scholarly journals The role of human factor and HRM practices in Mncs’ performance in Eastern and Western Europe – a comparative analysis of the research findings

2020 ◽  
Author(s):  
Marzena Stor ◽  
Łukasz Haromszeki
Keyword(s):  
Western Europe ◽  
Human Factor ◽  
Knowledge Flows ◽  
Hrm Practices ◽  
Research Findings ◽  
Competitive Factor ◽  
And Performance ◽  
Performance Results ◽  
Eastern And Western Europe

The main goal of the paper is to identify, analyze, and compare the relationships between the activities in the field of HRM and performance results of MNCs in Eastern and Western Europe with a view to the value ascribed to human resources as a strategic competitive factor, HRM centralization practices and the importance of HRM knowledge flows between the headquarters (HQ) and their subsidiaries. The research sample covered 200 HQs of MNCs and their local subsidiaries. The empirical research results show that there are some identifiable and statistically significant differences between MNCs operating in Eastern and Western Europe within the range of relationships defined above. Our study, therefore,represents an original effort at examining these relationships.

The Relation Between Financial Incentives, Motivation, and Performance

2017 ◽  
Vol 16 (2) ◽  
pp. 61-76 ◽  
Author(s):  
Anaïs Thibault Landry ◽  
Marylène Gagné ◽  
Jacques Forest ◽  
Sylvie Guerrero ◽  
Michel Séguin ◽  
...  
Keyword(s):  
Financial Incentives ◽  
Work Performance ◽  
Autonomous Motivation ◽  
Compensation Plans ◽  
Work Settings ◽  
Path Analyses ◽  
Three Samples ◽  
And Performance ◽  
Performance Results

Abstract. To this day, researchers are debating the adequacy of using financial incentives to bolster performance in work settings. Our goal was to contribute to current understanding by considering the moderating role of distributive justice in the relation between financial incentives, motivation, and performance. Based on self-determination theory, we hypothesized that when bonuses are fairly distributed, using financial incentives makes employees feel more competent and autonomous, which in turn fosters greater autonomous motivation and lower controlled motivation, and better work performance. Results from path analyses in three samples supported our hypotheses, suggesting that the effect of financial incentives is contextual, and that compensation plans using financial incentives and bonuses can be effective when properly managed.

scholarly journals The role of physical education teacher creativity in mediating the influence of HRM practices and performance during the COVID-19 pandemic

2021 ◽  
Vol 6 (3) ◽  
pp. 349-357
Author(s):  
Abdurrohman Muzakki ◽  
Immanuel Muammal ◽  
Bayu Prakoso
Keyword(s):  
Physical Education ◽  
Teacher Performance ◽  
Physical Education Teachers ◽  
Direct Influence ◽  
Physical Education Teacher ◽  
Education Teacher ◽  
Hrm Practices ◽  
Teacher Creativity ◽  
And Performance

This research was conducted with the aim of analyzing the position of teacher creativity in an effort to mediate the influence of the practice of Human Resource Management (HRM) which can be carried out by schools to improve teacher performance. This type of research is an explanatory research and also uses a quantitative approach. The variables in this research include several aspects such as the practice of implementing HRM, Teacher Creativity, and the performance of Sports Physical Education Teachers. This research was conducted by reaching a number of 102 Sports Physical Education teachers consisting of several levels such as elementary, middle, and high schools in Malang City, Malang Regency and Batu City. Information can be obtained by distributing questionnaires either directly (offline) or online. The analysis of data information was carried out by researchers using SEM-PLS with the WARP PLS 7 application Meanwhile, the results of this research indicate the findings that the practice of HRM does not have a direct influence on the performance of Sports Physical Education Teachers with a significance value of 0.30 and the effect of HR Practice on The performance of sports teachers mediated by teacher creativity has a significance value of <0.001, which means that the teacher's creativity fully mediates the effect of HR practice on the performance of sports teachers.

scholarly journals Not for Sale, but for Own Need”: Trade of the Volhynian Gentry in the Polish-Lithuanian Commonwealth in the Second Half of the 16th — First Half of the 17th Century

2021 ◽  
pp. 89-100
Author(s):  
Ihor Huliuk
Keyword(s):  
Early Modern ◽  
Western Europe ◽  
17Th Century ◽  
Early Modern Europe ◽  
Traded Goods ◽  
Classical Economic ◽  
Economic Nature ◽  
Eastern And Western Europe ◽  
General Criticism

The article analyzes socioeconomic processes in the early modern Europe, in particular trade in its separate regions. It considers the classical economic model focused on the industry and agriculture, which Eastern and Western Europe followed in their multifaceted development. It studies legislation, namely the Second Lithuanian Statute and the Sejm Constitutions for assessing the involvement of gentry representatives in commerce. It indicates that the activity of the Volhynian gentry in the internal trade of the Polish-Lithuanian Commonwealth was due to both external changes in the market, primarily the demand for products from Eastern Europe, and the tendency observed on the continent when running a household became a business that made incomes grow. It analyzes general criticism in the intellectual circles of the trade activity of the gentry as such, which could lead to a certain deterioration of traditions. Man-knight and man-merchant intersections in the society of that time were acceptable if a nobleman traded goods from his own estates and could prove it with an oath.The article also investigates key areas of trade of the Volhynian gentry in the Polish-Lithuanian Commonwealth on the basis of documentary material of court books of the 16th–17th-century Volhynia and previously published sources of economic nature. It studies main range of goods sold and bought by the representatives of the elite, observes the participation of the Volhynian gentry in trade operations with the core centers of the Polish-Lithuanian economy, and their involvement in local fairs and tradings. It shows the role of intermediaries, first of all representatives of the Jewish community and peasants from the gentry fоlwarks, in the trade enterprise of the gentry.

The Reichsschulen and the Napolas’ Germanizing Mission in Eastern and Western Europe

2021 ◽  
pp. 288-311
Author(s):  
Helen Roche
Keyword(s):  
World War Ii ◽  
Western Europe ◽  
Selection Process ◽  
World War ◽  
National Socialist ◽  
The Third ◽  
Ethnic Germans ◽  
Heinrich Himmler ◽  
Eastern And Western Europe

Heinrich Himmler, August Heißmeyer, and the NPEA Inspectorate were eager to create a transnational empire of Napolas and ‘Reichsschulen’ in all of the territories occupied by Nazi Germany during World War II. These schools both mirrored and contributed to broader National Socialist occupation and Germanization policies throughout Eastern and Western Europe. They were intended to create a cadre of ‘Germanic’ or ‘Germanizable’ leaders, loyal above all to the SS. The chapter begins by exploring the genesis of the Reichsschulen in the occupied Netherlands—Valkenburg and Heythuysen—which were adopted as a ‘Germanic’ prestige project by the Reich Commissioner of the Netherlands, Arthur Seyß-Inquart. The chapter then turns eastwards to consider the role of the Napolas which were established in the conquered Czech and Polish lands, focusing on NPEA Sudetenland in Ploschkowitz (Ploskowice), NPEA Wartheland in Reisen (Rydzyna), and NPEA Loben (Lubliniec). All in all, the Napola selection process in the occupied Eastern territories can be seen as the peak of all the ‘racial sieving’ processes which the Nazi state forced ‘ethnic Germans’ (Volksdeutsche), Czechs, and Poles to undergo, inextricably bound up with the Third Reich’s wider race, resettlement, and extermination policies. The ultimate aim of all of these schools was to mingle Reich German and ‘ethnic German’ or ‘Germanic’ pupils, educating the two groups alongside each other, in order to create a unified cohort of leaders for the future Nazi empire, and to reclaim valuable ‘Germanic blood’ for the Reich.

scholarly journals A FIT BETWEEN INDIVIDUAL AND ORGANIZATIONAL VALUES AND ITS IMPLICATIONS FOR EMPLOYEES’ JOB SATISFACTION AND PERFORMANCE

Ekonomika ◽  
2013 ◽  
Vol 92 (2) ◽  
pp. 93-107 ◽  
Author(s):  
Danuta Diskienė ◽  
Vytautas Goštautas
Keyword(s):  
Job Satisfaction ◽  
Research Question ◽  
Organizational Values ◽  
Individual Values ◽  
Theoretical Concepts ◽  
Work Related ◽  
Research Findings ◽  
And Performance ◽  
The Individual ◽  
Performance Results

Abstract. The importance of studies on work-related values and attitudes is obvious as values are ascribed a central role in determining the fit between individuals and the employment organization. Responding to the importance of the issue, the paper emphasizes the meaning of the individual and organizational values’ fit for the organization, its possibility to become part of strategic planning and a goal for every manager in charge. The aim of the article is to explore the theoretical concepts on values’ fit and to compare it with the empirical research findings. The research question is how the individual and organizational values’ fit is related with the job satisfaction and performance of the employees. Adapted methods of the survey of job satisfaction measuringnine different facet scales, were used, performance results were obtained from the organization, and two different variables related to quality and sales were measured. The research was conducted in the Lithuanian Telecommunication company. The findings of the research emphasize that job satisfaction has significant correlations with individual and organizational values’ fit. Employees whose job satisfaction was higher had higher fit scores. The performance of employees had no significant correlation with job satisfaction scales.Key words: individual values, organizational values, values fit, job satisfaction, performance

scholarly journals Kepemimpinan, budaya organisasi dan kinerja: peran mediasi motivasi kerja

2020 ◽  
Vol 16 (1) ◽  
pp. 41-53
Author(s):  
Muchammad Ismail Hamzah ◽  
Endi Sarwoko
Keyword(s):  
Organizational Culture ◽  
Work Motivation ◽  
Improve Performance ◽  
Analysis Technique ◽  
Research Findings ◽  
Research Implication ◽  
And Performance ◽  
Indirect Relationship ◽  
The Relationship

This research aims to analyze the direct relationship between leadership, organizational culture on performance, and to analyze the indirect relationship that is mediated by work motivation. The study used a quantitative approach, namely explanatory research, using a sample of 110 research that were taken randomly from certified teachers at junior high schools in Malang Regency. The data were collected using a questionnaire with a 5 point Likert scale, while the data analysis technique used Path Analysis. The research findings showed that performance was influenced by leadership and work motivation, but the leadership was not proven to affect work motivation. Another research finding is that organizational culture does not significantly contribute to performance, but contributes to work motivation, work motivation only mediates the relationship between organizational culture and performance. The research implication is that to improve performance, effective leadership and work motivation are needed, further increasing work motivation can be achieved from strengthening organizational culture. The next researcher is suggested to test the role of leadership on organizational culture.

scholarly journals Unravelling the HRM practices and performance link in Malaysian SMEs: The role of organizational innovation

2021 ◽  
pp. 1111-1120 ◽  
Author(s):  
Nazlina Zakaria ◽  
Francis Chuah Chin Wei ◽  
Nor Azimah Chew Abdullah ◽  
Rushami Zien Yusoff
Keyword(s):  
Organizational Performance ◽  
Performance Appraisal ◽  
Organizational Innovation ◽  
Strong Relationship ◽  
Training And Development ◽  
Linkage Data ◽  
Hrm Practices ◽  
And Performance ◽  
The Relationship

Many studies have focused on direct link between HRM practices and organizational performance. There is a strong relationship between these two variables that driven further research to identify the mechanism through which such relationship exists. Following resource-based view (RBV), the aim of this research was to investigate the indirect effect of organizational innovation on HRM practices-performance linkage. Data was collected from owners/managers of manufacturing SMEs in West Malaysia. 331 (60.5%) distributed questionnaires were received and analyzed through PLS-SEM. Out of six hypotheses on mediation, only one hypothesis was rejected. The findings strongly supported the RBV theory when organizational innovation significantly mediated the relationship. These results clearly indicate that organizational innovation plays an intermediate role between HRM practices (i.e. communication and information sharing, compensation, selection, performance appraisal, and training and development) and organizational performance of SMEs.

scholarly journals HRM trends in transition economies: Two reflections of the shared background

Sociologija ◽  
2009 ◽  
Vol 51 (2) ◽  
pp. 157-176 ◽  
Author(s):  
Biljana Bogicevic-Milikic ◽  
Nebojsa Janicijevic
Keyword(s):  
Transition Economies ◽  
Trade Unions ◽  
Transition Process ◽  
Employee Relations ◽  
Performance Measurements ◽  
Hrm Practices ◽  
Research Findings ◽  
Almost All ◽  
Hr Function

This paper intends to investigate whether the speed of a transition process influences the degree of HRM developments in transition economies. We therefore focused our investigation on the HRM practices in two transition countries - Slovenia and Serbia, which used to be constitutional parts of the former Yugoslavia and used to share the same political and cultural background for many years. The analysis was focused on the following areas of HRM: the role of the HR function, HRM strategy involvement, training and development, performance measurements and rewards, employee relations and the role of trade unions. The research findings show that the HRM policies and practices in Serbia and Slovenia, regardless of the shared background, diverge in all analyzed aspects. The results obtained confirm that the transition process, per se, may explain almost all differences between HRM practices in Serbia and Slovenia.

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