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Journal articles on the topic 'Bottom Level Employees'

Author: Grafiati

Published: 3 June 2025

Last updated: 31 July 2025

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1

Shanthakumary, Mahenthiran Aloysius. "THE RELATIONSHIP BETWEEN CONFLICT AND INTENTION TO QUIT." International Journal of Engineering Technologies and Management Research 4, no. 7 (2017): 1–5. https://doi.org/10.5281/zenodo.838139.

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<strong><em>The present study examines the relationship between conflict and employees’ intention to quit from the organizations. Forty eight bottom level employees from private sector were selected for the purpose of the study as the sample. Sample employee was selected using convenient sampling technique. A self -administrated questionnaire was used to measure the constructs in the model. A hypothesis was formulated as ‘the relationship conflict is positively associated with the intention of quit’. The collected data was analyzed using SPSS 21 version. It was found that the relationship conf

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Aloysius, Shanthakumary. "THE RELATIONSHIP BETWEEN CONFLICT AND INTENTION TO QUIT." International Journal of Engineering Technologies and Management Research 4, no. 7 (2020): 1–5. http://dx.doi.org/10.29121/ijetmr.v4.i7.2017.75.

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The present study examines the relationship between conflict and employees’ intention to quit from the organizations. Forty eight bottom level employees from private sector were selected for the purpose of the study as the sample. Sample employee was selected using convenient sampling technique. A self -administrated questionnaire was used to measure the constructs in the model. A hypothesis was formulated as ‘the relationship conflict is positively associated with the intention of quit’. The collected data was analyzed using SPSS 21 version. It was found that the relationship conflict among b

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Weigt-Rohrbeck, Josefine, and Mai Skjøtt Linneberg. "Democratizing innovation processes: personal initiative in bottom-up eco-innovation." European Journal of Innovation Management 22, no. 5 (2019): 821–44. http://dx.doi.org/10.1108/ejim-12-2018-0278.

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Purpose Previous work on employee-driven innovation (EDI) has demonstrated the benefits of employees’ proactive behavior in achieving success with innovations. The purpose of this paper is to employ the concept of personal initiative to investigate the underestimated role of employees’ agency in complex processes of innovation, showing the impact of personal initiative on employees’ innovation success. Design/methodology/approach Based on two embedded cases of environmental bottom-up innovation at a large manufacturing company, this study examines employees’ behavior in generating, championing

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Sahito, Zafarullah, and Pertti Vaisanen. "The Diagonal Model of Job Satisfaction and Motivation: Extracted from the Logical Comparison of Content and Process Theories." International Journal of Higher Education 6, no. 3 (2017): 209. http://dx.doi.org/10.5430/ijhe.v6n3p209.

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The purpose of this study is to explore the strongest areas of all prime theories of job satisfaction and motivation to create a new multidimensional model. This model relies on all explored areas from the logical comparison of content and process theories to understand the phenomenon of job satisfaction and motivation of employees. The model consists of the whole picture of the professional life of employees and the requirements of organisations to fulfil employees’ basic and fundamental needs and lead them towards the highly successful ratio to achieve personal, professional and organisation

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Acar, Taylan. "Variation in worker responses to subcontracted employment: A qualitative case study." Economic and Industrial Democracy 39, no. 2 (2016): 332–56. http://dx.doi.org/10.1177/0143831x15624244.

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This article shows that professional skill level of employees is a key factor in the formation of employee responses to subcontracted forms of employment. In addition, the proportion of employees hired through temporary staffing arrangements compared to the core workers determines the employees’ capacity for collective action. This article uses observational and interview data from a public university hospital, where both skilled health care professionals and janitorial workers are hired through temporary staffing arrangements. The findings reveal that skilled health care professionals develop

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Yulanda, Delvina, Isnurhadi, Muhammad Ichsan Hadjri, and Isni Andriana. "Supporting Sustainable Development Goals Through Green Human Resource Management Practices and Employee Green Performance: Role of Employee Commitment as a Mediator." Journal of Lifestyle and SDGs Review 5, no. 3 (2025): e04698. https://doi.org/10.47172/2965-730x.sdgsreview.v5.n03.pe04698.

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Objective: This study aims to predict the impact of Green Human Resource Management (GHRM) practices on employees' green performance through employee commitment as a mediating variable to supporting sustainable development goals (SDGs) Theoretical Framework: A research model extending tripple bottom line theory was developed to examine the influence of GHRM on employee green performance. Method: An online questionnaire was distributed to 379 respondents using purposive sampling, and the data were analyzed using the Partial Least Squares-Structural Equation Modeling (PLS-SEM) method. Results an

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Rahmalia, Merry, Sungkono Sungkono, and Maman Mulya Karnama. "Pengaruh Tingkat Pendidikan Dan Pengalaman Kerja Terhadap Kinerja Karyawan Departemen Bottom Spray Painting Pada PT Chang Shin Karawang." Journal of Economic, Bussines and Accounting (COSTING) 7, no. 3 (2024): 4080–88. http://dx.doi.org/10.31539/costing.v7i3.8069.

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The study aims to determine how the level of education, work experience and employee performance at PT Chang ShinKarawang, determine the influence of education level on employee performance and the influence of work experience on employee performance at PT Chang Shin Karawang. The method used is kuantitatif with a population of employees of PT Chang Shin department bottom spray painting which amounts to 50 people. A sample of 44 respondents was taken by the Slovin method. Analysis using PLS with the help of SmartPLS. The results showed that the level of education wasin the fairly high category

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Harter, James K., Frank L. Schmidt, James W. Asplund, Emily A. Killham, and Sangeeta Agrawal. "Causal Impact of Employee Work Perceptions on the Bottom Line of Organizations." Perspectives on Psychological Science 5, no. 4 (2010): 378–89. http://dx.doi.org/10.1177/1745691610374589.

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Perceptions of work conditions have proven to be important to the well-being of workers. However, customer loyalty, employee retention, revenue, sales, and profit are essential to the success of any business. It is known that these outcomes are correlated with employee attitudes and perceptions of work conditions, but the research into direction of causality has been inconclusive. Using a massive longitudinal database that included 2,178 business units in 10 large organizations, we found evidence supporting the causal impact of employee perceptions on these bottom-line measures; reverse causal

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Simkhada, Babita, Mijala Kayestha, and Shishir Dhakal. "Effect of Occupational Stress on Turnover Intentions Among Young Employees in Nepalese Commercial Banks." Interdisciplinary Journal of Innovation in Nepalese Academia 3, no. 2 (2024): 106–27. https://doi.org/10.3126/idjina.v3i2.73211.

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Occupational stress in the banking sector, particularly among younger employees, contributes to turnover intentions, challenging employee retention and organizational productivity. This study, based on the Job Demand-Control model and Social Exchange Theory, examines the impact of occupational stress on turnover intentions among young employees in Nepalese commercial banks. It also examined the impact of different demographic profiles, including gender, age group, work experiences, and responsibility level on turnover intention. It also analyzes demographic factors, including gender, age, work

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Wang, Qiwei, Matteo Curcuruto, Qiang Mei, Suxia Liu, Qiaomei Zhou, and JingJing Zhang. "Agent-Based Modeling of Employee Protection-Oriented Safety Proactivity Behaviors at Small Scale Enterprises." BioMed Research International 2019 (May 19, 2019): 1–14. http://dx.doi.org/10.1155/2019/2471418.

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Although the safety production level at small scale enterprises is important for business success, critical safety interactions among the enterprises, its employees, the public, and the government have not been explained well in the literature. To address this gap, a bottom-up method of agent-based modeling is applied here that includes these key stakeholders. The study illustrates how employee protection-oriented safety proactivity behaviors, including whistleblowing and public exposure, can impact the safety production level at small scale enterprises, which are also watched by the public an

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M. C., Arvind Babu, and Satyanarayana Rentala. "Role of Leadership and Corporate Governance: The Case of Tata Group and Infosys." FIIB Business Review 7, no. 4 (2018): 252–72. http://dx.doi.org/10.1177/2319714518813589.

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Is your job secured? Do layoffs happen? How long do you plan to work in the same organization? How is your performance rated? These are the set of typical questions asked to bottom-level employees working in multinational corporations. Possibly, gone are the days when an employee used to engage with a firm for a long period of their career. Attrition rate is becoming higher in many firms due to endless reasons. But how far do such trends apply to top-level or C-suite employees? Are they equally impacted such as middle- and bottom-level employees in various circumstances or taken care well by f

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Remi, J. Thomas, and R. Kapse Sandeep. "Skill Assessment of Hospitality Professionals: Study of Employees working in Budget Category Hotels in Vidarbha Region." Vidyabharati International Interdisciplinary Research Journal Special Issue, Special Issue on Multidisciplinary Academic Research in Current Era (October 2021) (2021): 239–45. https://doi.org/10.5281/zenodo.7494869.

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Making use of the available human resources and skills is a formidable task. Qualified employees are always productive and become the backbone of the hospitality and tourism industry if managed and used properly from the bottom level. Job satisfaction is one of the important criteria to respond to the dynamic and increasing challenges of the service sector, especially budget hotels. This study is an attempt to assess the competence of Budget Hotel employees working in the Vidarbha area based on age, gender and education along with the tasks assigned to them in certain departments, such as clea

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Sontag, David N. "Getting from “Just Us” to Justice: individual initiatives need organizational support." Perspectives in Biology and Medicine 68, no. 2 (2025): 194–208. https://doi.org/10.1353/pbm.2025.a962018.

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ABSTRACT: As health-care systems increase in complexity, how do they ensure ethical practices, with a specific focus on addressing persistent health disparities and advancing justice? This essay contemplates the role of a system-level ethics committee in supporting organizational efforts toward justice, drawing on the author’s experiences leading ethics efforts at Beth Israel Medical Deaconess Medical Center and now developing a system-level ethics committee for the broader Beth Israel Lahey Health system. Although the author’s experiences largely demonstrate the rich potential for a grassroot

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J. Rote, Shubhangi. "AN INVESTIGATION OF ANTECEDENTS AND OUTCOMES OF GREEN HRM AT INDIVIDUAL LEVEL." JCER’S KALEIDOSCOPE JOURNAL OF MANAGEMENT RESEARCH 1, no. 1 (2025): 111–19. https://doi.org/10.62801/jkjmr1.11.

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The study's overarching goal was to shed light on the factors contributing to the success (or failure) of green HRM initiatives at individual levels. The study also aimed to determine how green HRM might ultimately benefit workers. The results showed that every hypothesis tested was correct. Green HRM has been shown to increase job satisfaction among workers. A significant relationship is employees' perception of their ability to make a difference in the world through their work. This research is important because it expands our understanding of green HRM at the individual levels. Also, it hel

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Panagopoulos, Nikolaos G., Adam Rapp, and Michael A. Pimentel. "Firm Actions to Develop an Ambidextrous Sales Force." Journal of Service Research 23, no. 1 (2019): 87–104. http://dx.doi.org/10.1177/1094670519883348.

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While research on employee ambidexterity is growing, there is little investigation on what firms can do to enhance their competitiveness in this space. Leveraging a human resource lens, we advance a comprehensive model depicting three firm-level ambidexterities as key performance drivers that can help firms achieve bottom-line outcomes. Specifically, we focus on (1) ambidexterity in skill-enhancing practices (i.e., selection, training), which ensure employees have relevant service-sales knowledge, skills, and abilities; (2) ambidexterity in motivation-enhancing practices (i.e., metrics, incent

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Lenka, Usha, and Binita Tiwari. "Achieving triple “P” bottom line through resonant leadership: an Indian perspective." International Journal of Productivity and Performance Management 65, no. 5 (2016): 694–703. http://dx.doi.org/10.1108/ijppm-02-2015-0023.

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Purpose – The purpose of this paper is to review the extant literature on resonant leadership and develop a conceptual framework about the role played by resonant leaders of crisis-ridden firms in developing employees for achieving triple “P” bottom line. Design/methodology/approach – A systematic review of literature was conducted from 1994 to 2015 with key words leadership, resonant leadership, and triple “P” bottom line. Related research papers were searched from select databases of Elsevier, Emerald, Sage, Springer, Taylor and Francis, Wiley, and other library services of Proquest, Ebsco,

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Roqim, Nur. "DECISION SUPPORT SYSTEM IN ASSESSMENT OF EMPLOYEE PERFORMANCE AT MNC GROUP USING SAW (SIMPLE ADDITIVE WEIGHTING) METHOD USING WHITE BOX TESTING." JOSAR (Journal of Students Academic Research) 3, no. 1 (2018): 125–38. http://dx.doi.org/10.35457/josar.v1i01.624.

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MNC Group as a television media company, performs performance appraisal for each employee as a job evaluation material, which is carried out by the head of the division, one of which is the head of the technical division of 112 other employees. The process of evaluating employee performance at MNC Group is still done manually, which is using Microsoft Excel applications one by one which makes the length of the process. The employee's assessment and appraisal report does not display the ranking from the top to the bottom of all of the employees. Decision support system in evaluating employee pe

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Cunha, Sara, Teresa Proença, and Marisa R. Ferreira. "Employees Perceptions about Corporate Social Responsibility—Understanding CSR and Job Engagement through Meaningfulness, Bottom-Up Approach and Calling Orientation." Sustainability 14, no. 21 (2022): 14606. http://dx.doi.org/10.3390/su142114606.

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This article analyses the effect of employees’ perceptions of corporate social responsibility (CSR) on job engagement, and we measure meaningfulness experienced and the role of cross-level sensemaking factors, such as the bottom-up approach and calling orientation. Drawing on qualitative data, collected among workers that had CSR implemented in their companies, our findings suggest that both calling orientation and meaningfulness influence the positive impact of the CSR perceptions on job engagement through sequential mediation. The calling orientation has an important role in this relationshi

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Fettahlıoğlu, Ömer Okan, Esra Sipahi Döngül, and Nur Hamid. "The Effect of Perceived Spiritual Leadership on Organizational Agility: A Field Study." Jurnal Ilmiah Peuradeun 13, no. 1 (2025): 199. https://doi.org/10.26811/peuradeun.v13i1.1094.

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The current scenario compels businesses to adopt an agile structure to navigate unprecedented changes and to help employees adapt effectively. This study was conducted to support the hypothesis that spiritual leaders can guide employees in adapting to changes and enhancing organizational agility. Spiritual leadership can improve organizational agility by increasing employees’ trust and commitment, making it easier for them to adjust to change. Data were collected from 405 employees in both top- and bottom-level positions within the manufacturing industry in the Malatya and Kayseri provinces of

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POLHUL, Dmytro. "ASSESSMENT OF IMPACT OF MACROECONOMIC INDICATORS ON EMPLOYEE MOTIVATION." Regional’ni aspekti rozvitku produktivnih sil Ukraїni, no. 27 (December 25, 2022): 80–87. http://dx.doi.org/10.35774/rarrpsu2022.27.080.

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In today's globalized economy, businesses operate in a constantly changing environment, where external factors such as economic policies, exchange rates, and trade agreements can have a significant impact on their operations. The way in which these macroeconomic indicators affect employee motivation is an important consideration for enterprises, as it can have a direct impact on their bottom line. A motivated workforce is crucial for businesses to achieve their goals and maintain their competitive edge. By understanding the impact of macroeconomic indicators on motivation, businesses can make

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Fuchs, Maximilian. "The Bottom Line of European Labour Law (part 2)." International Journal of Comparative Labour Law and Industrial Relations 20, Issue 3 (2004): 423–44. http://dx.doi.org/10.54648/ijcl2004023.

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Abstract: Due to the dominance of the economic approach (see the first part of this paper) the Treaty of Rome provided for only a small body of provisions concerning labour relations, with the emphasis on guaranteeing the free movement of labour. In the absence of a sound legislative basis in the Treaty, it is not surprising that European labour legislation has been adopted on a piecemeal basis. This is to a certain extent the result of the competition between the (pure) economic model and the social policy approach of European integration. The former favours abstentionism by member states, th

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Mario, Mario Rivaldo, Suzanna Josephine LTobing, and Rutman L.Toruan. "The Relationship Of Compensation And Motivation To Employee Performance At PT. KB Finansia Multi Finance Bandengan Jakarta Utara Branch." Fundamental Management Journal 9, no. 1 (2024): 146–60. http://dx.doi.org/10.33541/fjm.v9i1.5818.

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In this age of globalization, trustworthy human resources are essential. In order to accomplish their objectives, businesses constantly look for resources that can work efficiently and effectively. Human resources that are both competent and perform well can be a boon to a company's bottom line, while those that are neither can lead to financial disaster. An approach based on quantitative methods is employed. The foundation of this rests on statistical studies and data collected from a specific demographic. Asking people specific questions is the backbone of the quantitative approach, which ai

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GOETHALS, Samentha. "Exploring Migrant Employees’ ‘Rights-Talk’ in the British Hospitality Sector." Business and Human Rights Journal 4, no. 02 (2019): 287–315. http://dx.doi.org/10.1017/bhj.2019.4.

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AbstractHow do migrant employees understand and articulate human rights in the British hospitality sector? This article contributes to the discussion on the translation of human rights responsibility in business by introducing ‘rights-talk’ as an analytical lens to explore and theorize about employees’ situated understanding and uses of human rights as a language and a moral evaluative frame. The analysis highlights the importance of (in)equality in employees’ everyday experience of rights, and points to several disincentives for them to engage with and in rights-talk including social and orga

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Valtakoski, Aku, and Katriina Järvi. "Productization of knowledge-intensive services." Journal of Service Management 27, no. 3 (2016): 360–90. http://dx.doi.org/10.1108/josm-01-2015-0004.

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Purpose – The purpose of this paper is to study the antecedents of service innovation success in the knowledge-intensive business services context, especially why the participation of frontline employees and multiple organizational units is not enough for succeeding in knowledge-intensive service productization. Design/methodology/approach – A multiple-case study of two polar cases with longitudinal data, participant observation, and key personnel interviews. Findings – Case evidence indicates that frontline employee participation and cross-unit collaboration are not sufficient antecedents for

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Piwowar-Sulej, Katarzyna. "Pro-Environmental Organizational Culture: Its Essence and a Concept for Its Operationalization." Sustainability 12, no. 10 (2020): 4197. http://dx.doi.org/10.3390/su12104197.

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Organizational culture is currently considered a critical factor in achieving success in any business activity, including the implementation of the idea of sustainability. Sustainability-driven organizations incorporate a triple bottom line approach, which promotes the collateral achievement of companies’ environmental, economic, and social goals. The first bottom line is related to environmental sustainability. This bottom line should be facilitated by a pro-environmental organizational culture (PE culture). A company should strive to bring this culture to the highest possible level. Although

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Baptista (John), João. "Institutionalisation as a Process of Interplay between Technology and Its Organisational Context of Use." Journal of Information Technology 24, no. 4 (2009): 305–19. http://dx.doi.org/10.1057/jit.2009.15.

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This study contributes to the IS literature with a distinct explanation of the process of institutionalisation of technology in organisations. The research analyses the role of micro-level processes of interplay in embedding an intranet in the formal functioning of an organisation and in the habits and routines of its employees. The findings identify two types of processes of interplay underpinning this process of institutionalisation. The first operates at the level of constitutive expectations and refers to mutual changes to the governance, policy and control mechanisms which foster the perc

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Arif, Muhammad-Maaz, Abdul Qadir, Sajid Rashid Ahmad, Mujtaba Baqir, and Muhammad Irfan. "Occupational Stress among Medical and Paramedical Staff in Tertiary Care Hospitals Based on Observational Study." Pakistan Journal of Public Health 10, no. 4 (2021): 231–41. http://dx.doi.org/10.32413/pjph.v10i4.623.

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Background: Occupational stress is a common concern among employees, particularly those working in tertiary care hospitals. In Pakistan, both medical and paramedical staffs face many stressors because of their high job demand, dealing with multiple patients, excessive duty hours, and strict rules and regulations. The objective of the study was to measure occupational stress among the tertiary care hospital employees of the Lahore District using different demographic and workplace determinants. Methods: It was a cross-sectional study. A total of 138 hospital employees recorded their responses,

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Ali, Muhammad, Mirit K. Grabarski, and Alison M. Konrad. "Women in hospitality and tourism: a study of the top-down and bottom-up dynamics." International Journal of Contemporary Hospitality Management 34, no. 4 (2022): 1448–69. http://dx.doi.org/10.1108/ijchm-05-2021-0551.

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Purpose This study aims to investigate the impact of women’s representation at one hierarchical level on women’s representation above or below that level. No past research investigated these effects in the hospitality and tourism industries. The mixed results of research in other industries and across industries demand tests of curvilinearity and moderators. Design/methodology/approach Using annual equality reports, a panel data set for 2010–2019 was created for the hospitality and tourism industries. The sample of 581 organizations had up to 5,810 observations over the 10 years. Findings The

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Pervin, Most Tahura, and Fatema Tuz Zohora. "The impact of training and development facilities on job commitment among entry-level employees: Bangladeshi RMG perspectives." Annals of Management and Organization Research 5, no. 1 (2023): 49–60. http://dx.doi.org/10.35912/amor.v5i1.1704.

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Purpose: The study intended to ascertain whether providing training and development facilities positively impacted the job commitment of entry-level garment employees in Bangladesh. Research Methodology: The response rate for the survey was 44.89%, derived from a sample size of 450 data points obtained by a basic random sampling technique. The study employed Microsoft Excel 2007, SPSS 22.0, and AMOS 23.0 to conduct exploratory and confirmatory factor analysis and structural equation modeling to assess the strength and reliability of the suggested research framework. Results: The study revealed

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Pavlova, Anastasia, Hanna Salminen, and Malla Mattila. "GREEN HUMAN RESOURCE MANAGEMENT – AN EMPLOYEE PERSPECTIVE." EURASIAN JOURNAL OF SOCIAL SCIENCES 10, no. 2 (2022): 110–23. http://dx.doi.org/10.15604/ejss.2022.10.02.003.

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In recent years, green human resource management (GHRM) has attracted increasing interest among scholars and practitioners. This study explores employees’ perceptions regarding GHRM and their voluntary pro-environmental behavior in promoting GHRM in their employer organizations. Theoretically, the study builds upon the GHRM perspective and employees’ proenvironmental behavior literature. Empirically, the study utilizes 11 semi-structured interviews that were generated among employees in three different companies located in the Moscow metropolitan area in 2019. The study identifies three differ

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Kanyanta, Makasa, and C. Hapompwe Chrine. "An Assessment of Factors Affecting Employee Performance in Zambian Local Authorities: A Case Study of Lukulu Town Council." JOURNAL OF ECONOMICS, FINANCE AND MANAGEMENT STUDIES 07, no. 02 (2024): 1227–39. https://doi.org/10.5281/zenodo.10690808.

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Organizational performance through employee performance has been a major global concern of companies and as such various organizations have shifted focus on engineering their employee management processes. The purpose of the study was to assess factors affecting employee performance in Zambian municipalities. The study was guided by three objectives which were; to establish effects of employee motivation on employee performance; to find out the effect of working conditions on employee performance, and to establish the effect of management style on employee performance. A mixed method approach

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Ahmad, Deliani Azmi Zakiah, Ratih Purbasari, and Margo Purnomo. "Pengaruh Personality Traits dan Individual Performance Terhadap Perilaku Intrapreneurial Karyawan pada Shopee Xpress Yogyakarta Hub." Entrepreneur: Jurnal Bisnis Manajemen dan Kewirausahaan 4, no. 2 (2023): 102–15. http://dx.doi.org/10.31949/entrepreneur.v4i2.5124.

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Intrapreneurial behaviour is an approach at the individual level that is carried out in a bottom-top manner by employees. Personality traits and individual performance are important to note in an organization to see whether these two things can encourage employees to have intrapreneurial behavior that can benefit the organization. This study used data collection methods through questionnaires using a sample of 67 respondents. The data that has been collected is then processed using the Statistical Package for Social Science (SPSS). The results of this study show that personality traits have a

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Myrden, Susan E., and E. Kevin Kelloway. "Leading to customer loyalty: a daily test of the service-profit chain." Journal of Services Marketing 29, no. 6/7 (2015): 585–98. http://dx.doi.org/10.1108/jsm-01-2015-0058.

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Purpose – The purpose of this paper is to explore a dynamic version of the service-profit chain. The paper examines the relationship between daily leadership behaviors, daily job satisfaction and daily employee engagement on customer outcomes in a service-based context. Design/methodology/approach – Using multi-level, dyadic data from employees and customers, the paper used a diary (within-person) approach to investigate the proposed relationships on a daily basis. Data from employees (n = 29) collected over five days were matched specifically to customer data (n = 592) during the same time pe

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Iddagoda, Y. Anuradha. "The Employee’s Personal Character and its Imperative in the Post-Covid-19 Pandemic World." Labor et Educatio 8 (2020): 37–51. http://dx.doi.org/10.4467/25439561le.20.009.13000.

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It is a known fact that all organizations, other than philanthropic ones, are concerned about increasing their financial performance. The Covid-19 pandemic indisputably affects the organizations’ triple bottom line, especially profit. Hence, it is essential to make plans for the post-Covid-19 pandemic world. Consequently, one solution is to pay more attention to the increase in the level of advantageous personal character traits among the employees. The personal character is a blend of virtues and vices. The highest level of virtues will enrich the level of the advantageous personal character

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Arachie, Augustine Ebuka, Emmanuel Kalu Agbaeze, Hope Ngozi Nzewi, and Emmanuela Obianuju Agbasi. "Job crafting, a bottom-up job characteristic of academics with an embeddedness potential." Management Research Review 44, no. 7 (2021): 949–69. http://dx.doi.org/10.1108/mrr-07-2020-0432.

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Purpose The frequent turnover of academic instructors (lecturers) to other organizations and countries despite the autonomies their job offer them necessitated; this study aims to examine the relationship between job crafting (JC) and embeddedness of lecturers to their jobs. Design/methodology/approach A survey research design was adopted. This study is carried out in the south-east region of Nigeria. The population of the study consisted of 8,051 academic staff of six randomly selected public universities in the region and a sample size of 367 was determined using Krejcie and Morgan (1970) fo

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Mendy, John. "Performance management problem of four small and medium-sized enterprises (SMEs): towards a performance resolution." Journal of Small Business and Enterprise Development 28, no. 5 (2021): 690–710. http://dx.doi.org/10.1108/jsbed-06-2019-0201.

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PurposeThe purpose of this paper is to examine the underperformance problem of four UK-based small and medium-sized enterprises (SMEs) from management's and employees' perspectives in order to advance knowledge on a neglected area in small business and management studies.Design/methodology/approachBased on performance management's theoretical frame of managerial/entrepreneurial, market shaping and system-wide resource (re)organisation and the microstories obtained from 85 surveyed employees and managers, the data are analysed using an interpretivist paradigm.FindingsThe key findings of the stu

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Qian, Xiaoye, Meijuan Zhang, and Qiang Jiang. "Leader Humility, and Subordinates’ Organizational Citizenship Behavior and Withdrawal Behavior: Exploring the Mediating Mechanisms of Subordinates’ Psychological Capital." International Journal of Environmental Research and Public Health 17, no. 7 (2020): 2544. http://dx.doi.org/10.3390/ijerph17072544.

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As a bottom-up leadership style, leader humility has received considerable attention from researchers. Among the abundant studies revealing the positive impact of leader humility on employees’ work attitude and behaviors, there is less knowledge on how leader humility influences subordinates’ organizational citizenship behavior (OCB) and withdrawal behavior. On the basis of the social information processing theory, this study proposed a cross-level mediation model and examined the direct impact of leader humility on subordinates’ OCB and withdrawal behavior. We also further explored the underl

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Sousa Andrade, João, Adelaide Duarte, and Marta C.N. Simões. "Earnings and education in Portugal, 1985-1991." International Journal of Social Economics 41, no. 7 (2014): 586–608. http://dx.doi.org/10.1108/ijse-04-2013-0081.

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Purpose – The purpose of this paper is to examine the distributions of earnings and education in Portugal in the early years of European integration, 1985 and 1991, a period when Portugal experienced strong nominal convergence following EU accession. Design/methodology/approach – The paper explores the information provided by relative distribution analysis and covariate (education) decomposition to study the dynamics of the earnings distribution since these methodologies allow for the identification of polarization patterns that might have occurred over the period. More standard methodological

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Shatrov, Kosta, Camilla Pessina, Kaspar Huber, Bernhard Thomet, Andreas Gutzeit, and Carl Rudolf Blankart. "Improving health care from the bottom up: Factors for the successful implementation of kaizen in acute care hospitals." PLOS ONE 16, no. 9 (2021): e0257412. http://dx.doi.org/10.1371/journal.pone.0257412.

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Background Kaizen—a management technique increasingly employed in health care—enables employees, regardless of their hierarchy level, to contribute to the improvement of their organization. The approach puts special emphasis on frontline employees because it represents one of their main opportunities to participate directly in decision making. In this study, we aimed to (1) understand the experiences of nurses in two hospitals that had recently implemented kaizen, and (2) identify factors affecting the implementation of the technique. Methods By means of purposeful sampling, we selected 30 nur

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Kumari, Anita, and Unnati Ubnare. "Workplace Spirituality, Employee Engagement and Employee Loyalty: A Conceptual Study on their Interconnection." ComFin Research 11, no. 2 (2023): 5–12. http://dx.doi.org/10.34293/commerce.v11i2.6040.

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As opposed to the early modern time, the variety of work has remarkably changed in the contemporary era. Today’s workforce experiences greater desolation and disassociation from associates due to distance working, and continual use of business technology like emailing, and sharing files through various platforms may also make personnels feel less akined in their nest. The level of subjective effort employees are willing to put forth on behalf of their employer is a key indicator of how committed they are to their jobs. This is what is meant when we talk about employee engagement. Highly engage

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Tese, Zin Kulupin. "Protecting Multinational Enterprise (MNE) Employees from a Consumer's Perspective: The Role of "Social" Reputation." International Journal of Management and Development Studies 11, no. 07 (2022): 19–29. http://dx.doi.org/10.53983/ijmds.v11n07.003.

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Virtually instantaneous information dissemination has narrowed the once existing knowledge gap between multinational corporations and customers (i.e. Rana Plaza collapse, 2013). Consumers begin to play a significant role in the support of workers. Their increasing social consciousness has evident economic implications. MNEs have attempted to counteract the loss of social prestige by primarily establishing (and imposing on their suppliers) codes of conduct and ethics that stipulate a minimum level for decent work conditions. This article intends to assess, from many perspectives, the social rep

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Rafiu, Jimoh Ango. "The essence of relationship in the workplace." Journal of Professional Secretaries and Office Administrators 22, no. 1 (2014): 144–54. http://dx.doi.org/10.69984/jopsoa.v22i1.65.

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This paper takes a bird eye's view on the value of relationship in the workplace and emphasizes the need for a better relationship between employees and management. It also exposes the fact about human relationship as a process of training employees or between employees and management. This is with the aim of having a high level understanding of some of the ways human relation can impact the cost, competitiveness, and long-term economic sustainability of the nation through the secretarial administration professionals toward nation building. The methodology employed for this study is purely doc

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Khan, Saleena, Varun K, and Ameera Raiza. "Smartschool.com’s performance review- an opportunity for growth or to quit?" Emerald Emerging Markets Case Studies 10, no. 2 (2020): 1–20. http://dx.doi.org/10.1108/eemcs-07-2019-0199.

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Learning outcomes This case will help students to improve their understanding of several important aspects of an organization’s culture and the importance of ethics in developing an organization’s culture. Students will be able to demonstrate their understanding of the concept of values and their importance in business and learn what organizations should do to make their culture more value-driven. Students will be able to identify the impact an organization’s blurred culture causes and understand the concept of “value congruence” and its need to get higher employee performance. Students will b

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Ridwan, Muh, Muhammad Hatta, and Muhammad Nur. "PERANAN PERENCANAAN ANGGARAN DALAM PENINGKATAN PEMBANGUNAN DI KABUPATEN PINRANG." Cateris Paribus Journal 2, no. 2 (2022): 64–68. https://doi.org/10.31850/cpj.v2i2.2602.

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Abstract This study aims to understand the role of budget planning in enhancing development in Pinrang Regency. The research employs a qualitative descriptive method. Data collection techniques include data reduction, data presentation, data interpretation, and conclusion drawing. The subjects of this study are employees at the Regional Development Planning Agency (BAPPEDA) of Pinrang Regency who are knowledgeable about budget planning and regional development enhancement. The results of the study indicate that the government's budget or Regional Budget (APBD) plays a crucial role in planning

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Yunita Christy, Maria Natalia, Sinta Setiana, and Richard Anthony. "Pengaruh Partisipasi Anggaran Terhadap Kinerja Manajerial Dengan Komitmen Organisasi Dan Motivasi Kerja Sebagai Variabel Moderasi." JURNAL NUSANTARA APLIKASI MANAJEMEN BISNIS 6, no. 2 (2021): 149–65. http://dx.doi.org/10.29407/nusamba.v6i2.16273.

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This research intention to determine the effect of budget participation on managerial performance with organizational commitment and work motivation as moderating variables. The sample of this study were employees at managerial level (top and bottom). Researchers distributed 100 questionnaires spread to several manufacturing companies. Of the 100 questionnaires, 56 questionnaires were collected and 45 questionnaires were processed. The data collected were processed using the Multiple Liner Regression Correlation Test and Moderated Regression Analysis (MRA). Before testing the hypothesis, the r

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Fardal, Harald Oddvar, and Jan Sørnes. "IS Strategic Processes." Journal of Cases on Information Technology 12, no. 4 (2010): 50–64. http://dx.doi.org/10.4018/jcit.2010100104.

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In large, geographically dispersed organizations, achieving a successful Information Systems (IS) strategy can prove very challenging. This case describes how a CIO in such an organization met that challenge by focusing on actions rather than plans, and on bottom-up processes rather than top-down decisions. The CIO keyed on benefitting from employees’ competencies. The organization, here called “NorConstruct,” has few long-term IS strategic plans. Instead, it has developed five different IS strategic themes on a general level. It’s actual IS strategy takes place through different IS projects.

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Svirina, Anna, and Ekaterina Polosukhina. "Motivation to Innovate as a Key Factor in Innovation Development Process." Economics and Culture 17, no. 1 (2020): 87–93. http://dx.doi.org/10.2478/jec-2020-0008.

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AbstractResearch purpose. The purpose of this study is to analyse the influence of industrial enterprises’ employees’ motivation to innovate on the results of innovation process and the quality of innovative products market performance. The need for such an assessment was inspired by the lack of understanding the role of motivation to innovate in the quality and success of innovation development process.Design/Methodology/Approach. To achieve this goal, the authors conducted a survey distributed to the industrial enterprise employees. The study was based on the paper-and-pencil survey that was

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Ashraf, Hafiz Ahmad, Javed Iqbal, and Waseem Anjum. "Greening the Bottom Line: Investigating the Influence of Green Management Innovation on Firm Financial Performance in the Pakistani Manufacturing Sector." Global Economics Review VIII, no. II (2023): 291–306. http://dx.doi.org/10.31703/ger.2023(viii-ii).22.

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Due to growing worldwide industrial apprehension, adopting green innovation ` essential in addressing environmental issues. Current study investigates the impact of green management innovation (GMgt) on firm financial performance (FPP). In addition, this study examines the mediating effect of green process innovation (GPrcI) and green product innovation (GPdI) between GMgt and FPP. Data were analyzed through SPSS and AMOS. Based on a sample of 307 top and middle level employees in the Pakistani manufacturing industry. The results revealed that GMgtI has a significant impact on FFP. Second, GPr

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Patricia, M. Muhammad. "BOOK REVIEW: Accounting for Slavery: Masters and Management, by Caitlin Rosenthal." History Teacher 52, no. 4 (2019): 724–25. https://doi.org/10.5281/zenodo.3402526.

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Scholars have written extensively concerning the Trans-Atlantic slave trade’s intricate financial regime promoted through multi-lateral treaties, slaving licenses, nation states, private companies, and slavers, proprietors, and bankers who financed and insured this barter in human commodities. In <em>Accounting for Slavery</em>, Professor Caitlin Rosenthal outlines municipal slavery business structures primarily in the West Indies; with slaveowners at the highest rank, followed by overseers and attorneys who were property managers. Using the terms "proprietor," "balance,&q

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Brunia, Sandra, Iris De Been, and Theo J. M. van der Voordt. "Accommodating new ways of working: lessons from best practices and worst cases." Journal of Corporate Real Estate 18, no. 1 (2016): 30–47. http://dx.doi.org/10.1108/jcre-10-2015-0028.

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Purpose The purpose of this study is to explore which factors may explain the high or low percentages of satisfied employees in offices with shared activity-based workplaces. Design/methodology/approach The paper compares data on employee satisfaction from two cases with remarkably high satisfaction scores and two cases with significantly lower satisfaction scores (total N = 930), all of the same organisation. These cases were selected from a database with employee responses to a standardised questionnaire in 52 flexible work environments. In the four case studies, also group interviews were c

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