scholarly journals Job Insecurity Anomaly on Turnover Intention and Employee Performance in The Organization Heavy Equipment Transportation Services

2021 ◽  
Vol 6 (2) ◽  
pp. 211-216
Author(s):  
Mochamad Soelton ◽  
Tri Wahyono ◽  
Chairiel Oktaviar ◽  
Harefan Arief ◽  
Eko Tama Putra Saratian ◽  
...  
Keyword(s):  
Human Resources ◽  
Turnover Intention ◽  
Job Insecurity ◽  
Employee Performance ◽  
Transportation Services ◽  
Support Organizations ◽  
Heavy Equipment ◽  
Strategic Goals ◽  
Fierce Competition

Human resources are important resources that support organizations in achieving competitive advantage. Therefore, it is important to involve employees to drive the strategic goals of the organization. Heavy equipment transportation services in the era of globalization are expected to face increasingly fierce competition. Therefore, the quality of the organization must be considered. This is inseparable from the role of human resources who will be required to carry out their duties and functions properly. The purpose of this research is to examine and analyze job insecurity, compensation, and work conflicts on the turnover intention and the employe performance. This study employs samples consisted of all employes who work at PT. Tangguh Jaya Bersama with a total population of 50 employees. The results indicate that variable job insecurity, and work conflicts have a positive and significant impact on turnover intention. Whereas the compensation has a negative and significant on turnover intention. The variable compensation and work conflicts have a significantly positive on employee performance, whereas the jobs insecurity have a significantly negative on employee performance. The variable turnover intention has a significantly negative on employee performance.

scholarly journals Does Training and Development Impact the Employee Performance or another Ritual

2021 ◽  
Vol 2 (1) ◽  
pp. 42-48
Author(s):  
Ndidi Nwali ◽  
Moses Adekunle
Keyword(s):  
Human Resources ◽  
Quantitative Research ◽  
Employee Performance ◽  
Business Environment ◽  
Training And Development ◽  
Business Practices ◽  
Quantitative Research Methods ◽  
Skill Sets ◽  
Questionnaire Research ◽  
Fierce Competition

Today’s competitive business environment requires that for organizations to survive the fierce competition in the business environment, the organization must invest heavily on human resources training and development to stay up-to-date on the best industry business practices across the globe. One such way to improve and increase the available skill sets, knowledge, and capabilities of the employee to meet all the important needs of the organization customers is through training and development. Thus, this study evaluates the impacts of training and development on employee performance using quantitative research methods. To achieve the objectives of the study, the research a quantitative research design was employed, and a questionnaire research instrument was used in collecting relevant data from either owners or managers of 260 Small and Medium Scale Enterprises in Lagos Nigeria. The study concludes that both off-the-job and on-the-job training are effective towards improving employee performance and that training and development not only improves the skill set of the employees but also a source of motivation for the employees.

scholarly journals Mediating Role of Perception of Job Insecurity on the Relationship between Despotic Leadership and Work Engagement: Pakistani Perspective

2020 ◽  
Vol 6 (2) ◽  
pp. 377-388
Author(s):  
Riffut Jabeen ◽  
Nazahah Rahim
Keyword(s):  
Work Environment ◽  
Work Engagement ◽  
Job Insecurity ◽  
Leadership Behavior ◽  
Employee Performance ◽  
Resource Theory ◽  
Mediating Role ◽  
The Impact ◽  
The Relationship

The importance of work engagement (vigor, dedication, absorption) in enhancing employee performance is a recognized area of research. In this competitive and hyper turbulent work environment, disengaged workforce is costly for any organization. Despite its importance, a very low rate of work engagement (i.e.5%) has been found in Pakistan. Drawing on conservation of resource theory (COR), this paper proposes a conceptual framework to find out the impact of despotic leadership behavior on work engagement of employees with a mediating mechanism of employee’s perception of job insecurity. In previous literature little research has been done on despotic leadership and no study has found on this relationship before.

scholarly journals Do Wages and Work Environments Play a Big Role on Employee Performance in Private Organizations?

2020 ◽  
Vol 3 (1) ◽  
pp. 42-50
Author(s):  
Lilik Khoiriyah ◽  
Harsono
Keyword(s):  
Human Resources ◽  
Work Environment ◽  
Employee Performance ◽  
Small Companies ◽  
Organizational Goals ◽  
Private Organizations ◽  
Primary Driver ◽  
Analytic Skills ◽  
A Company

Abstract Human resources are a significant enough part of achieving organizational goals, both large and small companies; a company has modern equipment with high technology. The purpose of understanding and studying human resource management is the knowledge needed to have analytic skills in dealing with management problems, especially in the organization's field. The role of human resources in the company is significant because as the primary driver of all activities or activities of the company in achieving its objectives, both to obtain profits and to maintain the survival of the company. The success or failure of a company in maintaining its existence starts from the human being itself in maintaining the company in maximizing its effectiveness and efficiency. Wages and work environment are factors that significantly affect employee performance. An employee who has high wages or as expected and a pleasant work environment will achieve the company's goals and objectives.

scholarly journals Pengaruh Kompensasi dan Job Insecurity Terhadap Turnover Intention Pada Buruh di Kabupaten Kudus (Studi Kasus Pada PT. Pura Barutama Unit Offset Divisi Produksi)

2018 ◽  
Vol 7 (1) ◽  
pp. 32
Author(s):  
Farizka Ayuningtyas ◽  
Hari Susanta Nugraha
Keyword(s):  
Human Resources ◽  
Turnover Intention ◽  
Strong Influence ◽  
Job Insecurity ◽  
Negative Relationship ◽  
Sampling Technique ◽  
Test Reliability ◽  
Coefficient Of Determination ◽  
Data Collection Technique ◽  
Questionnaire Method

Human resources is an important factor in the company as it can support the achievement of goals in the company. Hence, the company must maintain human resources in order not to leave the company and find work in other companies. So to suppress human resources especially laborers out of the company (turn over intention) the company should pay attention to the factors that support turnover intention, including compensation and job insecurity factors. This study aims to determine the effect of compensation and job insecurity on turnover intention in the case study at PT. Pura Barutama Unit Offset Production Division. This type of research using explanatory research and sampling technique using a non-probability sampling technique with purposive sampling method, data collection technique using the questionnaire method. Thenumber of samples used in this study as many as 100 respondents. This research uses quantitative and qualitative analysis with validity test, reliability test, correlation coefficient, the coefficient of determination, simple regression and multiple tests, and significance of T and F test. The results of this study indicate that the compensation and job insecurity variables have a strong influence on turnover intention variables. The compensation variable has a strong influence as well as the direction of a negative relationship to the turnover intention variable. While job insecurity variables have a very strong influence and have a positive relationship direction to the variable turnover intention.

Explaining the link between qualitative job insecurity and attitudes

2019 ◽  
Vol 14 (2) ◽  
pp. 330-344 ◽  
Author(s):  
Jurgita Lazauskaite-Zabielske ◽  
Ieva Urbanaviciute ◽  
Tinne Vander Elst ◽  
Hans De Witte
Keyword(s):  
Social Exchange ◽  
Turnover Intention ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Job Insecurity ◽  
Equation Modeling ◽  
Explanatory Role ◽  
Content Type ◽  
Overall Justice

Purpose Using the framework of fairness heuristic theory and social exchange theory, the purpose of this paper is to explore the mediating role of perceived overall justice in the relationship between qualitative job insecurity and attitudinal outcomes. In line with both theories, job insecurity is hypothesized to negatively relate to perceived overall organization-focused justice that subsequently relates to employees’ attitudes toward the organization. Design/methodology/approach A total of 291 white-collar employees were surveyed. Structural equation modeling was used to analyze the data. Findings Overall justice was found to mediate the association between qualitative job insecurity and affective commitment, turnover intention and satisfaction with the organization. Originality/value The study is the first study to highlight the explanatory role of overall organization-focused justice (in contrast to the justice types) in the qualitative job insecurity–outcomes relationship.

People Management – The Emerging Dimensions

2013 ◽  
Vol 3 (2) ◽  
Author(s):  
Preshita Neha Tudu ◽  
Pramod Pathak
Keyword(s):  
Human Resources ◽  
Competitive Advantage ◽  
Human Resource ◽  
Review Paper ◽  
Quality Service ◽  
Human Resource Professionals ◽  
Business World ◽  
Effective Utilization ◽  
Fierce Competition

The business world has become more global and competitive and organizations are looking forward to seek new means to combat fierce competition, in order to bring the organization to a bright future. Competition in the market is tough and company that can win the war is one that provides better services and products to the customer. Cut throat competition has made employers realize that employees are the only source of competitive advantage. Much attention has been directed to provide quality service and products. This can be achieved through effective utilization of the human resources. The present review paper is an attempt to critically examine how the human resources function has changed over the years in order to cope with the changing market scenario and how has role of human resource professionals being transformed.

The Effect of Job Insecurity, Job Satisfaction and Organizational Commitment on Employee Turnover Intention Mediated by Organizational Culture: Study on The Airline Transportation Services in Indonesia

2021 ◽  
Vol 3 (3) ◽  
pp. 69-78
Author(s):  
Edi Sugiono ◽  
Indra Sabar Adillah
Keyword(s):  
Job Satisfaction ◽  
Organizational Culture ◽  
Organizational Commitment ◽  
Turnover Intention ◽  
Structural Equation ◽  
Job Insecurity ◽  
Equation Modeling ◽  
Research Subjects ◽  
Transportation Services ◽  
Employee Turnover Intention

The purpose of this study is to analyze Job Insecurity, job satisfaction, and organizational Commitment directly affect turnover intention and organizational culture; it analyzes Job Insecurity, job satisfaction, and organizational Commitment have an indirect impact on turnover intention through organizational culture. The population of this study was employees of The Airline Transportation Services Company, with 300 samples taken as research subjects. The analysis method uses Structural Equation Modeling (SEM) through AMOS software version 2.2. The results showed that    Job Insecurity, job satisfaction, and organizational culture had a significant effect on turnover intention, work commitment had no significant impact on turnover intention, Job Insecurity, job satisfaction, and Commitment had a considerable influence on organizational culture, and organizational culture was able to mediate the effect of Job Insecurity, job satisfaction, and organizational commitment. Work has a significant impact on turnover intention.

PERANAN MANAGER OPERSIONAL DALAM MENINGKATKAN KINERJA KARYAWAN DI PT PESAT JAYA PERSADA KABUPATEN BOGOR

2020 ◽  
Vol 2 (1) ◽  
pp. 55-68
Author(s):  
Yanti Hasbian Setiawati ◽  
Bakti Toni Endaryono ◽  
Muhammad Ades Priyanto
Keyword(s):  
Decision Making ◽  
Qualitative Research ◽  
Human Resources ◽  
Decision Maker ◽  
Employee Performance ◽  
Job Description ◽  
Manager Performance ◽  
Management Capabilities

ABSTRACT             The purpose of this study was to analyze and find out about the role of operational managers in improving employee performance at PT. Pesat Jaya Persada, Bogor Regency, including obstacles and efforts to improve employee performance. The method used in this study is a qualitative research that is by examining the perspective of participants with strategies that are interactive and flexible with sources and litersai in accordance with conditions in the field. The results of this study are the role of operational managers in improving employee performance at PT. Pesat Jaya Persada, Bogor Regency, by carrying out interrelated roles, roles related to information, and also the role in decision making. Interpersonal roles that consist of roles as figureheads, roles as leaders, and roles as intermediary officials. Roles related to information consist of a role as a monitor, a role as a disseminator, and a role as a spokesperson. The role as a decision maker consists of a role as an entrepreneur, a role as a distractor (disturbande handler), a role as a resource divisor (resource allocator), and a role as a negotiator. Training is needed on the company's management capabilities so that the quality of human resources is better in improving employee performance. The need for additional materials or infrastructure related to office operations both in the field of transportation or supporting equipment, there needs to be a relationship working procedures within the company and working procedures outside the company environment, so that it can decompose a clear and decisive job description. Keywords: Role, Operations Manager, Performance                    

scholarly journals The role of human resources management in assessing employee performance – An applied study on a sample from the colleges of King Khalid University –: دور وممارسات إدارة الموارد البشرية في تقييم أداء العاملين للمنظمات – دراسة تطبيقية على عينة من كليات جامعة الملك خالد –

2021 ◽  
Vol 5 (2) ◽  
Author(s):  
Asia Yagoub Alhadi Abd Al-Khair
Keyword(s):  
Performance Evaluation ◽  
Human Resources ◽  
Employee Performance ◽  
Human Resources Management ◽  
Evaluation Process ◽  
Appraisal System ◽  
Continuous Growth ◽  
Resources Management ◽  
The University

The paper examined the role of human resources management in the process of evaluating the performance of employees applying to King Khalid University in the period (2016- 2019). The problem of the paper is an attempt to know the role of human resources management in the process of evaluating the performance of the university. The study aimed to highlight the role that human resources management plays in the evaluation process The performance of workers, which is reflected in the course on achieving the goals of the university, as well as aimed at identifying the obstacles facing human resources management in carrying out the performance evaluation process, which limits its effectiveness. The paper followed the descriptive analytical approach, the most important results of the paper. The Human Resources Department works to raise the efficiency of workers through attention to training programs that help in continuous growth and improvement. The university relies on the information provided by the performance appraisal system for the purpose of determining the rewards and incentives that distinguished employees deserve. The most important recommendations of the paper should be the process of evaluating the performance of university employees in the great interest, the need to benefit from feedback in the process of performance evaluation in dealing with the deficiencies in performance.

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