Hasil untuk "Personnel management. Employment management"

Thi Nuong Le

Orientation: The rapid expansion of higher education institutions in Vietnam has heightened competition and increased demands for high-quality human resources. Lecturers and administrative staff are required to continually enhance teaching, research and administrative skills. Transformational leadership is a key factor fostering such innovative capacities. Research purpose: This study investigates the impact of transformational leadership on innovative work behaviour amongst lecturers and administrative staff in Vietnamese public universities, with a focus on mediating roles of work engagement and organisational citizenship behaviour (OCB). Motivation for the study: Although transformational leadership has been studied in other organisational contexts, empirical evidence within higher education – particularly in Vietnam – remains limited. Clarifying its role in shaping innovative behaviours is vital to improving academic competitiveness. Research approach/design and method: A quantitative survey of 374 lecturers and staff from Vietnamese public universities was performed using convenience sampling. Data were analysed by Partial Least Squares Structural Equation Modelling (PLS-SEM) to assess direct and mediating effects. Main findings: Transformational leadership significantly improves work engagement (β = 0.389, p  0.05), OCB (β = 0.285, p  0.05) and innovative work behaviour (β = 0.329, p  0.05). Both work engagement (β = 0.122, p  0.05) and OCB (β = 0.089, p  0.05) function as partial mediators. Practical/managerial implications: The results suggest that strengthening transformational leadership practices fosters engagement, citizenship behaviours and innovation, thereby boosting institutional performance. Contribution/value-add: Drawing on empirical evidence from Vietnam, this study highlights how transformational leadership promotes innovation through dual-mediating mechanisms and extends the literature on leadership and innovation in higher education.

Štěpánková Eva, Binková Kristýna

Background: Managers can plan strategically based on a rational and/or intuitive approach. In the past, intuition and rationality were seen as opposing approaches, one or the other of which was used. Currently available sources confirm the combination of both approaches as effective, and thus their complementarity. Purpose: The main goal of the paper is to reveal the characteristics of using intuition and rationality in the process of creating the strategic documents of the Ministry of Defence of the Czech Republic (MoD CR). Further, there are two sub-goals: to analyse the proportions, characteristics and consequences of using the revealed ratio of intuition and rationality in the process mentioned. Study design/methodology/approach: The general research design is a qualitative paradigm. The data were collected through a semi-structured questionnaire. The sample amounted to 18 authors of strategic documents of the MoD CR. The data were evaluated using the grounded theory method, which defines the procedures of open and axial coding of the text. The arrangement of relationships between the identified data categories was carried out using a paradigmatic model according to grounded theory. Findings/conclusions: The conclusions confirm the use of a combination of intuition and rationality in the process of creating strategic documents. However, intuition prevails in the ratio of both approaches, which can be the cause of not quite optimal output. Processed strategic documents suffer from some shortcomings (i.e. inconsistency of formal and content aspects, insufficient measurability, objectivity and comparability), which are related to insufficient or incorrect use of exact methods and a systematic approach. Limitations/future research: The conclusions are valid for the MoD CR, specifically for the process of creating strategic documents. It would be useful to compare them with other types of organizations in the state, public and private sectors. The use of intuition and rationality in other processes of strategic management can be examined and compared with the processes of middle and lower management.

Brigitta Pécsek, Ádám Gyurkó

This study aims to advance knowledge in the concept of therapeutic milieus by connecting nature, spirituality, and health to develop sustainable destinations. It combines the advantages of a conceptual paper and a multi-case study, offering a range of solutions demonstrated with three types of settlements: a county capital, a middle-sized town, and a small town. The GIS analysis identified several areas where the co-existence of thermal water, sacred sites, and verdant landscapes is in abundance, and five potential study areas were selected. Additional selection criteria included the GDP of the counties, visitation data, and synergy potential. Field work using field notes and photographs reconfirmed the results of the mapping and found unique value propositions that could enhance the value of health tourism. The theoretical research suggested three areas with synergy potential: culture, gastronomy, and sports. Based on the findings, a framework for therapeutic milieus showing three different scenarios was prepared. As for the economic and social implications, the research highlighted that adopting a multidisciplinary approach, incorporating insights from geography, cultural studies, and psychology, could make destinations more resilient, thus benefiting both tourists and locals. This study represents a substantial contribution to the milieu theories by incorporating natural, cultural, and spiritual elements into a flexible framework for therapeutic milieus. Future research may explore therapeutic milieus outside the Christian context or investigate the demand side.

Stefan Šmugović, Bojana Kalenjuk Pivarski, Dragana Novaković et al.

Traditional food products (TFPs) hold a significant place in the cultural and gastronomic identity of Vojvodina, and consumer interest in these products is continuously growing, positioning them among the most relevant research topics in the fields of hospitality and consumer behavior. The aim of this study was to examine how consumers’ socio-demographic characteristics influence their attitudes and perception of the quality and attributes of TFPs on hospitality and tourism market. The research was conducted on a sample of 507 adult respondents from the territory of the Autonomous Province of Vojvodina. Data were analyzed using descriptive statistics, nonparametric tests (Mann–Whitney U and Kruskal–Wallis) and ordinal logistic regression. The results indicate that age, gender, education level and place of residence significantly affect attitudes toward the quality, price, availability, and advantages of TFPs compared to industrial or imported products. Respondents from rural areas, those with lower education levels and lower incomes, show a greater tendency to consume traditional products. The main barriers to consumption were identified as high prices and insufficient information. The regression results showed that gender and place of residence were significant predictors of consumers’ tendency to choose dishes prepared with TFPs in hospitality establishments. The study highlights the need for tailored marketing and educational strategies to improve the accessibility, diversity, and visibility of TFPs on the market, with particular attention to their integration into the hospitality sector. However, the study is limited to the region of Vojvodina and relies on self-reported data, which may introduce response bias. Future research could explore comparative analyses across different regions or include qualitative insights into consumer motivations.

Tika Nur Azzahra

Islamic banking is a growing financial sector that has an important role in the economy as a provider of financial services and as an investment for shareholders. This study aims to determine the effect of foreign ownership and domestic ownership on firm value through intellectual capital as an intervening variable. The population in this study are Islamic banking companies listed on the Indonesia Stock Exchange (IDX) for the 2019-2022 period. Sampling using purposive sampling method with the criteria of Islamic banking companies and other provisions. Secondary data in the form of financial statements and annual reports from each company. The results of this study indicate that (1) foreign ownership has a significant effect on firm value, (2) domestic ownership has an insignificant effect on firm value, (3) foreign ownership has an insignificant effect on intellectual capital, (4) domestic ownership has an insignificant effect on intellectual capital, (5) intellectual capital has a significant effect on firm value, and (6) intellectual capital is not able to mediate the relationship between foreign ownership and domestic ownership on firm value. Future research needs to add new variables so that the results become more comprehensive.

李宜麟 Yi-Lin Lee, 楊思偉 Szu-Wei Yang

本研究藉由文件分析法探討日本近來在推動能力主義之人事制度下，國立大學法人及相關機構將績效和薪資掛勾相關之改革策略與成效。本研究首先說明國內之人事和彈性薪資制度，其次探討日本國立大學法人，自2004年推動法人化制度後，每6年一期，2013年開始提出 人事薪資改革政策，2022年已進入第四期的人事改革階段。在論述其推動背景及歷程下，分析人事及薪資管理改革之重要內涵，包含整體「改革方向和重點」、「年薪制」、「績效薪資」和「交叉聘用制」之改革具體內容、改革成效和問題等，並和國內制度做比較探討。最後，提出研究結論包含：一、在改革定位上，此薪資制度改革為法人化整體系統化改革下的一環。二、改革乃為協助落實國立大學法人定位轉型而努力。三、績效評鑑與待遇的反應機制激發教師的積極性動機和努力成果。四、外部資金供作薪資和交叉聘用制的推動，確保「年輕教師就業」和「人才的多元性及流動性」。並於分析改革問題後，對國內提出人事及薪酬制度改革應在思考高等教育機構之定位下出發、推動績效主義的薪酬制度應有配套措施，及欲借鑑日本經驗需做進一步評估等相關建議。 Due to globalization, competition and exchanges between countries around the world have increased. The quality of higher education maintained a key role enhancing national competitiveness and accelerating social development. An robust system was an important foundation for governance, and without a strong institutional foundation, developing modern governance capabilities and establishing or supporting world-class universities and first-class disciplines for a long time were challenging. The governance of higher education institutions should a focus for empowering higher education institutions. Therefore, all countries were committed to reforming the governance of higher education institutions to ensure that higher education was of high quality. In Japan, because society has increasingly high expectations of universities, the requirements for universities have increased. To realize the basic mission of higher education institutions, national university corporations and institutions have strengthened education (teaching) and research capacity and implemented substantial governance reforms. Reaching consensus regarding the vision of each institution and the standards required for membership through dialogue was necessary; the importance of maintaining and enhancing the positive attitude of each faculty member should be emphasized. Therefore, the Ministry of Education, Culture, Sports, Science and Technology (MEXT) has systematically disclosed its intention to implement reforms in various documents and has continued to promote reforms in personnel and salary management. Regarding the personnel system and salaries in universities, the MEXT proposed “a new personnel system based on competency and performanceism [sic]” in the “Policies for the Structural Reform of Universities (National Universities)” in June 2001. Since then, the MEXT has focused on the personnel system as the main policy area to strengthen the enthusiasm and ability of the teaching staff, especially by implementing an attractive salary system, changing the age structure of teachers, and recruiting more young scholars, among others; these measures could help attract diverse and outstanding talents. The system was focused on improving the overall outcomes of Japanese university education and research. Subsequently, reforms in personnel and salary management in universities were intensely promoted in the “Basic Policy on Economic and Fiscal Management and Reform 2018,” “Future Investment Strategy 2018,” “Integrated Innovation Strategy,” and other decision-making documents released by the Cabinet Secretariat. In February 2019, the MEXT officially issued the “Guidelines for Reform Management of Personnel Affairs and Salaries for National University Corporations” to provide relevant guidelines for compensation management in national university corporations to improve their personnel management systems. Reforms in personnel and salary management include strengthening the evaluation system, reflecting the results of the regular appraisal of salaries, and improving the promotion and bonus systems for performance-based and differentiated treatment. The MEXT recommended that universities adjust the allocation ratio of “fixed salary” (basic salary) and “variable salary” (performance salary) in the salary structure, decrease the fixed salary, and increase the ratio of the variable salary per the new “annual salary system” measures. It made the performance evaluations twice a year were emphasized more strongly than before, and the evaluation results correspond to differences in the salaries of university teachers, thereby leading to a salary system that offers “different pay for different performance.” The MEXT has emphasized continuous reforms in personnel management to enable national university corporations to better satisfy societal expectations and fulfil their responsibilities and functions and to further strengthen their governance systems; the reforms included performance evaluations, the introduction of an annual salary system, cross appointments, a double-track contract system, and lifetime employment. According to a 2021 report by the Directorate General of Budget, Accounting and Statistics of the Executive Yuan, more than 60% of full-time teachers in higher education institutions in Taiwan were older than 50, and only 8.5% of teachers were younger than 39. The identity of the full-time teachers in Taiwan University was unclear, the rights and interests of the project teachers were different, the evaluation result of the flexible salary system was unclear, and the system of industry-academia cooperation was not sufficiently flexible. These problems how to solve should be addressed. With the increase in global competition, talent recruitment and retention were no longer local issues, and competition for talented individuals from other countries was common in the world. In 2010, the Ministry of Education and Ministry of Science and Technology of Taiwan announced “The Ministry of Education Recruits and Retains Special Talents from Colleges and Universities to Implement Flexible Salary Plans,” with the aim of improving the academic environment of colleges and universities and increasing the incentives for retaining and recruiting talents. In 2013, the Department of Higher Education attempted to relax the requirements of personnel management for higher education institutions through “Measures for Unwinding the Higher Education System,” including “releasing the teacher promotion system,” “relaxing the employment of university supervisors,” “relaxing the school affairs fund,” and “recruitment flexibility.” In the following year, the Department of Higher Education proposed the Taiwan Talent Promotion Program to emphasize the goals of “attracting international outstanding talents,” “building an international talent cooperation network,” and “strengthening international academic influence and visibility.” These reforms were different from the reform policies in Japan. This study explored the literature and documents on the strategies and effects of innovations aimed at promoting a meritocratic personnel and merit pay system in national university corporations in Japan. First, in this paper, the current personnel and merit pay system in Taiwan and the problems associated with it were described. The study analyzed the background and procedure of innovation in the personnel and pay system of national university corporations in Japan. The system of national university corporation has been implemented since 2004, with every six years considered a period. When entering the fourth period, a performance-linked pay system was emphasized. Next, in this paper, the goals and key points, situation, problems and resolutions, strategies, and effects of the innovations in the personnel system were discussed. The recent reforms in the personnel and pay systems were compared between Taiwan and Japan. The findings of this study could be summarized as follows: 1. Innovations in the personnel and merit pay system of national university corporations in Japan constituted a part of the reforms in the national university corporation. 2. Innovations in the personnel and merit pay system of the national university corporations have enabled them to transform their new positions and optimize their organizational structures. 3. The linkage between performance assessment and treatment has increased teachers’ dedication and their motivation to work hard. 4. The flow of external funds and the system of cross appointment has ensured the “employment of young teachers” and the “diversity and mobility of talents.” The suggestions of this study were as follows: 1. Innovations in the personnel and pay system in higher education institutions in Taiwan should be implemented based on the position of higher education institutions. 2. Related measures should be adopted after implementing a pay system based on performance. 3. It was needed to be estimated when taking Japan as an example.

Ayesha Shafique, Shahida Mariam, Zunaira Mahmood

Based on ethical faded theory, this paper examines the relationship between emotional neglect and unethical behavior via self-deception under the influence of employee Machiavellianism. A two-phased survey involving 253 managerial employees of various private sector service organizations was conducted in the Punjab province of Pakistan. Data showed sufficient reliability and validity of existing measures used in this study. The conditional process analysis revealed that employees emotionally neglected at work indulged in unethical behavior and that self-deception by such employees explained this mechanism. Employee Machiavellianism moderated the relationship between self-deception and unethical behavior, indicating that the indirect effect of emotional neglect on unethical behavior would be more robust for employees with high levels of Machiavellianism in their personalities. Findings help understand the antecedents and conditions that promote unethical behavior at work and warrant the need for effective managerial strategies to prevent it. Implications of these findings have been discussed.

R. R. Khuziakhmetov, G. F. Romashkina

The fundamental transition from the concept of maintaining employment to personnel mobility and employability, as well as the transformation of the working environment make the case for addressing the development of students’ employability skills. Job seekers are intended to be effective communicators and drive own productivity. It is important to understand how students perceive the employability skills, which are formed during the university period. The article aims to reveal strategies for employability skills development, implemented by master’s and doctoral students. These students have a long learning experience and acquire a higher level of qualifications. They are better prepared for employment, but still can face obstacles.The empirical base of the study consists of 50 interviews with students of Tyumen universities (32 master’s degree students and 18 doctoral students). The data were obtained through semi-structured interviews. The authors focused on 4 employability skills: communication, teamwork, self-management, and self-control. Three strategies of employability skills development are revealed. Active strategy: students identify employability skills as a resource, give average and higher self-assessments of their development, provide detailed examples of their use, analyze mistakes, and see opportunities for future development. Intermediate strategy: students also recognize the importance of employability skills, but there is an imbalance in the development of individual and interpersonal skills. In general, they give average self-assessments of skill development and provide insufficiently detailed descriptions of their use in practice. Their plans for developing employability skills are not precise. Passive strategy: students do not identify employability skills as a resource, and are not proactive in their improvement, limiting themselves to an abstract description of intention. The conclusion is substantiated that only a small part of students of regional universities identify individual and interpersonal skills as a resource and build long-term plans for their improvement.

Yurii Kuryliuk, Hanna Shvedova, Mykola Karpenko et al.

Article accepted. The article will be published here soon. Pending final quality checks.

Damjan Kobal

Lanhua Li, B. Guo, J. Murmann et al.

In 2012, Huawei overtook Ericsson and became the largest telecommunications equipment manufacturer in the world. Its strong technological capabilities, which allowed it to attain this leading position, did not come about quickly but were built through long-term investments and continually evolving R&D management structures and practices. Five years after it was founded in 1987, Huawei started to place an emphasis on conducting R&D, and it began to invest at least 10 percent of its annual sales revenue R&D every year (in most years, more than 10 percent). This strategy was also enshrined in the constitution of the firm, which was enacted in 1998 as the Huawei Basic Law and has been in effect ever since. Huawei’s R&D expenses totaled 101,509 million CNY in 2018, accounting for 14.1 percent of the company’s annual revenue. In terms of its workforce, Huawei continually allocates no less than 43 percent of total employment to R&D positions, which emphasizes how important R&D is to the firm. In 2018, the number of R&D personnel was more than 80,000, accounting for around 45 percent of its total employees (Huawei, 2019). When the rival firm Cisco sued Huawei for infringing on a Cisco patent in 2003, Huawei realized even more the need to develop its own intellectual property through R&D. As the scale of R&D efforts increased, Huawei continually encountered problems with its organization of R&D and felt that it was necessary to transform how it conducts R&D. This chapter focuses on the transformation of Huawei’s R&D management, which underwent three major accomplished transformations from 1991 to

Molefe J. Maleka, Leigh-Anne Paul-Dachapalli, Suzette C. Ragadu et al.

Orientation: New insights into how managers can develop strategies to enhance job satisfaction, how researchers can use a different approach when collecting data by conducting a survey at a mall instead of an organisation, and an understanding of the relationship between performance management, vigour, and training and development of low-income workers form part of the orientation of this article. Research purpose: The authors endeavoured to determine whether performance management, vigour, and training and development positively predicted the job satisfaction of low-income workers in the South African context. Motivation for the study: Little, if any, research exists about the relationships between performance management, vigour, and training and development as well as the job satisfaction of low-income workers in the South African context. Research approach/design and method: The research approach was quantitative, descriptive and causal in nature. This study mostly comprised the units of analysis, namely low-income workers who were under-researched in the South African context. Hence, 877 respondents were purposefully selected for this study. Main findings: The results showed that performance management was the highest predictor of job satisfaction. The second highest predictor of job satisfaction was vigour, and the third highest predictor of job satisfaction was training and development. Practical/managerial implications: This research will empower managers to develop strategies to enhance employees’ job satisfaction by paying attention to performance management, vigour, and training and development. Contribution/value-add: This study was conducted on an under-researched sample, at a mall and suggested vigour as an intrinsic variable to be included in the Herzberg job satisfaction model.

H. Kondylakis, Santiago Hors-Fraile, L. Koumakis et al.

Chronic pain is one of the most common health problems affecting daily activity, employment, relationships and emotional functioning. Unfortunately, the lack of specialized health care personnel, and the high heterogeneity in terms of clinical manifestation and treatment results contribute in failure to manage efficiently and effectively pain. Information and communication technology (ICT) can be a valuable tool, enabling patients and healthcare professional empowerment and better self-management of pain. To this direction, this article reports on the design of a novel technical infrastructure to support effectively and efficiently chronic pain management, based on an Intelligent Personal Health Record platform on top of already available ICT tools. The designed platform targets, among others, at improving the knowledge on the patient data, effectiveness and adherence to treatment and providing effective communication channels between patients and healthcare professionals.

Keith Bradley

Introduction: people and performance, John Redwood the human capital audit and business performance, Keith Bradley. Part 1 Recruitment and training: population ageing and employment policies, Paul Johnson excellence in personnel management, Leonard Peach human capital flows and business efficiency, Leslie Hannah the new workforce, Steve Shirley mentoring and the development of social capital, Richard Caruso management development and career success, David Guest, et al. Part 2 Organization and human resources: people and quality, Stephen Hill management accounting and the measurement of business performance - some dilemmas, Eamonn Walsh management information systems - opportunity or risk?, Ian Angell profit-related pay - a strategic instrument for the 1990s, Greg Clark profit-related pay - the implications for the economy, Christopher Huhne competitive success through participation - the John Lewis Partnership, Simon Taylor human resources as social capital, Richard Caruso.

Kathleen Brown-Rice , Susan Furr

Addressing problems of professional competency (PPC) among doctoral students is essential given that doctoral students will become our future counselor educators. In this study, doctoral students (N = 345) in CACREP-accredited programs were surveyed about their knowledge of peers’ PPC. The findings of this study indicate doctoral students are aware of peers with PPC (68.1%), which include inadequate skills to deliver counseling services as well as problematic behaviors related to personal or psychological issues. Findings suggest respondents are affected negatively by being in a program with a peer they perceive has a PPC (47.9%) and are frustrated with educators for allowing problematic peers to continue their doctoral training (70%). The findings of this study show that faculty members need to place more emphasis on educating doctoral students about competency issues and assessing for PPC.

Melinde Coetzee, Nadia Ferreira, Ingrid Potgieter

Orientation: Employees’ psychological attachment to their organisation remains an important topic of inquiry for organisations concerned about improving their talent management practices for the purpose of retaining valuable human capital. Research purpose: The aim of the study was to explore the constructs of job-embedded sacrifice, workplace friendship and career concerns as potential underlying explanatory mechanisms of employees’ affective, continuance and normative commitment towards the organisation. Organisational attachment theory was utilised as theoretical framework to study the relations among the variables. Motivation for the study: The notion of job-embedded sacrifice, workplace friendship, career concerns as explanatory mechanisms of employees’ affective, continuance and normative commitment in the South African higher education context is under-researched, and especially from the perspective of organisational attachment theory. Research approach/design and method: A non-probability convenience sample (N = 200) of academic and administrative staff members employed in a South African higher educational institution participated in the study. A cross-sectional, quantitative research design approach was followed. Multiple regression analysis was performed. Main findings: Person–job sacrifice positively predicted affective, continuance and normative commitment. Perceptions of friendship opportunity accounted for the variance in affective commitment. High levels of work–life adjustment career concerns accounted for higher levels of affective and normative commitment. Practical/managerial implications: Addressing the underlying psychological needs espoused by employees’ perceptions of person–job sacrifice, friendship opportunity and work–life adjustment concerns are important to consider in human resource talent management practices. The constructs speak to employees’ sense of employment security which influences their organisational commitment. Contribution/value-add: The study extends organisational attachment theory by offering insight into the role of person–job sacrifice, friendship opportunity in the workplace and work–life adjustment concerns in explaining employees’ organisational commitment. The new insights inform human resource retention practices for academic and administrative staff members in the higher education environment.

M. Rafiq, P. Ahmed

Mengxi Yu, N. Quddus, S. Peres et al.