Management
Shahina Qurban Jan; Jiang Junfeng; Muhammad Babar Iqbal; Tribhuwan Kumar Bhatt
Abstract
Entrepreneurial intention is an important concept for understanding and promoting entrepreneurship. It is a strong predictor of entrepreneurial behavior, and it can lead to a number of positive benefits for individuals, society, and the economy. This study aims to examine the impact of entrepreneurial ...
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Entrepreneurial intention is an important concept for understanding and promoting entrepreneurship. It is a strong predictor of entrepreneurial behavior, and it can lead to a number of positive benefits for individuals, society, and the economy. This study aims to examine the impact of entrepreneurial intention (EI) on entrepreneurial orientation (EO). It also examines the intervening role of environmental uncertainty (EU). The data were collected from 150 entrepreneurs from active enterprises in the 3 major cities of Pakistan. The information was gathered through a closed-ended questionnaire. Partial least squares structural equation modeling was used to analyze the data. According to the findings, EI impacts positively on EO and EU. Furthermore, EU plays a significant intervening role between EI and EO. The results of this study offer valuable information that the owners of businesses and the Ministry of Commerce may use to support entrepreneurial activities in Pakistan. This may ensure the efficient operation and elimination of organizations' failure to appropriately launch their businesses.
Management
Muhammad Babar Iqbal; Jianxun Li; Shahina Qurban Jan; Tribhuwan Kumar Bhatt
Abstract
The self-directed career attitude encompasses the willingness to take ownership and control of one's career path and actively steer one's professional growth and advancement. The present study aims to investigate the influence of self-directed career attitude (SDCA) on employee job satisfaction (EJS). ...
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The self-directed career attitude encompasses the willingness to take ownership and control of one's career path and actively steer one's professional growth and advancement. The present study aims to investigate the influence of self-directed career attitude (SDCA) on employee job satisfaction (EJS). This study additionally investigates the mediating function of leadership in the relationship between self-directed career attitude (SDCA) and employee job satisfaction (EJS). Four hypotheses were formulated in order to examine both the direct and indirect connections. The primary data was obtained by administering a questionnaire and then analyzed using partial least squares structural equation modeling. The demographic information was analyzed using the statistical package for the social sciences. The theoretical framework employed in this study was self-determination theory. The test results indicate a significant positive correlation between SDCA, leadership, and EJS. The findings also suggest a noteworthy positive mediating influence of leadership in the relationship between SDCA and EJS. This study aims to enhance our understanding of the causes and outcomes of human behavior on human resources, hence playing a crucial role in facilitating efficient career management and formulating suitable HR policies.
Management
Muhammad Babar Iqbal; Jianxun Li; Shahina Qurban Jan
Abstract
The self-directed career attitude involves assuming responsibility and authority over one's career trajectory and actively directing one's professional development. This study examines the impact of self-directed career attitude (SDCA) on organizational citizenship behavior (OCB). This study also examines ...
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The self-directed career attitude involves assuming responsibility and authority over one's career trajectory and actively directing one's professional development. This study examines the impact of self-directed career attitude (SDCA) on organizational citizenship behavior (OCB). This study also examines the mediating role of trust between the self-directed career attitude and OCB. Four hypothesis was developed to test the direct and indirect relationship. Primary data was collected through a questionnaire and analyzed through partial least square structural equation modeling. The SPSS was used to analyze the demographic information. The underpinning theory used in this study was self-determination theory. The test results show the positive direct relationship of SDCA, OCB and trust. The results also show the significant positive mediating effect of trust between SDCA and OCB. This research contributes to comprehending the mechanisms and consequences of behavior on human resources, which is essential for effective career management and developing appropriate HR policies.
Management
Ahmad Azmy; Nidya Yunita Setiarini
Abstract
The study analyzed the evaluation of training programs provided to prospective assessors at the Ministry of Energy and Mineral Resources. The object of study is a trainee who is projected as an assessor. The total number of participants was 23 people. Kirkpatrick's model served as the basis for ...
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The study analyzed the evaluation of training programs provided to prospective assessors at the Ministry of Energy and Mineral Resources. The object of study is a trainee who is projected as an assessor. The total number of participants was 23 people. Kirkpatrick's model served as the basis for evaluating the training program. The four evaluation levels analyzed include reactions, learning, behavior, and outcomes. The four stages of Kirkpatrick's model can provide a description of the training process and recommendation items to the organization. This recommendation is given for continuous improvement of training quality. Data analysis using a mix-method approach is due to the combination of primary and secondary data. The results of the study explained that the four levels in the Kirkpatrick model were adequacy in the implementation of the training program. The four models explain that all training components and processes are running well. Prospective assessors who are trained are given high expectations to remain in training at an advanced level. The evaluation level provides several recommendations including reformulation of training planning, learning related to accreditation standards, professional ethics-based behavior, and work results adjusted to excellent service accompanied by high quality. Recommendations on the results of training evaluations can be carried out to improve the quality of the program in accordance with the needs of the organization. Training should be conducted adaptively, with high flexibility, and new competencies for prospective assessors. The results of the training can make a significant contribution to the expectations of the organization.
Management
Zubair Hassan; Zabeda Bt Abdul Hamid
Abstract
The study has reviewed a significant number of research articles to examine the effects of cultural intelligence and learning styles on leadership effectiveness. Almost all the articles reviewed were empirical in nature and few conceptual papers were reviewed as well. Fifteen (15) relevant research were ...
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The study has reviewed a significant number of research articles to examine the effects of cultural intelligence and learning styles on leadership effectiveness. Almost all the articles reviewed were empirical in nature and few conceptual papers were reviewed as well. Fifteen (15) relevant research were reviewed to establish the theoretical proposition of the effect of cultural intelligence on leadership effectiveness, while another fifteen (15) articles were reviewed to examine the effect of learning style on leadership effectiveness. Most of the reviewed papers indicated that cultural intelligence and learning style has significant positive effects on leadership effectiveness. From the review, it was also found that there is lack of studies examining learning style effect on leadership effectiveness particularly in pharmaceutical sector. This study will contribute by establishing the link between cultural intelligence, learning style and leadership effectiveness simultaneously. Also, this study will be able to use to design the training and development programs to enhance, cultural intelligence and to adopt appropriate learning style to improve leadership effectiveness in commercial enterprise sector, particularly in Malaysia.
Management
Behnoush Jovari
Abstract
This study aimed to identify and validate the organizational vigor creation model in the universities. In order to identify factors affecting the organizational vigor, after a focused literature review the consensus of the experts' opinion was explored. This information was placed in the form of a set ...
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This study aimed to identify and validate the organizational vigor creation model in the universities. In order to identify factors affecting the organizational vigor, after a focused literature review the consensus of the experts' opinion was explored. This information was placed in the form of a set of causal, intervening, axial, underlying, facilitating, strategic conditions and their outcomes by multiple codings based on granded theory model. These data were collected from 169 experts by snowball sampling method and the hypotheses were tested. For checking validity and reliability of the designed model SmartPLS and Spss softwares were used. Finally the relationships of these variables were presented based on the path analysis model. Based on the obtained results, Organizational vigor creation model, university growth has a significant effect on the strategic management of human resources; also, strategic management of human resources, intervening conditions and organizational support in resolving work-family conflict have a significant effect on university branding, and the latter also has a positive and significant effect on the vigorous state of human resources of the universities. The results of fitting showed that the model proposed in this study has good validity and fit. The significance, implications and limitations of results have also been deliberated for further research.
Management
Sayed Mousa Khademi; Mahshid Soleimani; Ali Shahnazari; Saeed AbdulManafi
Abstract
The current research has been done to provide a cause-effect model of the factors affecting the fundamental competencies of human resource managers in service start-ups using the Dematel approach. The research method is descriptive-survey with the statistical population of 12 experts, including university ...
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The current research has been done to provide a cause-effect model of the factors affecting the fundamental competencies of human resource managers in service start-ups using the Dematel approach. The research method is descriptive-survey with the statistical population of 12 experts, including university professors in the field of human resources and human resources managers and experts of service start-ups in three systems: Snappp, Tapsi and Maxim. At first, based on the research background, the factors affecting the fundamental competencies of human resource managers in service start-ups were determined, and then the DEMATEL technique was used as an approach to identify the cause-effect relationships. Then, with the method of Analytical Hierarchy Process (AHP), factors were prioritized in three taxi order systems. The results of this research showed that vision, leadership, and information technology have been identified as effective causal factors, and the Education and knowledge management, organizational culture, corporate communication, and rules of the organization have been identified as impressible factors. The results of the hierarchical analysis also showed that information technology has the uppermost priority in the Snapp and Tapsi taxi request system, but in the maxim system, vision and strategy receive the uppermost priority.
Management
Farha Siddique; Abu Hurira; Mohammad Nazmus Sakib
Abstract
It is conceivable to question why highly educated and competent workers are permitted to leave their employment. The determination of this paper is to identify the important issues prompting worker retaining in the northern Bangladesh NGO sector and to examine how staff retention impacts on logistic ...
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It is conceivable to question why highly educated and competent workers are permitted to leave their employment. The determination of this paper is to identify the important issues prompting worker retaining in the northern Bangladesh NGO sector and to examine how staff retention impacts on logistic performance. Some of the things that are looked at in this study as retention drivers are economic stability, psychological security, connections with coworkers, and self-actualization. With a simple random sampling method and a questionnaire, the employees are polled to get the important information. We selected Rajshahi, Bogra, Natore, and Kushtia as well as four NGOs from each district for the random sample. Each NGO conducted ten worker interviews for data collection. The total number of samples is 160. SEM-SPLS examines data, evaluates the research model and hypotheses, and tests the study model and hypotheses. There are economic, psychological, interpersonal, and self-actualization aspects of employee retention. The paper covers the hypothetical and applied ramifications of the inquiry.
Management
Md. Mizanur Rahman Chowdhury; Zahurul Alam; Mohammad Aktaruzzaman Khan
Abstract
Training and development activity is indispensable for the survival of any type of organization especially service-oriented organization where the skills of the workforce should be continuously upgraded for the survival of the cut-throat competition. Unfortunately, this function is not given equal emphasis ...
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Training and development activity is indispensable for the survival of any type of organization especially service-oriented organization where the skills of the workforce should be continuously upgraded for the survival of the cut-throat competition. Unfortunately, this function is not given equal emphasis in the banking sector. The present study attempts to discover any statistically significant perceptual differences among public, private, and foreign banks regarding development and training programs in the selected banking enterprises in Bangladesh. The study reveals that there are statistically significant perceptual differences among public, private, and foreign bank employees regarding different contents of training and development programs in some selected banking enterprises in Bangladesh. The study further investigated that selected foreign bankers’ perception of various components of training and development programs is better in comparison to the perception of public and private bankers of Bangladesh. Finally, the study finding implies that private and public banks should put greater emphasis on their training and development programs.
Management
Tasmina Chowdhury Tania; Md. Udoy Rahman
Abstract
Non-government hospitals have to deal with many corporate and individual clients. Therefore, the hospitals require employees of all levels. Recruitment and selection are the process of attracting and hiring the suitable candidates. Hospital authorities are always concerned with selecting the best candidate ...
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Non-government hospitals have to deal with many corporate and individual clients. Therefore, the hospitals require employees of all levels. Recruitment and selection are the process of attracting and hiring the suitable candidates. Hospital authorities are always concerned with selecting the best candidate for vacant positions. Judgment sampling is used and opinions of human resource professionals are recorded. Non-parametric one sample Wilcoxon Signed Rank test is conducted on the data collected from the human resource departments. The study finds that lack of qualified and experienced candidates is a major challenge in employee recruitment. It is realized that misrepresentation of qualities and varying salary expectations of potential employees creates difficulties in selection process. It is also evident that there is deficiency of training for hiring process for the recruiters. The study is limited to kinds of instructions and cannot emphasize the policy of confidentiality of the organizations in some cases. More research about the challenges might help the different organizations regarding hiring process. The study has helped the non-government hospitals to identify major challenges in the recruitment process. It has highlighted the factors that need to be focused on hiring new employees.
Management
Fizza Saeed; You Jun
Abstract
This research studies the influence of transformative leadership (TL) on retaining employees (ER) in businesses, as well as the function of job embeddedness (JE) as a mediating factor. 428 individuals were surveyed for information from diverse firms using convenience sampling. Numerous associations were ...
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This research studies the influence of transformative leadership (TL) on retaining employees (ER) in businesses, as well as the function of job embeddedness (JE) as a mediating factor. 428 individuals were surveyed for information from diverse firms using convenience sampling. Numerous associations were estimated using smart PLS structural equation modelling (PLS-SEM). All of these criteria show a considerable positive connection, as hypothesized. This analysis contains a number of insights that will benefit the individual in the corporate sector. From the outcomes, transformative leadership and ER have a favorable and substantial relationship. Correspondingly JE and ER were found to have a significantly positive relationship. JE served as a stimulating mediator in the interaction between transformative leadership and staff retention. Leaders should employ transformational leadership traits include creating a vision statement for employees, emphasizing on desired outcomes, implementing challenge solutions, having a purpose and direction, and devoting time to team professional development to increase JE and ER.
Management
Mohammad Mizenur Rahaman; Shamim Al Aziz Lalin; Sakufa Chowdhury; Syed Towfiq Mahmood Hasan
Abstract
Firms, regardless of their nature, are focused on improving their quality. Different factors have been identified by the previous researchers that influence the employee performance (EP). Work-life balance (WLB) is encouraged as an inclusive policy, directed at all workers to achieve a more harmonious ...
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Firms, regardless of their nature, are focused on improving their quality. Different factors have been identified by the previous researchers that influence the employee performance (EP). Work-life balance (WLB) is encouraged as an inclusive policy, directed at all workers to achieve a more harmonious balance between their work responsibilities and their personal responsibilities and interests. This study offers new insight into the implications of regulatory changes on the organizational policies related to WLB for improving EP from a developing country like Bangladesh. The main purpose of the study is to investigate the interfacing relationship between WLB and EP in the private commercial banks in Bangladesh. This study reviewed previous literature to find different empirical and theoretical contributions in establishing WLB and EP. The study mainly used a quantitative research method to explore the current scenario of WLB, identify the factors that affect the WLB, and finally measure the level of impact of the WLB on the EP in the banking industry of Bangladesh. Total 325 bankers were selected conveniently from different branches of the top ten selected banks. SPSS and smart PLS were used to analyze data. Descriptive statistics and SEM analysis were employed in the study. This study argues that when there is an association among the factors of WLB, there is the likelihood that the EP of the organization will be improved. Hence the study concludes that the banking industry needs to improve WLB position, which will ultimately improve organizational performance through EP.
Management
Ahmad Azmy; Agung Priyono; Agustin Widyaningsih; Agam Sulistyo; Riri Anggraheni; Slamet Riyadi
Abstract
This study analyzes the influence of spiritual leadership and assignment complexity on employee performance through job satisfaction. Spiritual leadership variables and assignment complexity are used as predictors of employee performance. Job satisfaction as an intervening variable in the research model. ...
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This study analyzes the influence of spiritual leadership and assignment complexity on employee performance through job satisfaction. Spiritual leadership variables and assignment complexity are used as predictors of employee performance. Job satisfaction as an intervening variable in the research model. The purpose of this study is to analyze the direct and indirect effects generated by spiritual leadership and assignment complexity on employee performance through job satisfaction at Paramadina University. This study uses the Partial Least Square (PLS) method. The total respondents in this study amounted to 61 people. The sampling technique used a purposive sampling approach adapted to the needs of the study. Based on the analysis test of the Smart PLS program used, there is a direct influence of spiritual leadership on employee performance and assignment complexity on job satisfaction, both of which have a positive but not significant effect, while job satisfaction on employee performance has a negative and insignificant effect. This study only limits the variables of spiritual leadership and the complexity of the assignment which are linked through job satisfaction to employee performance. The data is limited only for lecturers and employees who work at Paramadina University as the object of research. This research develops knowledge in the field of human resource management. Both variables indicate that leadership and assignment complexity can affect employee performance at paramadina university. Job satisfaction as a control variable is able to show variables that affect employee performance.
Management
Ahmad Azmy; Fidyananta Malanov
Abstract
Mastery of technology is needed in the E-Commerce industry. Productivity and performance will be benchmarks in business development. The digital-based E-Commerce industry requires employees who have the competence to use new technologies. The conceptual framework explains that the E-Commerce industry ...
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Mastery of technology is needed in the E-Commerce industry. Productivity and performance will be benchmarks in business development. The digital-based E-Commerce industry requires employees who have the competence to use new technologies. The conceptual framework explains that the E-Commerce industry must always improve the technological competence of employees. New technologies are geared towards digitizing businesses and transactions efficiently. Employees must respond quickly to rapidly changing technology changes. The process of solving business problems that are fast, responsive to change, and innovative ideas depend on mastery of technology. Business competition that has high complexity requires accurate data and information. The research process takes a literature study approach to see the implications of mastering technology on employee performance. This approach is carried out comprehensively and strategic recommendations are the results of technology to be part of employee performance. All data requirements depend on the use of technology carried out by employees. Some literature states that mastery of technology plays a role in the quality of employee performance.This study shows the direction of technology mastery on employee performance. Technology optimization will increase the probability of success in achieving business targets.
Management
Seyedeh Samaneh Seyedi; Abolfazl Darroudi
Abstract
International Recruitment Industry has experienced significant growth in recent decades. This study investigates Recruitment Industry in three distinct national contexts in Asia. In comparison, as a developed country, Japan has the world's second-largest recruitment industry, India, as an emerging economy, ...
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International Recruitment Industry has experienced significant growth in recent decades. This study investigates Recruitment Industry in three distinct national contexts in Asia. In comparison, as a developed country, Japan has the world's second-largest recruitment industry, India, as an emerging economy, has experienced dramatic growth in this industry over the last few decades. The emergent Recruitment Industry of Iran needs to study, analyze and exploit successful global experiences. This study includes history, structure, legal context, relevant institutions, and growth drivers of the recruitment industry of each country, providing a comparative study about recent developments of the Recruitment Industry and the increasing importance of recruitment agencies in three different social, economic and social contexts. It also contributes to filling the research gap of the recruitment industry in Iran. This study analyzes Iran's status in the international recruitment industry and offers recommendations to exploit the successful experiences of industry leaders to improve Iran's recruitment industry and labor market.
