Search

The article highlights the crucial role of Human Resource (HR) Information Professionals (HRIPs) in strategic workforce planning (SWP). Topics discussed include the integration of data and technology into SWP, the evolving role of HRIPs beyond traditional data provision, and strategies for leveraging HR technology to enhance decision-making and planning processes.

The article explores the impact of Generative Artificial Intelligence (GenAI) on Human Resources (HR) practices, highlighting how this technology enhances productivity and efficiency. Topics discussed include the current adoption rates and challenges faced by HR professionals, the identification of four distinct HR personas in relation to Artificial Intelligence (AI), and strategies for accelerating AI adoption and overcoming barriers.

Purpose: This article explores how utilizing Artificial Intelligence (AI) in managing Human Resources (HR) can offer businesses a significant competitive edge in the market. The integration of AI enables the swift and efficient completion of a majority of HR tasks within a shorter time frame. Streamlining and automating time-consuming processes are crucial for ensuring the long-term sustainability of companies. Design/methodology/approach: Literature review and companies9 documents analysis were done to understand structural and perceptual aspects of AI in HR. Findings: The integration of Artificial Intelligence (AI) in team management is closely linked to Human Resources Management (HRM). AI can enhance HR processes by automating routine tasks, streamlining recruitment processes, analyzing employee performance data, and providing valuable insights for decision-making. This integration allows HR professionals to focus on strategic initiatives, employee development, and creating a more engaging work environment, while AI handles data-driven tasks efficiently. Research limitations/implications: Implementing AI in HRM requires careful consideration of ethical and privacy concerns, as well as ongoing monitoring and adjustment to ensure fair and unbiased outcomes. Practical implications: This paper highlights the key tools and applications which companies integrates into their HR operations. Originality/value: The significance of this paper lies in illustrating the practical insights and strategic direction for organizations endeavoring to seamlessly incorporate AI into their HR operations. It is particularly beneficial for those in search of tangible examples and success narratives in the field of sustainability endeavors. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to explore the ramifications of a lack of human resources (HR) representation in corporate boardrooms. Design/methodology/approach: The author draws upon her personal and professional experience as a director of human resources and as a board member for a corporation. Findings: There is a fundamental misunderstanding of the strategic value that HR brings to the table. To thrive in the modern business environment, organisations must acknowledge this strategic value and actively involve HR professionals in high-level decision-making processes. Originality/value: This study makes a strong and compelling case for HR's involvement in high-level decision-making in the boardroom. [ABSTRACT FROM AUTHOR]

In this article, we introduce the special issue on conceptualising the nexus between macro‐level 'turbulence' and the worker experience. We discuss 'turbulence' as economic, political, social, technological, and environmental crises occurring in the macro‐environment and affecting the world of work. We argue that human resource management plays a critical role in supporting not only the organisation, but also workers, to navigate through macro‐level events. Based on the contributions included in this Special Issue, we suggest a novel framework that situates and expands the role of the Human Resources (HR) function in contemporary organisations by proposing a new role, the Proactive Carer. We argue that the debates around the role of HR and HR professionals have so far been too narrow and internally focused. It is time to expand this role to be externally facing, proactively monitoring the macro‐environment for significant events, anticipating any significant changes for workers, and designing interventions to minimise any negative impact. We conclude by highlighting avenues for future research. [ABSTRACT FROM AUTHOR]

The aim of this research is to analyze the transformation of human resources development in realizing a world class bureaucracy at the personnel and human resources development agency of Ogan Ilir Regency. The five types of competence are motives, traits, self-concept, knowledge, and skill (Spencer LM and Spencer SM, 1993). The data collection techniques used in this study include interviews, observation, and documentation. Moreover, the data analysis techniques used interactive models, namely, condensation, data presentation, and drawing conclusions. The research results show that service problems in the field of personnel and training at the personnel and human resources development agency of Ogan Ilir Regency include the lack of optimal ASN performance due to the limited budget in developing the E-Kinerja/E Lapkin application, which contains civil servant performance assessments that can be the basis of the system, unclear provision of allowances based on workload/work performance, the need for the number and composition of employees has not been met in accordance with the established formation, ASN career development has not been optimal due to the limited employee development budget (training, study assignments, and assessments), and there is no application/website that can contain all personnel information at the personnel and human resources development agency of Ogan Ilir Regency. [ABSTRACT FROM AUTHOR]

The article highlights the critical role of customized assessments in optimizing leadership development and organizational talent strategies. Topics discussed include the need for future-focused and culturally relevant assessment frameworks, the benefits of using a multi-method approach for richer insights, and strategies for leveraging assessment data at individual, team, and organizational levels for maximum impact.

Purpose: One of the most decisive objectives of human resource management (HRM), essential for business performance, is to attract, maintain and engage a qualified workforce. This study aims to identify and prioritize the antecedents of employer branding, which are considered extremely important by potential applicants when they choose to join a particular employer. Design/methodology/approach: The authors have adopted a popular multicriteria decision-making technique fuzzy analytical hierarchy process, to prioritize the identified antecedents. The modified Delphi techniques with the 22 experts have been conducted to validate the identified antecedents. Structured questionnaires were discussed, and their reliability was assessed using the expert's opinion. Findings: Results of this study indicate that potential applicants consider career advancement opportunities as the most important enabler that persuades them to join a particular employer. Future employees are also motivated to join if they are offered attractive compensation packages, which are distinct from competitors. Furthermore, corporate social responsibility is evolving as an antecedent of employer branding as potential candidates are attracted to employers who are socially responsible. Practical implications: Employer branding can serve as a strategic HRM technique for any business seeking to attract, recruit, retain and involve outstanding employees, as the success of the organization is determined by how its image is built, communicated and promoted. This study provides insights for HR managers and practitioners who can think of developing an effective employer brand communication that offers a distinct and in-imitable image and reputation as an employer of choice. Originality/value: This study is unique, as it offers meaningful visions to HR practitioners and experts for designing employer branding strategies for attracting potential applicants to join their organizations. [ABSTRACT FROM AUTHOR]

This article explores the concepts of translational science and open science in the field of industrial-organizational psychology. Translational science aims to apply research findings in practice more quickly, while open science promotes the sharing and accessibility of scientific knowledge. These movements can benefit I-O psychology by improving research quality and strengthening the connection between science and practice. The article also discusses the use of organic organizational data, which is naturally produced through everyday technologies and procedures within an organization. This type of data, when combined with designed research variables, can effectively connect research to practice. Embracing principles of open science and translational science can enhance the scientific quality and practical impact of research in organizations. [Extracted from the article]

Economic instability, aggravation of social problems, uncertainty of economic guidelines for the development of Ukraine indicate the need to revise the problems and prospects for the development of economic science and practice. The aim of the article is to determine the content of the main terms in the study of the formation of human resources in the system of personnel management of enterprise. The main hypothesis of the study was the assumption that clarification of the essence and content of the terminology of the subject area of the study will provide constructive discussions on the definition of the main problems and prospects for its development. The loss of controllability of the human resources of Ukrainian enterprises due to the war requires a revision of the technologies of its research on the basis of interdisciplinary synthesis. It will be appropriate to aim such a synthesis not at determining the possibilities of transformation of the economy focused on the production of goods exquisitely, but rather at the economy of expanded reproduction of the potential abilities of a person to respond to an increase in the uncommon situations in life. The effectiveness of such a response depends on the ability of managers to activate the professional potential of subordinates, their desire to generate unique ideas for overcoming crises. The efficiency of the use of human resources of enterprises depends on a constructive dialogue between the parties interested in its development. The starting point of the dialogue should be the agreement on the essence and content of the main terms. [ABSTRACT FROM AUTHOR]

The quality of public services is critical in providing effective and responsive governance in an increasingly digital society. The development of the YuhSinau application by the Personnel and Human Resource Development Agency (BKPSDM) of Kebumen Regency offers an innovative response to the growing need for e-learning solutions for local government civil servants (Pegawai Negeri Sipil or PNS). However, determining the app’s effectiveness and user satisfaction is critical. This demands a thorough sentiment analysis in order to acquire insights into users’ thoughts and opinions about the quality of public services supplied by YuhSinau. The Long Short-Term Memory (LSTM) approach is used in this article to examine feelings and forecast customer pleasure. Data collection from multiple sources, initial data preprocessing, LSTM model construction, training, validation, and prediction are all part of the process. The results show that the model has some drawbacks, most notably its failure to appropriately explain variation in target data due to a negative R-squared value. Enhancements to the LSTM architecture, hyperparameter adjustment, and the use of more diverse and representative training data are proposed to improve the model. Continuous review and responsiveness to user comments are critical for improving the quality of public services via the YuhSinau application. [ABSTRACT FROM AUTHOR]

This document explores the issue of judicial review of sports governing bodies in the Commonwealth Caribbean. It highlights the reluctance of these organizations to be subject to judicial review, citing their preference for internal mechanisms of legal review. The document presents court cases that illustrate the courts' hesitancy to subject sports governing bodies to judicial review. It concludes that a balanced approach is necessary to address the tension between autonomy and accountability in these organizations. [Extracted from the article]

This research paper explores the complex field of modern HRM, with particular attention to the following topics: hiring process components, diversity and inclusion tactics, training and development programs, obstacles and advancements, legal and moral compliance, the critical function of HR, applicant competency evaluation, and technological integration. To give a thorough grasp of how these components come together inside a company's procedures, the research uses Yin's single-case study. Six (6) human resource practitioners from the municipality of the Mabuhay Lodging took part in this study. The study revealed several themes, including 1) the hiring process; 2) the influence of inclusion as well as diversity on organizational dynamics; 3) assessing the efficacy of development and training initiatives; 4) resolving issues; 5) guaranteeing legal and ethical compliance; 6) realizing the critical role of human resources; 7) improving the evaluation of applicant competence; and 8) investigating the consequences of integrating technology in the hiring process. The study reveals a dynamic interaction between these components, highlighting their combined importance in creating an inclusive, diverse, and growth-oriented workplace culture. The results reveal the complicated coordination human resource practitioners need to uphold morality, overcome barriers, and grow their firms using technology. [ABSTRACT FROM AUTHOR]

With economies and business becoming knowledge intensive, the role of education industry has immensely risen in significance. This has given rise to a highly competitive landscape in higher education, with faculty retention as a major challenge for the institutions leading to negative consequences in terms of education quality, stakeholder satisfaction and rankings. This paper discusses the factors influencing faculty retention in HEIs in India within the framework of Social Exchange Theory. The sub dimensions of HR climate were explored using Principal Components Analysis. The relative importance of sub dimensions in forming the overall climate was estimated and the effect of HR climate on faculty retention was studied with Organizational Commitment and Organizational Trust as mediators employing a hierarchical components model in the PLSSEM analysis. The results indicate that HR climate has a significant positive effect on faculty retention through organizational commitment and organizational trust as partial complementary mediators. Findings have significant theoretical as well as practical implications in extending the present knowledge regarding the subdimensions and effect of HR climate on faculty retention and the suggested measures to be taken in implementing effective HR Management systems in the Higher Education Institutions. [ABSTRACT FROM AUTHOR]

This article discusses the issue of work-life balance for neurosurgeons, particularly focusing on the perspective of women in the field. It highlights the challenges faced by physicians in achieving work-life balance, including the demands of residency and the pressure to prioritize work over personal life. The article provides strategies for establishing a better work-life balance, such as time management, organization, and prioritizing self-care. It also emphasizes the role of organizations in supporting work-life balance and the importance of self-care for overall well-being. [Extracted from the article]

Copyright of Revista Ciência & Saúde Coletiva is the property of Associacao Brasileira de Pos-Graduacao em Saude Coletiva and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

A statement of teaching philosophy is a written document that summarizes an educator's beliefs about teaching and learning. It is commonly required in job applications and tenure dossiers for dance educators. The statement should include core beliefs about teaching, teaching methods, and strategies for assessing student learning. It should also address evidence for the methods used and conclude with a summary of values and beliefs. Writing a statement of teaching philosophy can help educators clarify their beliefs and goals, and it should be sincere, well-considered, and unique. [Extracted from the article]

Purpose: The emergence of new technologies – particularly generative AI tools – will accelerate the pace of change within the HR function and the organisation, as well as the level of preparation required. Within this context, this study aims to outline what businesses can do to prepare for this increasing digitalisation. Design/methodology/approach: This study approaches preparation from two levels. The first is ensuring that the HR function itself is prepared, with the right people and skills in the right places to effectively implement these new technologies. The second focuses on preparation as a change management process. In doing so, it reviews published original CRF research (itself based on surveys and interviews with senior HR practitioners, as well as literature reviews). Findings: To prepare itself for digitalisation, HR will need to carefully and strategically consider the profile of people needed within the function in the future, upskill and reskill to prepare for new technologies and foster partnerships that transcend traditional boundaries. HR will also need to play a leading role in overseeing digitalisation as a transformation process, particularly by establishing clear and transparent communication strategies, involving employees in decision-making where possible and supporting employees to make the best use of new technologies. Originality/value: This research not only focuses on the technical skills relating to digitalisation, but also views digitalisation as a change management process. The research also draws on original 2023 CRF research into digital skills among the HR Business Partner community and concludes that there is much more to be done to prepare organisations for the increasing digitalisation of HR. [ABSTRACT FROM AUTHOR]

Copyright of Revista Foco (Interdisciplinary Studies Journal) is the property of Revista Foco and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This invited commentary critically examines the article "The resurrection of vocational interests in human resources research and practice: Evidence, challenges, and a working model" by Wille and De Fruyt. It offers additional perspectives on expanding the discussion on interests within human resources (HR), supporting leaders in conducting career conversations, and integrating career education into HR practices. The commentary emphasizes the importance of considering organizational interests, training leaders for effective dialog, and providing career development opportunities. By addressing these areas, HR practices can better align individual aspirations with organizational goals and enhance employee engagement and long‐term employability. Practitioner points: Continued assessment of interests becomes essential to allow workers to explore and expand their interests.The role of leaders is especially relevant when it comes to individuals who need more clarity about what they might or might not achieve in their present positions within the organization.Organizations, organizational communities, and HR professionals have relevant roles in forming citizens and workers through career education. [ABSTRACT FROM AUTHOR]

Uganda's Health Sector Development Plan (2015/16 through 2019/2020) noted that most referrals for treatment abroad were for organ transplant services that cost the government >5.6 million USD. The government of Uganda has invested in building the capacity for organ donation and transplantation services by training human resources personnel and setting up infrastructure in Kampala, where these services can be accessed. However, there is no information on the readiness of communities and the scientific community to embrace (communities) or undertake (science) organ transplantation in the country. We set out to assess knowledge and attitudes about organ donation and transplantation among the urban population in Kampala. We conducted a cross-sectional survey among 395 participants from the urban population of Kampala at Garden City Mall, Wandegeya market, and Nakawa market from 28 May through 7 June 2021. We asked about knowledge of organ donation and transplantation, collected sociodemographic data, and performed a sentiment analysis of participants' attitudes toward organ donation and transplantation. The M:F ratio of participants was 1:1; the majority (55.9%) of participants were Baganda, two-thirds of participants knew about organ donation, and 90% of participants did not know of any government policy on organ donation and transplantation. Radio/television was the most common source of information, and the kidney was the most frequently transplanted organ. Overall, there were 94.3% and 93.2% positive sentiments toward organ transplantation and organ donation, respectively. The need for stricter laws governing organ donation and transplantation, corruption, and fear were the main negative sentiments expressed by participants. Sensitization of the community is required regarding government policy on organ donation and transplantation, and this should be communicated through radio/television and social media. There was a positive attitude toward organ donation and transplantation. [ABSTRACT FROM AUTHOR]

The objective of the research on which this article is based was to comprehend the impact of career commitment and employee competency on the career management of information technology (IT) professionals in the Kathmandu Valley. The study employed an exploratory research design, drawing on social cognitive theory. Data were analysed using quantitative methods, specifically descriptive and inferential analysis, utilising a structured questionnaire. The study employed convenience sampling to collect data from 232 IT workers in Kathmandu Valley, utilising the KOBO Toolbox for data collection. Structural equation modelling (SEM) was employed for data analysis. The experience of stress and burnout, as well as feelings of inadequate confidence and insufficient training, are significant impediments to career management among IT professionals. The findings of the SEM analysis indicate that there exists a statistically significant relationship between career commitment and employee competency with respect to career management. The field of career management for IT professionals is currently in its nascent stage in Nepal. However, with increasing awareness among employers and individuals, its importance is steadily gaining momentum. Thus, it is imperative for HR managers to establish effective policies that facilitate the professional growth of employees. [ABSTRACT FROM AUTHOR]

Purpose: This study investigates when and for whom job crafting may turn into job quitting. The authors hypothesize that approach job crafting relates more positively to turnover intentions and subsequent voluntary job changes among employees with (a) high (vs low) need for career challenges and (b) those with high (vs low) self-esteem. Design/methodology/approach: Data were collected from 575 employees of a large public organization in the Netherlands with two measurement moments three months apart. Hypotheses were tested using cross-lagged regression analyses and path modeling. Findings: Supporting the hypotheses, approach crafting related positively to an increase in turnover intentions only among employees with high need for challenge or high self-esteem. Moreover, via turnover intentions at Time 1, approach crafting related positively to the voluntary job change at Time 2 for employees with (a) high need for challenge, as well as those with (b) high self-esteem. These findings held after controlling for avoidance crafting. Research limitations/implications: This study has been conducted in a relatively homogenous sample. Future research may test the predictions in a more heterogeneous sample, including participants from different cultural and economic contexts. Practical implications: The authors advise human resource (HR) professionals to facilitate the job crafting efforts of employees with a high need for challenge and those with high self-esteem because these groups are particularly at risk of voluntarily quitting their jobs. Adopting insights from the wise proactivity model may help ensure that job crafting benefits both employees and employers. Originality/value: This study brings clarity to the inconsistent relationships between job crafting and job quitting by using the wise proactivity model as an explanatory framework. [ABSTRACT FROM AUTHOR]

Introduction: Outsourcing, one of the nonstandard employment forms, has been increasingly popular with a wide variety of industries and employers. However, much less is known about its consequences at the employee level, especially relative to standard-employed colleagues. Drawing on social categorization theory and the human resource architecture model, the study was to investigate how outsourced (vs. standard) employment form impacts employees' perceived insider status and then job performance, as well as the moderating role of job value status. Methods: To examine these effects, we collected two-wave and multi-source questionnaires from a sample of 147 outsourced employees, 279 standard employees, and their immediate supervisors. And interviews with 31 employees, their supervisors, and human resources personnel provided further support for our findings. Results: The results showed that relative to standard employees, outsourced employees were lower in perceived insider status and indirectly worse in job performance. Furthermore, both the comparative effects were stronger among core-status than peripheral-status employees. Discussion: Our study contributes to outsourcing and widely nonstandard employment literature, bringing the research focus from employers to outsourced employees' psychological and behavioral consequences. Also, we extended literature on the human resource architecture, through a deeper investigation on the issue of employment form-job value status (mis)matching as well as its impacts on employees. [ABSTRACT FROM AUTHOR]

In this paper, we draw on qualitative data from 21 women working in diverse Science, Technology, Engineering and Math (STEM) fields in Lebanon to explore how they experienced gendered microaggressions at work and how they navigated them. We use the subcategories of gendered microaggressions developed by Nadal (2010) to highlight the various micro aggressive behaviors the women faced including aspects of micro-assaults, microinsults, and microinvalidations. We then provide four navigation tactics the women adopted to address these microaggressions. This research on women in STEM careers in Lebanon extends and contributes to the gender and organization literature in multiple ways, and highlights implications for human resource management professionals and career counselors. [ABSTRACT FROM AUTHOR]

The development of computer technology promotes the emergence of a large amount of data. How to mine the required information from the massive data has become a problem that needs to be considered by enterprise human resources. In view of the data-based requirements of enterprise human resource management in the era of data, this paper studies the use of decision tree technology for data mining of enterprise employees, and on this basis, uses the improved AdaBoost-c4.5 algorithm to carry out experiments on personnel recruitment in human resource departments. The experimental results show that the performance of the algorithm is relatively stable in five cycles, and reaches 83.27% in the fifth cycle. On this basis, the AdaBoost-c4.5 algorithm is compared with ID3 algorithm and C4.5 algorithm. The results show that the performance of AdaBoost-c4.5 algorithm is improved compared with the two algorithms, and in the specific application of enterprise employee recruitment, it can effectively improve the processing of incomplete data in the case of incomplete data, but when the number of iterations reaches more than 10 times, its accuracy will not be improved. This shows that the performance of this algorithm has reached a critical value. If the number of iterations can be reduced, better results can be obtained. At the same time, through comparison with SOC curve, it is found that AdaBoost-c4.5 algorithm has lower cost and is more operable, which has practical significance in actual personnel recruitment. [ABSTRACT FROM AUTHOR]

The close-up visual inspection of bridges faces several problems, including a lack of financial resources and human personnel. Hence, there has been increasing use of artificial intelligence (AI) and information and communications technology (ICT) to solve them. We previously investigated remote inspection—in which skilled engineers provided on-site support from a remote location—with the aim of reducing the labor required for on-site work and addressing the lack of personnel through the use of AI and ICT. Sharing images of bridges from inspection sites to remote locations via the Internet enables remote assessment of the sites and the ability to consider and diagnose damage. Mobile communications can be used to upload images, although the volume of image data required for inspection can be enormous and take considerable time to upload. Consequently, in this study, we investigated image uploads using 5G communication—that is, the fifth-generation technology standard for broadband cellular networks. Moreover, we measured the upload times when using 4G and 5G services and examined their operation based on differences in the communication environments. We concluded that the simulated remote inspection can be efficiently performed by adjusting the inspection method to the communication environment. [ABSTRACT FROM AUTHOR]

The article focuses on the importance of the OD consultant's own reactions and self-awareness in their work. It highlights the need for consultants to be authentic and not to hide behind their role, emphasizing the significance of human connections and openness in effective organizational development interventions.

The study examines the influence of workplace spirituality and individual spirituality on employee commitment and the role of gender and age as moderating variable. It was conducted among bank employees from various public and private banks in India’s northern region. Employees’ spirituality had a beneficial influence on their commitment to work as per Partial Least Square-Structural Equation Modeling (PLSSEM). Also, it was revealed that age and gender had no substantial moderating influence on employee commitment. This study would serve as a valuable resource for HR professionals and management teams who are looking to create a culture of spiritual engagement in their organizations. It may also assist employees in developing a sense of fulfillment in their job, which would boost their productivity and commitment. [ABSTRACT FROM AUTHOR]

Purpose: This paper aims to present a novel framework for an artificial intelligence (AI)-powered Employee Experience Management (EXM) platform that addresses strategic HR concerns such as employee engagement, personal and professional development and job satisfaction. Design/methodology/approach: This paper conducted a comprehensive study of the applications of AI technology in HR management and workforce development between 2020 and 2023. The study results were then contextualized in the context of EXM to identify an innovative employee-centered framework. Findings: This paper presents a novel framework comprising three essential elements: advanced sentiment analytics, context-sensitive career crafting and augmented mentorship. These elements are introduced with the purpose of enhancing the employee experience by leveraging AI technology to provide personalized support. Originality/value: This paper presents possibilities and priorities in designing the next generation of EXM platforms. Furthermore, this paper offers criteria for evaluating and selecting emerging EXM technologies to guide organizations in adopting future EXM platforms. [ABSTRACT FROM AUTHOR]

InMalaysia, small and medium enterprises (SMES) account for the majority of workplace accidents. SMEs encounter challenges in achieving effective safety performance due to limitations in organisational resource in managing occupational safety risks. Scholars have a unified agreement on the substantial factor that contributes towards accident and injury, which is human factor namely unsafe behaviour. On the other hand, scholars advocated that leadership is an effective approach in encouraging safety behaviour at work, especially among SME workers. Through the conceptualization of Transformational-Transactional Leadership Theory and models established by previous studies, this paper proposed to model of both leadership styles in effecting safety behaviour as well as safety performance. A total of 107 responses were collected from Safety and Health / Human Resource personnel who work in the SME (manufacturing) firms in the northern region of Malaysia. In this research, a questionnaire was constructed by adapting items from previous studies. SmartPLS 3.2.9 was used to analyse the data by applying partial least square-structural equation modelling (PLS-SEM) analyses. The results of this research showed that safety behaviour had a substantial effect on safety performance. Furthermore, a significant mediating effect of safety behaviour could be found in the relationship between transformational and transactional leadership on safety performance. This research contributes to the existing body of knowledge by offering an alternative model that has been empirically validated which can be employed as a reference by academia and industry to explain the significant role of transformationaltransactional leadership towards overall safety performance for SME manufacturing industry. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to examine emotional intelligence (EI) and organizational communication as predictors of teamwork effectiveness among bank employees in Nigeria. The Nigerian banking industry suffered financial crisis, leading to depression, following inability to meet standards of the regulatory body. With current emphasis on teamwork for business growth, literatures suggest EI and organizational communication as predictors for teamwork effectiveness. Design/methodology/approach: A cross-sectional survey of 230 bank employees, selected through multistage sampling, using a valid and reliable structured questionnaire that incorporated all research variables was used for data collection. A questionnaire containing the research scales was administered and data were collected. Findings: Positive relationship was established between perceived teamwork effectiveness and components of EI, including self-emotion appraisal, other's emotion appraisal (OEA), actual use of emotion and regulation of emotion (ROE) and perceived organizational communication effectiveness. Hierarchical regression analysis reveals that age, gender, job status and educational qualification jointly predicted teamwork effectiveness, although only educational qualification contributed significantly. The inclusion of EI dimensions showed that only OEA, actual use of emotion and ROE were significant predictors, along with organizational communication. Research limitations/implications: Data collected were based on self-report of the participants. It is advised that more objective measures could be devised. The findings are limited to the banking industry and cannot be generalized to other work organizations. The research was conducted in Nigeria, a developing country; thus, the findings may not be generalized to the developed nations. Practical implications: Educational factor could be applied in engaging team members. On the alternative, commercial banks should invest in periodic training programs to enhance employee communication skills and EI. Human resources personnel could use these research outcomes to enhance the selection and placement of employees in commercial banks. By these research findings the adequacies of some psychological theories in explaining team effectiveness have been empirically implicated, and the literature on team effectiveness has been increased. Consequently, commercial banks should invest in periodic training programs to enhance employee communication skills and EI, and use these findings to enhance selection and placement in Nigerian banks. It is evident from the results of the present study that the more educated team members are the more likely their teams would be effective in the teamwork. However, periodic training (both off the job and on the job) on EI and its pertinent dimensions, and adoption of appropriate communication styles, could be used to compliment educational deficiencies. Thus, the less educated persons could function adequately in teams if they receive the empowerment. The human resources managers are to note that new bank employees would be better team players when there are adequate orientated on programs on how towards effective to communicate at teamwork functions. Social implications: It is evident from these research findings that EI and appropriate organizational communication are behavioral tools that could enhance team interaction and consequently improve team effectiveness. Originality/value: It is revealed how teams could be made effective through the combined factors of EI and organizational communication, especially among bank employees in Nigeria. Unlike some other studies, this research discovered the specific EI factors that could enhance team effectiveness, not just general EI. It empirically validated some theories that are proposed in relation to EI and organizational communication. This study showcased how teams could be made more effective in the banking sector of the Nigerian economy. [ABSTRACT FROM AUTHOR]

This study aims to describe the application of the personnel service application system (SAPK) at the Minahasa Regency Personnel and Human Resources Development Agency. This study uses a qualitative descriptive approach. The results indicate that the application of the personnel service application system, especially the pension application, has been running quite well with human resources who can manage SAPK, software that can be used easily and function well, as well as an established internet network. Clarity of procedures for implementing the SAPK policy as regulated in the Regulation of the Head of the State Personnel Agency Number 20 of 2008 concerning SAPK, the availability of hardware in the form of printers, software, and computer networks that support the implementation and implementation of SAPK. [ABSTRACT FROM AUTHOR]