Journal of Organizational and Human Resource Development Strategies
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Influence of Work-Life Balance Practices on Health-Related Outcomes and Exit Intentions: A Study among Employees of the Nigerian Federal Polytechnic
Get PDFA key component of employee job satisfaction, performance, health-related outcomes, and exit intentions is the ability to successfully strike a balance between professional obligations and personal commitment and well-being. This study looked at how work-life balance practices affected employees' health-related outcomes and plans to leave the Federal Polytechnic in Nigeria. By administering a questionnaire to a sample size of 274 people, which was determined by using Krejcie and Morgan sampling procedures and chosen through a stratified sampling approach, the study utilised a quantitative way of survey research design. Regression analysis and ANOVA, two inferential statistics, were used to evaluate the obtained data. The analysis of how work-life balance practices affect health-related outcomes among Federal Polytechnic employees in Ilaro, Ogun State, found that work-life balance practices account for approximately 37% of the variation in health-related outcomes among Federal Polytechnic employees in Ilaro, Ogun State. Additionally, it was shown that work-life balance practices, including flexible work schedules, leadership support, organisational culture, and generous leave policies, were responsible for almost 54% of the differences in exit intentions among Federal Polytechnic, Ilaro Ogun State employees. The study found that while work-life balance practices like flexible work schedules and generous leave policies differ significantly between teaching and non-teaching staff, health-related outcomes and exit intentions resulting from these practices do not differ significantly between the two groups. According to the study's findings, work-life balance policies have an impact on employees' health-related outcomes and plans to leave the Federal Polytechnic in Nigeria
Human Resource Strategies for Enhancing Creative Product Competitiveness in the Digital Era
Get PDFThis study addresses the challenges faced by Human Resources (HR) in micro, small, and medium enterprises (MSMEs) in adapting to digital advancements, particularly in leveraging social media for marketing. The research focuses on Mom Fithri Brass & Copper Craft and Fried Shallot business located in Cepogo, Boyolali, where HR capabilities in digital marketing remain limited despite its vast potential. This study aims to analyze the role of Human Resource Management (HRM) in enhancing the development of creative economy products in the digital era. A descriptive qualitative approach was employed, using observation, interviews, and documentation as data collection methods. The population consisted of 30 employees and one business owner, with the sample being the business owner. Findings reveal that HRM plays a pivotal role in improving the digital competencies of human resources, which in turn fosters innovation and enhances product development. The training implemented significantly improved digital marketing knowledge and skills, enabling the MSMEs to become more competitive in the global marketplace. Moreover, HR demonstrated increased creativity in utilizing social media to expand market reach and visibility of their products
Job Satisfaction as a Mediating Variable of Work Professionalism, Organizational Commitment, and Employee Performance in the Animal Feed Industry
Get PDFThis study investigates the influence of work professionalism and organizational commitment on employee performance, with job satisfaction as a moderating variable, at PT. Japfa Comfeed Indonesia Tbk, Bandar Lampung Branch. Using a quantitative approach, data were collected through questionnaires distributed to 116 employees, selected from a population of 163 using the Slovin formula. The analysis used Partial Least Squares (PLS) through the SEM-PLS approach with WarpPLS 7.0 software. The findings reveal that both work professionalism and organizational commitment positively affect employee performance, with path coefficients of 0.365 (p < 0.001) and 0.321 (p < 0.001), respectively. However, job satisfaction does not significantly moderate the relationship between work professionalism and performance (β = -0.003, p = 0.448) or organizational commitment and performance (β = 0.106, p = 0.122). These results suggest that while professionalism and commitment are key drivers of performance, job satisfaction does not significantly mediate these relationships within this organizational context
Employment Trajectories and Skill Proficiency of Nursing Graduates from Camarines Sur Polytechnic Colleges, Philippines
Get PDFThis tracer study investigated the employment outcomes and competencies of the 2020 Bachelor of Science in Nursing (BSN) graduates from Camarines Sur Polytechnic Colleges (CSPC). The study aimed to determine the graduates’ employment status, professional engagements, and the extent to which the college contributed to their soft and professional competencies. Using a descriptive-correlational design, data were collected via a validated survey administered to 27 out of 29 graduates, achieving a 93% response rate. Results indicated that 96% of graduates are employed in roles aligned with their nursing education, with 81% in regular positions, primarily in hospital settings. The majority found employment within three months of licensure. Graduates assessed the institution’s contribution to soft (e.g., communication, critical thinking) and professional competencies (client care, leadership, research) to be “to a great extent,” based on a 4-point Likert scale. A significant correlation was found between employment status and competency development. The findings underscore the relevance of CSPC’s nursing curriculum in preparing graduates for the workforce and highlight opportunities to expand international placement, postgraduate engagement, and advanced clinical training
Will Transformational Leadership Style Increase Organizational Performance in MSMEs? A Systematic Literature Review
Get PDFTo achieve MSME innovation and performance, leadership is crucial. Burns's divided leadership into transformational and transactional styles is one of the key theories of leadership. The purpose of this essay is to pinpoint the best leadership philosophies for enhancing SME organizational performance. This study included a methodical review of the literature. According to the study's findings, transformational leadership is thought to enhance organizational performance in SMEs. Contrarily, there is little evidence that the transactional leadership style improves organizational performance in SMEs. In conclusion, transformational leadership is more crucial than transactional leadership for enhancing MSME performance. These findings help MSME executives develop transformational leadership, which is focused on the charisma of the leader
Artificial Intelligence and Organizational Culture: Navigating Contextual Shifts in Structure, Ethics, and Behavior
Get PDFThis article explores the transformative impact of Artificial Intelligence (AI) on organizational culture. With the increasing integration of AI technologies into business operations, organizational dynamics, decision-making structures, and cultural norms are experiencing significant shifts. This qualitative-descriptive study reviews the literature and synthesizes empirical and theoretical perspectives on how AI reshapes organizational culture, focusing on decentralization, transparency, digitalization, and employee-manager relations. The article also highlights the role of deep learning and artificial neural networks as key technological drivers of this cultural evolution. The results underline the need for adaptive organizational models that integrate AI ethically and strategically
A Conceptual Model of the Impact of Management Information System Implementation on Organizational Behavior: The Mediating Roles of Communication, Job Satisfaction, and Leadership
Get PDFThis paper presents a conceptual model that investigates the influence of Management Information System (MIS) implementation on organizational behavior, with a focus on the mediating roles of communication, job satisfaction, and leadership. As organizations increasingly rely on digital systems to streamline operations, understanding the human behavioral impacts of such systems becomes essential. This study posits that MIS alone does not guarantee improved organizational performance unless it is accompanied by effective internal communication, motivated and satisfied employees, and visionary leadership. By reviewing and synthesizing findings from existing literature, the model illustrates how these three mediating factors enable the successful translation of MIS capabilities into positive employee attitudes, productive interpersonal interactions, and enhanced organizational cohesion. The paper adopts a literature-based conceptual approach, offering a comprehensive theoretical framework that bridges technology and behavior. It aims to guide future empirical research by highlighting key behavioral variables that influence the success of MIS integration. The findings underscore the importance of aligning technological change with organizational culture and human capital strategies. This model serves not only as a foundation for scholarly inquiry but also as a practical reference for managers and policymakers aiming to maximize the behavioral and operational benefits of MIS implementation
Technological Integration and Human Resource Psychology: Examining the Interrelationship and Its Implications in the Digital Workplace
Get PDFThe convergence of psychological principles and technological advancements reshapes how organizations manage human resources (HR). As emerging technologies like artificial intelligence (AI), automation, and digital platforms permeate the workplace, they significantly influence employee behavior, motivation, satisfaction, and performance. This study explores the complex relationship between technology and HR from a psychological perspective. Using a qualitative meta-analysis and case-driven synthesis, we identify key psychological outcomes associated with technology integration and assess their implications for organizational development. The findings indicate that while facilitating operational efficiency, technology also contributes to challenges related to mental workload, technostress, digital competency gaps, and organizational alienation. Moreover, employee engagement, trust, adaptability, and psychological safety become critical in maximizing the benefits of tech-driven HR systems. This paper contributes to understanding how to harmonize technological innovation with psychological well-being in HR practices, offering insights for scholars and practitioners
Competencies of Bachelor of Science in Office Administration Students in Machine Shorthand
Get PDFThis study focused on the Competencies of Bachelor of Science in Office Administration Students in Machine Shorthand, it sought to identify: profile of the respondents in terms of age, sex and year level, competencies of BSOA students in machine shorthand in terms of dictation and transcription, challenges of BSOA student in machine shorthand in terms of dictation and transcription, as an output of this study an intervention plan than was proposed to enhance the competencies of BSOA student in machine shorthand. The respondents of this study were the BSOA students, composed of the 2nd year and 3rd year students in the Bachelor of Science in Office Administration for the academic year 2023-2024, with a total of 100 respondents. This study utilized the Quantitative Descriptive Research Method and percentage technique, weighted mean, and rank order method as the statistical tools. The study revealed that, in terms of Personal Profile, the majority are 19-20 years old, the majority are female, and the majority of the respondents are 3rd year students. In conclusion, the competencies of Bachelor of Science in Office Administration Students in Machine Shorthand in terms of the competencies of BSOA Students in terms of transcription and dictation were found to be competent. Challenges of BSOA Students in Machine Shorthand in terms of Transcription and Dictation were found to be Often Encountered. The output of this study is the proposed recommendation to enhance the Competencies of Bachelor of Science in Office Administration Students in Machine Shorthand
The Influence of Internal and External Factors on Labor Productivity: A Study on the Construction Project of the Manokwari Substations
Get PDFThe construction of the Manokwari Substation in West Papua, part of Indonesia’s national strategic infrastructure program, faces geographic, logistical, and human resource challenges that demand high labor productivity to ensure project success. This study aims to analyze the influence of internal and external factors on labor productivity within this construction context. Employing a quantitative approach with a correlational ex post facto design, data were collected through a census-based closed-ended Likert-scale questionnaire distributed to 50 active workers involved in the project. Multiple linear regression analysis was used to assess both simultaneous and partial effects of the independent variables on labor productivity. The results indicate that internal factors, such as work experience, education level, health status, and wages, significantly affect productivity, while age and the number of dependents show no meaningful impact. Conversely, all examined external factors (field conditions, weather, and the implementation of occupational safety and health) significantly contribute to labor productivity. This study offers a substantial theoretical contribution by reinforcing the conceptual framework of labor productivity in the construction sector. It provides practical implications in the form of evidence-based strategies to improve workforce performance. The findings are expected to serve as a basis for policy decisions in managing strategic infrastructure projects, particularly in geographically complex regions like Eastern Indonesia