Organizing Human Resources in Family Firms During Generational Succession

HRM in family firm (FF) research has moved from its narrow focus on selection and succession planning towards studying the broader antecedents, content and outcomes of HRM. Today, HRM is acknowledged as a crucial factor for attracting new talent, improving employee attitude and behavior, enhancing performance, and fostering the long-term competitive advantages. The aim of this study is to identify which tools and practices FFs adopt with HR during succession planning. For example, do they use the replacement table with the aim of providing the firm and its management with a map that allows them to make the most appropriate decisions to replace a person who is no longer available to fill a certain position? Or is it possible to identify other tools? Similar questions help the authors to investigate around the importance regarding people in firms during generational succession.

Impact of workplace spirituality on employee attitudes and engagements

An important question in the field of spirituality at the workplace concerns the relationship of this construct with organizational outcomes. While recognizing that workplace spirituality is an abstract concept, this study attempts to empirically measure the relationship between spirituality at the workplace with employee attitude and engagement. Workplace spirituality has been measured through a combination of individual and organizational type variables whereas employee attitude was measured through five prevalent variables. Two variables were used to measure employee engagement. This study proved a positive association between spirituality at the workplace and employee attitude and engagement. PLS-SEM is used to test the developed research model and hypotheses on the collected data. In conclusion and recommendation, this paper presents numerous implications and research directions for both academics and the business world, moreover, the paper also justifies the need for a comprehensive investigation into the impact of workplace spirituality on employees and subsequently on organizational performance.

The Relationship between Employee Attitude Toward Change and Organizational Commitment: The Moderating Role of Psychological Defense Mechanisms

Purpose: The purpose of this research was to determine which defense mechanisms can help to regulate the link between attitude toward change and organizational commitment. Psychological defenses are characterized as protective processes that help individuals maintain their integrity in the face of threat and danger. Previously, extant research has mainly emphasized organizational issues while individual psychological factors have remained largely ignored. Therefore, this paper seeks to investigate the moderating effects of psychological defense mechanisms on the relationship between employee attitude toward change and organizational commitment. Design/Methodology/Approach: A total of 499 employees were chosen from the banks of the Southern Punjab, Pakistan, using a purposive sampling methodology. The information was gathered using validated questionnaires. The data was analyzed for descriptive statistics, correlation, and hierarchical multiple regression analysis. Findings: The findings showed a positive correlation between employee positive attitude toward change and organizational commitment and a negative relationship between employee negative attitude toward change and organizational commitment. The results of the moderation analysis revealed that the association between employee attitude toward change and organizational commitment is negatively moderated by all three defense mechanisms. Implications/Originality/Value: The findings highlight the significance of psychological factors during the organizational change process and suggests recruiting employees with positive attitudes.

Machine Learning Classification Techniques for Detecting the Impact of Human Resources Outcomes on Commercial Banks Performance

The banking industry is a market with great competition and dynamism where organizational performance becomes paramount. Different indicators can be used to measure organizational performance and sustain competitive advantage in a global marketplace. The execution of the performance indicators is usually achieved through human resources, which stand as the core element in sustaining the organization in the highly competitive marketplace. It becomes essential to effectively manage human resources strategically and align its strategies with organizational strategies. We adopted a survey research design using a quantitative approach, distributing a structured questionnaire to 305 respondents utilizing efficient sampling techniques. The prediction of bank performance is very crucial since bad performance can result in serious problems for the bank and society, such as bankruptcy and negative influence on the country’s economy. Most researchers in the past adopted traditional statistics to build prediction models; however, due to the efficiency of machine learning algorithms, a lot of researchers now apply various machine learning algorithms to various fields, including performance prediction systems. In this study, eight different machine learning algorithms were employed to build performance models to predict the prospective performance of commercial banks in Nigeria based on human resources outcomes (employee skills, attitude, and behavior) through the Python software tool with machine learning libraries and packages. The results of the analysis clearly show that human resources outcomes are crucial in achieving organizational performance, and the models built from the eight machine learning classifier algorithms in this study predict the bank performance as superior with the accuracies of 74–81%. The feature importance was computed with the package in Scikit-learn to show comparative importance or contribution of each feature in the prediction, and employee attitude is rated far more than other features. Nigeria’s bank industry should focus more on employee attitude so that the performance can be improved to outstanding class from the current superior class.

Assessment of Influence of Process Safety Culture on Employee Attitude towards Violations in Selected Petroleum Companies, in Niger-Delta

The study examined Influence of Process Safety Culture on Employee Attitude towards violations in Selected Petroleum Companies, Niger-Delta. A descriptive cross-sectional oilfields based study. Study utilized non-probability sampling method combining purposive, convenience and quota sampling techniques. Purposive sampling is centred on the intent or purpose of the study. The research was a descriptive cross-sectional study, the population was made up of a sample size of one thousand workers of the processing unit of ten selected International Oil Companies (IOCs) and Local Oil Companies (LOCs) selected by convenience sample techniques. The study adopted Regression analysis for testing and modelling the research hypothesis. Before carrying out regression analysis, multicollinearity was checked to know if it is good fit for regression analysis on SPSS IBM 20 version. Outcome of the test shows that; regression analysis was acceptable because the Variance Inflation Factor (VIF) of the checked multicollinearity was 1.000 which means there was no awkward multicollinearity. This study adopted the 95% confidence level and 0.05 significance level. The study discovered that process safety culture influences employees’ attitudes toward violations in Oil and Gas industries with positive coefficient of standardized coefficient(β) of 0.397 and p-value 0.000 less than the significance level 0.05 and t-statistics being 12.354. It is recommended that ways to motivate employees to adopt the safety habit should be adopted and may be done using the carrot and stick method propounded by Abraham Maslow. Management must learn to choose the most suitable approach to motivate employees to abide by the safety expectations of their organisation. Awards can be given at the end of every quarter to the most safety conscious employee or acts of recognition or even monetary rewards. For employees who do not obey safety rules when positively motivated, penalties, fines, punishment.

Organizing Human Resources in Family Firms During Generational Succession

HRM in family firm (FF) research has moved from its narrow focus on selection and succession planning towards studying the broader antecedents, content and outcomes of HRM. Today, HRM is acknowledged as a crucial factor for attracting new talent, improving employee attitude and behavior, enhancing performance, and fostering the long-term competitive advantages. The aim of this study is to identify which tools and practices FFs adopt with HR during succession planning. For example, do they use the replacement table with the aim of providing the firm and its management with a map that allows them to make the most appropriate decisions to replace a person who is no longer available to fill a certain position? Or is it possible to identify other tools? Similar questions help the authors to investigate around the importance regarding people in firms during generational succession.

Employee attitude and customer satisfaction in selected hotels in Kampala, Uganda

This study adopted a cross sectional survey design to investigate the effect of employee attitude on customer satisfaction in selected hotels in Kampala, Uganda. Using simple random sampling, 179 hotel employees were considered in the study. The findings revealed that employee attitude was generally poor ((mean = 1.09), while customer satisfaction was at moderate (mean = 1.89) levels. The study also revealed a significant positive relationship between employee attitude and customer satisfaction among the selected hotel employees (R2=0.558, P<0.05). The conclusion drawn was that employee attitude was a suitable predictor of customer satisfaction in the selected hotels. The recommendation was given that then owners and hotel management have to focus on facilitating employee development, engagement and empowerment to enable them develop a more positive attitude towards their job.

From Identified Surveys to New Technologies

Employee surveys and privacy issues have become increasingly complex with the movement toward identified surveys, integrated databases, expanded analytics, the advancement of technology, and changing regulations. The purpose of this chapter is to review and provide recommendations on data privacy and ethical considerations related to employee attitude measurement, including new technologies. This is followed by a review of the ethical considerations related to employee surveys, including the ever-changing legal landscape. The authors then summarize select new technologies that collect employee attitude data and discuss the challenges they pose. They close with recommendations for the use of employee surveys and evolving technologies.