Digital Inability and Social Sustainability in the Face of the Fourth Industrial Revolution: A Proposal of New Non-Financial Indicators

In the knowledge economy, financial indicators are not sufficient to predict the evolution of business competitiveness and anticipate risks. This paper proposes new non-financial indicators based on the analysis of eighteen variables representative of the interest of the different stakeholders, which correlate the organization’s commitment to socially sustainable digital transformation and the enhancement of business capabilities. This study, based on a specific adaptation of the IMPACT methodology and carried out in forty countries, obtains as main findings that there are significant differences in the perception of the business impact generated by the improvement of the digital capabilities of the workforce according to variables, such as job level, area of work, cultural area of the interviewee, type of company, or the number of years that digital training programs have been implemented among the workforce, while factors, such as gender or generation of the interviewee, company size, or productive sector, are not determinant. The proposed analysis methodology provides useful indicators for corporate governance bodies to analyze and improve human performance and labor engagement in the face of digitalization, applicable to any type of organization, sector, or country, facilitating the deployment of more economically efficient and socially sustainable transformation programs.

Impact of workforce flexibility on quality of care: moderating effects of workload and severity of illness

PurposeAs a way of alleviating nursing workforce shortages, health care managers are employing two types of workforce flexibility: supplemental staffing and floating among units. In this paper, the authors investigate the moderating effects of two critical situational variables – namely, job-level workload and severity of illness (SOI) in a given unit – on the relationship between workforce flexibility and quality of care as assessed by the nurses at the unit-level.Design/methodology/approachThe authors empirically test the relationship between a unit's floating of nurses and the use of supplemental workforce on the quality of patient care and the moderating role of patient SOI and job-level workload on this relationship using 357 hospital-unit observations.FindingsThe authors find that situational variables play a critical role in flexible staffing strategies and they should be accounted for carefully to obtain the best quality of care outcomes. The authors find that the well-known negative effect of supplemental staffing on quality of care is not universal and appears to be moderated by the situational factors studied in this paper.Practical implicationsFor best outcomes, staffing manager who oversee multiple units should use supplemental staff on units that have lower job-level workload and on units that have high severity of illness. The authors also find that managers of units with patients who are less-severely ill should encourage nurses to float out and return to their home unit. This strategy will improve quality of patient care in the home unit.Originality/valueWhile some research analyzes the direct link between flexibility and quality performance, how this relationship is affected by varying situational factors within a unit has not been studied so far.

The Influence of Hotel Employees’ Perception of CSR on Organizational Commitment: The Moderating Role of Job Level

This study attempts to investigate the relationships among Korean hotel employees’ perception of Corporate Social Responsibility (CSR), their intrinsic motivations, and their organizational commitment (OC). The mediating effect of intrinsic motivation on the relationship between employees’ perception of customer- and employee-related CSR and OC is explored, and the moderating role of job level on the relationship between CSR perceptions and intrinsic motivation is tested. The data were collected via online survey, and the Hayes’ Process macro was used as an analysis tool. We found that (1) both types of CSR perceptions are important in creating intrinsic motivation and OC, (2) intrinsic motivation enhances OC, and (3) job level moderates the link between employee CSR perceptions and intrinsic motivation positively. Interestingly, we found that when customer-related CSR or employee-related CSR is high, the level of intrinsic motivation will significantly differ between managerial and non-managerial employees. This study’s results will contribute to the current literature on CSR, and will aid human resources departments that are considering CSR practices as a means to enhancing employee intrinsic motivation and OC.

Career adaptability and career intention on government employees’ years of service and job level

Employees’ level of career intention plays an important role in organizational readiness and dynamism to achieve success. Several studies were conducted on career adaptability and career intention, however, only a few were able to find evidence on the influence of position and years in service to government employees in the Philippines. This study aims to determine the significant differences in career adaptability and career intention of government employees based on years of service and job level. Results showed a significant difference in career intention when grouped according to job level and years in service and no significant difference in career adaptability when grouped according to job level and years in service.

The Relationship Among Job Embeddedness, Job Autonomy and Job Result of Beauty Service Workers

The purpose of this study was to investigate the effect of beauty service workers' job embeddedness and job autonomy on job result. Based on this, the purpose of this study is to present a management strategy for efficient management. In this study, a total of 500 questionnaires for beauty workers working in Seoul were used for the final analysis. The collected data was analyzed using SPSS 22.0. Frequency analysis, factor analysis, reliability analysis, and regression analysis were used. The research results are as follows. First, In terms of demographic characteristics, women and their twenties were the highest, and the job-level ranks were the highest. Second, as a result of examining the effect of job embeddedness of beauty service workers on job autonomy, it was found that sacrifice, connection, and suitability affect job autonomy. Third, as a result of examining the effect of job embeddedness on job result, it was found that job embeddedness affects job result. Fourth, as a result of examining the effect of job autonomy on job result, it was found that it partially affected job result. Therefore, if beauty service workers lead the long-term work of the workers by giving them the authority to make autonomous decisions on service work, presenting appropriate compensation according to work performance, and opening the possibility for promotion, efficient management can be drawn.

Remote Working Environment Challenges in the Context of the Covid-19 Pandemic

As a result of the COVID 19 pandemic, employees have begun working remotely from home, which has resulted in new challenges in the work environment. The purpose of this paper is to identify the challenges of the remote work environment in the context of the COVID-19 pandemic and to determine the level of these challenges according to the worker’s gender and job. This study was conducted on 11 Jordanian IT companies at the end of 2020. The intentional sample was used,125 valid questionnaires were used in the analysis. The results show that the respondents' perceptions of the challenges of the remote work environment in the context of the COVID-19 pandemic were high. There are also statistically significant differences at the level of significance (α≤0.05) for the level of challenges in the remote working environment according to gender (male/female) in favor of females and according to job level (supervisory or non-supervisory) in favor of non-supervisory jobs. To increase organisational performance, all parties—employees, families, and management—must cooperate to overcome the challenges of the remote work environment.

What Really Motivates You? A Data-Driven Exercise and Discussion

Why do I work? Despite instructors’ best efforts, students struggle to understand how different people answer this question differently. This exercise enables students to explore what motivates them in comparison to their peers and previous generations while reinforcing the distinction between intrinsic and extrinsic motivation. Students prioritize job reward factors, share their rankings to appreciate that people are motivated differently, and are given archival data to appreciate changes in workplace dynamics. This simple but thought-provoking exercise fosters rich discussions of intrinsic and extrinsic motivation, self- and other-awareness, changes to the nature of the workplace, and differences in demographics, including generational age cohort, gender, and job level. This exercise is suitable for management or organizational behavior courses at both the undergraduate and graduate levels, using face-to-face and online formats, and synchronous and asynchronous modalities.

Strategic Improvisation and its Relationship to the Dimensions of Organizational Sustainability for Banks / Applied Research on a Sample of Iraqi Private Banks

The aim of the research is to clarify the correlation between strategic improvisation and its dimensions represented by (improving cultural appropriateness, internal and external communications, generating future visions, organizational transformation) and the dimensions of organizational sustainability for banks represented by (bank orientation, moral stance, regulation, behavior, and evaluation), as it was applied Research in each of the banks (Iraqi Middle East Investment, United Investment, Business Bay, Al-Mansour Investment Bank, across Iraq for investment), and the questionnaire was adopted as a main tool for data collection from the research sample of (152) who are at a job level (high management Middle management, executive management) and the statistical program ((spss) was used in calculating (arithmetic mean, standard deviation, coefficient of variation, Pearson correlation coefficient, t-test) and the research reached a number of conclusions, the most prominent of which were: -) There is a strong positive correlation between strategic improvisation in general with organizational sustainability and its dimensions).

The Status Quo of Information Security from the Perspective of Information Technology Staff in Jordanian University Libraries

This study aims to explore the status quo of information security from the perspective of information technology (IT) staff in Jordanian university libraries and to discuss the most prominent difficulties they face. Moreover, it aims to identify the effect of the variables (years of experience, type of university, job level, and specialization) on the staff estimation of the status quo of information security and the difficulties they face. The study population consisted of all (96) staff members of the IT departments in the libraries of public and private Jordanian universities for the academic year 2015-2016, of whom (84) responded. To answer the study questions, a questionnaire that examines the status quo of information security was adopted, it consisted of five themes. The questionnaire also included questions to study the difficulties facing IT staff. The results indicated that the respondents’ estimation of the status quo of information security in Jordanian universities libraries was at medium level, as the item “procedures for the protection of computer systems and networks” and the item “access control to information systems” were ranked first in the study fields with a high rating. Results also indicated that the overall level of difficulties attained a medium level, and that the most prominent difficulties facing IT staff in universities libraries are the shortage of personnel specialized in information security and the lack of budget allocated to information security in university libraries. The study also showed a statistically significant difference at the level of significance (α≤0.05) for the variables of “job level” and “specialization” in the staff estimation of the status quo of information security. Also, a statistically significant difference was found in the staff estimation of the difficulties they face related to the specialization variable. The study recommends paying more attention to the various aspects of information security in libraries, such as the infrastructure in regard to technology and the existence of a precise policy to ensure information security and to increase the number of human resources specialized in the field of information security.