Annals of Contemporary Developments in Management & HR

Journal Information
ISSN / EISSN : 2632-7686 / 2632-7694
Total articles ≅ 42
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Tommy Pusriadi, Kadarusman Kadarusman, Zainal Ilmi, Erwin Kurniawan, Dio Caisar Darma
Annals of Contemporary Developments in Management & HR, Volume 3, pp 11-23; doi:10.33166/acdmhr.2021.01.002

Abstract:
It is not easy to detect irregularities committed by employees in the Agency of Culture and Tourism of East Kutai Regency with actions for personal gain that can harm the agency. The current study offers an overview of the Agency of Culture and Tourism of East Kutai Regency employees' moral awareness in terms of ethical work climate and moral awareness during Covid-19. The study sample was supported by 149 informants through questionnaires. With the OLS method, the empirical findings presented that friendship, team play, personal morality, and rules and procedures positively affect moral awareness because the probability achievement is below 5%. On the one hand, two variables (company interest and self-interest) posed a negative influence. The policy implications that can be applied are the need for close supervision and support from superiors, academics, practitioners, and the public with an accurate system to increase their moral awareness. The study presents discussion and implications to guide future studies.
Loukas K. Tsironis
Annals of Contemporary Developments in Management & HR, Volume 3, pp 43-52; doi:10.33166/acdmhr.2021.01.005

Abstract:
Recently, a number of studies have focused on the positive relationship between high-performance work systems (HPWS) and organizational performance and its underlying mechanisms. European countries in general and former communist countries is particular have been largely overlooked. It seems crucial to assess the importance of HPWS and its impact on organizational performance in MNC subsidiaries operating in the region. The study examines the sequential mediation of job satisfaction and organizational citizenship behavior (OCB) in the HPWS-organizational performance link. Quantitative data was collected from 181 participants working in MNC subsidiaries operating in the Balkan region (Romania, Serbia, Bulgaria, Albania, FYROM, and Kosovo). The study employed Baron and Kenny (1986) approach to mediation analysis. Findings showed a positive relationship between HPWS and organizational performance. OCB had a partial mediating value in the HPWS performance link. Similarly, job satisfaction partially mediates the relationship between HPWS and organizational performance.
Hadziroh Ibrahim, Mohd Hadi Alya Mohd Rodzi, Lazim Mohd Zin
Annals of Contemporary Developments in Management & HR, Volume 3, pp 33-42; doi:10.33166/acdmhr.2021.01.004

Abstract:
The purpose of this paper is to determine the relationship between transformational leadership, employee voice, training and development, and employee engagement among employees in a financial institution in Kuala Lumpur, Malaysia by using social exchange theory in this study. Quantitative data were collected using survey design, for which 248 employees responded. These employees were sourced from the financial institution. Based on multiple linear regression analyses, this study finds that transformational leadership, training and development are positively related to employee engagement. However, employee voice has no significant influence on employee engagement, which is employee engagement is not influenced by employee voice. The findings of this study offered useful knowledge and bright insights for future researchers concerning the scope of the study. In the matter of practice, the findings have contributed to the management of the banking sector in which they can apply two independent variables such as transformational leadership and training and development to enhance employee engagement in a financial institution.
Irene Samanta, Pavlou Eleni
Annals of Contemporary Developments in Management & HR, Volume 3, pp 1-10; doi:10.33166/acdmhr.2021.01.001

Abstract:
The research investigates two basic techniques in Talent Management, coaching and mentoring, in training marketing employees and how these techniques contribute to the best use of their talents. The research investigates how these skills can be utilized to developing the needed skills in the marketing employees. The study has worked to outline the extent to which talent Management improves competitiveness and how easily it can be taken up as a practice by the employees themselves. Qualitative method was employed to examine the mentors across three European companies using depth interviews. The research indicated that the training is a more integral entity and should be part of the training plan devised based on individual training needs assessment. Furthermore, new employees can be introduced with greater ease into the workplace when a coach or a mentor is in place. Finally, individuals who have themselves chosen their coach or mentor have a better professional outlook.
Saeed Abbas Shah, Muzafar Hussain Shah, Sheema Matloob, Syed Iradat Abbas
Annals of Contemporary Developments in Management & HR, Volume 3, pp 24-32; doi:10.33166/acdmhr.2021.01.003

Abstract:
The theme of the current research is to assess the link between entrepreneurial orientation, organizational learning with organizational performance using structural equation modeling. The current work was based on a quantitative approach using cross-sectional survey methodology. The study examined the effect of entrepreneurial orientation (EO) on organizational learning (OL), organizational performance (OP), and of organizational learning (OL) on organizational performance (OP). Moreover, the study also examined the mediating effect of organizational learning (OL) in the relationship between entrepreneurial orientation (EO), and organizational performance (OP). Data were collected from managers and owners of manufacturing pharmaceutical SMEs in Indonesia. A sample of 340 was selected by using the purposive sampling technique. The results support in current empirical model confirming all the direct hypothesized relationships. The study results also revealed mediation of organizational learning in the entrepreneurial orientation and organizational performance relationship. Considering the association of the factors studied in the current research, the authors imply managers, owners to develop a learning-oriented environment. The implication sections provide further details based on the results.
Annals of Contemporary Developments in Management & HR, Volume 2, pp 1-9; doi:10.33166/acdmhr.2020.04.001

Abstract:
The authors attempted to investigate how to resolve the growing work-life balance issue occurring due to COVID-19 Pandemic in the higher education sector. On the premise of prominent literature, the study conceptualized a framework to test if supervisor support and employee`s proactive work behavior could help address the work-life balance issue. Through applying the quantitative approach, the study collected data from employees working in a higher education institution in the UK. Results of the structural equation modeling found significant association and influence of supervisor support and work-life balance. The study also found a strong affiliation between proactive work behavior and work-life balance. However, proactive work behavior did not moderate supervisor support and work-life balance relationship. The study concluded that both supervisor support and proactive work behavior could be vital in helping employees to achieve their work goals effectively and efficiently without compromising their work-life balance. The study forwards prominent implications to guide practitioners, policymakers and researchers in this domain.
Annals of Contemporary Developments in Management & HR, Volume 2, pp 27-32; doi:10.33166/acdmhr.2020.04.004

Abstract:
The authors in the current paper objected to presenting a simple and actionable model for businesses to respond to the growing concern of employees` lost meaningfulness during the COVID-19. The study presents the LDW model, referring to leadership, employee development, and work-life-balance as core areas of focus for management and organizational authorities. The model is presented to help employees build a sense of meaning, purpose in their work, understand the significance of their contribution and individual value that appears to vanish due to uncertainties faced by every single business worldwide. The paper also discusses the importance of employees` sensing the work as meaningful and how it serves organizations in achieving their goals and objectives. In addition, the authors have also detailed concerning the need for responding to this issue and how it can be helpful in robust consequences for businesses, particularly during COVID-19. The LDW model not only offers the basis for addressing and responding towards the concept of meaningful work but is a route forward to countering any crisis affecting employees` sense of well-being, connectivity and contribution with the work.
Annals of Contemporary Developments in Management & HR, Volume 2, pp 33-40; doi:10.33166/acdmhr.2020.04.005

Abstract:
The current paper is an attempt to refresh the concept of coaching in the minds of scholars to help them address major issues affecting performance, psychological well-being, and behaviors of employees due to the COVID-19 Pandemic. The paper serves as an effort to help organizational researchers recall the concept of coaching and its benefits for people and their organizations during the current times. The work also aspires to encourage researchers to consider investigating coaching to provide objective results for policy and implications. The article provides information on the idea of coaching and the various explanations given by management and organizational practitioners. The paper also provides information on the purpose of coaching and why organizations need to understand the concept of coaching and the different types that are available both within and outside of the organizations. Important to state that the paper also discusses the benefits of coaching, which spotlights the need for coaching to be utilized by organizations. Lastly, the paper discusses how coaching can be particularly important in crises like COVID-19 Pandemic followed to guide and recommend organizations to make the use of it to overcome employee, organization, and performance-related issues.
Annals of Contemporary Developments in Management & HR, Volume 2, pp 10-19; doi:10.33166/acdmhr.2020.04.002

Abstract:
The current research examined the relationship of green human resource management practices with employees’ retention in the pharmaceutical industry of Oman. The study also checked the mediating effect of work engagement in the relationships of Green HRM practices with employee retention. Following the current purpose, the study targeted employees in the pharmaceutical industry as the unit of analyses. Five hundred seventy-six respondents were selected through simple random sampling. Data were collected through a self-administrative questionnaire. Collected data was screened through SPSS23, which concluded with 349 usable questionnaires for data analysis and assessment. Structural equation modeling via Smart PLS 3.2.8 was employed to test the proposed model. The findings of the study show a positive but insignificant association of green HRM practices toward employee retention. However, the study found a significant positive influence of green HRM practices with work engagement and work engagement with employee retention. The study also reported the mediation of work engagement in the green HRM and employee retention relationship. The findings of the study have contributed theoretically and practically.
Annals of Contemporary Developments in Management & HR, Volume 2, pp 20-26; doi:10.33166/acdmhr.2020.04.003

Abstract:
The study of the role of Human Resource supervisor in achieving organization goals is very much useful and functional managers as well as for top-level management and entry-level employees in order to get success and attainment of their objectives. This study is helpful for almost every organization since every organization has an HR department, and this research covers how to attain organizational objectives and goals to fulfill the mission and vision of the company by applying innovative tactics and procedures to get maximum results. Accordingly, the results shed light on how to train the employees to complete the tasks appropriately and precisely. The relationship between human resource supervisor and organization goals has always been of great concernment for researchers and organizational scientists. This research takes the entire plan moreover by relating the set-up of different sectors in Karachi, Pakistan.
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