European Journal of Human Resource Management Studies最新文献

{"title":"UNRAVELING CAREER DEVELOPMENT PRACTICES AND EMPLOYEE ENGAGEMENT IN SOUTH AFRICAN LOGISTICS COMPANIES","authors":"Nkosinathi Emanuel Mdletshe","doi":"10.46827/ejhrms.v7i1.1606","DOIUrl":"https://doi.org/10.46827/ejhrms.v7i1.1606","url":null,"abstract":"This study delves into the dynamics of career development practices and employee engagement within logistics companies in Durban City, South Africa. Employing a descriptive-correlational research design, the investigation sought answers to key questions regarding the extent of career development practices, the levels of employee engagement, and the relationship between these two critical aspects. The study focused on a sample of 215 employees from five logistics companies in Durban City, South Africa, employing a stratified random sampling approach tailored to the unique characteristics of each company. Primary data collection was conducted through a structured questionnaire, validated for content relevance and reliability, ensuring the instrument's consistency. Ethical principles, including informed consent, anonymity, voluntarism, and confidentiality, were rigorously upheld throughout the study. Data analysis utilized weighted mean and Pearson correlation as statistical tools. The main findings reveal a significant gap in the implementation of career development practices, particularly in essential areas such as career planning, succession planning, and career training. These deficiencies, reflected in low average weighted means, call for strategic interventions to address critical aspects of employee growth and development. Additionally, the study identifies suboptimal levels of cognitive, behavioral, and emotional engagement among employees in logistics companies, emphasizing the need for comprehensive enhancement. A noteworthy discovery is the strong positive correlation between career development practices and employee engagement, highlighted by a robust Pearson Correlation of .887. This statistically significant relationship underscores the interconnectedness of these factors, suggesting that addressing identified gaps in career development practices could catalyze improvements in overall employee engagement within logistics companies. In conclusion, these findings collectively advocate for the enhancement of career development practices as a catalyst for improving employee engagement, fostering a more dynamic and productive workforce. The study's recommendations include the implementation of comprehensive career development programs, prioritization of engagement initiatives, and the integration of technological solutions for career training. These strategies, tailored to the evolving business landscape, hold the potential to contribute to the overall success and sustainability of logistics companies in South Africa.  Article visualizations:","PeriodicalId":489370,"journal":{"name":"European Journal of Human Resource Management Studies","volume":"49 14","pages":""},"PeriodicalIF":0.0,"publicationDate":"2023-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138597773","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":"DESK REVIEW OF GENDER IN WORKFORCE DIVERSITY AND EMPLOYEE PERFORMANCE OF FAITH BASED ORGANISATIONS","authors":"Akinyi Ochieng Milkah, Bula Hannah Orwa","doi":"10.46827/ejhrms.v7i1.1580","DOIUrl":"https://doi.org/10.46827/ejhrms.v7i1.1580","url":null,"abstract":"Employee performance has been a major issue in Faith Based Organizations. Although there has been an effort to solve the problem, the major drive behind the processes in these organizations has been backed by the ‘faith’ aspect thus leaving behind other salient contributors to the performance of Faith Based Organizations. Over time, leadership in Faith Based Organizations has presumed that the available opportunities were to be filled by workers whose efforts were perceived to be more of a call than duty and whose results should be measurable. The big question has been how these organizations can deal with these changes in the workforce without undermining or contravening the religious beliefs, and cultural/behavioral orientation which may lead to attrition and decline in performance. Therefore, due to the foregoing changes in the workforce, this study is envisioned to explore the relationship between employee performance and workforce diversity that is over and above the belief that is faith orientated especially at a point where Faith Based Organizations have ventured into income generating activities that exposes them to equally compete with other competitors in business and fight for the best in the labour market without watering down the base belief of the organization. Over time, the current changes in the workforce with regards to their attitude, skills, interests as well as their relationship with other workers are beyond the control of management especially the bid to make them less impairing to the organizations. It is true that with the changing times religion alone would not be a standalone factor to qualifying employees onboard.<p> </p><p><strong> Article visualizations:</strong></p><p><img src=\"/-counters-/soc/0016/a.php\" alt=\"Hit counter\" /></p>","PeriodicalId":489370,"journal":{"name":"European Journal of Human Resource Management Studies","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135923037","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":"MOTIVATION AND ITS INFLUENCE ON TASK PERFORMANCE IN A WORKPLACE: A STUDY OF ACCESS BANK GHANA / LA MOTIVATION ET SON INFLUENCE SUR L'EXÉCUTION DES TÂCHES SUR UN LIEU DE TRAVAIL : UNE ÉTUDE D'ACCESS BANK GHANA","authors":"Doreen Tsotsoo Ashai, Seth Evans Kwakye, Faustina Nana Yaa Boatemah, Evelyn Dede Oboshie Annan","doi":"10.46827/ejhrms.v7i1.1577","DOIUrl":"https://doi.org/10.46827/ejhrms.v7i1.1577","url":null,"abstract":"<p>Motivation plays a crucial role in the growth and development of organizations. Employees perform better when they are motivated to carry out the assigned responsibilities. Against this backdrop, this study sought to examine the relationship between motivation and task performance. The first objective was to examine if there were any gender variations in task performance among Bank employees. The second goal of the study was to investigate how motivation affects task performance. The third goal of the study was to investigate how both internal and external factors affected task performance. This study utilized a quantitative approach and a purposive sampling technique to sample 103 participants. A structured questionnaire was used in collecting data from 103 respondents. The findings suggested that there were no gender differences concerning the level of task performance. Motivation had a positive influence on task performance. The study also found through a multiple regression that internal motivation had a more positive influence on task performance than external motivation. Based on the findings, the study recommended that the management of Access Bank should endeavour to redesign new policies which will ensure that primary intrinsic motivational factors are identified and implemented as that has the propensity to enhance the performance of tasks by employees.</p><p>La motivation joue un rôle crucial dans la croissance et le développement des organisations. Les employés sont plus performants lorsqu'ils sont motivés à assumer les responsabilités qui leur sont assignées. Dans ce contexte, cette étude visait à examiner la relation entre la motivation et la performance des tâches. Le premier objectif était d’examiner s’il existait des variations selon le sexe dans l’exécution des tâches parmi les employés de la Banque. Le deuxième objectif de l’étude était d’étudier comment la motivation affecte la performance des tâches. Le troisième objectif de l’étude était d’étudier comment les facteurs internes et externes affectaient l’exécution des tâches. Cette étude a utilisé une approche quantitative et une technique d'échantillonnage raisonné pour échantillonner 103 participants. Un questionnaire structuré a été utilisé pour collecter les données auprès de 103 répondants. Les résultats suggèrent qu’il n’y avait aucune différence entre les sexes concernant le niveau d’exécution des tâches. La motivation a eu une influence positive sur l’exécution des tâches. L’étude a également révélé, grâce à une régression multiple, que la motivation interne avait une influence plus positive sur l’exécution des tâches que la motivation externe. Sur la base des résultats, l'étude a recommandé que la direction d'Access Bank’s'efforce de repenser de nouvelles politiques qui garantiront que les principaux facteurs de motivation intrinsèques sont identifiés et mis en œuvre, car ils ont tendance à améliorer l'exécution des tâches par les employés.</p><p> </p><p><strong> A","PeriodicalId":489370,"journal":{"name":"European Journal of Human Resource Management Studies","volume":"48 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136057701","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 DESK REVIEW OF EMPLOYEE TRAINING ON ORGANIZATIONAL PRODUCTIVITY IN THE BANKING SECTOR","authors":"Gloria Munee, Bula Hannah Orwa","doi":"10.46827/ejhrms.v7i1.1573","DOIUrl":"https://doi.org/10.46827/ejhrms.v7i1.1573","url":null,"abstract":"This study was done to examine the relationship between employee training and organizational productivity in the banking sector, a case study of Co-operative Bank, Githurai Branch. The study was guided by these four research objectives; examining the effect of employee induction on organizational productivity within the Co-operative Bank, Githurai Branch, Kenya, determining the effect of on-the-job training on organizational productivity within the Co-operative Bank Limited, Githurai Branch, Kenya, determining the effect of employee motivation on organizational productivity within the Co-operative Bank Limited, Githurai Branch, Kenya and examining the effect of employee job satisfaction on organizational productivity within the Co-operative Bank Limited, Githurai Branch, Kenya. A cross-sectional research survey was conducted. The target population consisted of employees working at the Co-operative Bank of Kenya Limited, Githurai Branch. I used Simple random sampling techniques. The size of the sample that was ascertained was 18 using the total sampling technique. The source of data that was used was Primary sources of data. A stratified random sampling was used to determine the sample size of the 18 respondents. The researcher performed Pearson's correlation and a regression test so as to determine the relationship between the variables under analysis. The data was analyzed with the use of the Statistical Package for Social Sciences (SPSS) software, 25th version. Descriptive statistics and inferential statistics were used to analyze quantitative data. Frequencies and percentages were employed to provide descriptive statistics. The findings were presented in tabular form. The outcome or other the results of the study helped in revealing whether the variables in the study statistically or positively correlated with organizational productivity. The study therefore recommends the banking sector to come up with suitable employee training practices that help in enhancing organizational productivity. Also, further research can be carried out so as to determine other variables that are aligned with employees’ training practices among the banking sector, organizations, and companies. Another similar study can be conducted aiming at the public sector for comparison purposes.<p> </p><p><strong> Article visualizations:</strong></p><p><img src=\"/-counters-/soc/0057/a.php\" alt=\"Hit counter\" /></p>","PeriodicalId":489370,"journal":{"name":"European Journal of Human Resource Management Studies","volume":"100 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135788628","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":"BUILDING LASTING BONDS: EXPLORING EFFECTIVE EMPLOYEE RETENTION TECHNIQUES IN CONTEMPORARY ORGANIZATIONS","authors":"Saw. Mu. Shamoel Haque","doi":"10.46827/ejhrms.v7i1.1561","DOIUrl":"https://doi.org/10.46827/ejhrms.v7i1.1561","url":null,"abstract":"In the context of modern workplace contexts, employee retention is a crucial topic that is explored in this research study. Fostering strong relationships with employees has become essential in firms' quest to keep their competitive advantages. The goal of this study is to identify and evaluate a variety of employee retention tactics that work well in contemporary organizations. This research identifies essential strategies covering professional development, work-life balance, inclusive organizational culture, recognition programs, and flexible benefits through thoroughly examining existing literature and empirical investigation. The results give corporate executives, human resource professionals, and academics useful information that they can use to create complete strategies that will improve employee retention, job satisfaction, and overall organizational performance.<p> </p><p><strong> Article visualizations:</strong></p><p><img src=\"/-counters-/soc/0057/a.php\" alt=\"Hit counter\" /></p>","PeriodicalId":489370,"journal":{"name":"European Journal of Human Resource Management Studies","volume":"33 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136380634","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 IMPACT OF ORGANIZATIONAL CHANGE ON THE PERFORMANCE OF TECHNICAL UNIVERSITY INSTITUTIONS IN GHANA: A CASE OF ACCRA TECHNICAL UNIVERSITY / L'IMPACT DU CHANGEMENT ORGANISATIONNEL SUR LA PERFORMANCE DES INSTITUTIONS UNIVERSITAIRES TECHNIQUES AU GHANA : UN CAS DE L'UNIVERSITÉ TECHNIQUE D'ACCRA","authors":"Faustina Nana Yaa Boatemaa, Mabel Korankye Danso, Bernice Quartey-Papafio, Deborah Adjei","doi":"10.46827/ejhrms.v7i1.1552","DOIUrl":"https://doi.org/10.46827/ejhrms.v7i1.1552","url":null,"abstract":"<p>Accra Technical University over the years has made internal changes at the academic registry, especially, in the area of structure, staff roles, and ICT. The reason for these changes, whether the objectives of these changes have been achieved, and how these changes have impacted on the performance of the academic registry remained unanswered. The study filled a gap by investigating the impact of organizational change on the performance of the academic registry. The study used a qualitative approach in gathering the data for the study. The findings revealed that the main objectives for the structural, task, and technological change initiative at the academic registry were to improve performance, streamline the activities and core functions of the registry, and ensure accountability at the registry. The findings of the study also revealed that the major structural change of creating units with heads to perform different roles and functions at the registry had a positive impact on performance. On the contrary, the findings revealed that technological change and change of task of staff had no impact on performance. The findings of the study revealed some key managerial issues in which alternative courses of action have been recommended to address the issues.</p><p>L'Université technique d'Accra a apporté au fil des ans des changements internes au registre académique, en particulier dans le domaine de la structure, des rôles du personnel et des TIC. La raison de ces changements, si les objectifs de ces changements ont été atteints et comment ces changements ont eu un impact sur les performances du registre académique restent sans réponse. L'étude a comblé une lacune en étudiant l'impact du changement organisationnel sur la performance du registre académique. L'étude a utilisé une approche qualitative pour collecter les données de l'étude. Les résultats ont révélé que les principaux objectifs de l'initiative de changement structurel, de tâches et technologique au sein du registre universitaire étaient d'améliorer les performances, de rationaliser les activités et les fonctions de base du registre et d'assurer la responsabilité au sein du registre. Les conclusions de l'étude ont également révélé que le changement structurel majeur consistant à créer des unités dotées de chefs chargés de remplir différents rôles et fonctions au sein du Greffe a eu un impact positif sur les performances. Au contraire, les résultats ont révélé que les changements technologiques et les changements de tâches du personnel n'avaient aucun impact sur les performances. Les conclusions de l'étude ont révélé certains problèmes de gestion clés pour lesquels des mesures alternatives ont été recommandées pour résoudre les problèmes.</p><p> </p><p><strong> Article visualizations:</strong></p><p><img src=\"/-counters-/soc/0049/a.php\" alt=\"Hit counter\" /></p>","PeriodicalId":489370,"journal":{"name":"European Journal of Human Resource Management Studies","volume":"17 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136362489","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}