scholarly journals ORGANIZATIONAL CHANGE AND EMPLOYEE STRESS: EMPIRICAL ANALYSIS OF EMPLOYEES IN THE REPUBLIC OF NORTH MACEDONIA

2021 ◽  
Author(s):  
Andrijana Ristovska ◽  
◽  
Ljupco Eftimov ◽  
Keyword(s):  
Organizational Change ◽  
Human Resource ◽  
Turnover Intention ◽  
Structural Changes ◽  
Implementation Process ◽  
Significant Difference ◽  
Different Types ◽  
Employee Stress ◽  
The Republic ◽  
The Impact

This paper addresses the issue of the importance and necessity of introducing constant organizational changes and their impact on employee stress as one of the primary pull factors of the employee turnover intention. In this regard, human resource managers in organizations are becoming increasingly aware that hiring and retaining talents are the most important determinants of success in the complex global world and that they must work more intensively on modernizing the process of change management to help employees, not only for acceptance, but also for their involvement in the change implementation process. The number of respondents from the processed data so far is 439 employees (differing according to their demographic characteristics). The purpose of this paper is to determine whether there is a statistically significant difference between the four different types of organizational change according to the Cummings and Worley (2014) organizational change classification (Human process changes; Techno-structural changes; Human resource management changes and Strategic changes), regarding their impact on the employee emotional state, as well as which type of organizational change has the most significant impact on employee stress in the Republic of North Macedonia. The survey findings contributed to the conclusion that Macedonian employees in terms of their feelings of fear, anxiety, nervousness, etc., equally perceive the impact of the different types of organizational change. More specifically, there are no statistically significant differences between the impacts of the different types of organizational change over the stress they face because of these changes.

scholarly journals Оrganizational Change as “Push Factor” of Employees’ Turnover Intention: Statistical Analysis of the Employees in the Republic of North Macedonia

2021 ◽  
Vol 2 (2) ◽  
pp. 41-54
Author(s):  
Andrijana Ristovska ◽  
◽  
Ljupco Eftimov ◽  
Keyword(s):  
Organizational Change ◽  
Turnover Intention ◽  
Employee Turnover ◽  
Technological Development ◽  
Organizational Changes ◽  
Independent Variables ◽  
Employee Turnover Intention ◽  
Different Types ◽  
The Republic ◽  
The Impact

The process of globalization and intensive technological development imposes the need to constantly introduce different types of organizational changes. Human resource managers in organizations are becoming increasingly aware that hiring and retaining talents are the most important determinants of success in the complex global world and that they must work more intensively on modernizing the process of change management to help employees, not only for acceptance, but also for their involvement in the change implementation process. This paper analyzes the impact of four different types of organizational change on employee turnover intention, according to the Cummings and Worley (2014) organizational change classification. The statistical method of simple linear regression was applied to predict and evaluate the turnover intention of the employees in the Republic of North Macedonia (as a dependent variable “Y”) based on the value of each of the types of organizational changes (as independent variables “X”). A multiple regression method was also applied in order to analyze the associations between the independent variables and the dependent variable and identify the type of organizational changes that most significantly affects the employee turnover intention. The analysis was conducted based on the findings obtained from the respondents who completely answered the survey questionnaire (282 employees in the Republic of North Macedonia, different according to their demographic characteristics). The correlation analysis shows there are positive correlation as well as causal relationship between all four types of organizational changes and the employee turnover intention, where techno-structural interventions have the most significant impact.

scholarly journals The Impact Of Emotional Intelligence On Job Outcomes And Its Impact To Turnover Intention

2019 ◽  
Vol 2 (3) ◽  
Author(s):  
WIDYATAMA LUKMAN NUR HAKIM ◽  
ADE IRMA ANGGRAENI
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Organizational Commitment ◽  
Human Resource ◽  
Turnover Intention ◽  
Future Research ◽  
Job Outcomes ◽  
Step Method ◽  
Additional Reference ◽  
The Impact

This research is a human resource analysis study, especially studies on employees of Warung SS Purwokerto. The purpose of this study is to analyze the impact of Emotional Intelligence on Job Outcomes and its impact to Turnover Intention on Warung SS Purwokerto. The samples in this study were 86 people who had been selected using purposive sampling. This study uses the analysis method of Simple Regression Analysis and Causal Step Method. Hypotheses indicate that emotional intelligence directly affects job satisfaction, organizational commitment and Turnover Intention, then job satisfaction and organizational commitment affects Turnover Intention, next  job satisfaction and organizational commitment affect the effect of emotional intelligence on Turnover Intention. The implications of this study indicate that Turnover Intention affected by emotional intelligence, job satisfaction and organizational commitment. This finding will contribute to future research as an additional reference regarding the development of discussions and studies on human resource management.

scholarly journals TO EXAMINE LEADER-MEMBER EXCHANGE AS MODERATING VARIABLE ON THE INFLUENCE OF EMPLOYEE PSYCHOLOGICAL UNCERTAINTY TOWARD EMPLOYEES’ JOB SATISFACTION AND TURNOVER INTENTION

2019 ◽  
Vol 1 (1) ◽  
Author(s):  
Muhammad Zakiy
Keyword(s):  
Job Satisfaction ◽  
Organizational Change ◽  
Turnover Intention ◽  
Negative Influence ◽  
Positive Influence ◽  
Leader Member Exchange ◽  
Member Exchange ◽  
Relationship Of ◽  
The Impact

The studies revealed that organizational change could create employee’s psychological uncertainty. However, this study argues that the quality of leader-member exchange enables to control the impact of the psychological uncertainty during the change toward employee’s attitude. This study represents job satisfaction and turnover intention as proxy of employee’s attitude for that matter. Based on social exchange theory, quality relationship of leader and employees affects on the relationship of psychological uncertainty and employee’s job satisfaction and turnover intention. This study selected private hospitals experiencing the changes of operational system for complying with national health security system. This study conducted cross-section survey for individual level-analysis. This study produces some findings. Firstly, the LMX has been failed to reduce the negative influence of psychological uncertainty towards employee’s job satisfaction, although the quality of the LMX was good. employee’s job satisfaction is more perceived as  personal afective state experienced during the organizational change. Secondly, the LMX has been successfully moderated the positive influence of the psychological uncertainty towards employee’s turnover intention.The data were collected by using questioners, distributed to the employees who worked in hospitals in Yogyakarta Province. There were 193 questioners that could be collected and analyzed by using Moderated Regression Analysis (MRA) to test the hypothesis by using SPSS application version 21. The result of the study shows that psychological uncertainty had negative correlation to employee’s job satisfaction and positive influence to psychological uncertainty toward turnover intention. Besides, LMX was proven to moderate positive influence of psychological uncertainty toward turnover intention, but it could not moderate negative influence of psychological uncertainty toward job satisfaction. 

scholarly journals Ownership Structure of the Organisation as a Determinant of Human Resource Management in the Context of Transition Countries

2018 ◽  
Vol 15 (26) ◽  
Author(s):  
Branka Zolak Poljašević ◽  
Gordana Ilić ◽  
Darko Milunović
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Ownership Structure ◽  
Transition Period ◽  
Transition Countries ◽  
Foreign Companies ◽  
Significant Difference ◽  
The Republic

Transition period of the post-socialist countries and opening of their markets have led to the positive shift in understanding the role of employees in organizations and the importance of proper management of this specific resource. An important factor in spreading modern principles of human resource management in transition countries is the arrival of foreign companies on their market. In that context, this paper focuses on the relationship between the ownership structure of the organisation and the level of development of the core activities of human resource management. The subject of the empirical research was companies which operate on the territory of the Republic of Srpska, and employ more than 200 employees. Empirical data were collected by using questionnaire, and some of them were generated from the official websites of the observed companies. Testing of hypothesis was performed with the Analysis of Variance. The research results show that in the foreign-ownedcompanies there is a statistically significant difference in the level of development ofhuman resources management, compared to the state-owned and national privatecompanies. On the other hand, among foreign-owned companies, which differ in thecountry of origin of the majority owner and the number of years in business in thedomestic (BiH/RS) market, there is no statistically significant difference in the levelof development of basic activities of human resource management.

scholarly journals The impact of the employer brand on the corporate reputation of hotel companies

Marketing ◽  
2020 ◽  
Vol 51 (4) ◽  
pp. 259-270
Author(s):  
Jasmina Ognjanović
Keyword(s):  
Corporate Reputation ◽  
Economic Value ◽  
Economic Benefits ◽  
Social Value ◽  
Three Dimensions ◽  
Significant Difference ◽  
Employer Brand ◽  
The Republic ◽  
The Impact ◽  
Non Parametric

Employees are one of the key resources involved in building of corporate reputation. The efficiency of employees is reflected in the corporate reputation and depends on the development of the employer brand. The concept of the employer brand is aimed at building the image of attractive employer in the labor market and implies providing functional, psychological and economic benefits for potential and current employees. The aim of this paper is to examine the interdependence of the employer brand dimensions and the corporate reputation of the observed hotels in the Republic of Serbia. The research involved the application of correlation analysis, regression analysis and non-parametric tests to check the differences between groups. In the paper are observed three dimensions of the employer brand: functional-economic value, social value and interest value. It is proved and the presence of a positive and statistically significant correlation between the dimensions of the employer brand and the corporate reputation of the observed hotels. Based on the processed data, the influence of the dimensions of the employer brand on the corporate reputation of the hotel has been proven, with the strongest influence on the social value and functional-economic value. Non-parametric tests did not reveal a statistically significant difference in the level of development of the employer's brand dimensions between different categories of hotels.

ASSESSMENT OF PRODUCTION FUNCTIONS AND ANALYSIS OF THE IMPACT OF PRODUCTION FACTORS ON THE MAIN INDICATORS AGRICULTURE OF THE REPUBLIC OF DAGESTAN

2020 ◽  
Vol 4 (12) ◽  
pp. 38-42
Author(s):  
N. M. CHAPAEV ◽  
Keyword(s):  
Agricultural Production ◽  
Factor Models ◽  
Production Functions ◽  
Agricultural Enterprises ◽  
Republic Of Moldova ◽  
Production Factors ◽  
Different Types ◽  
The Republic ◽  
The Impact ◽  
The Relationship

This article assesses the relationship and dependence between the main economic indicators of agricultural enterprises of the Ministry of agriculture of the Republic of Moldova for different years, models of production functions of different types are constructed. The parameters and characteristics for two-factor models expressing the dependence of agricultural production on the number of people employed in agriculture are given.

The Impact of Agricultural Environmental Pollutions on the Population’s Quality of Life. The Experience of Kazakhstan

2019 ◽  
Vol 10 (1) ◽  
pp. 161
Author(s):  
Bagila MUSTAFAYEVA ◽  
Saule KALTAYEVA ◽  
Ainura SAPAROVA ◽  
Elvira ALIMKULOVA ◽  
Meruert KULBAYEVA
Keyword(s):  
Quality Of Life ◽  
Structural Changes ◽  
Secondary Data ◽  
Sociological Research ◽  
Main Research ◽  
Production Development ◽  
The Republic ◽  
The Impact ◽  
Statistical Indicators

The purpose of the present study is analyzing the trends of agricultural pollutions and their impact on the health of the population of the Republic of Kazakhstan. The main research methods include a bibliographic review of the literature on the research subject, as well as qualitative and quantitative analysis of statistical indicators of agricultural production development, and the dynamics of agroecological indicators of the Republic of Kazakhstan. To assess the impact of agricultural changes on the quality of life associated with the health of the population, the analysis of secondary data of sociological research conducted by the Environmental Fund of Kazakhstan was carried out. The results of the study show that since 1999 the agriculture of the Republic of Kazakhstan has undergone structural changes which are characterized by active mechanization, intensification, and specialization. At the same time, the widespread use of fertilizers and pesticides, as well as irrigation, the growth of pollution from livestock, and the employment of heavy machinery have adverse effects on water and soil.

scholarly journals How Knowledge-Hiding Behavior Among Manufacturing Professionals Influences Functional Interdependence and Turnover Intention

2021 ◽  
Vol 12 ◽  
Author(s):  
Lalatendu Kesari Jena ◽  
Deepika Swain
Keyword(s):  
Statistical Analysis ◽  
Turnover Intention ◽  
Positive Association ◽  
Significant Loss ◽  
Workplace Incivility ◽  
Significant Difference ◽  
Uncivil Behaviors ◽  
Hiding Behavior ◽  
Knowledge Hiding ◽  
The Impact

Objectives: Knowledge hiding is inappropriate behavior of employees at the workplace that makes the entire organization suffer a subtle yet significant loss. Lack of sharing makes the journey of learning an arduous process. This, in turn, gives rise to a series of uncivil behaviors, hence resulting in a decrease of functional interdependence (FI). The cascading result toll is a turnover intention (TI), resting only after turnover—an actual separation from the employer. Statistical analysis of the empirical data collected depicts the intensity of influence of FI and TI as a result of the knowledge-hiding behavior.Methods: Three hundred sixty-three executives employed in three public and two private manufacturing organizations in eastern India were the respondents in our study. To analyze the difference in variables of the study, a t-test was carried out. The statistical findings suggest no significant difference among study variables. This specifies that, despite a considerable difference in levels of management, there was no significant difference in perceiving workplace incivility, knowledge-hiding behavior, FI, and TI items of our instruments.Results: Correlation findings show a negative association between workplace incivility and functional interdependence (r = −0.37 when the value of p is <0.01) and a positive association among workplace incivility and turnover intention (r = 0.32 when the value of p is <0.01). The condensed effect of workplace incivility (β = −0.59 when the value of p is <0.001) along with an important presence of knowledge-hiding behavior (β = −0.68 when the value of p is <0.01) when the dependent variable is FI indicates that knowledge-hiding behavior is mediating a partial association among workplace incivility and FI. Similarly, the effect of workplace incivility (β = 0.43 when the value of p is <0.01) is decreased when the impact of knowledge-hiding behavior (β = 0.66 when the value of p is <0.001) was sizeable with TI being the dependent variable.Conclusion: The effect of knowledge hiding is inversely proportional to FI, whereas sharing has a direct relation with TI. An exhaustive data sample and a rigorous statistical analysis may give a clear picture of the amount of impact of TI and FI due to the lack of knowledge sharing and/or knowledge hiding.

scholarly journals Strengthening Network Ties through Mentoring of Alienated Personnel

2011 ◽  
Vol 26 (3) ◽  
pp. 53-67
Author(s):  
Ryu Sang Yub ◽  
Lee Soo Yong
Keyword(s):  
Social Network ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Public Employees ◽  
Control Groups ◽  
Network Ties ◽  
The Social ◽  
The Republic ◽  
The Impact

This study examines the social network aspects of mentoring in order to suggest ways to manage alienated public employees. It also explores the impact of mentoring that requires closer relationships between mentors and mentees to develop network ties. Networks of trust, respect, and friendship among soldiers in four barracks of the Republic of Korea Army (two experimental groups and two control groups) were measured using a social network survey. Alienated soldiers in the experimental groups were mentored by fellow soldiers with stronger ties, while no such mentoring was conducted in the control groups. After three months of mentoring, changes in network strengths were found among alienated soldiers in the experimental groups, while no significant changes were found among alienated soldiers in the control groups. This study is expected to contribute to human resource management by suggesting ways to strengthen the network ties of alienated personnel through mentoring.

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