scholarly journals The effect of workplace environment on employees learning and development

2021 ◽  
Vol 9 (2) ◽  
pp. 151
Author(s):  
Norsyuhada Wazir ◽  
Sarah Sabir Ahmad ◽  
Azfahanee Zakaria ◽  
Mhd Azmin Mat Seman
Keyword(s):  
Employee Engagement ◽  
Positive Impact ◽  
Training And Development ◽  
Working Environment ◽  
Learning And Development ◽  
Workplace Environment ◽  
Training Development ◽  
Two Factors ◽  
Relationship Of ◽  
The Relationship

Workplace environment plays a significant role in an organization. Most of the difficulties faced by employees are related to the workplace environment. The level of efficiency of employee’s learning and development can be augmented through developing a conducive working atmosphere in the organization. The objective of this study is to determine the relationship of the workplace environment on employee’s learning and development. The research was conducted at Penang Port Sdn. Bhd. A closed ended questionnaire using Google Form was adapted and established to get feedback from the target audience and SPSS was utilized for analysis to derive results from the collected data. From the Multiple Regression analysis, it was observed that two factors training and development and employee engagement has a relationship with employee’s learning and development. Therefore, it is suggested that enhancing the training, development and engaging employees in company activities are helpful in developing a working environment that has a positive impact on employee’s learning and development in the organizations.

scholarly journals The Role of Employee Engagement Mediates the Relationship of the Work Environment, Teamwork on Employee Performance

2020 ◽  
Vol 2 (2) ◽  
pp. 126-148
Author(s):  
Paulino Mendonca ◽  
I Gede Riana ◽  
Augusto da Conceição Soares
Keyword(s):  
Work Environment ◽  
Employee Engagement ◽  
Employee Involvement ◽  
Employee Performance ◽  
Working Environment ◽  
Master Program ◽  
Research Findings ◽  
Relationship Of ◽  
The Relationship

Paulino Mendonca, Master Program in Management Sciences, Magister Program Institute of Business IOB. The Role of Employee Engagement Influence Work Enviroment, Teamwork on Employee Performance. Commission of Supervisor I: Dr. I Gede Riana, SE., MM, Commission of Supervisor II: Dr. Augusto Da C. Soares, SE., MM. This study aims to analysis (1) influence of the work environment on employee performance, (2) influence of the work environment on employee involvement, (3) influence of teamwork on employee performance, (4) influence of teamwork on employee involvement, (5) the effect of employee involvement on employees performance, (6) the role of employee involvement mediates the working environment relationship on employee performance, (7) the role of employee involvement mediates teamwork relationship to employee performance. The population in this study was 680 of all MAP employees at the Dili, the sample using the slovin formula so as to get 156. Data were analyzed using the Smart-PLS The research findings the work environment, teamwork, influence positive not significantly to employee performance. This research shows that work environment, teamwork is not able to improve employee performance. The effect of work involvement on employee performance found that involvement had a positive significant effect on employee performance. The role of employee involvement mediates the working environment relationship, teamwork is full mediation. Keywords: Work Environment, Teamwork, Employee Engagement, Employee Performance.

scholarly journals The Role of Strategic Leadership on Employee Performance with Mediating Effect of Employee Engagement: An Empirical Study of Higher Educational Commission Employees

2021 ◽  
Vol VI (II) ◽  
pp. 11-20
Author(s):  
Bushra Alvi ◽  
Aftab Haider ◽  
Muhammad Akram
Keyword(s):  
Higher Education ◽  
Employee Engagement ◽  
Positive Impact ◽  
Employee Performance ◽  
Middle Level ◽  
Mediating Effect ◽  
Working Environment ◽  
Strategic Leadership ◽  
Education Commission ◽  
The Relationship

The study was conducted to investigate the relationship of strategic leadership on employee performance through the mediation of employee engagement in the Higher Education Commission Islamabad head office. The inquiry was conducted in a natural working environment of an organization where respondents are situated/located that is a field study. A simple random sampling technique was used to carry out the research. The questionnaires were based on a five-point Likert scale measuring strategic leadership, employee engagement and employee performance. 167 questionnaires were distributed among middle-level employees of the Higher Education Commission, out of which 127 were useable. The data were analyzed using SPSS software. The descriptive statistics indicated that strategic leadership shows a significant positive impact on employee performance, whereas employee engagement does mediate the relationship between the independent variable, i.e., Strategic leadership, and dependent variable i-e, Employee Performance. Recommendations to improve employee performance under this study are provided to the organization.

scholarly journals Relationship of Leadership and Organizational Climate Indispensable Element to Facilitate Employee Engagement

2019 ◽  
Vol 8 (2S4) ◽  
pp. 429-434
Keyword(s):  
Transformational Leadership ◽  
Organizational Climate ◽  
Employee Engagement ◽  
Leadership Style ◽  
South India ◽  
Working Environment ◽  
Important Indicator ◽  
Transformational Leadership Style ◽  
Relationship Of ◽  
The Relationship

Purpose – Present study is a descriptive and analytical in nature aiming to bring out the relationship of leadership and organizational climate on employee engagement of the employees working in IT companies of South India. Design/Methodology/Approach- This study adopts descriptive and analytical approach it, starts with clear variables which are derived from theory and based on these variables. The data for the study was collected through the structured questionnaire. The sample for the present study was collected from the IT companies working in South India. A total 785 questionnaires were returned by the respondents, this indicating a response rate of 59 %. The questionnaire uses five point Likert type response format is used for all the measures ranging from strongly agree to strongly disagree. SPSS 21 and Microsoft excel are the statistical packages and Independent correlation and regression are the tools used in the present study Findings- A significant relationship was found between leadership and organizational climate with employee engagement of the employees working in IT companies of South India. It further shows that when there is a conducive working environment prevailing in the organization the employees feel a sense of conducive climate which makes them feel good about the organization and motivates them to work. Further, along with climate transformational leadership style facilitates in grooming the employees according to organizations vision. Hence, it’s observed that these factors facilitate in enhancing employee engagement. Employees with skills and potentials are more preferring transformational leadership style. Employees with potentials always aspire to grow along with the organization. Hence, leadership style plays a vital role in engaging the employees. Originality/value- This study provides insightful findings in understanding the role organizational competencies like leadership and organizational climate play in facilitating employee engagement. This study also shows the importance of the demographic variables with employee’s engagement. In spite of the limitations of the research, the study contributed to the international human resources management by exploring the South Indian IT company’s context. The theoretical framework proposes the relationship between employee engagement, organizational climate and leadership style. The study has found that organizational climate and transformational leadership is correlated with employee engagement and serves as the important indicator for engaging employees.

A Study on the Relationship Between Psychological Climate, Employee Engagement and Organizational Citizenship Behavior

2015 ◽  
Vol 6 (2) ◽  
Author(s):  
Ginu George ◽  
Binoy Joseph
Keyword(s):  
Employee Engagement ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Academic Research ◽  
Psychological Climate ◽  
Citizenship Behavior ◽  
Set Up ◽  
Relationship Of ◽  
The Relationship

Employee engagement is becoming an important area of focus by many HR consultancies in the recent years. Organizations having engaged employees tend to out-perform than employees who are not engaged or disengaged, also it will enable them to compete better in their industry resulting in higher performance, lower turnover, more profitability etc., Despite of all this there are still some industries who are ignorant and neglect the importance of having engaged employees. Therefore there is a necessity for more of academic research on employee engagement which helps in creating awareness to these organizations about the prominence of focusing on employee engagement and the findings will also augments the existing literature on employee engagement. The study was conducted on 433 employees working in travel organizations set up in Bangalore with the purpose of determining the relationship psychological climate (antecedent) has on employee engagement and in turn its relationship with organizational citizenship behavior (outcome). The study also determines the mediating relationship of employee engagement between PC and OCB.

scholarly journals Impact of Authoritative and Laissez-Faire Leadership on Thriving at Work: The Moderating Role of Conscientiousness

2021 ◽  
Vol 11 (3) ◽  
pp. 667-685
Author(s):  
Zulfiqar Ahmed Iqbal ◽  
Ghulam Abid ◽  
Muhammad Arshad ◽  
Fouzia Ashfaq ◽  
Muhammad Ahsan Athar ◽  
...  
Keyword(s):  
Leadership Style ◽  
Positive Impact ◽  
Work Relationship ◽  
Laissez Faire ◽  
Relationship Of ◽  
The Impact ◽  
The Relationship ◽  
Moderating Role ◽  
Thriving At Work

This study empirically investigates the less discussed catalytic effect of personality in the relationship of leadership style and employee thriving at work. The growth and sustainability of the organization is linked with the association of leadership style and employee thriving at the worplace. The objectives of this study are to explore the impact of authoritative and laissez-faire leadership styles and the moderating role of the personality trait of conscientiousness on thriving in the workplace. A sample of 312 participants was taken from a leading school system with its branches in Lahore and Islamabad, Pakistan. The participants either worked as managers, teachers in headquarters, or school campuses, respectively. The regression results of the study show that authoritative leadership and conscientiousness have a significantly positive impact on thriving at work. Furthermore, conscientiousness moderates the relationship between laissez-faire style of leadership and thriving at work relationship. The findings of this study have theoretical implications for authoritative and laissez-faire leadership, employee conscientiousness, and managerial applications for the practitioners.

scholarly journals The relationship of corporate social responsibility to customer loyalty - A study in Vietnam market

2021 ◽  
Vol 5 (1) ◽  
pp. first
Author(s):  
Nguyễn Văn Anh ◽  
Thảo Thị Phương Nguyễn
Keyword(s):  
Corporate Social Responsibility ◽  
Social Responsibility ◽  
Customer Loyalty ◽  
Positive Impact ◽  
Business Managers ◽  
New Perspective ◽  
Positive Outlook ◽  
Corporate Social ◽  
Relationship Of ◽  
The Relationship

In recent years, consumers are increasingly interested in corporate social responsibility activities for the community. Many companies have begun to focus on CSR activities as it can contribute to improving the company's image in customer's perception. In Vietnam, although there are also some studies about CSR, the quantity is limited and there are certain limitations. Therefore, this study aims to evaluate the relationship between CSR activities and customer loyalty through trust, customer company identify, and satisfaction. With the data being collected by survey questionnaires, the authors test the model and research hypotheses by using PLS-SEM techniques. The results show that CSR activities have a positive impact on customer loyalty through factors of trust, customer company identify, and customer satisfaction. This study helps business managers to develop effective policies and to have a new perspective on CSR activities as well as its values. In addition, the positive outlook of the customers on the business will bring many benefits, contributing to improving the brand value and reputation, enhancing competitive advantages towards sustainable development.

scholarly journals ENHANCING MILLENNIAL PERFORMANCE THROUGH INDIVIDUAL CHARACTERISTICS AND EMPLOYEE ENGAGEMENT

2021 ◽  
Vol 19 (3) ◽  
pp. 459-468
Author(s):  
Susanti Dwi Ilhami ◽  
◽  
Armanu Armanu ◽  
Noermijati Noermijati ◽  
Nattharuja Korsakul ◽  
...  
Keyword(s):  
Employee Engagement ◽  
Information Technologies ◽  
Employee Performance ◽  
Sampling Technique ◽  
Intention To Leave ◽  
Primary Objective ◽  
Individual Characteristics ◽  
The Media ◽  
Relationship Of ◽  
The Relationship

This study presents a model linking individual characteristics, employee engagement, and employee performance. The primary objective was to investigate the direct effect of individual characteristics on employee performance and its indirect effect through employee engagement. This study used a non-probability sampling technique with a saturation sampling type. The data were obtained by a questionnaire from a sample of 118 respondents of millennial employees in the media and information technologies sector in Yogyakarta. Data were analyzed by used variance-based SEM (SEM-PLS) and found four significant paths models. The result reveals that individual characteristics have a positive and significant effect on improving employee performance. Moreover, individual characteristics are significantly positive in increasing employee engagement, while employee engagement has a positive and significant effect on employee performance. The mediation test result indicated that employee engagement could partially mediate the relationship of individual characteristics on employee performance. Further research can incorporate variables that influence millennial performance, such as job characteristics, intention to leave, job satisfaction, and other variables to improve strategies in enhancing millennial performance.

scholarly journals Leadership styles and Its Impact on Employee Performance with a mediating effect of Organizational Commitment, An empirical study of NHA, Pakistan.

2020 ◽  
Vol V (III) ◽  
pp. 40-48
Author(s):  
Bushra Alvi ◽  
Aftab Haider ◽  
Tauqeer Ahmed
Keyword(s):  
Organizational Commitment ◽  
Negative Impact ◽  
Positive Impact ◽  
Employee Performance ◽  
Mediating Effect ◽  
Working Environment ◽  
Democratic Leadership ◽  
National Highway ◽  
Autocratic Leadership ◽  
The Relationship

The study was conducted to investigate the relationship between autocratic and democratic leadership on employee performance through the mediation of organizational commitment in National Highway Authority Islamabad head office. The inquiry was conducted in a natural working environment of an organization where respondents are situated/located, that is a filed study. Simple random sampling technique was used to carry out the research using structured questionnaires which were adopted from other researcher's studies. The questionnaires were based on five-point Likert scale measuring autocratic leadership, democratic leadership, Organizational Commitment, and employee performance. 217 questionnaires were distributed among middle-level employees of National Highway Authority out of which all 217 were useable. The data was analyzed using SPSS. The descriptive statistics indicated that autocratic leadership has a negative impact on employee performance but does show the significant effect with that the other variable democratic leadership shows a significant positive impact on employee performance whereas organizational commitment does mediate the relationship between independent variables i-e Autocratic leadership, Democratic leadership and dependent variable i-e Employee Performance. Recommendations to improve employee performance under this study are provided to the organization.

Treinamento e Desenvolvimento nas Organizações Visando a Sustentabilidade

2018 ◽  
Vol 22 (36) ◽  
pp. 110
Author(s):  
Michele Martins De Figueiredo ◽  
Suzete Rodrigues Ferrazza
Keyword(s):  
Theoretical Study ◽  
Corporate Sustainability ◽  
Training And Development ◽  
Sustainable Performance ◽  
Training Development ◽  
Business Support ◽  
True Meaning ◽  
Distribution Energy ◽  
The Relationship ◽  
Qualitative Literature

O presente trabalho visa trazer informações acerca de um estudo teórico da relação entre a gestão de pessoas e a sustentabilidade empresarial, com foco em treinamento e desenvolvimento. O estudo foi realizado por meio de pesquisa bibliográfica qualitativa. As organizações, frente ao aumento da competitividade e ao avanço da tecnologia, devem se preocupar com a frequente capacitação e aperfeiçoamento de seus colaboradores. Desta maneira, empresas e organizações precisam se transformar em verdadeiras escolas, nas quais o gestor é o educador e os colaboradores, os alunos. Com o exercício desta atividade se observa, na prática, o verdadeiro sentido da educação no ambiente de trabalho, que é desenvolver a capacidade física, intelectual e moral do colaborador. Como consequência, é possível perceber um colaborador integrado e que interage com o meio que o cerca. Assim, naturalmente, e com o apoio empresarial, o espírito crítico e a reflexão sobre as mudanças que ocorrem a sua volta evoluem, e incluem uma visão sustentável do meio ao qual o colaborador está inserido. O estudo permite, ainda, concluir que a organização deve ser capaz de influenciar não só os seus colaboradores como também a sociedade, contribuindo, assim, para a transformação do conceito de sustentabilidade. Deve também adotar indicadores e programas de reconhecimento e de valorização do desempenho sustentável, além de otimizar seus processos, reduzir os custos com desperdício, distribuição, consumo de energia e materiais. Dessa forma, a empresa melhora sua imagem com os clientes, os investidores, os fornecedores e as entidades regulamentadoras. Palavras-chave: Treinamento. Desenvolvimento. Sustentabilidade. Gestão de Pessoas. AbstractThis study aims to provide information about a theoretical study of the relationship between people management and corporate sustainability with a focus on training and development. It was done through qualitative literature. The organizations, due to increased competitiveness and the advancement of technology, should be concerned about the frequent training and development of their employees. Therefore, companies and organizations need to become real schools, where the manager is the educator and employees, students. With the exercise of that activity, it is observed in practice, the true meaning of education in the workplace, which is to develop the employees’ physical, intellectual and moral skills. As a result, it is possible to realize an integrated developer and interacting with the environment that surrounds him or  her . So, naturally and with business support, critical thinking and reflection on the changes taking place around them evolve and include a sustainable vision of the environment which the same is inserted. The study also makes it possible to conclude that the organization should be able to influence not only its employees but also the  society, thus contributing to the transformation of the concept of sustainability. It should also adopt indicators and appreciation of sustainable performance programs to optimize its  processes, reduce waste costs, distribution, energy consumption and materials. Thus, the company improves its image to  the customers, investors, suppliers and regulators. Keywords: Training. Development. Sustainability. People Management. 

Examining relationships among corporate ethical values, commitment and turnover intentions

2016 ◽  
Vol 5 (1) ◽  
pp. 32-52 ◽  
Author(s):  
Japneet Kaur ◽  
Sanjeev Kumar Sharma
Keyword(s):  
Organizational Behavior ◽  
Turnover Intention ◽  
Turnover Intentions ◽  
Positive Impact ◽  
Positive Association ◽  
Ethical Values ◽  
Content Type ◽  
Corporate Ethical Values ◽  
Relationship Of ◽  
The Relationship

Purpose – The purpose of this paper is to investigate the relationship of corporate ethical values (CEV) on the work attitudes linked to the organizational behavior of employees. It primarily focusses on examining the relationship of CEV with organizational commitment (OC) and the turnover intention (TI) of employees. Design/methodology/approach – Study undertakes an explanatory analysis on a sample of 150 employees from large and medium scale Indian Information Technology Business Process Outsourcing firms. Findings – Results of the study revealed significant relationships among the variables. Strong positive association has been found between CEV and commitment, whereas, contrasting result has been found with TI of employees. CEV explained 22 percent and 23 percent of variance in commitment and TI, respectively. Moreover, the relationship of ethical values and TIs has been found to be mediated through OC. Practical implications – Study enables the managers to understand wider impact of ethics in an organization and its positive impact on employees in increasing their commitment levels. Managers should focus on the ethical aspects of conducting business to ensure that the employees are well engaged with their employer and have the least tendency to shift when given an opportunity. Originality/value – This research attempts to bridge the gap in the existing literature by explaining relationship among variables (CEV, OC and TI) in context to the South-Asian nations, and especially India.

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