HUMAN RESOURCE MANAGEMENT PRACTICES AND ITS IMPACT ON EMPLOYEE ENGAGEMENT AND PERFORMANCE IN AN ORGANIZATION A STUDY ON LABOUR FORCE IN MALAYSIA

This research study is to investigate the Human Resource Management Practices (HRM) and its impact on employee engagement and performance in an organization. There are 4 variables that impact on employee engagement and performance which are (learning culture), (work empowerment), (reward and recognition) and (supervisor support) in an organization. The main objective of this research study is to explore the understanding towards the human resource management practices. The organization should be very friendly and supportive employees to create a strong bond between the employees and supervisor develop business strategies. Employee’s engagement and performance has come up with a new method to human resource management practices to stay competitively and effectively to improve performance towards the employees. In order to investigate the relationship between HRM practices and employee engagement and performance, I was designed a questionnaire and distribute the questionnaire to 150 respondents. The questions were stated in the questionnaire are from the previous researcher was done for the similar topic. The data was calculated using the SPSS statistics and excel is to found there is a significant relationship between the independent and independents variable. Also using regression analysis to analyse the result. The findings result indicate that there is a relationship among all independent variables which are learning culture, work empowerment, rewards and recognition and supervisor support have significant impact on employee’s engagement and performance. In conclusion, analysed that HRM practices have an impact on the employee work engagement and performance. The future researcher should study that the employers need to develop proper and well established HRM policies and regulations in order to success in huge work engagement and performance level among the employees.

Work empowerment among cancer care professionals: a cross-sectional study

Background There is a growing understanding that empowerment of interprofessional personnel is linked to job satisfaction levels and quality of care, but little is known about empowerment in the context of cancer care. This study describes how interprofessional cancer care personnel perceive their performance and factors that promote work empowerment. Methods This cross-sectional study enrolled 475 (45.2%) of the 1050 employees who work at a regional cancer centre. The participants used two self-administered questionnaires – the Performance of an Empowered Personnel (PEN) questionnaire and Work Empowerment Promoting Factors (WEP) questionnaire – to report perceptions of work empowerment. Both questionnaires’ categories comprise moral principles, personal integrity, expertise, future orientation, and sociality. The data were analyzed using IBM SPSS Statistics, Versions 24 and 25. Results Overall, the performance of work empowerment was evaluated as being rather high (overall sum score mean: 4.05; range: 3.51–4.41; scale: 1–5). The category that rated highest was moral principles (4.41), and the one rated lowest was the social category (3.51). The factors that promoted work empowerment also ranked high (3.93; range: 3.55–4.08; scale: 1–5), with personal integrity (4.08) the highest and future orientation (3.55) the lowest. Performance and factors that promoted work empowerment correlated positively, moderately, and highly statistically significantly (r = 0.531; p < 0.001). Statistically significant associations also were found between empowered performance of personnel and empowerment promoting factors (sex, education, leadership position, belonging to an interprofessional team, and time elapsed since training in interprofessional cooperation). Conclusion The personnel rated their performance and the factors perceived to promote work empowerment rather highly. Personal empowerment can be promoted through teamwork training and supportive management in interprofessional cancer care.

Empowering Kibera during political change: A case study through a Freirean lens

Empowerment is an often used concept and the work of Paulo Freire has helped to define the application and outcomes of approaches. The researchers visited Kibera in Nairobi, Kenya, during periods of political activity which had previously resulted in violence. Community members identified strategies employed in an attempt to curtail heightened risk. These factors were analysed to evaluate whether empowerment, as espoused by Freire, was still relevant in community development work. Empowerment strategies were multi-faceted and highlighted that they had created new issues for the community to address, suggesting strategy and outcomes need to be strong considerations in future work.

Personal growth initiative: the effects of person–organization fit, work empowerment and authentic leadership

PurposeBecause of the changing psychological contract between employers and employees over time, the primary responsibility for career development has shifted from organizations to employees. As the role of individuals in career development has become important, personal growth initiative (PGI), individuals' positive and proactive stance toward change and continuous self-improvement, can be a pivotal construct in the fields of human resources (HR), organizational behavior (OB) and career management. The purpose of this study is to investigate the effects of person–organization fit (POF), authentic leadership and work empowerment on PGI.Design/methodology/approachData were collected from 235 employees of a leading telecommunication company in South Korea. Most respondents were highly educated male managers in their 30s and 40s. With an overall confirmatory factor analysis, the four-factor measurement model indicated a good fit to the data. The relationships between variables and the relative importance of each independent variables were tested using hierarchical multiple regression analysis, along with a bootstrapping to examine the mediation effect of work empowerment.FindingsBased on a moderated mediation model, this study examined the integrative effects of POF, authentic leadership and work empowerment on PGI. The authors found that employees demonstrated a high level of PGI when they perceived themselves fit with the organization and when they were empowered in their work. While the direct effect of authentic leadership was non-significant, supportive, transparent and ethical leadership behavior significantly moderated the relationship between POF and PGI. Lastly, based on a bootstrap analysis, this study found that work empowerment partially mediated the relationship between POF and PGI.Originality/valueThis empirical study contributes to the body of knowledge in the field of HR, OB and career management. This study introduced a relatively less explored construct, PGI, using data from knowledge workers in South Korea. The authors integrated diverse research streams such as person–environment fit, leadership and engagement research. Lastly, this was the first study that investigated the effects of contextual factors on PGI in the workplace.

Increase of Loyalty of the Staff of Hotel Enterprises Based on the Use of Privileges Programs for Employees

It is impossible to work effi ciently in the hospitality industry, ensure high occupancy of rooms, provide highquality hotel services without professional and loyal staff at the hotel, as hotel employees are one of the components of a hotel product. Therefore, almost every hotel has the task of organizing such a personnel management mechanism that would increase the loyalty of employees, intensify their activities aimed at improving the effi ciency of the hotel. The article considers the peculiarities of the personnel policy in the hospitality sector, presents all groups of material and moral factors that motivate staff to increase the effi ciency of work in a hotel, and also highlights the industry’s main problem — staff turnover on linear positions in hotels. To increase employee loyalty, international hotel operators are actively using privilege programs for their employees. The article analyzes privilege programs for employees of three large hotel operators and, based on a survey of employees of a large Moscow hotel, it is revealed that the privilege program used in the hotel has a number of signifi cant shortcomings and is not a decisive factor in building staff loyalty to the hotel. The article shows that currently for hotels the availability of loyal employees is not so much relevant as it is necessary and expedient to direct the eff orts of the personnel policy to increase the activity of employees, increase their involvement in the company. For this, the authors recommend hotels to use the following various mechanisms and methods: the formation of groups / collectives (project groups) to solve the tasks; targeted management using a variety of personnel control and coordination tools; staff rotation with a change in the nature and content of work; empowerment of employees to eliminate the monotony of labor; organization of a system of continuous training for employees; the use of a variety of material incentive systems.

Organisational empowerment and speaking up against unsafe practice: the case for newly qualified nurses in Saudi Arabia

Background/aims Nurses' sense of empowerment and ability to speak up against unsafe clinical practice are crucial to patient safety and staff wellbeing. However, research examining these attitudes among newly qualified nurses is lacking. This study aimed to investigate perceptions of organisational empowerment and willingness to speak up against perceived unsafe practice among newly qualified nurses in Saudi Arabia. Methods A questionnaire was completed by a convenient sample of 83 newly qualified nurses in the Eastern Province of Saudi Arabia. Descriptive statistics and Spearman's correlation coefficient (rho) were used for data analysis. Findings The nurses reported moderate levels of both empowerment and willingness to speak up against unsafe practice. There was a statistically significant correlation between the participants' total structured empowerment score and their speaking up score. Willingness to speak up against potentially unsafe practice was also correlated with participants' perceived access to support at work. Conclusions These findings highlight the need to support newly qualified nurses to develop their level of empowerment and assertive communication skills. Nurse managers, educators and peers must therefore consider practical strategies to help build and sustain newly qualified nurses' sense of work empowerment and assertiveness.

Roads less taken: Pathways to care before near-lethal suicide attempts

This study identifies the cultural values affecting near-lethal suicide attempters’ help-seeking behaviours. Six Chinese survivors of intentional near-lethal self-poisoning were interviewed and their medical records examined. Interviewees with strong suicidal intentions had less demand for healthcare services and were resistant to care. Non-contact with services was associated with perceived service irrelevance, unhelpfulness and personal need to maintain self-reliance and dignity. Service providers should be trained to be sensitive to these individual values to allow the delivery of a culturally-appropriate service for this population. Social work empowerment models that focus on users’ self-reliance should be adopted in practice for this high-risk group.