Organization and Human Capital Development最新文献

{"title":"The Significant Factors Influencing Individual’s Perceptions of Pay Gap","authors":"Brenda Kosasih, Kristine Tamayo‑Verleene, Annisaa Novieningtyas","doi":"10.31098/orcadev.v2i2.1941","DOIUrl":"https://doi.org/10.31098/orcadev.v2i2.1941","url":null,"abstract":"Various studies have shown that there exist gender-related inequalities in employee compensation. Yet, individuals may also develop affective and behavioural outcomes based on their perceptions of whether they experience such inequalities or observe such inequalities (dis) favouring others. This paper seeks to examine the different factors that could be linked to individuals' pay gap perceptions. The study aims to analyze how demographic factors can significantly impact individuals' perceptions of the pay gap by looking at the relationship between the two variables, where the demographic factors are the independent variable and the perceptions become the dependent variable. The survey was made by adapting from two previous studies about gender discrimination. Hypotheses were tested by utilizing a hierarchical linear regression through SPSS with a sample size of 217 participants from 3 continents: Europe, Asia, and America. Findings showed that gender, age, marital status and equity sensitivity are significantly linked to pay gap perceptions. Specifically, the study found that individuals reported higher pay gap discrimination against their own gender and benefitting the opposite gender. The limitations of this study include its small sample size and cross-sectional design, which affects the generalizability of its findings. This research contributes to the literature on employee compensation, as it features some factors that are linked to individual pay gap perceptions. Theoretically, the paper suggests that self-serving bias and gender role theories potentially influence individuals’ wage and justice perceptions. The paper also provides insights that could help HR professionals design better compensation and communication practices.","PeriodicalId":135877,"journal":{"name":"Organization and Human Capital Development","volume":"31 19","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135808181","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Collaborative Leadership of Commissioned Law Enforcers: Basis for Police-Community Relation Program","authors":"John Mark C Poquita, Nestor C Nabe","doi":"10.31098/orcadev.v2i2.1604","DOIUrl":"https://doi.org/10.31098/orcadev.v2i2.1604","url":null,"abstract":"This study aimed to determine the collaborative leadership among the commissioned officers in the Philippine National Police in Davao del Norte and to enhance the police-community relation program. There were 310 Non-Commissioned Officers in the Philippine National Police assigned in Davao del Norte who participated in the survey. The study used stratified sampling and employed statistical tools such as Mean, Standard Deviation, T-test and analysis of variance. The findings revealed that the level of collaborative leadership of commissioned officers in the Philippine National Police is very high. Further, it was found that collaborative leadership does not differ significantly when analysed by sex, rank, educational attainment and length of service. A program is proposed to enhance the relationship between police officers and the community.","PeriodicalId":135877,"journal":{"name":"Organization and Human Capital Development","volume":"5 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136103519","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The Effect of Indonesian Army Training on the Performance and Professionalism of Army Soldiers","authors":"Bimo Satriyo Condro Wicaksono, Bono Prambudi, Rita Yuni Mulyanti","doi":"10.31098/orcadev.v2i2.1527","DOIUrl":"https://doi.org/10.31098/orcadev.v2i2.1527","url":null,"abstract":"Professionalism is the essential commitment of the Indonesian Armed Forces as an organization that is in charge of upholding the sovereignty of Indonesia. However, due to the decrease in professionalism and performance, training was deemed less effective. This leads to the conclusion that training elements purportedly influence the performance and professionalism of the Indonesian Army. Therefore, this research aimed to determine the effect of Army training on the performance and professionalism of the Indonesian Army. This study used structural equation modeling (SEM) to analyze primary data from the units that participated in the Battalion Combat Team East Kalimantan joint operation exercise in 2022. It indicates that while Army training improves performance, it does not affect the Army's professionalism. The performance also has a favorable effect on the Army's professionalism. The roles of some of the trainees were incompatible with their regular occupations, and the data revealed that not all the weapon systems had been deployed. The exciting thing is that performance can indirectly mediate the influence of training on the professionalism of the Army soldiers, which means that the higher the training, the higher the performance, which in turn affects professionalism. The data used generally do not represent all units within the Indonesian territory. The research has several differences from previous research, such as testing the effect of training on professionalism through the mediation variables of the performance of the Indonesian Army, using different dimensions, and the lack of research in the Army.","PeriodicalId":135877,"journal":{"name":"Organization and Human Capital Development","volume":"166 ","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136103776","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The Effect of Different Leadership Styles on Job Satisfaction","authors":"Sarkar Ahmed Saeed, Soma Omed Ali, Kawthar Majid Rashid","doi":"10.31098/orcadev.v2i2.1747","DOIUrl":"https://doi.org/10.31098/orcadev.v2i2.1747","url":null,"abstract":"Leadership styles are a significant factor in achieving job satisfaction and directing it to achieve organizational goals. Every manager should consider employees as the organization's most critical asset to provide welfare and increase job satisfaction. Leadership styles are designed to improve job satisfaction. Data for this study were collected using a questionnaire forum developed for this purpose and distributed across the sample. We obtained a response rate of approximately 252 responses through simple random sampling. The data was entered and analyzed using correlation and regression models with the assistance of SPSS version 25, a statistical program. The findings indicated that all styles (democratic – autocratic – laissez-faire) of leadership styles significantly impact employees' job satisfaction. However, if it is the democratic leadership style that employees prefer and the positive impact on job satisfaction, which is the best one that shows higher job satisfaction? In contrast, autocratic and laissez-faire leadership styles are not accepted and harm the employees, resulting in lower job satisfaction.","PeriodicalId":135877,"journal":{"name":"Organization and Human Capital Development","volume":"12 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136067376","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The Interplay of Factors Driving Succession Planning in Namibian Commercial Public Enterprises","authors":"Bernardus Franco Maseke, Jeremia Lucas Muadinohamba","doi":"10.31098/orcadev.v2i2.1950","DOIUrl":"https://doi.org/10.31098/orcadev.v2i2.1950","url":null,"abstract":"This paper examined the relationship between employee traits and organizational performance in Namibia's Commercial Public Enterprises (CPEs) succession planning. The study was conducted on a total population of 47 participants drawn from 22 CPEs in Namibia. Primary data were collected using closed-ended research questionnaires and interviews, and qualitative data analyses were employed. Descriptive statistics were used to analyze quantitative data, while correlation was performed to determine the relationships among the variables. Qualitative data was gathered through interviews to gauge the targeted managers' attitudes, beliefs, values, and experiences with executive leadership succession planning. The majority of respondents indicated the following as essential factors to consider in recruitment for succession planning of CPEs: the successor's age, education, experience in commercial PPEs, outside management experience, past performance, knowledge and skills in marketing, finance, strategic planning, interpersonal skill, technical knowledge and skill, decision making ability, experience, compatibility of goals with current CEO/MD, commitment to the business, psychological traits, respect from employees and trust by employees. This study provides further evidence on succession planning challenges, such as the organization's size and failure to retain employees. This study serves as a reference for the management of CPEs in Namibia for effective succession planning.","PeriodicalId":135877,"journal":{"name":"Organization and Human Capital Development","volume":"14 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136104725","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Impacts of Emotional Labour on Employee Retention in The Health Sector","authors":"Jerry Oppong Darko, Veronica Asare Bediako, Hanson Opoku Tawiah","doi":"10.31098/orcadev.v2i2.1817","DOIUrl":"https://doi.org/10.31098/orcadev.v2i2.1817","url":null,"abstract":"The health sector is one industry where a human-oriented approach predominates and interpersonal relationships are more intense. According to research, these professionals must display the appropriate emotions when dealing with patients and their families. Employees must, therefore, put in their emotional labour in addition to their cerebral and physical labour to meet these demands, although there aren't many studies in this field. The study aimed to investigate the effect of emotional labour on employee retention in the Ghanaian health sector using professional health workers at Bechem Government Hospital in the Tano South Municipality as the unit for analysis. The study was conducted at the Bechem Government Hospital in the Tano South Municipality of Ghana. The basic random sample method was used to choose the research participants. A sample size of 110 professional health workers was used. The major data collection instrument utilised by the researcher was a questionnaire. A descriptive statistic and an inferential statistic (such as an independent t-test) were used to run the data acquired using the study questions. From the findings, it was revealed that professional health workers, on average, exhibited high levels of emotional labour. Also, among the findings, it was revealed that emotional labour affects health workers’ retention. The study concludes that emotional labour is crucial in determining employees' work outcomes. Therefore, It is recommended that management of health institutions should often discuss and offer advice on the individual's professional development, explaining how this position will meet that demand.","PeriodicalId":135877,"journal":{"name":"Organization and Human Capital Development","volume":"3 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136104882","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Job Enlargement and Psychological Safety Among Non-Teaching Personnel of the Department of Education Division of Batangas Province","authors":"Ronie M Abu, Ann Maribel M Hapin, Ma Lorena M Tagala, Alfredo G Perez Jr, Eulalia M Javier","doi":"10.31098/orcadev.v2i2.1317","DOIUrl":"https://doi.org/10.31098/orcadev.v2i2.1317","url":null,"abstract":"The success or failure of its organisational plans was determined by the performance of its personnel. The Department of Education could enhance their employees' performance by creating a suitable working environment that was pleasant for them as this served as a psychological motivator for them to improve their performance and raise their work productivity. To stay competitive, the organisation could minimise the cost of employing new employees, and employees could execute extra tasks at their current level, which was known as job enlargement.  This study aimed to correlate the level of Job Enlargement and the level of Psychological Safety Among the Non-Teaching Personnel of the Department of Education Division of Batangas Province. This study used a quantitative correlational research design. Using simple random sampling, 134 non-teaching personnel responded to the Job Diagnostic Survey on Job Enlargement and Psychological Safety Survey. Using the four-point Likert Scale, Mean and Pearson Product Moment Correlation, results revealed that the level of job and the level of psychological safety were high. Work Flexibility and Autonomy, Task Significance, Identity and Variety, Feedback, Specialisations, Problem-Solving, and Physical Demands had a significant relationship with the psychological safety of the non-teaching personnel, while Job Complexity and Information Processing had no significant relationship with psychological safety. A mental health program in relation to job enlargement was proposed. This could help in organisational analysis in understanding the vital role of the non-teaching personnel and the improvement of psychological safety in the Department of Education, which was key in achieving success in the organisation. This study presents a unique study that directly correlated Job Enlargement and Psychological Safety Among Non-Teaching Personnel that can contribute to the Human Resource and Organizational Development of the Department of Education Division of Batangas Province. However, the study was limited only to knowing the levels of Job Enlargement and Psychological Safety among Non-Teaching Personnel and how these two variables correlated.","PeriodicalId":135877,"journal":{"name":"Organization and Human Capital Development","volume":"4 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136104488","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Who Else Wants to Work Innovatively? The Role of Transformational Leadership in the Workplace","authors":"Alfilia Hilda Rahmatika, Susanti Saragih","doi":"10.31098/orcadev.v2i2.1566","DOIUrl":"https://doi.org/10.31098/orcadev.v2i2.1566","url":null,"abstract":"This study aims to determine the effect of transformational leadership and job satisfaction as mediators on teachers' innovative work behavior. By using a quantitative approach, 212 teachers from senior high schools and vocational high schools in three suburbs of Bandung City, Indonesia, were involved in this study. The research model in this study was tested using PLS-SEM assisted by SmartPLS 3.2.9 for Windows software. The results indicate that transformational leadership has a positive and significant effect on innovative work behavior. Job satisfaction also played a significant role in mediating the relationship between transformational leadership and innovative work behavior. The findings also demonstrate that job satisfaction has a significant effect on innovative work behavior. Finally, this study proved that leadership is an indispensable factor in promoting innovative work behavior. These findings provide practical and theoretical contributions regarding the role of leadership in fostering a culture that values and pushes for innovation in the workplace.","PeriodicalId":135877,"journal":{"name":"Organization and Human Capital Development","volume":"6 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136104652","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Traditional Administrative System and Community Development in Nigeria: Roles and Relevance of Traditional Institution in Local Community Development","authors":"Mustapha Adeyemi Olawoyin","doi":"10.31098/orcadev.v2i1.1182","DOIUrl":"https://doi.org/10.31098/orcadev.v2i1.1182","url":null,"abstract":"Recently, the 1999 Nigerian constitution has been unavoidably silent on specific roles for traditional rulers in the country. Thus, traditional institutions play a crucial part in policy development and implementation in the country. Consequently, the lack of constitutional roles for traditional institutions severely limited their utility at the grassroots. The study assesses the roles of the traditional administrative system of selected communities in Osun State towards the integration of traditional core values into mainstream administration in Nigeria and also assesses the relevance of traditional institutions in managing inherent conflicts of the selected communities in Osun State. The study engaged qualitative research through key informant interviews and in-depth interviews. The findings showed that traditional institutions in Nigeria play active roles in the development process in the country. Despite their difficulty, the roles were more visible in cultural dissemination and managing conflicts in the local communities. The study concluded that the traditional administrative system and structure had influenced community development in the southwest region immensely but are limited in function and operation largely by the absence of roles in the Nigeria constitution.","PeriodicalId":135877,"journal":{"name":"Organization and Human Capital Development","volume":"10 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-04-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130794496","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"A Review of Organisational Change on Employee Performance in Public Sector Organisation in Nigeria","authors":"Shamsuddeen Alhassan Musa, Shukuraht M Bello","doi":"10.31098/orcadev.v2i1.1342","DOIUrl":"https://doi.org/10.31098/orcadev.v2i1.1342","url":null,"abstract":"This study aimed to examine the impact of organisational change on employee performance in public sector organisations in Nigeria. A review research approach was used in this study. The method was based on secondary data and was tested using the content analysis approach. After reviewing relevant and related literature on the studied topic, it was noted that organisational change practices facilitate employee performance. Also, when implementing change, it should be based on the mission an organisation is built on. This study recommended that public sector organisations in Nigeria should implement changes to be consistent with the changing environment, be persuasive in addressing employee resistance to change, and leadership should be based on expertise.","PeriodicalId":135877,"journal":{"name":"Organization and Human Capital Development","volume":"5 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-04-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127748376","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}