures; hierarchical, command and control governance systems and dissonant leadership behaviours. Practical/managerial implications: The results have public policy and practice implications for public governance, management and leadership development, organisational design and culture, and performance management. Contribution/value-add: By applying an integrated research approach, multiple determinants of well-being and their intermediation were elucidated. The findings offer epistemological and methodological implications for human resource management (HRM) scholarship.

Görög Mihály

Єлена Коваленко

Вступ. Кардинальні зміни, які сьогодні відбуваються під впливом глобалізації, обумовлюють серйозні претензії до теорії менеджменту, оскільки вона не повністю враховує сутність об’єкта управління – людини, в основі якої лежить культура як щось, що саме по собі ірраціональне й важко виразиме, якщо виразиме взагалі, у скільки-небудь раціональних і вимірних формах. Проте, як виявляється, ні особливого інструментарію, ні розробленої методології роботи з окремою людиною як носієм певної культури в теорії управління немає. У зв’язку з цим актуалізується проблема культури менеджменту. Мета і методи. Мета статті полягає у філософсько-культурологічному осмисленні культури менеджменту як феномену гармонійної організації життєдіяльності суспільства. Методологічною основою дослідження є діалектичний, метафізичний, системний і культурологічний підходи до вивчення організаційних явищ та процесів. Результати. Розглянуто етимологію терміна «культура менеджменту». Визначено пізнавальні ознаки й обґрунтовано узагальнююче означення феномену культури менеджменту. Проаналізовано структурні складові культури менеджменту: раціональна, ірраціональна та емпірична культури. Охарактеризовано якісні рівні культури менеджменту: мистецтво менеджменту, ремесло менеджменту, халтура менеджменту. Висновки. Наукова новизна результатів дослідження полягає у поглибленні розуміння природи феномену культури менеджменту, визначенні його сутності, структурних складових та якісних рівнів. Значущість дослідження виявляється у доповненні науки новими теоретичними положеннями про культуру менеджменту як феномену гармонійної організації життєдіяльності суспільства, а також у можливості використання їх у процесі підготовки менеджерів.

E. B. Santiago, Glenn Paul P. Gara

Selecting desirable applicants for an organization who has less tendency to quit their jobs are one of the major challenges in human resource management. Proper selection during pre-employment has a significant impact in an organization’s productivity and performance. However, due to a prevalence of labor market competition, some companies are suffering to high turnover rate. It occurs when an applicant decides to quit and transfers to an organization which offers attractive benefits and compensation. This study helps human resource personnel to understand psychological climate and supports decisions in resolving employment turnover by selecting desirable applicants who has high probability of staying longer in an organization. Using the 12 dimensions of retention applied in generating association rules and naive bayes classifier, the researchers develop a custom application that can support organization’s decision in relation to hiring process. Based on the results of 12 dimensions of retention, the system evaluated seven dimensions with poor psychological climate response resulting to higher possibility of employees to voluntarily quit his or her job. Moreover, upon generating the model for job position counter cashier, results show that age older than 20 years old and living away from workplace has higher probability of staying long in comparison to other applicants. This study employs PHP-ML Library in generating association rules and classification to analyze the profile of past and current employees in the company. The results were validated using the RapidMiner software to ensure the accuracy of the implementation of association rule mining and naive bayes classifier.

Yelena Kovalenko

Актуальність. Людство у третьому тисячолітті зіткнулося з глобальними змінами. Суперечливість, масштабність і складність цих змін, напруженість й нестабільність світового розвитку формують середовище, з яким старі організаційні структури вже не справляються, а популяризовані теорією нові структури ще не знайшли застосування на практиці. Як наслідок, відбувається гальмування процесів управління та стримування подальшого розвитку суспільства. Мета і методи. Мета статті – аналіз еволюції теорії менеджменту від бюрократії до адхократії в контексті розвитку цивілізації та обґрунтування оптимального типу організаційної структури життєдіяльності постіндустріального суспільства. Методологічною основою дослідження є діалектичний принцип пізнання, системний, еволюційний підходи до вивчення суспільних явищ і процесів та фундаментальні положення теорії менеджменту. Результати. Розкрито сутність понять бюрократичного й адхократичного управління. Досліджено еволюцію теорії менеджменту від бюрократії до адхократії в контексті розвитку цивілізації. Виявлено багатогранність феноменів бюрократії й адхократії та їх вплив на життєдіяльність суспільства. Доведено хибність теоретичних положень щодо можливості повної заміни бюрократії чистою адхократією. Обґрунтовано доцільність конгломератного типу організації. Висновки та обговорення. У ХХІ ст. не відбулося очікуваного краху бюрократії, а навпаки, спостерігається її посилення на основі комп’ютерних технологій. Організація майбутнього – це структура конгломератного типу, що включає як основу збереження цілісності «легкий» ієрархічний каркас та набір децентралізованих ринкових й адхократичних робочих груп, занурених у зовнішнє середовище. Наукова новизна одержаних результатів полягає в узагальненні теоретичних положень щодо бюрократичних і адхократичних структур та у визначенні їх оптимального поєднання в побудові організацій постіндустріального суспільства, а практичне значення – у можливості використання цих ідей для проектування адаптивних організаційних структур в умовах глобалізації світу.

Wang Hong-bo, Qian Kun, Li Hua et al.

This paper studies how to improve the quality of talent cultivation in local colleges and universities in china. It first analyzes the challenges to the local colleges and universities, and puts forward the basic way to realize the sustainable development of local colleges and universities to promote employment as the goal to improve the quality of personnel training. We find that there are two barriers to the quality of local colleges and universities to improve the quality of personnel training, that is, the impact of external reputation and internal teaching mechanism. Therefore, the paper analyzes the adverse effects of reputation mechanism on local colleges and universities from the perspective of game theory, and puts forward the characteristics of local colleges and universities should promote the construction of local colleges and universities, and strengthen the reputation management. Finally, taking "econometrics" as an example, this paper analyzes the influence of curriculum teaching on the quality of talent training, and thinks that the local university teaching should be clear about the orientation of training, strengthen the course construction.

F. Sowa, R. Staples

N. Komissarova, S. Zenin

Samuel Paul

Doris N. Asiwe, Carin Hill, Lené I. Jorgensen

Orientation: Understanding the job demands and resources experienced by workers in an agricultural organisation. Research purpose: The objective of this study was to examine the validity and reliability of the Adapted Job Demands and Resources Scale (AJDRS) as well as to establish prevalent job demands and resources of employees in an agricultural organisation. Demographic differences were also investigated. Motivation of the study: The agricultural sector of any national economy plays a very important role in the overall welfare of the country. Identifying the prevalent job demands and resources in an agricultural organisation is therefore of paramount importance since the negative consequences of employees experiencing very demanding jobs with few resources have been well documented in stress literature. Research approach, design and method: A cross-sectional survey design was used. The sample consisted of 443 employees in an agricultural organisation. The AJDRS was used to measure the research variables. Main findings: The findings of this research show evidence for the factorial validity and reliability of the AJDRS. Statistical differences were found with regard to the job demands and resources experienced by employees in different positions. Practical/managerial implications: Interventions to improve the perceived job demands and resources in the organisation should focus on physical resources (equipment). Contribution/value-add: This study contributes to knowledge concerning the job demands and resources that are prevalent in an agricultural organisation in South Africa.