Employee engagement

In this study, we expand on the existing work on job crafting by focusing on (1) within-person fluctuation in affective experiences in relation to job crafting and person-job fit and (2) between-person fluctuations in personal growth initiative (PGI) as an important boundary condition of these relationships. Using multilevel data from 116 employees (341 observations), our results showed that fluctuations in positive active emotions (PAE) and negative active emotions (NAE) related positively to daily job crafting; this relationship was moderated by overall PGI levels. Next, we found a positive association between daily job crafting and daily person-job fit. Finally, we found indirect effects from NAE and PGI to daily fluctuations in person-job fit via daily fluctuations in job crafting; NAE and PGI energized employees to engage in daily job crafting, which contributed to their daily person-job alignment. We discuss implications for theory and practice.

In this study, we expand on the existing work on job crafting by focusing on (1) within-person fluctuation in affective experiences in relation to job crafting and person-job fit and (2) between-person fluctuations in personal growth initiative (PGI) as an important boundary condition of these relationships. Using multilevel data from 116 employees (341 observations), our results showed that fluctuations in positive active emotions (PAE) and negative active emotions (NAE) related positively to daily job crafting; this relationship was moderated by overall PGI levels. Next, we found a positive association between daily job crafting and daily person-job fit. Finally, we found indirect effects from NAE and PGI to daily fluctuations in person-job fit via daily fluctuations in job crafting; NAE and PGI energized employees to engage in daily job crafting, which contributed to their daily person-job alignment. We discuss implications for theory and practice.JEL CLASSIFICATION: M0

Coaching is turning into a vital area for human resource development experts. Human resource development professionals, researchers, training related experts and organizational psychologists have started to explore intensively the nature of managerial coaching and its outcomes. Managerial coaching has become a very popular human resource development and organizational development tool to improve various employees’ attitudes and behavior at workplace. The managerial coaching lacks empirical evidence regarding its effectiveness. This study aims to examine the direct influence of managerial coaching on employee job performance as well as indirect influence through mediating effect of work engagement, leader-member-exchange quality, job satisfaction, and turnover intentions. The data were collected from a publicsector organization of Pakistan. The self-administered questionnaires were used to collect data from 183 respondents. The Partial Least Square Structural Equation Modeling (PLS-S...

Employees, many of whom are not native English speakers, perform the majority of work on large US dairy farms. Although management of employees is a critical role of dairy owners and managers, factors that improve employee engagement and retention are not well known. Objectives were to (1) identify key dairy farm employee management issues based on employee perceptions, (2) evaluate strengths and weaknesses of farms based on employee responses, (3) investigate differences between Latino and English-speaking employees, and (4) investigate differences in perception between employers and employees. Employees from 12 US dairy farms (each with a minimum of 10 employees) were interviewed by phone following a questionnaire provided. Employees provided their responses to 21 Likert scale questions and 8 open-ended questions. There was a wide range in employee turnover among farms (<10 to >100%). Latino employees had much shorter tenure and were more often employed in milking and livest...

Human resources are the most important assets of any organisation. The success of the organisation depends on its workforce. A good organisational climate is created by its workforce who are pleased with their job roles in all or maximum parameters of job satisfaction. With the growing competition in the market and the increasing rate of inflation together with change in lifestyle of the people and craving for career development ,it became a great challenging task for the organizations to control its human resources. One of the most important motivational factors of the employees is the monetary benefits that they receive in the organisation. Employees take up more than one job to cope up the financial situation, foster their skills or for better job satisfaction. This concept was prevailing from a long time, it is increasing in the present day, especially after the Covid -19 Pandemic. Holding a job other than the primary job is called as "Moonlighting". This is the most trending among the employees these days. This is usually done by hiding the fact from the primary employer or other employers whom they are working with. This research investigates the causes, impacts and measures overcome moonlighting.

This study explores employees' perception of organizational support and job satisfaction in Federal Universities in the Southeast zone of Nigeria. The study adopted survey method research design. The sample size for the study comprises of eight hundred and ninety seven (897) respondents, selected through the balloting method of the simple random sampling technique. Structured Questionnaire schedule were used to collect data for the study. The instrument was content validated by three experts. The reliability was determined using the Cronbach Alpha coefficient to check the internal consistency of the instrument, which yielded a reliability coefficient value of 0.82. Data collected was analyzed using the descriptive statistics, such as frequency tables, percentages, and charts were used to illustrate it further. Moreover, multinominal logistic regression was used in testing the hypothesis. Findings reveal that employees perceived their organization as fairly supportive of their jobs. It was also gathered that employees' perception of organizational support significantly influenced their job satisfaction in Federal Universities in the Southeast zone of Nigeria. Recommendations were made that introduction of compulsory monthly meetings within different units with conditions that would give employees the opportunity to express their concerns, challenges, as well as their suggestions on areas that requires improvement within their respective units.

Strategic Human Capital (SHC) merupakan salah satu pilar utama dalam menciptakan keunggulan bersaing berkelanjutan bagi perusahaan modern. Pengelolaan SDM tidak hanya sebatas fungsi administratif, melainkan bagian integral dari strategi bisnis. Artikel ini menganalisis bagaimana SHC didesain dan diimplementasikan melalui peran HR Business Partner, strategi Talent Acquisition, dan program Retention. Dengan menggunakan studi kasus Google Inc., artikel ini menunjukkan bagaimana perusahaan teknologi global tersebut menjadikan SHC sebagai sumber inovasi, produktivitas, dan engagement karyawan. Metode penelitian menggunakan studi kasus kualitatif berbasis dokumen (annual report, laporan keberlanjutan, wawancara eksekutif, publikasi ilmiah) serta data sekunder (Forbes, Glassdoor, Macrotrends). Analisis menekankan pentingnya integrasi antara desain SHC dengan kebutuhan bisnis yang dinamis. Hasil penelitian menunjukkan bahwa peran HR sebagai mitra strategis, strategi akuisisi talenta berbasis branding, dan retensi karyawan melalui budaya inovatif merupakan faktor kunci yang mendukung keunggulan kompetitif Google.

This paper explores the power of servant leadership and its proven effectiveness across nonprofit, private, and public sectors. Servant leadership, a philosophy that emphasizes serving others as the primary goal of leadership, has long been associated with moral stewardship, community orientation, and employee well-being. Using a qualitative literature review approach, this study synthesizes existing research to assess how servant leadership enhances organizational culture, employee engagement, and long-term performance outcomes. Findings indicate that while servant leadership has roots in nonprofit and faith-based contexts, its principles-such as empathy, stewardship, and shared decision-making-are equally applicable and beneficial in private corporations and government institutions. This study concludes that servant leadership fosters sustainable success through ethical practice, trust-building, and empowerment, making it a universally effective leadership approach.

Introduction: Organizations and managers are fully aware that they are facing a fast and complex change and this unknown movement towards the future is accompanied by the demand of people for more participation at all organizational levels and surprisingly changes the perceptions of leadership, especially in communication roles Aims: Attention to the subject of servant leadership has increased in recent years, and various commercial, non-profit, educational, and government organizations have used the principles of servant leadership to manage their organizations. The main goal of this research is to measure servant leadership on organizational commitment with the mediating role of trust in high school principals in Tehran province. Theoretical Framework: Servant leadership is considered as an important variable in creating understanding, developing, and maintaining trust in the organization. Also, the results of Layden et al.'s (2023) research showed that servant leadership is an important predictor for social civic behavior, intra-job performance, and organizational commitment and has a positive effect on social civic behavior.

The rapid evolution of artificial intelligence (AI) technologies is transforming the workplace, reshaping not only operational efficiency but also employee experience and organizational culture. This study explores the integration of AI as a strategic enabler of future work practices, with a focus on its dual role in augmenting productivity and redefining human-centric organizational values. While automation and predictive analytics streamline repetitive tasks, AI-driven tools also enhance engagement, personalization, and inclusivity in the workforce. However, challenges remain, including ethical concerns, trust, transparency, and potential workforce displacement. This research adopts a mixed-method approach, combining literature review, organizational case studies, and survey-based data to evaluate how AI influences employee satisfaction, collaboration, learning, and cultural adaptability. Results reveal that AI has the potential to foster a more adaptive and innovative workplace culture when deployed responsibly, supported by transparent governance, and aligned with human values. The findings contribute to the growing discourse on AI's transformative role in shaping sustainable, human-centered organizations in the digital era.

Navigating the Future of Work: Exploring the Role of Artificial Intelligence in Enhancing Employee Experience and Organizational Culture

The future of work is being redefined by the rapid integration of artificial intelligence (AI) - transforming not only how organizations operate but also how employees engage, collaborate, and grow.

This study investigates the strategic role of AI in reshaping the employee experience and organizational culture, emphasizing its potential to enhance both productivity and human-centric values in digital workplaces.

By adopting a mixed-method approach that integrates literature review, organizational case studies, and survey data, the research examines how AI-driven automation, predictive analytics, and personalization tools influence:
- Employee engagement and satisfaction
- Team collaboration and adaptive learning
- Organizational trust, ethics, and inclusivity

Findings indicate that when AI is deployed responsibly and transparently, it can strengthen innovation, cultural adaptability, and overall workplace well-being. Conversely, challenges related to ethical governance, trust, and workforce displacement highlight the need for balanced integration aligned with human values.

The work contributes to the ongoing discourse on AI’s transformative potential in building sustainable, human-centered organizations, where technology and empathy coexist to shape the future of digital work.

Keywords: Artificial Intelligence, Future of Work, Employee Experience, Organizational Culture, Human–Machine Collaboration, Ethical AI, Workforce Transformation

#ArtificialIntelligence #FutureOfWork #AIandWorkplace #OrganizationalCulture #EmployeeExperience #HumanMachineCollaboration #EthicalAI #DigitalTransformation #AIinHR #WorkplaceInnovation #AIEthics #SmartOrganizations #AILeadership

Startup business in Indonesia has become a popular way to start the business. Startup is as well a promised business in thefiled og investation and pay/salary. Does pay and facility is suit well with their job description and makes the engage to company? This paper tests the hypothesis that compensation and benefit have effect on employee engagement with organisation brand in between. Result shows that organisation brand failed to be mediating variable just because only compensation who have effect, that is on organisation brand and employee engagement. Which engagement is affected as well by compensation.

The research aims to explore the intricate dynamics of organisational culture and its profound influence on employee demeanour and efficacy. The study seeks to comprehensively understand the complex relationship between organisational culture and employee outcomes, including behaviour, engagement, and performance.

This study examines the impact of toxic leadership on employee silence in public healthcare institutions within Sukkur Division, Sindh, Pakistan. Although prior studies have mostly focused on corporate settings, little is known about how toxic leadership shapes employee silence in public healthcare systems of developing countries. This study proposes emotional exhaustion as the mediating variable and cultural value as a moderating variable for the indirect effect. The study employed a cross-sectional and quantitative design, collecting data from 255 employees working in District Health Offices, Basic Health Units, and public hospitals. Validated measurement scales were applied, and data were analyzed using SmartPLS 4.0 to examine direct, mediated, and moderated relationships. The results showed that toxic leadership has a significant impact on employee silence, with emotional exhaustion serving as a mediator. Additionally, cultural values such as collectivism and power distance moderated the indirect effect, with employees in high power-distance and collectivist environments being more likely to remain silent when emotionally exhausted. The study advances the literature by examining toxic leadership within Pakistan's public healthcare sector, an area that has received negligible attention in prior research. The findings suggest that healthcare organizations should focus on reducing toxic leadership and promoting open communication channels, as well as providing culturally sensitive leadership development and emotional support systems to improve employee engagement and reduce silence.

This research aimed to discover and explain the role of employee satisfaction on the influences of work discipline and employee motivation on employee performance at The Research and Development Department of Ministry of Transportation, Republic of Indonesia. The research method used a quantitative approach. The population was 160 employees of that department. The sample taken by Slovin’s formula with 5% error tolerance was 115 respondents. The data collection technique was administered through questionnaires by convenience method. Data were analyzed by using SEM SmartPLS version 3.2.8 for Windows. The results showed that: work discipline had significant and positive influence on both employee performance and employee satisfaction; employee employee motivation had significant and positive influence on both employee performance and employee satisfaction. However, the path analysis results showed that the indirect influences of work discipline and employee employee motivation on emplo...

This study aims to identify the extent to which Work-Life Balance (X1) and rewards (X2) affect organizational commitment (Y2) with social connectedness (Y1) functioning as a mediating variable. The method used in this study is quantitative. In this study, the population of generation Z workers in Bekasi City based on the Bekasi City Central Statistics Agency was 446,992 workers. The researcher chose snowball sampling in determining the sample. The number of samples in this study was 400 respondents. The method that will be used by the researcher is quantitative data analysis. This method presents data in the form of numbers and emphasizes objective research results through descriptive statistical analysis. To manage the data, the researcher will utilize computer software, namely SmartPLS version 4. SmartPLS version 4 is used to calculate statistical values, conduct construct validity and reliability tests (AVE, Composite Reliability, Outer Loadings), and test structural models (path coefficient, R-square, and Q-square). The results of the study showed that Work-Life Balance has an

This research paper examines the critical role of Human Resource Management (HRM) in managing employee conflict and promoting a positive work environment. Using a mixed-methods approach, the study explores how HR professionals utilize conflict resolution strategies, emotional intelligence, and communication to mitigate workplace disputes and enhance employee engagement. The paper integrates theoretical frameworks such as the Dual Concern Theory, Emotional Intelligence Theory, and the Interest-Based Relational (IBR) Approach to analyze HR's interventions. Findings reveal that proactive HR practices-including mediation, negotiation, training, and policy development-significantly contribute to organizational harmony, employee satisfaction, and productivity. The study concludes with strategic recommendations for HR professionals aimed at developing inclusive conflict management frameworks and fostering empathetic, transparent, and collaborative workplace cultures.

In today's competitive talent market, organizations are realizing that employee experience (EX) goes far beyond traditional engagement surveys. EX now covers every aspect of an employee's journeyfrom their work environment and digital tools to their sense of purpose and well-being. This paper explores how EX can be transformed into a lasting source of competitive advantage, especially in the post-pandemic world where flexibility and wellness have become central to workplace culture. The study uses employee surveys across IT, BFSI, and education sectors in India, along with case studies of companies known for strong EX practices. The evidence shows that firms investing in flexible work options, health and wellness initiatives, and career development opportunities not only achieve better retention rates but also enhance their employer brand and customer satisfaction levels. The results suggest a clear link between employee well-being and organizational success, strengthening the case for EX as a strategic priority rather than just an HR function. The paper proposes a comprehensive EX framework that integrates HR policies, leadership practices, and digital platforms to improve both employee and organizational outcomes. By positioning EX as a business strategy, companies can build resilient workplaces where employee happiness fuels long-term competitiveness.

Penelitian ini membahas hubungan antara potensi, kompetensi, dan kinerja dalam konteks pengelolaan sumber daya manusia di IKEA sebagai perusahaan multinasional. Fokus utama kajian ini adalah bagaimana potensi dan kompetensi saling melengkapi dalam membentuk kinerja karyawan yang optimal serta mendukung keberlanjutan organisasi. Hasil analisis menunjukkan bahwa kompetensi memiliki kontribusi paling besar terhadap kinerja aktual karena berkaitan langsung dengan keterampilan, perilaku kerja, dan kesesuaian nilai individu dengan budaya organisasi. Sementara itu, potensi berperan sebagai faktor strategis yang memastikan kesinambungan kinerja melalui pengembangan talenta dan kesiapan kepemimpinan di masa depan. IKEA menerapkan keseimbangan antara Competency-Based Human Resource Management (CBHRM) dan pengelolaan potensi jangka panjang, sehingga mampu menjaga budaya organisasi yang konsisten sekaligus adaptif terhadap perubahan global. Integrasi antara nilai, potensi, dan kompetensi ini tidak hanya mendukung efektivitas kerja karyawan, tetapi juga menjadi dasar keberhasilan IKEA dalam menciptakan sistem manajemen SDM yang berkelanjutan dan bernilai strategis.

Adopting total quality management (TQM) program in an organisation may have consequences not only for organisational outcomes but also for employee work behaviour. Therefore, this study investigates the conceptual and empirical link between TQM practices, job satisfaction, and employee work engagement. Cross-sectional survey design, quota, proportionate and simple random sampling were used to draw 300 participants from the study population, out of which 190 responded and n = 183(61%) usable responses to the questionnaire designed for the purpose from employees of a food and beverage multinational company in Lagos metropolis were obtained. Regression and correlation analyses were used to analyse the study data. Significant positive relationship was found between dimensions of TQM practices (leadership and management support, employee participation, training, reward and recognition, and customer focus), job satisfaction and employee work engagement. After controlling for sex, age and ...

The study aims to examine if employees’ motivation and satisfaction mediated by loyalty can result in company’s advantage. Using 100 young staffs and supervisors in either local or foreign companies in Surabaya, Indonesia as respondents and being tested using regression and path analysis. The simple regressions analysis in the study found that employee’s loyalty is not significant to influence company’s advantage and employee’s satisfaction is not significant to influence employee’s loyalty as well. Employee’s motivation significantly influences loyalty and company’s advantage. Employee’s satisfaction has significant influence to company’s advantage. Multiple regression tests shows that employee’s motivation has positive influence but employee’s satisfaction has negative influence to employee’s loyalty. Both employee’s motivation and employee’s satisfaction have positive influence to company’s advantage. Path analysis has the results that employee’s loyalty is not moderating variabl...

Purpose: This paper examines the organizational culture implications of HR-driven digital ethics in the context of corporate India's digitization. It discusses technological-based communication and data protection and examines their contributions to gaining greater employee trust, engagement, innovation, adaptability, and corporate ethical behaviors.
Design/Methodology/Approach: Mixed-methods research was undertaken. Standardized surveys were used with 250 employees from five leading Indian corporations in IT, manufacturing, and financial services. Qualitative responses were provided through semi-structured interviews with HR managers. Data analysis included correlation and regression tests using SPSS with thematic analysis of interview responses.
Findings: Findings suggest that HR-led digital ethics increase trust, adaptability, and innovation. Regression analysis revealed positive significant correlations between organizational commitment, ethical leadership, transparency, and less workplace conflict and digital ethics training. Qualitative work also lends support for open communication and leader role-modeling in internalizing ethical digital practices. Limitations/Implications about Research: Research is constrained to five Indian corporations and self-described data, limiting generalizability. Longitudinal research in the future might better reflect the development of digital ethics. Nonetheless, research offers a base upon which HR policies may regularly embed digital ethics throughout business protocols.
Originality/Value: It is one of the very few empirical studies in India incorporating HRM and internet ethics as organizational culture fundamentals. It provides policy makers, managers, and researchers with a framework with which to encourage responsible use of technology.

Employee intrapreneurial engagement is considered to be one of the fundamental initiatives that can help organisations to achieve a sustainable competitive advantage in the midst of economic hardship and stiff competition particularly in a volatile and competitive business environment. The main objective of this study is to examine how employees’ intrapreneurial engagement initiatives would influence organisational survival. Few studies analyse how employee intrapreneurial engagement may foster organisational survival. In order to bridge this gap, we conducted a survey with three main manufacturing companies in Nigeria. A descriptive research method (Structural Equation Model (AMOS 22)) was applied to analyse the two hundred and fifty-nine (259) copies of valid questionnaire completed by the respondents using stratified and simple random sampling techniques. However, the study indicated that fostering employees’ intrapreneurial engagement have positive significant implications on or...

This study examined the perceptions of employees and supervisors regarding multiple work designations and their impact on work efficiency within the Department of Environment and Natural Resources (DENR) in Isabela Province. Specifically, it aimed to assess the relationship between work efficiency and key workplace factors, including workload, time management, job satisfaction, stress management, and organizational support. The study also sought to identify the challenges encountered by employees with multiple designations and to propose appropriate policy interventions. A descriptive-comparative research design was employed, involving 126 employees and 15 supervisors from various offices, including CENRO Cauayan City, CENRO Cabagan, CENRO San Isidro, CENRO Naguilian, and the PENR Sub-Office in Roxas. Data were gathered using a structured survey based on a five-point Likert scale and analyzed through both descriptive statistics and inferential tests, specifically the Mann-Whitney U and Kendall's Tau-b. Findings revealed that both employees and supervisors expressed favorable perceptions of multiple work designations in relation to workload, time management, and organizational support. However, negative perceptions were noted regarding job satisfaction and stress management. Despite these concerns, work efficiency among employees remained high, with significant positive correlations observed between efficiency and the factors of workload, time management, and organizational support. In contrast, job satisfaction and stress management exhibited weak or negative correlations with efficiency. Role ambiguity, heightened stress levels, and reduced performance emerged as prominent challenges. In response, the study proposes a policy framework aimed at supporting employees with multiple designations to promote sustained efficiency and well-being.

Orientation: High levels of employee engagement are critical in the current globally competitive landscape. Scholarly research suggests that authentic leadership (AL) increases trust and ultimately work engagement. Several recent studies called for more research into the moderating and mediating variables influencing this relationship.Research purpose: Employee perceptions about the support offered by their organisations have been associated with engagement. This study explores the mediating effect of this variable on the relationship between AL and work engagement.Motivation for the study: This study focuses on the interaction between perceptions of support from the organisation, AL and engagement of employees.Research approach/design and method: The data was collected from 202 employees from an international information technology organisation. Regression analysis was employed to test for mediation impact. The model fit was analysed to know whether the suggested model was a good f...

This study investigates how perceptions of corporate social responsibility (CSR) moderate the relationship between organizational commitment and key employee outcomes-motivation, engagement, and job satisfaction. Using quantitative correlational design, validated instruments (Meyer and Allen's three-component model of organizational commitment, the Work Extrinsic and Intrinsic Motivation Scale, the Utrecht Work Engagement Scale, and the Minnesota Satisfaction Questionnaire) were administered via structured surveys across multiple organizations. The survey was conducted in the United States in 2024 with a sample of 271 employees (N = 271). Pearson correlations and moderation tests assessed the strength and direction of these relationships across employee subgroups. Results show that stronger CSR perceptions significantly amplify the positive effects of organizational commitment on motivation, engagement, and job satisfaction, while weaker CSR perceptions attenuate these links. The findings address a gap in the literature by isolating employees' CSR perceptions as a boundary condition and provide evidence-based guidance for leaders seeking to align CSR strategy with HR initiatives. Practically, credible CSR initiatives can magnify the returns of commitment programs, improving employee well-being, engagement, and sustainable organizational performance.

This study empirically examines the Quality of Work Life (QWL) among employees across Public Sector, Cooperative, and Private Sector banks in Pune, India, positioning QWL as critical determinant of competitive advantage and organizational performance. Utilizing a cross-sectional, quantitative design with a balanced sample (N=90), the analysis focused on six key QWL dimensions. Statistical testing (ANOVA, Chi-square, Regression) confirmed statistically significant sectoral differences across all major QWL dimensions (p<0.05). Public banks led in Job Security (Mean 4.35) and Work-Life Balance (Mean 3.85); while Private banks excelled in Compensation (Mean 4.15) and Career Growth (Mean 4.25). Cooperative banks registered the highest mean for Social Integration (4.10). Multiple Regression Analysis identified Career Growth Opportunities (β=0.45,p<0.001) as the most influential factor driving overall employee satisfaction. The paper concludes by proposing sector-specific strategies to address the distinct challenges of stability, stress, and structural deficit in each banking cohort.

The purpose of this study is to undertake a comparative analysis of job satisfaction levels among employees in academic institutions in Uttarakhand State, India, based on their educational degrees. The study aims to examine how varying educational qualifications influence job satisfaction among academic staff, providing a nuanced understanding of the factors that contribute to job happiness in educational settings. A survey-based approach was employed, with a sample size of 200 participants from different academic institutions. The survey sought to assess job satisfaction across several key dimensions, including Management, Career Promotions, Medical Benefits, Working Conditions, Finance, and Service Conditions. The study aims to delve into the relationships between educational degrees and satisfaction characteristics, exploring potential disparities in job satisfaction levels among individuals with diverse educational backgrounds. By examining these dynamics, the research seeks to identify how specific educational qualifications might shape expectations and perceptions regarding various aspects of their jobs. For example, employees with higher educational qualifications may have different expectations regarding career promotions and management support compared to those with lower degrees, which could affect their overall job satisfaction levels. Moreover, the analysis takes into account various aspects of job satisfaction such as access to medical benefits, perceptions of fairness in career advancement, and satisfaction with working conditions. The research aims to identify whether educational qualifications play a role in shaping employees' views on these aspects, thereby uncovering critical insights into what drives job satisfaction among academic staff. The findings of this study have the potential to reveal whether there are gaps in satisfaction levels based on educational qualifications, allowing for a better understanding of how to address these disparities. By offering a comprehensive analysis of these factors, the study intends to contribute to the formulation of policies aimed at improving job satisfaction and the overall well-being of employees in academic institutions. These insights can be instrumental for policymakers and institutional leaders in creating a more supportive and engaging work environment. Ultimately, this research seeks to foster a more positive and conducive work atmosphere, enhancing productivity, growth, and the retention of talented staff within academic institutions. The study emphasizes the importance of tailoring workplace policies to the diverse needs of employees, ensuring

The rapid growth and use of the Internet over the last several years has changed the way companies&#39; conduct of business activities, including the activities of human resource management. To attract and recruit best employees is one of the great challenges for Human Resource Department. Today online recruiting has become a significant tool for Human Resource Department. Recruitment refers to the systematic process of searching for prospective employees and stimulating them to apply for jobs in an Organization. It results in a pool of applicants from among whom the right employees can be selected. Social Media Recruitment (SMR) refers to recruitment with the help of Social Media sites. Social Media has become an integral part of recruitment; through which people stay in touch, keep themselves aware of new developments and connect with the world around them. Human Resource professionals observed this pattern of behavior in regards to the usage of social media tools among employees ...

waarvan uitgebreid wetenschappelijk onderzoek de effectiviteit heeft aangetoond. Sinds enige tijd wordt in wetenschappelijke publicaties dan ook de vraag gesteld waar deze kloof tussen theorie en praktijk zich exact bevindt, hoe deze kan worden verklaard en wat eraan kan worden gedaan om ze te doen verdwijnen, of althans te verkleinen. Drs. J. Segers is licentiaat arbeids-& organisatiepsychologie en bereidt een doctoraat voor als assistent aan de faculteit toegepaste economische wetenschappen van de Universiteit Antwerpen. Prof. dr. D. Vloeberghs is hoogleraar HRM aan de Universiteit Antwerpen en communicatie aan de K.U. Leuven. Prof. dr. P. De Prins is sociologe en verbonden als docente aan

Strategic Human Capital (SHC) merupakan salah satu pilar utama dalam menciptakan keunggulan bersaing berkelanjutan secara global. Pengelolaan SDM tidak hanya sebatas fungsi administratif, melainkan bagian integral dari strategi bisnis. Artikel ini menganalisis bagaimana SHC didesain dan diimplementasikan melalui peran HR Business Partner, strategi Talent Acquisition, dan program Retention. Dengan menggunakan studi kasus di CIFOR., artikel ini menunjukkan bagaimana organanisasi internasional berbasis penelitian menjadikan SHC sebagai sumber inovasi, produktivitas, dan engagement karyawan. Metode penelitian menggunakan studi kasus kualitatif berbasis dokumen (annual report, laporan keberlanjutan, staff survey, CIFOR publikasi). Analisis menekankan pentingnya integrasi antara desain SHC dengan kebutuhan bisnis yang dinamis. Hasil penelitian menunjukkan bahwa peran HR sebagai mitra strategis, talent strategy berbasis penelitian, dan retensi karyawan melalui budaya inovatif merupakan faktor kunci yang mendukung keunggulan kompetitif CIFOR diantara organisasi internasional.

This qualitative research examined the impact of digital technologies on operational efficiency, customer satisfaction, and overall business outcomes in the airline industry. Using a qualitative research design, the study employed a documentary analysis of industry reports, policies, and technological frameworks, complemented by a thematic analysis of participants' insights to enhance transparency. This study employed documentary and thematic analysis, utilizing purposive sampling to identify participants, with an emphasis on the origin and scope of these documents. This qualitative research examined the perceived impact of digital technologies on operational efficiency, customer satisfaction, and overall business outcomes in the airline industry. The findings revealed that airline personnel generally hold positive perceptions of digital systems, emphasizing their role in streamlining operations such as check-in, baggage handling, scheduling, and interdepartmental communication, which collectively enhance productivity. From the customers' perspective, digital systems improved experiences through seamless booking, realtime updates, personalized services, and reliable support channels, thereby fostering higher satisfaction and loyalty. Despite these advantages, challenges such as high implementation costs, integration with legacy systems, skill gaps, and cybersecurity threats were highlighted. However, opportunities for efficiency, revenue growth, sustainability, and global competitiveness outweighed the barriers. The study concludes that digital systems are indispensable tools in modern airline management, vital for sustaining performance in a competitive environment. The final recommendation is the development of a comprehensive reference book, "Evaluating Business Performance in Airline Operations," to consolidate best practices, case studies, and strategies that can guide aviation professionals, educators, and policymakers in leveraging digital innovations for sustainable growth.

This research analyses the importance of recognizing cultural factors in order to shape CSR Perceptions of employees to derive higher levels of employee's engagement. Hofstede's five cultural dimensions were explored in Pakistani context through a thorough review of the literature on the relationship between national culture, CSR Perceptions and employee's engagement, which were then contextually presented in the form of a hypothesized model. Primary data collection was done by administering questionnaires to 192 employees from technological industry of Pakistan. Partial least squares structural equation modeling (PLS-SEM) using latest ADANCO Software was employed to statistically validate the relationship between the variables. This paper provides conceptual contribution by focusing on the identification of the most significant and relevant cultural dimensions affecting employee's CSR Perceptions and engagement in the context of Pakistan and countries with similar cultural context. Findings of this paper indicate that understanding cultural context of a particular country is crucial for enhancing the perceptions of employees regarding the CSR initiatives being practiced by the organization. This generates employees who are more engaged and productive in their work; hence, it turns advantageous for the employer and employee alike. These findings provide guidelines for the practitioners and managers so that they can capitalize their efforts in a more efficient way by making employees aware of the CSR activities taking forward by them according to the cultural orientations of workforce and reap the desired benefits out of it.

Considerable attention has been given to the identification of key drivers of Employee engagement and its linkage to the financial results. For this purpose following study is an endeavor to investigate the Factors Persuading Employee Engagement and Linkage of EE to Personal & Organizational Performance in banking sector of Pakistan. A quantitative approach based survey in form of close ended structured Five Point Likert-scale questionnaires was designed and used to implore the response. The data collected from 250 employees in Private commercial banks of Pakistan was analyzed through structural Equation Modeling and independent sample t-tests using AMOS/SPSS software. Outcome epitomizes that following factors influence the Employee Engagement which are: Decision Making / Co-ordination, Employee Performance Appraisals, Performance Reward Systems, Employee Involvement, Training and Career Development, and Human Resource Practices. The results show that there is significant relationsh...

This study aims to determine the effect of perceived organizational support partially on employee engagement, the effect of partial job satisfaction on employee engagement, and the effect of perceived organizational supportand job satisfaction jointly on employee engagement of the employees of the Tanjung Perak Port Cooperative &quot;TKBM&quot;. This study uses a quantitative approach with survey research methods. Psychological measuring tools use 3 scales, namely employee engagement, perceived organizational support, and job satisfaction. The total population in this study was 75 people. This study uses a saturated sampling technique. The results of this study indicate that 1) there is a partial effect of perceived organizational support on employee engagement in the employees of the Tanjung Perak Port &quot;TKBM) there is a partial effect of job satisfaction on employee engagement for employees of the Tanjung Perak Port “TKBM” Cooperative. There is a joint effect of perceived orga...

Purpose – Purpose of current study is to explore, impact of workplace environment i.e Physical Environmental Factors and Behavioral Environmental Factors on employee productivity (EP) through mediating role of employee health (EH). Research methodology – This study adopted questionnaire survey method and data was collected from 250 employees working in software houses in Pakistan. Data has been analysed using SPSS and AMOS software. Reliability and correlation analysis was performed by using SPSS while; path analysis was performed using AMOS. Findings – Results revealed that one unit variance in PEF incorporates 35% change in EH, 33% change in EH is caused by one unit increase in BEF and one unit increase in EH leads to 80% increase in EP. Physical and Behavioural Environmental Factors are positively affecting EH and EH is positivity affecting EP. Results of the study revealed that: employee health is mediating the relationship between workplace environment factors and employee perf...

Traditional human resource management often relies on reactive decision-making, resulting in higher attrition, weak internal mobility, and inconsistent recruitment outcomes. This study examines how human resource analytics influence data-driven decision-making and how, in turn, these decisions shape employee productivity, retention, and organizational performance. The analysis considers applications of analytics across hiring, training and development, and employee engagement, as well as the moderating role of emerging digital technologies.
Using structural equation modelling on responses from professionals across multiple industries, the findings show that human resource analytics significantly enhance data-driven decision-making (β = 0.32 to 0.41, p < 0.001). In turn, data-driven decisions positively affect employee productivity (β = 0.45), retention (β = 0.42), and organizational performance (β = 0.48), all at p < 0.001. The integration of digital technologies further strengthens these effects, underscoring the growing importance of artificial intelligence–enabled human resource systems. Indirect path analysis also reveals that analytics shape employee outcomes through decision-making processes (β between 0.13 and 0.22, p < 0.001).
These findings highlight the strategic value of combining human resource analytics with digital technologies to optimize workforce management. The study contributes to theory by linking predictive analytics with organizational outcomes and provides practical guidance for human resource leaders seeking to enhance productivity, retention, and competitive advantage through data-driven and technology-enabled strategies.

The aim of this study was to evaluate the impact of Transformational Leadership and Psychological Empowerment on employees&#39; Job Satisfaction as well as to confirm the moderating role of Transformational Leadership between the relationship of Psychological Empowerment and Job Satisfaction by selecting the sample of respondents from Gujranwala Electric Power Company (GEPCO) Circle Gujrat. The data were collected using well structured questionnaire and the results have shown that Transformational Leadership is more strongly correlated as well as influencing Job Satisfaction than Psychological Empowerment. All the relationships have been found positive and significant. It has also been found that Transformational Leadership plays a moderating role between the relationship of Psychological Empowerment and Job Satisfaction.

This research investigates the influence of Corporate Social Responsibility (CSR) initiatives on employee engagement, focusing on organisational values alignment as an underexplored mediating factor. Set in the New Zealand manufacturing sector and using a mixed-methods approach, it combines quantitative survey data from 105 participants (α = .92) with qualitative findings drawn from eight semi-structured interviews. The results highlight a significant positive correlation between CSR practices and employee engagement, underscoring values alignment as a critical element in this relationship. In our sample, 83.85% of participants reported that shared organisational values foster a sense of unity, while 77.14% identified these values as key to their motivation. Furthermore, extended involvement in CSR activities improves job satisfaction, with 74.62% of employees expressing greater contentment in their roles. The findings do have some limitations, including the sector-specific focus, demographics where men and upper-level management are overrepresented, and a potential bias from self-reported data. Future research should explore diverse samples and cross-industry contexts to strengthen generalisability. This study contributes to CSR literature by demonstrating the role of organisational values alignment in driving and enhancing employee engagement while offering practical and actionable insights for organisations.
Keywords: CSR; employee engagement; value alignment; organisational strategy; New Zealand manufacturing

PurposeThe purpose of this paper is twofold: first, to investigate the influence of time on the results of the dimensions of employee engagement; and second, to determine whether there are any significant differences between the levels of engagement of the different demographic groups, so as to determine specific future interventions to improve employee engagement.Design/methodology/approachThis study adopted a quantitative approach employing a survey which used a questionnaire to collect data from the same convenience sample, over a three-year period. The differences were tested by measuring change through an analysis of variance.FindingsThree dimensions, namely, team commitment, team orientation and organisational strategy and implementation were significantly higher in the third than first period. Africans and respondents on lower job grades reported significantly lower levels of engagement than white respondents and top management.Research limitations/implicationsThe limitation ...

supervisor Mr. F Makudza for his exceptional guidance, expertise and unwavering support throughout this research journey. His invaluable insights and constructive feedback has been instrumental in shaping this dissertation. I am also deeply grateful for my research respondents whose willingness to share their experiences and insights enriched the study. Their contributions have been invaluable. My appreciation also goes to my friends and colleagues for their encouragements and assistance. Special thanks to Chelsea Chipendo and Takudzwa Martin Siamusapa, for assisting me on how to use the SPSS package for my data analysis. Furthermore I also acknowledge the support of the University of Zimbabwe particularly the department of Business Management Sciences and Economics In the provision of necessary resources and facilities that enabled me conduct this study.

This study ascertained the effect of a hybrid work model on employee job satisfaction, using selected consultancy firms in Enugu State. Survey research design was adopted. Data were generated from the questionnaires distributed to the respondents, and were tested with regression analysis. Based on the analysis, the study found that there is a significant relationship existing between autonomy and job satisfaction of employees in consultancy firms in Enugu State.; and, the study indicated that there is a significant relationship existing between flexibility and the job satisfaction of employees in consultancy firms in Enugu State. Based on findings, the study recommended among others that the organization should not relent in implementation of workplace autonomy as this has been shown to have numerous benefits for both employees and organizations; hence, it is a vital component of employee job satisfaction and productivity.

Employee retention is critical concern for the organization worldwide, including India. It is crucial to comprehend the factors that influence employee retention for organization success, given the diverse workforce and rapidly evolving business landscape. The research aims to investigate the impact of HR Analytics (HRA) on factors affecting employee retention. The study mainly focus on five independent variable: Recruitment & Selection, Training & Development, Rewards and Recognition, Employee performance and Employee engagement. The scope for application of the potential of analytics in this function by integrating it with core function of Human Resource leaders to utilize Human Resource analyst skills in decision making. The impact of Human Resource Analytics on the factors affecting employee retention has been tested by confirmatory factor analysis and Baron and Kenny model.

Training and development play a crucial role as organizations need to survive, excel, develop and diversify in this era of competition. Consequently, for organization to realize effective return from their investment there is need for organization to manage training and development programme with high degree of importance for the employee's performance to be actualized. This study investigated the effect of training and development on employee performance of Nigerian Universities in Northeast. The data wass collected using questionnaire administered to employees of the universities. The data was analysed using structural equation model (SEM) through Analysis of movement structure (AMOS). Base on the analysis the study revealed among others that that training and development have positive impact on employees' performance of HEIs in Northeast Nigeria. The study recommended that the Higher Educational Institutions (HEIs) in Northeast Nigeria should discuss training needs with their employees at the institutions through workshop training. The management of HEIs should ensure that the employees are offered equal opportunities for retraining to enhance their professional growth.

Every organization today faces a choice: adapt to rapid change or risk falling behind. Entire industries are being reshaped by technology, shifting consumer behavior, and global disruptions. In this environment, innovation is no longer a luxury but a necessity. Yet leaders often discover that the biggest obstacle to innovation is not a lack of resources or talent, but the mindset that guides how people approach challenges.