Zulkarnain Zulkarnain, Ferry Novliadi, Ari Widiyanta
et al.
Orientation: Contract-based healthcare workers often face disproportionate challenges, such as job insecurity, limited career advancement opportunities and unequal pay, despite performing similar duties to permanent staff.
Research purpose: This study investigates the moderating role of personal resources in the relationship between job demands and employee well-being among contract healthcare workers.
Motivation for the study: Given the rising reliance on contract healthcare staff, it is crucial to understand how their well-being can be protected and sustained under high-demand working conditions.
Research approach/design and method: Data were collected from 221 contract healthcare workers in a public hospital using structured questionnaires. Moderated regression analysis was employed to test both direct and interaction effects of job demands and personal resources on well-being.
Main findings: Job demands negatively predicted well-being, while personal resources had a significant positive effect. Furthermore, personal resources buffered the adverse effects of high job demands, confirming their moderating role.
Practical/managerial implications: Human resource strategies should not only manage job demands but also strengthen personal resources through resilience training, psychological coaching and self-efficacy development. Such initiatives can enhance psychological safety and support workforce sustainability.
Contribution/value-add: This study extends the Job Demands–Resources and Conservation of Resources frameworks by providing empirical evidence of the moderating role of personal resources. It offers actionable insights for improving well-being among contract healthcare workers operating under demanding conditions.
Alexander Naydenov, Nikola Naumov, Desislava Varadzhakova
et al.
The present study employs cluster analysis to segment Bulgarian domestic tourists based on microdata from a nationally representative survey (<i>n</i> = 1003) of summer holidaymakers on the Black Sea coast destinations. The primary objective is to identify homogeneous groups of tourists with similar demographic and behavioural characteristics, thereby enabling the development of more targeted tourism policies and marketing strategies. The methodological framework includes both hierarchical and non-hierarchical (k-means) clustering, applied to standardized variables such as age, household size, satisfaction with various aspects of the tourist experience, and behavioural intentions. The analysis reveals four distinct tourist profiles, each characterized by specific patterns of evaluation and travel behaviour—retirement age loyalists, middle-aged sceptics, younger moderate enthusiasts and young high loyalists. The findings reveal the heterogeneity of the domestic tourism market in Bulgaria and provide a data-driven foundation for enhancing the effectiveness of tourism management and promotional efforts.
In the article, the problems of construction companies are discussed. Strategic directions to stabilise the activities of construction companies in Ukraine under martial law are outlined. The necessary comprehensive measures to preserve and realise the human resource potential of construction companies are proposed, namely: employment support programmes, interaction between business and education, modernisation of the motivation system, HR branding of construction companies, expansion of subjectivity in building the human resource potential of construction companies while maintaining the balance between supply and demand in the country's labour market as a whole and territorial balance in the distribution of labour resources, intensification of the activities of employment hubs.The focus is on the issues of shifting the emphasis of labour motivation and its key factors during the period of martial law, while maintaining the priority and importance of classic elements of material motivation (wages, bonuses, additional payments). It is noted that motivation has shifted from the financial and career model to the social, moral and security model, in which physical safety, patriotic duty, and emotional support become the most important factors. The expectations of employees have also changed. During martial law, job security, stability, and humane treatment by employers are more highly valued. The functions of labour market participants and state bodies in implementing measures to achieve a balance between supply and demand in the labour market are detailed.The key aspects of labor organization in the construction industry are revealed, considering the challenges of martial law, in terms of implementing modern approaches to personnel management, introducing optimal work and rest regimes, creating modern workplaces, further improvement of working conditions and occupational safety, focusing on the safety of employees in the workplace, rational division and cooperation of labor, introduction of modern technologies in construction, development of effective logistics chains, and rational use of resources.
This article analyzes in a global manner the crisis of justice in Spain, which is going through one of its worst moments. Besides the shortage of personnel resources ¿one of the countries in the European Union with the fewest judges per inhabitant, below the European average¿ it has to be added the high rate of litigation, the lack of responsiveness and a nineteenth-century judicial organisation which has not adapted to a changing society. This scenario is fertile ground for distrust in the system, which citizens perceive as highly politicized and subject to serious interference from the other branches of government and the press. The politicisation of justice and the judicialisation of politics do not augur an improvement in the public perception of independence of the Judiciary.
Political institutions and public administration (General), Personnel management. Employment management
I. G. P. B. S. Mananda, I. M. K. Negara, Y. Kristianto
et al.
Destinations such as Bali face intensifying overtourism, which undermines ecological integrity, cultural authenticity, and local livelihoods. Traditional sustainable tourism approaches have proven insufficient, leading to calls for regenerative tourism that restores ecosystems and strengthens communities. This study examines how Penta-Helix collaboration can drive regenerative tourism, mitigate overtourism, and deliver sustainability outcomes. A mixed-methods design was employed. Survey data from 220 domestic and international visitors were analyzed using structural equation modeling (SEM–PLS) to test relationships among Penta-Helix collaboration, regenerative tourism, overtourism mitigation, and sustainability outcomes. To complement these findings, an analytic hierarchy process (AHP) was conducted with 30–40 key stakeholders drawn from 100 informants (government, businesses, communities, academia, and media) to prioritize mitigation strategies. SEM–PLS results indicate that Penta-Helix collaboration significantly enhances regenerative tourism practices (β = 0.62), which strongly reduce overtourism impacts (β = 0.58). Mediation tests reveal that overtourism mitigation is a key mechanism linking regenerative tourism to triple bottom line outcomes (economic, socio-cultural, environmental). AHP results show that carrying capacity enforcement and participatory governance emerge as the top-priority strategies, underscoring the dual importance of institutional policy and community empowerment. The findings advance theoretical debates by positioning regenerative tourism as a systemic innovation enabled by networked governance and operationalized through overtourism mitigation strategies. Practically, the study highlights the need for policy enforcement, participatory governance, and adaptive destination management to embed regenerative principles in overtourism hotspots.
With the rapid development of the aerospace field, the uncertainty, technical difficulty, significant shortening of the development cycle, parallel development and other characteristics of aerospace engineering are increasingly prominent, making the research and development management of aerospace engineering face unprecedented challenges, and the strategic management transformation has become an effective way to cope with complex environments. Strategic management is the art of decision-making and management, a method of allocating direction, objectives, tasks, policies and resources for overall and long-term development over a specific period of time. This paper not only studied the transformation path and improvement countermeasures of the management strategy of aerospace enterprises, but also studied the internal environment of the aerospace management strategy, the improvement mechanism of strategic leadership and the improvement countermeasures on the basis of integrating the industrial chain. Innovation in aerospace business models could then be promoted, and limited resources could be effectively integrated and allocated. Research and management capabilities could also be continuously improved, as well as the core competencies of aerospace enterprises, so as to ensure their long-term development. Taking the application and employment status of the aerospace profession, the education level of the personnel of aerospace enterprises, the proportion of each link of the industrial chain in the market size, the amount of aerospace technology imports, the market size and growth rate as the survey contents, the experiment showed that the amount of aerospace technology imports with the integration of the industrial chain has decreased by about 8.3 %.
The literature has mainly focused on the significant business opportunities that companies obtain from their participation in trade fairs while less interest has been given to their impacts on the host regions. However, trade fairs are events with complex socio-spatial dimensions and an important scope of urban governance that need further analysis. The purpose of this article is to investigate the attitudes, opinions and representations of the exhibitors and visitors of the trade fairs in Thessaloniki, regarding the trade fair itself and its efficiency, the city of Thessaloniki as a destination, as well as the relationship between trade fairs and the city. The method of collecting qualitative material and information involved in-depth interviews with a semi-structured interview guide, while quota sampling was used. In total, 103 interviews were conducted at the trade fairs of Zootechnia and Detrop. Results show that the effect of trade fair activity on the city of Thessaloniki is strong and multi-layered. Also, the relationship between trade fair activity and the city is interactive and two-way, as one feeds and is powered by the other. Moreover, the need for coordination and cooperation between local agencies in an urban governance framework was highlighted.
This study aims to find a correlation between tourist motivation and satisfaction to provide several recommendations for developing tourist facilities according to tourist needs. Data mining was conducted in-depth through a phenomenological approach and inductive data analysis. Semi-structured and in-depth interviews are aimed at gathering information related to the motivation for traveling, perceptions and assessments of tourist attractions, activities, tourist expectations, and the attractiveness of cultural tourist attractions. This study found a linear correlation between cultural tourism motivation, tourism assessment, intensity of cultural tourism activities, acquisition of cultural tourism experiences, and tourist satisfaction. Tourism motivation also creates tolerance, fosters understanding and respect between cultures, and lowers expectations of tourism conditions so that tourists quickly get satisfaction. High tourist satisfaction creates a positive image of tourism, which may create loyalty. Tourist satisfaction can build a relative attitude related to repeat purchases, which in the context of tourism is the intention to revisit or recommend a tourist attraction to others. This study shows a tendency for tourist activity patterns based on cultural motivation in tourism practice. Tourism activity patterns, tolerance, and tourist satisfaction information can be essential in cultural tourism development programs.
Creativity is becoming more relevant to increasing destinations’ distinctiveness. While anecdotal evidence suggests that travel to experience any aspect of the agrifood process encompasses key indicators of Creative Tourism (CT), the alignment of agrifood experiences with CT remains unexplored, limiting destinations’ potential to leverage the growing demand for both creative and agrifood experiences. Thus, we assessed the importance of CT indicators across three types of agrifood experiences (agritourism, craft beverages, food) in contrast with beach-going (control) while traveling using hypothetical scenarios. We collected data in 2023 from a non-random panel of 1019 residents across the USA (250 pre-established quotes per travel scenario) using an electronic survey. Results showed that those in the agrifood travel scenarios, notably in agritourism, perceived higher levels of creativity as compared to those in the control group across all creative domains, which supports CT as a suitable scholarly framework to position agrifood travel experiences. Results also indicate that destinations having strong agrifood experiences—and notably agritourism—should build upon their shared creative elements, mainly gravitating around experiencing local livelihoods, to increase their competitiveness. This study’s results can inform destinations seeking to strengthen their distinctiveness by catering to the increasing number of tourists seeking creative food, agricultural, and beverage experiences.
The Supreme Court is a judicial institution vested with authority to exercise judicial power in four separate branches of the judiciary, namely the General Courts, Religious Courts, Administrative Courts, and Military Courts. The Military Court, in particular, serves as the judicial body responsible for upholding the law and justice for members of the Indonesian National Armed Forces (TNI). Unlike the other three branches of the judiciary, the Military Court system consists of three appellate courts and one main court. The existence of these four courts is governed by Law Number 31 of 1997 on Military Judiciary and the Chief Justice of the Supreme Court Regulation Number 125 of 2009 on the Delegation of Authority to High-Ranking Officials and Chief Justices of Appellate Courts within the Supreme Court for Signing in the Field of Personnel. However, the implementation of these regulations has still resulted in varying interpretations and paradigm differences, especially in understanding the phrase "appellate court," which has been perceived as somewhat biased and not fully implemented. This is particularly evident in the coordination and management of Civil Servants (ASN), as the Supreme Court places the Main Military Court on par with the appellate courts, although in practice, the Main Military Court resembles a "court above the appellate courts." This research employs a qualitative approach with a specific Case Study research method, focusing on the differential treatment of ASN members who represent a minority within the Military Judiciary. Ultimately, the study recognizes the need to bring together perspectives and unify understandings regarding the implementation of the Chief Justice of the Supreme Court Regulation Number 125 of 2009, analyzed through the Equal Employment Opportunity (EEO) theory, in order to harmonize the management and governance of appellate courts. This would help eliminate disparities between the High Military Court and the Main Military Court, serving as a bridge of understanding within the Military Judiciary in Indonesia.
Md. Badal Miah, Md. Sazzadul Haque, M. Khaleque
et al.
The textile sector of Bangladesh has positively contributed to a significant impact on its national economy and employment opportunities due to its rapid growth. The increasing number of wet processing units has led to a growing amount of wastewater volume as well as textile sludge (a byproduct of wastewater or effluent treatment plants). In 2015, the government of Bangladesh instituted the “Bangladesh Standards and Guidelines for Sludge Management”. Therefore, this case study aimed to assess these standards’ impact on the textile industry’s sludge management practices, informing academic scholars of the research opportunities available, and serving as a policymaking tool for various other South Asia and Southeast Asia economies. The sludge management situation of thirty-six industries (namely, twelve dyeing, twelve printing, and twelve washing) was herein assessed through a self-administered questionnaire survey of respondents from the respective ‘Top Management’ and ‘Environmental Chemical Responsible’ (ECR) departments. Among the findings, the assessment revealed that neither treatment procedures nor reuse and recycling activities are present for sludge management in any of the studied industries. The responsible personnel from the textile industries have not undergone any level of technical training, and 41.7% of the printing industries still dump sludge in the open environment. The majority (83%) of stakeholders are unaware of the dangers and potential effects of improper sludge treatment. The key factors—responsibility, knowledge, behavior, and consideration—analyzed in this study, together with the study’s recommendations, will be a vital step forward in formulating policy advocacy for hazardous sludge management within the textile sector of Bangladesh.
Poor management of waste can cause serious disease to healthcare personnel, cleaners, waste handlers, patients and the public. An observation-supported cross-sectional study was conducted to assess healthcare waste (HCW) management practice and professional, management and resource availability-associated factors among healthcare workers of 23 public health facilities in Southwest Shewa Zone, Oromia regional state, Ethiopia, 2021. A total of 424 health workers participated in this study. The level of proper healthcare waste management (HCWM) practice was 38.4%. Lack of knowledge on different methods of healthcare waste treatment (adjusted odds ratio (AOR): 0.101, 95% confidence interval (CI) (0.042, 0.242, p < 0.05)), lack of knowledge about the types of healthcare waste (AOR: 0.136, 95% CI (0.039, 0.481, p < 0.05)), lack of knowledge on the use of different colour-coded waste bin and safety box (AOR: 0.145, 95% CI (0.040, 0.520, p < 0.05)), and healthcare workers who had no training/orientation on HCWM practice (AOR: 0.396, 95% CI (0.245, 0.639, p < 0.05)) were less likely to practice effective HCWM compared to their counterparts. The current HCWM practices in studied health facilities was inadequate. Professional knowledge and availability of training were independently associated with HCWM practice. Therefore, regular orientation during employment and on-job training on HCWM practice, regular monitoring and supervision of HCWM are important. Further research should be conducted on the area of HCWM, and its associated environmental impacts by using more strong methods and wider health facilities.
Purpose: To present an excerpt from author’s own study conducted among HR professionals, managers and directors in December 2022 in Poland as part of the research project 'HR Compliance in HR Risk Management'. The aim of the article is to characterise whistleblowing as a tool of the HR Compliance Management System and to identify differences in the evaluation of the process of reporting wrongdoing and undesirable behaviour in organisations depending on the job position of the respondents, the size of employment in the company, the form of ownership and the industry. Design/methodology/approach: A proprietary survey questionnaire was developed. The study was carried out using a diagnostic survey method. A computer-assisted web interview (CAWI) and a computer-assisted telephone interview (CATI) were used. Statistical methods were used to analyse the survey results, including chi-square test with Yates’ correction, Kruskal-Wallis test. Findings: Whistleblowing is an instrument for detecting wrongdoing in organisations, being one of the three pillars of HR Compliance and an important tool of the Compliance Management System. Differences in the evaluation of the various elements of the whistleblowing system have been diagnosed. One-third of the respondents do not have a clear opinion on the evaluation of a well-established whistleblowing system. In medium-sized companies, respondents' rating is higher than in other organisations in terms of evaluating internal channels for whistleblowing, as well as protecting whistleblowers from retaliation. The HR department is the entity empowered to receive and coordinate the handling of whistleblowing reports in the workplace in public organisations, which stand out with the highest average rating of providing anonymity to the whistleblower and granting protection to the whistleblower against potential retaliation. Differences in rating by job position relate to issues of organisational culture, employee confidence in the proper functioning of the company's whistleblowing system, the scope of reportable wrongdoing within the company, the preparation and provision of internal channels for whistleblowing. On average, professionals rate the whistleblowing system in organisations lower. Research limitations/implications: The research sample was 205 units. The survey was not randomised and therefore the results developed are not representative and do not allow generalisation and drawing conclusions about the phenomenon on a national scale. Practical implications: The results obtained from the research may be useful for business owners, managers, human resources and compliance professionals who are responsible in organisations for implementing systemic whistleblowing solutions in the workplace. Social implications: Building awareness of whistleblowing and its key role in the HR Compliance management system in companies. Originality/value: The article is of cognitive value for the development of management and quality science in the area of human resource management and organisational risk management. It contributes to the development of knowledge on whistleblowing in companies from a management perspective. Keywords: whistleblowing, whistleblower, compliance risk, HR Compliance, personnel risk, compliance management system. Category of the paper: Research paper.
C. Ifeanyi-Obi, F. Issa, S. Aderinoye-Abdulwahab
et al.
Purpose This study aims to explore possible ways to promote uptake and integration of climate-smart agriculture (CSA)-Technologies, Innovations and Management Practices (TIMPS) into policy and practice in Nigeria through the development of actionable roadmaps to facilitate the process. Design/methodology/approach Two hundred and fifty-two stakeholders for the policy discourse and survey were purposively drawn from both government and private agencies, NGOs and community-based associations from the six geo-political zones of the country. Data collection was done using a mixed method comprising questionnaire administration, in-depth interviews and panel discussion. Data collected was summarised using descriptive statistics. Findings The major findings were lack of existing policies on CSA, lack of farmers’ awareness of CSA-TIMPs, neglect of extension programmes that can help to enlighten farmers on the importance of CSA and insufficient extension personnel to cater for farmers’ needs. Challenges to CSA-TIMPs uptake in Nigeria were: insufficient funding and support by government in programme planning and implementation, policy inconsistencies and poor farmers’ attitude and resistance to change. Practical implications This research will facilitate CSA uptake and integration through the provision of data for informed decision and action by the responsible agencies. Originality/value Suggested actionable roadmaps across the zones were robust awareness campaign and advocacy on uptake of CSA-TIMPs through e-extension, community TV/radio in local dialects; revitalisation of policy programmes such as monthly meetings should be reintroduced and creation of CSA Departments/Stations in each state; increased budget allocation to a minimum of 10% for agriculture, revitalisation of Researchers-Extension Agents-Farmers Linkage, employment of qualified extension agents and retraining of extension agents.
In the field of human resources, ethical conflicts are undeniably a concern. Ethical norms exist in all firms and play a critical role in determining company success or failure, such as employment issues, safety issues, fair treatment and prospect, performance evaluations, and so on. Such difficulties can result in employee apathy/lowering of workforce quality, and ethical norms must be followed inside the business to avoid the dispute from continuing. The role of organisational culture, rules, and practises in encouraging or tolerating employee conduct and well-being is critical to the development of an ethical organisation and is a key component of the human resource development paradigm. In most enterprises, however, there is a noticeable lack of reporting or stillness in creating a sustainable ethical environment based on practical and everyday experience due to legal, financial, social, or personal limitations. Management sometimes appear to be stereotyped in workforce ethics and operation management terms, such as managing quality work development processes and pay systems and engaging in intake and skill building training, regulation of employee decorum’s etc. As a result of these serious bottlenecks, there is a growing demand for responsible business governance rules, reflecting global concerns about ethical dilemmas and organizational peculiarities. Therefore, experts and critics agree that Human Resource Management (HRM) should play a more active role in both national and international organizations to counter such attitudes and behaviours. To do. Based on these facts and resources, the current review article on the importance of ethical responsibility in human resource management is qualified to address current business ethics scenarios and growing personnel-based ethical dilemmas. Written to emphasize the need for resource managers.
In the modern world, more and more countries are paying attention to the development of an economy based on intellectual labor, scientific achievements, culture, innovation and creativity. The economic value of such an economy goes beyond the simple production of cultural goods or employment of creative people; it plays an important role in changing the entire economy of the country. The review of modern economic academic literature has shown a lack of a unified approach to the terminology and content of the concept of such an economy. The study discusses main approaches to the concepts of "creative economy" and "creative industries", as well as to the composition of their activities. We examined the differences between the content of the concepts of "creative economy", "innovative economy" and "knowledge economy". A study of the state and main trends of creative industries in the world and Russia is being conducted. We found that creative industries in Russia are actively developing, but so far they cannot meet the needs of the domestic market with a significant potential for import substitution. We studied main problems of managing the development of the creative economy in Russia such as methodological, institutional, coordination, legislative, infra structural, copyright, financial and personnel problems. The main prospects for the development of the creative economy in Russia are determined.
The economic content and specifics of the “personnel potential” concept at the individual, micro, and macro levels have been investigated. The study explored the component structure of personnel potential characterized by the presence of demographic, educational and knowledge, qualification, and motivational components. The paper examines factors affecting the formation, use, and development of personnel potential. The main stages of evolutionary changes in personnel potential have been singled out. The problems and risks of deteriorating the quantitative and qualitative characteristics of the personnel potential associated with the impact of crisis phenomena in the demographic, social, and economic spheres have been identified. It was noted that in the conditions of the war, there was a gradual narrowing of the demographic base for the reproduction of personnel potential due to the migration outflow of a significant part of the working-age population; reduction of the number of jobs. It has been proven that to increase the efficiency of the use of personnel potential at the micro, meso, and macro levels, it is advisable to improve the practice of forming the personnel reserve. The need was shown to stimulate employers improve employees’ skills and qualifications by obtaining assistance from the state employment service on the organization of professional training. The main directions for improving the quality of personnel potential at the regional and national levels are defined as an elaboration of the strategies for the development of personnel potential at the national and regional levels, preparation of the training programs, and upgrading of qualification of management personnel of local authorities. The directions are substantiated to minimize the risks and overcome the negative consequences of the deterioration of the quality of personnel potential to ensure the stabilization and acceleration of the recovery of the country’s economy based on innovation.
Research shows that 67% of the nonprofit sector workforce in the United States are women and worldwide, women account for the majority of employees in the nonprofit sector. Identified as service provider professionals, these women provide the care and nurture of countless people and yet often neglect themselves as they serve others out of passion or a strong work ethic. At the height of the COVID-19 pandemic, service provider professionals responded to an increased demand for programs and services with fewer resources. The increase in the demand for programs and services with a decrease in resources contributed to stress for these workers, leading to the phenomenon of burnout. To address the phenomenon of burnout, we propose that nonprofit organizations need to be systems thinking organizations and consider implications at the organization’s micro, mezzo, and macro levels. Three themes emerged from this study, self-care at the micro level, psychological safety at the mezzo level, and reviewed and revised policies and procedures that address the unique needs of women at the macro level. The article considers the nonprofit sector, burnout, and women in the nonprofit sector and its implications for organizations at the micro, mezzo, and macro levels.
Orientation: Growing evidence indicates a positive relationship between emotional intelligence (EI) and leadership performance. However, in non-Western public service contexts, scholarship on the nature of this bivariate relationship trails behind.
Research purpose: Using the behavioural EI model, this study examined the relationships between EI competencies and leadership performance of executive managers in the South African public service.
Motivation for the study: A significant bivariate relationship using the behavioural EI model implies empirical significance and practical implications for policy and leadership development in the public service.
Research approach/design and method: The multi-rater Emotional and Social Competence Inventory (ESCI) measured EI competencies of 35 executive managers rated by 230 respondents. Multi-source nominations from 371 respondents measured leadership performance. Five study hypotheses were tested using Spearman’s rank correlation coefficients and analysis of variance.
Main findings: The results indicated significant positive correlations between leadership performance and all four EI clusters of competencies: self-awareness, self-management, social awareness and relationship management. Of the 12 EI competencies, adaptability, inspirational leadership, emotional self-awareness and positive outlook displayed the strongest correlations. Also, a significant negative relationship between the managers’ competency gap and (self-other agreement) their performance was observed.
Practical/managerial implications: The results have implications for management and leadership development and recruitment in the public service.
Contribution/value-add: Using the behavioural method, this quantitative study validated the positive relationship between EI and leadership performance in the South African public service.