scholarly journals Human Resource Management in National Shipping

2021 ◽  
Author(s):  
Prasadja Ricardianto ◽  
Imam Sonny
Keyword(s):  
Transformational Leadership ◽  
Engineering Design ◽  
Employee Engagement ◽  
Leadership Style ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Ship Building ◽  
Work Effectiveness ◽  
Transformational Leadership Style

This chapter of this book shows that the mastery of some modern techniques is needed by the ship’s crew who work in a management to build a modern ship, in accordance with the theme of this project, namely modern ship engineering, design and operations. The main problem is how the management leaders of this modern ship project can apply transformational leadership style through work-life balance and employee engagement to the ship’s crew to make their work effectiveness improved. In carrying out the ship building which takes a quite long time, do the employees can be mutually engaged and can pay equal attention to the work in this project and the work at home? This study uses quantitative method with Structural Equation Modeling. This modern ship building uses some terminologies or variables of human resources such as transformational leadership style, work-life balance, and employee engagement which, based on the research done, directly and positively affect employee’s work effectiveness. The key findings of this study indicate that there is a specific model on employee engagement and crew work effectiveness that is very appropriate to be applied to modern ships related to engineering, design and operations.

scholarly journals Pengaruh Quality of Work Life dan Gaya Kepemimpinan Transformasional Terhadap Employee Engagement pada Karyawan CV. X Cabang Kabupaten Tulungagung dan Blitar

2018 ◽  
Vol 1 (1) ◽  
pp. 1
Author(s):  
Agil Rizki Nugroho ◽  
Widjajaning Budi ◽  
Bachtiar Susanto
Keyword(s):  
Transformational Leadership ◽  
Employee Engagement ◽  
Leadership Style ◽  
Sampling Technique ◽  
Work Life ◽  
Quality Of Work Life ◽  
Summary Table ◽  
Quality Of Work ◽  
Transformational Leadership Style

<p><strong>A</strong><strong>bstract</strong><strong>. </strong>Human resources have an important role as the driving wheel of the company in order to achieve a goal owned by the company. Therefore, the purpose of this research is to know the influence of quality of work life and transformational leadership style together to employee engagement on employee CV. X Branches Tulungagung and Blitar districts. Hypothesis proposed in this research is There is influence of quality of work life and transformational leadership style to employee engagement at employee CV. X Branches Tulungagung and Blitar districts. The population in this study amounted to 43 people, with a total sample of 37 people. Sampling technique in this research is by purposive sampling technique. Based on the value of significance 0.000 &lt; 0,05 so it can be concluded that the value of regression coefficient is significant (significant model) which means together independent variable that is Quality of Work Life (X1) and Transformational Leadership (X2) have influence which is significant to the dependent variable that is Employee Engagement (Y). Based on the summary table can be seen that the value of R Square shows 0.687. Thus it can be seen that the magnitude of influence variable quality of work life and transformational leadership together to employee engagement is equal to 68.7%. In other words, the hypothesis in this study is accepted.</p>

Supportive supervisor to curtail turnover intentions: do employee engagement and work–life balance play any role?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Raminderpreet Kaur ◽  
Gurpreet Randhawa
Keyword(s):  
Employee Engagement ◽  
Indirect Effects ◽  
Turnover Intentions ◽  
Supervisor Support ◽  
Work Life ◽  
Personal Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Content Type ◽  
Perceived Supervisor Support

PurposeThe purpose of this paper is to investigate the role of employee engagement and work–life balance in perceived supervisor support and turnover intentions relationship.Design/methodology/approachThe perception of teachers on the constructs considered has been assessed by a survey using a structured questionnaire. Data were collected from the teachers of private schools of Punjab, India, and 375 were valid number of responses. Parallel multiple mediated regression was used to estimate the direct and indirect effects of perceived supervisor support on turnover intentions mediated through employee engagement and work–life balance.FindingsThe results reveal that the effect of perceived supervisor support on turnover intentions is indirect rather than direct. On the comparison of specific indirect effects, the results demonstrate that employee engagement and two dimensions of work–life balance (work interference with personal life and work–personal life enhancement) act as mediators in the perceived supervisor support and turnover intentions relationship.Practical implicationsSchool principals need to draft teacher-friendly policies for enhancing work–life balance and employee engagement so that teachers can feel satisfied with their work and can handle work and family demands. In this way, positive perceptions associated with high engagement and work–family balance can take place, which in turn can curtail the turnover intentions of teachers.Originality/valueThe use of employee engagement and work-life balance in the relationship of perceived supervisor support and turnover intentions is unprecedented. The study also considered three different dimensions of work–life balance and tested the model in an integrative manner. Since the study is based on an Indian sample, it also adds to growing literature on turnover intentions in nonwestern countries. The results are of great value to school managements, HR managers and policymakers who are seeking to develop practices that reduce employee turnover at workplaces.

scholarly journals Green Work-Life Balance and Greenwashing the Construct of Work-Life Balance: Myth and Reality

Energies ◽  
2021 ◽  
Vol 14 (15) ◽  
pp. 4556
Author(s):  
Anuradha Iddagoda ◽  
Eglantina Hysa ◽  
Helena Bulińska-Stangrecka ◽  
Otilia Manta
Keyword(s):  
Job Performance ◽  
Employee Engagement ◽  
Cross Sectional Study ◽  
Work Life ◽  
Work Life Balance ◽  
Cross Sectional ◽  
Life Balance ◽  
Theoretical Contribution ◽  
Green Human Resource Management ◽  
The Impact

Some of the frequently used buzz words in the corporate sector include green leadership, green human resource management, green employee engagement and green work-life balance. The intention of this article is to identify and examine the logical reasons that govern “green work-life balance” or, in simple terms, “greenwashing” work-life balance. The paper also aims at providing a comprehensive conceptualization of work-life balance, while thoroughly examining the components of measuring the construct. Based on a cross-sectional study in the banking industry with a sample of 170 managerial employees, this study analyzes the impact of work-life balance on employee job performance mediated by employee engagement. Results support the assumed relationship between work-life balance and employee job performance embedded in employee engagement. The theoretical contribution of this study concerns the application of role behavior theory to describe the mechanisms shaping the relationship between work-life balance and job performance through employee engagement. The practical implications of the paper include recommendations for improving job performance by enhancing the work-life balance and strengthening employee engagement.

scholarly journals PENGARUH WORK LIFE BALANCE DAN KETERIKATAN PEGAWAI TERHADAP KINERJA PEGAWAI FAKULTAS ILMU SOSIAL DAN ILMU POLITIK UNIVERSITAS INDONESIA

2017 ◽  
Vol 8 (1) ◽  
pp. 82
Author(s):  
Maya Sarikit
Keyword(s):  
Job Performance ◽  
Path Analysis ◽  
Employee Engagement ◽  
Direct Effect ◽  
Work Life ◽  
Work Life Balance ◽  
Survey Method ◽  
Life Balance ◽  
Political Sciences ◽  
The University

The objective of the research is to obtain information about the influence of work life balance and employee engagementon employees job performance onFaculty of Social and Political Sciences of the University of Indonesia .The research was conducted to all of employees onFaculty of Social and Political Sciences of the University of Indonesia by using a survey method with path analysis applied in testing hypothesis. The number 67 employees as sample was selected by using Slovin formula. The result of the study reveals that: (1) there is direct effect of work life balance on job performance. (2) there isdirect effect of employee engagement on job performance. (3) there is direct effect of work life balance on employee engagement. Therefore to enhance employee’s job performance can be carried out by work life balance, and employee engagement.

Work–life bal ance or work–life alignment? A test of the importance of work-life balance for employee engagement and intention to stay in organisations

2008 ◽  
Vol 14 (3) ◽  
pp. 267-284 ◽  
Author(s):  
Louise P Parkes ◽  
Peter H Langford
Keyword(s):  
Social Responsibility ◽  
Employee Engagement ◽  
Work Life ◽  
Work Life Balance ◽  
Climate Factors ◽  
Intention To Stay ◽  
Life Balance ◽  
Organisational Climate ◽  
Australian Sample ◽  
Further Development

AbstractIn an Australian sample of over 16,000 employees we assessed whether employees are satisfied with their ability to balance work and other life commitments. We tested the hypothesis that work–life balance is important for engaging and retaining employees in the context of other aspects of organisational climate. We also explored how individual and organisational variables were related to work–life balance aiding further development of theory integrating work with other aspects of life. Results showed that of 28 organisational climate factors, work–life balance was least related to employee engagement and intention to stay with an organisation. We discuss implications for how organisations position work–life balance strategies, particularly in relation to social responsibility and wellness, rather than the solution to employee commitment and retention.

scholarly journals Providing feedback following Leadership WalkRounds is associated with better patient safety culture, higher employee engagement and lower burnout

2017 ◽  
Vol 27 (4) ◽  
pp. 261-270 ◽  
Author(s):  
J Bryan Sexton ◽  
Kathryn C Adair ◽  
Michael W Leonard ◽  
Terri Christensen Frankel ◽  
Joshua Proulx ◽  
...  
Keyword(s):  
Patient Safety ◽  
Employee Engagement ◽  
Safety Culture ◽  
Patient Safety Culture ◽  
Work Life ◽  
Work Life Balance ◽  
Survey Study ◽  
Life Balance ◽  
Work Settings ◽  
Fourth Quartile

BackgroundThere is a poorly understood relationship between Leadership WalkRounds (WR) and domains such as safety culture, employee engagement, burnout and work-life balance.MethodsThis cross-sectional survey study evaluated associations between receiving feedback about actions taken as a result of WR and healthcare worker assessments of patient safety culture, employee engagement, burnout and work-life balance, across 829 work settings.Results16 797 of 23 853 administered surveys were returned (70.4%). 5497 (32.7% of total) reported that they had participated in WR, and 4074 (24.3%) reported that they participated in WR with feedback. Work settings reporting more WR with feedback had substantially higher safety culture domain scores (first vs fourth quartile Cohen’s d range: 0.34–0.84; % increase range: 15–27) and significantly higher engagement scores for four of its six domains (first vs fourth quartile Cohen’s d range: 0.02–0.76; % increase range: 0.48–0.70).ConclusionThis WR study of patient safety and organisational outcomes tested relationships with a comprehensive set of safety culture and engagement metrics in the largest sample of hospitals and respondents to date. Beyond measuring simply whether WRs occur, we examine WR with feedback, as WR being done well. We suggest that when WRs are conducted, acted on, and the results are fed back to those involved, the work setting is a better place to deliver and receive care as assessed across a broad range of metrics, including teamwork, safety, leadership, growth opportunities, participation in decision-making and the emotional exhaustion component of burnout. Whether WR with feedback is a manifestation of better norms, or a cause of these norms, is unknown, but the link is demonstrably potent.

scholarly journals The Influence of Work-Life Balance, Servant Leadership, and Reward to Employee Engagement with Job Satisfaction as Mediator

2021 ◽  
Vol 12 (4) ◽  
pp. 1511-1529
Author(s):  
Andyan Pradipta Utama, Et. al.
Keyword(s):  
Job Satisfaction ◽  
Servant Leadership ◽  
Hypothesis Testing ◽  
Employee Engagement ◽  
Work Life ◽  
Structural Relationship ◽  
Work Life Balance ◽  
Life Balance ◽  
Relationship Of ◽  
The Relationship

The purpose of this research is to test the influence of work and personal balance, servant leadership, the reward of employee engagement with job satisfaction variables as mediators. The type of research used is explanatory research with a quantitative approach. The research hypothesis is a theoretical model consisting of the influence of work-life balance, servant leadership, and reward with mediator job satisfaction that can be used to predict and explain the emee engagement (FIT) with empirical data. The research respondent is the employee of Bank X in Bandung as much as 205 employees while the method of measuring data using a work-life balance scale, servant leadership and reward as an exogenous with a mediator job satisfaction to the employee engagement as endogenous with RMSEA 0.049. Data analysis using structural equation model (SEM) by using linear structural model (LISREL) version 8.72. Hypothesis testing structural relations included 5 variables fit, has the meaning the model matched (FIT) with field data. Hypothesis testing the structural relationship variables of the work-life balance, servant leadership, and reward simultaneously were able to describe the KK variable by 0.80 or 80%, while the relationship of job satisfaction against employee engagement 0.42 or 42%. The model accepted and the statement about the relationship of a variety of variables used is valid as a construct and can be inferred as the structural relationship.

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