Abdallah Taamneh, Mohammad Taamneh, Bilal Eneizan
et al.
Orientation: Banks aiming to enhance human resources and achieve optimal job performance increasingly need to adopt non-traditional recruitment approaches, particularly skill-based hiring, as a strategic alternative to traditional experience- and qualification-based practices.
Research purpose: This study seeks to examine the relationship between skill-based hiring and job performance in the banking sector, while investigating the mediating role of continuous learning in this relationship.
Motivation for the study: Despite the growing interest in skill-based employment, empirical evidence on its impact on job performance remains limited in both global and local contexts. Furthermore, the mediating role of continuous learning between skill-based hiring and job performance has not been sufficiently examined or clearly explained.
Research approach/design and method: Using stratified random sampling, 365 bank employees (HR managers, HRM staff, training staff, and general employees) completed a structured questionnaire. Data were analysed using (SEM.).
Main findings: Skill-based hiring and continuous learning both significantly improve job performance. Skill-based hiring also promotes continuous learning, which mediates its effect on performance.
Practical/managerial implications: Banks should shift from traditional hiring practices toward a skill-oriented framework by focusing on competency-based job descriptions, effective skill assessment methods, behavioural and situational interviews, and fostering continuous learning Soft skills.
Contribution/value-add: This study can enhance existing knowledge concerning the mechanisms and methodologies of skill-based recruiting and its effect on job performance.
Business Models Canvas is an effective tool for describing, assessing and determining business strategy by referring to nine main elements, namely: Customer Segments, Value Propositions, Channels, Customer Relationships, Revenue Streams, Key Resources, Key Activities, Key Partnerships, dan Cost Structure.This strategy is prepared by knowing the strengths, weaknesses, opportunities and threats through the IFAS, EFAS, and SWOT matrices. The method used in this research is a case study. The data obtained was carried out through interviews, questionnaires, observations and literature studies which werw then analyzed descriptively. The respondent sampled in this research werw 36 farmer members of the cooperative. The results of this research are the knowledge of the strengths, weaknesses, opportunities and threats that are owned and faced by the Sumber Tani Mandiri Agricultural Cooperative, where the results are used to determine an effective business strategy to increase the sales volume of inputs. By using BMC, cooperatives can develop more effective business strategies to improve their performance and competitiveness. Strategy recommendations include improving financial recording systems, product diversification, improving customer service, and utilizing marketing information technology.
Indira Shanti, Noermijati Noermijati, Rofiaty Rofiaty
et al.
Orientation: Neglecting individual roles in change often leads to failed initiatives. Preparing employees to adapt and embrace change is crucial for success.
Research purpose: This study examines how organisational culture (OC) and transformational leadership (TL) influence employees’ readiness for change (CR), with emotional intelligence (EI) as a mediator.
Motivation for the study: Understanding employee adaptability helps leaders manage change effectively, offering insights for optimal change strategies.
Research approach/design and method: A quantitative study grounded in change management theory surveyed 450 airline employees. Data were analysed using structural equation modelling (Linear Structural Model 8.72).
Main findings: Organisational culture and TL enhance change readiness (CR). Emotional intelligence partially mediates culture’s effect but not leadership’s, indicating limited interaction among these constructs in this context.
Practical/managerial implications: Organisations should integrate cultural reinforcement with EI training in emotion regulation, stress management, empathy while strengthening leadership capabilities to enhance CR.
Contribution/value-add: This study integrates OC (contextual foundation), TL (strategic approach) and EI (psychological process) to explain how they collectively shape CR. It offers a nuanced understanding of organisational influences on individual change readiness.
Olaolu Bilewu, Morufu Raimi, Oyeniyi Adegboyegba
et al.
Skin-lightening practices are increasingly common among young adults, influenced by societal beauty standards, cultural traditions, and economic factors. However, these practices pose serious health risks, including skin damage and psychological distress. Limited awareness of these dangers, coupled with regulatory gaps, exacerbates the issue, necessitating targeted interventions. This study investigates the health risks and socio-demographic factors influencing skin-lightening practices among young adults in Ilorin West, Nigeria. A cross-sectional survey was conducted with 450 participants, primarily aged 18–23 years. Structured questionnaires captured data on socio-demographic characteristics, product usage, health effects, and influencing factors. Statistical analyses, including chi-square tests, were used to assess associations between socio-demographic variables and skin-lightening prevalence. Findings indicate a high prevalence (65.3%) of skin-lightening, particularly among young, single, female students with secondary education. Reported adverse effects include skin irritation (37.8%) and hyperpigmentation (25.3%). Alarmingly, 76.2% of respondents were unaware of the long-term health risks. Cultural and economic factors significantly influenced behavior, with affordability and tribal norms playing key roles. The Hausa ethnic group exhibited the highest prevalence (73.5%), while usage was highest among individuals aged 21–23 years. These findings underscore the urgent need for public health interventions. Raising awareness through culturally sensitive education campaigns, enforcing stricter regulations on harmful products, and engaging social influencers can help reshape societal beauty norms. Policymakers must implement stronger controls on the production and sale of hazardous skin-lightening products. Additionally, promoting self-acceptance and healthier beauty ideals through community-based advocacy can reduce reliance on harmful practices. This study highlights the critical health risks associated with skin-lightening among young adults. Addressing the cultural and societal drivers of these behaviors can improve physical and mental health outcomes, fostering a healthier perception of beauty.
The purpose of this study is to evaluate green hotels in Sentosa Island, Singapore, with big data analysis utilizing online reviews regarding environmental sustainability practices. Tourism, while providing significant economic benefits, also contributes to environmental degradation, particularly through the hotel industry, which accounts for a substantial share of global greenhouse gas emissions. Sustainable tourism practices are becoming increasingly popular as the public becomes more aware of the environment. As a result, green hotels emerged as a solution and hotels are taking steps to become eco-friendly. Based on the 3579 online reviews, the findings indicate that green practices, including water and energy conservation, play a crucial role in enhancing customer satisfaction, alongside traditional hospitality elements such as service quality and amenities. The integration underscores the importance of incorporating sustainability into core operations without compromising the high standards of service that guests expect. This research contributes to the understanding of sustainable hospitality practices, offering actionable recommendations for policymakers and hotel managers to foster environmentally friendly practices while maintaining customer satisfaction.
Melinde Coetzee, Dieter Veldsman, Ingrid L. Potgieter
et al.
Orientation: Future-proof human resource (HR) competency models are receiving attention to promote more value-adding, digital-driven employee- and business-centred services and practices.
Research purpose: The study explored HR business acumen as promoter of HR workplace stewardship through the competency mechanism of people advocacy and with the moderating effect of digital agility.
Motivation for the study: Presently, there is a dearth of research on future-proof HR competencies as vital inter-relating capability mechanisms for successfully performing HR roles in the evolving digital-era work world.
Research approach/design and method: The quantitative study involved an availability-based data set of N = 850 HR professionals who completed the short version of the T-shaped HR competency questionnaire developed by the Academy to Innovate HR.
Main findings: Confirmatory factor analysis and moderated-mediation analysis revealed new insights into the synergetic complementarity of HR business acumen, people advocacy and digital agility in boosting HR workplace stewardship.
Practical/managerial implications: Human resource professionals’ business acumen and people advocacy capability can strengthen their workplace stewardship capability when they carefully gauge their digital agility for goals of employee and organisational thriving.
Contribution/value-add: The new insights contribute to future-proof HR competency theory and inform HR professionals’ development as credible members and stewards of the organisation.
The purpose of the article is to analyse the different consideration that the payment of bonuses for voluntary early retirement in local administration has had in the case law. It analyses the regulations which from 1993 until now recognise the possibility of payment of bonuses for early retirement, as well as the impact that the advancement of the retirement age has had on this issue to groups of the local administration such as police and firefighters. The treatment that these bonuses have had in the agreements derived from collective bargaining within the local administration is incorporated, mainly in the Udalhitz.The method used has been the analysis of the different regulations and the evolution of jurisprudence based on rulings issued by the Courts, the High Court of Justice of the Basque Country and the Supreme Court. Finally, the current situation is described and a final commentary defends the possibility of paying early retirement bonuses in specific cases, in which they are really effective measures incorporated in a human resources rationalisation plan, with the aim of improving the functioning of the corresponding public administration and in no case do they represent a general measure, as this would give rise to a remuneration nature that would make it legally impossible to pay them.
Political institutions and public administration (General), Personnel management. Employment management
Arthur Huang, Efrén De la Mora Velasco, Adam Haney
et al.
There has been a growing interest in examining the implementation of insight-era technologies (e.g., AI, social media) and big data for sustainable tourism development. However, actionable guidelines to promote a holistic adaptation and the effective functioning of destination marketing/management organizations (DMOs) in the increasingly data-infused world are still needed. This perspective paper posits a research-based framework that DMOs can use to become more responsive and efficient in their marketing and planning efforts in the current AI-infused world. Four propositions are presented to support DMOs’ transition to the insight-era: (a) DMOs’ organizational adaptations and workforce development and training, (b) active engagement with destinations’ stakeholders and data sharing, (c) leverage user-generated data and emergent technologies for destination marketing, and (d) DMOs’ data-driven decision making.
This research was conducted to examine the effect of compensation, work discipline, and motivation on employee productivity.this research was conducted at PT Midi Utama Indonesia Tbk. this study is multiple linear regression. The results of this study are (1) compensation has a positive and significant effect on employee productivity (2) work discipline has a positive and significant effect on employee productivity (3) motivation has a positive and significant effect on employee productivity.
Ярослав Мартинишин, Олена Хлистун, Марина Антонівська
et al.
Introduction.Business ethics is one of the most pressing problems for societies with a developed market economy. Its emergence is driven by the growing influence of business on political, economic, and socio-cultural processes, the vector of which is not necessarily favorable for humanity, especially today, when business is moving to the global level, and national social structures remain at the local level. Purpose and methods. The purpose of the article is to substantiate the theoretical principles of business ethics in the organization of society life, the use of which will provide an opportunity to integrate into the system of public and private administrationof the ethical component and, on this basis, to harmonize the relationship betweenbusiness and society. The methodological basis of the study is the dialectical principleof cognition, systemic, historical, and cultural approaches to the study of the interactionbetween business and society. Results. The socio-cultural sources, content, and formsof business ethics of “Service” are clarified: charity, philanthropy, economic development. The content of business ethics “Social Responsibility”, the scope and forms of its application, and current problems of ethical control have been determined. The moral prerequisites and ethical dimensions of business life are established, and the ways of maintaining business ethics in society are substantiated. Conclusions. The scientific novelty of the research results lies in the systemic and cultural deepening of theunderstanding of the essence, role, and importance of business ethics in the organization of society life. The significance of the study is revealed in the addition of science to new theoretical provisions on business ethics, as well as the possibility of using them in the process of training entrepreneurs and managers of business organizations.
Orientation: The world of work is evolving at an alarming rate, and human resource (HR) practitioners need to familiarise themselves with the future of human resource management (HRM) in order to add value to their organisations.
Research purpose: This article presents South African HR practitioners’ views about the future and the role of HRM in the Fourth Industrial Revolution (4IR) from a qualitative perspective.
Motivation for the study: Human resource practitioners play a central role in the 4IR, but theories on how their role is enacted remain insufficient.
Research approach/design and method: A qualitative survey design was used to study the views of 105 HR practitioners affiliated with the South African Board of People Practices. Three open-ended questions were sent to participants by means of a SurveyMonkey link. Deductive and inductive coding were used to thematically analyse the data.
Main findings: The following themes were identified: technology-driven, data-driven, ethically driven, change driven, business-driven, human–machine collaboration and presilience.
Practical/managerial implications: South African HR practitioners should be prepared for the future world of work. If these HR practitioners are not technology-driven, data-driven, ethically driven, change driven, business-driven, human–machine collaboration and presilient, they may have difficulty to add value to the organisation in the 4IR.
Contribution/value-add: This study extends the body of knowledge about the future world of work and the role of HRM in South Africa by founding that HR practitioners must have presilience and respect ubuntu. The study also extends contemporary scholarship by using an open-ended qualitative review design to investigate the future of HRM in South Africa during the 4IR.
Objective: This study discusses the importance of job crafting and workplace spirituality on the impact of role overload, which in turn leads to increase job performance. There is a limited previous research on job crafting and workplace spirituality, especially in the microfinance institutions. Research Design & Methods: Our research seeks to gain further understanding of the overall work overload occurrence, so we choose samples from microfinance institutions that can be expected to show excessive roles because of character of their work that is frequently in high pressure. Data collected from 119 questionnaires were analyzed using PLS-SEM with SMART-PLS software. Findings: The results showed that employees experienced work overload of both quantitative overload (feeling of any more work than the available time allocation) and qualitative overload (sense that the work requires skills, abilities and knowledge beyond the capacity of the individual), yet failed to show the role of workplace spirituality as a moderating variable. Implications & Recommendations: Future research can be carried out at larger institutions or industries and a larger number of samples for the sake of generalization and work overload occurence related to certain industrial situations. Contribution & Value Added: Our main contributions lie on the proposition that job crafting and workplace spirituality play a role in eliminating the impact of work overload. This study reinforces role evidence of job crafting and workplace spirituality on the impact of role overload.
Objective: The study is to analyze the role of the government, entrepreneurial orientation and partnership on marketing performance in the Jepara furniture industry. The objects of the research are furniture export companies in Jepara. Research Design & Methods: The sample was 100 respondents and the sampling technique was the simple random sampling technique. The data analysis uses the PLS technique. Findings: The testing results using PLS illustrates that partnership on marketing performance shows the t value of 0.045974; entrepreneurial orientation on marketing performance shows the t value of 1.747034; while the role of the government on marketing performance shows the t value of 2.985408. The test results were compared using t tables of 1.66023. The results showed that the role of the government had a positive and significant effect on marketing performance seen from t value > t table. Entrepreneurial orientation also had a positive and significant effect on marketing performance obtained from t value > t table. However, the partnership had no significant effect on marketing performance since t value < t table. Implications & Recommendations: This study recommends that companies need to pay attention to entrepreneurial orientation and government policies because these two factors are significant determinants of company marketing performance. Increasing partnerships is also important to develop company progress. Contribution & Value Added: This research adds the theoretical contributions to marketing management. Practically, the results of this research can be utilized by furniture export companies to increase overseas sales.
Tolulope V. Balogun, Bright Mahembe, Charles Allen-Ile
Orientation: Authentic leadership has been identified as one of the competencies for effective leaders.
Research purpose: The primary goal of the present study was to test, on a Nigerian sample, the psychometric properties of the Authentic Leadership Inventory (ALI) developed by Neider and Schriesheim.
Motivation for the study: Various instruments have been developed to measure authentic leadership, with the ALI being one of the widely used questionnaires. There is a need to assess the reliability and construct validity of the ALI on a Nigerian sample owing to paucity of studies on its psychometric properties in this setting.
Research approach/design and method: A non-probability sample consisting of 213 bank employees working in Nigeria was studied. The ALI was used to measure authentic leadership, and its reliability was evaluated using SPSS, while construct validity was assessed through confirmatory factory analyses in the Linear Structural Relations (LISREL) programme.
Main findings: Moderate levels of reliability were found for the subscales of the ALI. Reasonable model fit with the data was found for the first- and second-order as well as the bi-factor and single-factor measurement models through confirmatory factor analyses (CFA).
Practical/managerial implications: Although the ALI demonstrated reasonable model fit for the CFA models tested in this study, the reliability coefficients of the relational transparency and internalised moral perspective subscales were below the 0.70 threshold. In addition, the discriminant validity of the self-awareness and the internalised moral perspective subscales was not achieved.
Contribution/value-add: The study promotes the use of reliable and valid instruments in Nigeria by confirming the psychometric properties of the ALI.
Jose Luis Arroyo-Barrigüete, Jose Ignacio López-Sánchez, Beatriz Minguela-Rata
et al.
This paper analyzes the perception, on the part of Grade students, of the availability of videos complementary to classroom teaching, as well as the moment of visualization of the same, with the aim of identifying their use pattern and perceived usefulness, an initial step towards future flip-teaching interventions. The analysis has been carried out in three groups, one of the Business Administration degree, and two of the double degree of Business Administration and Law, during the academic year 2018-19, in a quantitative subject (Quantitative Models), the content of which is necessary for subsequent subjects, including Operations Management, in the third year of the grade. The use pattern of the videos, which received a total of 7281 views, was analysed using the Box-Jenkins methodology, adjusting an ARIMA model and identifying the atypical values in the series. The results indcate that the students perceive these videos as useful, although more as a tool to help in the preparation of exams than as an instrument to review the contents. All authors have participated in the idea, study design, collection and/or analysis and interpretation of the data, in the draft of the paper and in the critical review of their intellectual content.
This study aims to analyze the effect of personality traits on entrepreneurial intention with self efficacy as mediators. This study uses Big Five Personality Traits as independent variables, entrepreneurial intention as the dependent variable, and self efficacy as intervening variables.
This study took a study on students of the Faculty of Economics and Business, Diponegoro University, Semarang. The sample in this study amounted to 150 respondents who were all students of the 2014 Faculty of Economics and Business Faculty of Diponegoro University and had taken the eighth semester.
In this study using a Structural Equation Modeling (SEM) analysis tool by developing a theoretical model using three hypotheses that operate using the AMOS 20.0 computing program. Based on the results of data processing using SEM, the theoretical model established has met the criteria for goodness of fit is accepted. Based on the results obtained, the model is declared feasible to use. The results of testing hypotheses show that all hypotheses have a positive effect. The results of mediation testing also showed a significant influence that self-efficacy had a positive effect as a mediator for personality traits and entrepreneurial intention.
This research examined the extent to which job motivation, social support, public service motivation (PSM), and burnout are related to turnover intention and whether burnout serves as a mediator for these relations. Using data collected from local revenue officers in South Korea, this research found that intrinsic motivation was significantly and negatively related to employees’ intention to leave their organization, whereas self-sacrifice (one of the PSM elements) was positively associated with turnover intention. In addition, the analyses revealed mediating effects of emotional exhaustion and depersonalization (burnout) on both intrinsic motivation and self-sacrifice turnover intention. These findings are relevant for public organizations that are concerned about managing employee turnover intention caused by public reforms dealing with changing environment.
Orientation: Organisational change outcomes in private intensive care units are linked to higher patient satisfaction, improved quality of patient care, family support, cost-effective care practices and an increased level of excellence. Transformational leadership and fostering a positive organisational culture can contribute to these change outcomes.
Research purpose: The study determined whether transformational leadership and a supportive organisational culture were evident in six private intensive care units in the Eastern Cape, South Africa. A conceptual framework to investigate the relationship between transformational leadership, organisational culture, and organisational change outcomes, was proposed and tested.
Motivation for the study: The prevalence of transformational leadership, a positive organisational culture and their effect on organisational change outcomes in private healthcare industries require further research in order to generate appropriate recommendations.
Research design, approach and method: A positivistic, quantitative design was used. A survey was conducted using a questionnaire which, in previous studies, produced scores with Cronbach’s alpha coefficients greater than 0.80, to collect data from a sample of 130 professional nurses in private intensive care units.
Main findings: Transformational leadership and a positive organisational culture were evident in the private intensive care units sampled. A strong, positive correlation exists between transformational leadership, organisational culture, and organisational change outcomes. This correlation provides sufficient evidence to accept the postulated research hypotheses. Innovation and intellectual stimulation were identified as the factors in need of improvement.
Practical or managerial implications: The findings of the study may be used by managers in intensive care units to promote organisational change outcomes, linked to transformational leadership and a positive organisational culture.
Contribution: The study provides evidence of the way in which transformational leadership and a positive organisational culture affect organisational change outcomes in the context of private healthcare in South Africa, thereby addressing a research gap in this area.