Organizational citizenship behavior pertains to the voluntary actions undertaken by individuals inside an organization to enhance its overall efficacy, especially in the absence of express acknowledgment from the formal incentive system. This study aims to investigate the role of work engagement and affective commitment in mediating the effect of perceived organizational support on organizational citizenship behavior. This quantitative design uses survey methodologies by sending questionnaires to frontline staff in budget hotels in Medan, Indonesia. The sample includes 225 frontline employees with at least a year of experience working in budget hotels in Medan, Indonesia. Data were collected through a Likert scale questionnaire and analyzed using SEM-PLS processed with SmartPLS 4.0 software. The findings suggest a significant relationship between perceived organizational support, work engagement, affective commitment, and organizational citizenship behavior (p < 0.05). In addition, the influence of perceived organizational support on work engagement and affective commitment is noteworthy (p < 0.05). Organizational citizenship behavior is affected by perceived organizational support through work engagement (p < 0.05) and affective commitment (p < 0.05). The results have significant ramifications for organizations. Organizations should establish frameworks that foster employee engagement and dedication. In addition, organizations should actively promote and incentivize employees to dedicate their time, exertion, and innovative thoughts for the betterment of their colleagues and the organization.
Pub Date : 2024-03-11DOI: 10.21511/ppm.22(1).2024.42
Baphiwe Daweti, N. Khumalo, Pauline Edwige Ngo-Henha
Academic employees face declining working conditions that may reduce the level of commitment to resource-constrained public higher education institutions. The purpose of the study is to examine whether strong social interactions at work affect academic employee commitment amid a poor state of physical working conditions in under-resourced public higher education institutions. A cross-sectional survey obtained data from 63 academic employees across six faculties at a large, under-resourced public higher education institution located in the province of KwaZulu-Natal, South Africa. Academic employees taught many under-prepared students, primarily from previously disadvantaged backgrounds, using limited physical resources. The linear regression (r = –.0.52, CR = 3.21, p = < .001) results showed that stable social interactions were associated with high employee commitment in resource-constrained institutions. Academic employees remain highly committed to the institution despite the poor physical working conditions. The study extends the affective perspective by showing that employees build regular social interactions to remain highly committed and overlook limited access to physical workplace resources. Leaders ought to create regular social interaction opportunities between employees to foster high employee commitment amid inadequate physical working conditions.
{"title":"The impact of working conditions on commitment of academic employees: A socio-affective perspective","authors":"Baphiwe Daweti, N. Khumalo, Pauline Edwige Ngo-Henha","doi":"10.21511/ppm.22(1).2024.42","DOIUrl":"https://doi.org/10.21511/ppm.22(1).2024.42","url":null,"abstract":"Academic employees face declining working conditions that may reduce the level of commitment to resource-constrained public higher education institutions. The purpose of the study is to examine whether strong social interactions at work affect academic employee commitment amid a poor state of physical working conditions in under-resourced public higher education institutions. A cross-sectional survey obtained data from 63 academic employees across six faculties at a large, under-resourced public higher education institution located in the province of KwaZulu-Natal, South Africa. Academic employees taught many under-prepared students, primarily from previously disadvantaged backgrounds, using limited physical resources. The linear regression (r = –.0.52, CR = 3.21, p = < .001) results showed that stable social interactions were associated with high employee commitment in resource-constrained institutions. Academic employees remain highly committed to the institution despite the poor physical working conditions. The study extends the affective perspective by showing that employees build regular social interactions to remain highly committed and overlook limited access to physical workplace resources. Leaders ought to create regular social interaction opportunities between employees to foster high employee commitment amid inadequate physical working conditions.","PeriodicalId":20521,"journal":{"name":"Problems and perspectives in management","volume":"83 9","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-03-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140251922","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-03-08DOI: 10.21511/ppm.22(1).2024.41
Alina M. Zapalska, Robin McCutcheon
The objective was to identify the firms’ short-run and long-run strategies that contributed to firms’ development, job creation and economic growth of local economies, and employees’ and customers’ satisfaction across all Butler’s stages of development. The results indicate that the firms have been successful supporting environmental sustainability, conservation of natural resources, and protection of cultural elements of local communities. During the Covid-19 shutdown, the female entrepreneurs assessed past strategies, invested in development and production of new and better-quality products and services, advanced employees’ and entrepreneurial skills, and transformation of digital and production infrastructure. The study identified the importance of government policies critical for entrepreneurship success, particularly during global crises. The paper illustrates several lessons focused specifically on fostering a supportive work environment that enables firms to endure through and successfully recover from market shocks or global crises. The study concludes that all female entrepreneurs were experienced, motivated, visionary, goal-oriented, and innovative regarding their entrepreneurial undertakings while focusing on understanding the needs and maximizing employee and customer satisfaction. The resiliency they developed enabled them to stay focused on their goals and maintain successful operations while facing insufficient financial and non-financial support, market challenges, and global crises.
{"title":"Tourism and hospitality industry: A case study of Polish female firms","authors":"Alina M. Zapalska, Robin McCutcheon","doi":"10.21511/ppm.22(1).2024.41","DOIUrl":"https://doi.org/10.21511/ppm.22(1).2024.41","url":null,"abstract":"The objective was to identify the firms’ short-run and long-run strategies that contributed to firms’ development, job creation and economic growth of local economies, and employees’ and customers’ satisfaction across all Butler’s stages of development. The results indicate that the firms have been successful supporting environmental sustainability, conservation of natural resources, and protection of cultural elements of local communities. During the Covid-19 shutdown, the female entrepreneurs assessed past strategies, invested in development and production of new and better-quality products and services, advanced employees’ and entrepreneurial skills, and transformation of digital and production infrastructure. The study identified the importance of government policies critical for entrepreneurship success, particularly during global crises. The paper illustrates several lessons focused specifically on fostering a supportive work environment that enables firms to endure through and successfully recover from market shocks or global crises. The study concludes that all female entrepreneurs were experienced, motivated, visionary, goal-oriented, and innovative regarding their entrepreneurial undertakings while focusing on understanding the needs and maximizing employee and customer satisfaction. The resiliency they developed enabled them to stay focused on their goals and maintain successful operations while facing insufficient financial and non-financial support, market challenges, and global crises.","PeriodicalId":20521,"journal":{"name":"Problems and perspectives in management","volume":"44 18","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-03-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140076807","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-03-07DOI: 10.21511/ppm.22(1).2024.40
L. Hauptman, Berislav Žmuk, Nikolina Dečman
Governments are working toward cultivating a culture of tax compliance, recognizing that taxpayers exhibit diverse motivations for fulfilling their tax obligations, resulting in varying levels of reported tax compliance. This paper aims to investigate behavioral intentions with a specific focus on resistance-cooperation motivational postures and their link with tax compliance (voluntary and enforced) and tax evasion between Slovene taxpayers (n = 390). Inter-item correlations next to descriptive statistical methods were calculated using the PLS-SEM approach to explore the motivational postures, tax compliance, and tax evasion characteristics. The survey has shown that most surveyed Slovene taxpayers tend to agree with motivational postures, voluntary tax compliance, and enforced tax compliance statements. The results indicate that motivational posture deference has positive links with both voluntary tax compliance (r = 0.692, p < 0.001) and enforced tax compliance (r = 0.253, p < 0.001), but a negative link with the attitude toward tax evasion (r = –0.404, p < 0.001). Conversely, motivational posture defiance exhibits a negative link with voluntary tax compliance (r = –0.149, p = 0.006) and a positive link with the attitude toward tax evasion (r = 0.229, p < 0.001). The link between defiance and enforced tax compliance is not statistically significant (r = 0.068, p = 0.379). The results indicate that tax authorities should avoid adopting an antagonistic climate and instead focus on fostering positive tax climates, specifically the service and confidence climates, when implementing tax communication strategies with taxpayers.
{"title":"Tax governance in compliance: The role of motivational postures and behavioral intentions","authors":"L. Hauptman, Berislav Žmuk, Nikolina Dečman","doi":"10.21511/ppm.22(1).2024.40","DOIUrl":"https://doi.org/10.21511/ppm.22(1).2024.40","url":null,"abstract":"Governments are working toward cultivating a culture of tax compliance, recognizing that taxpayers exhibit diverse motivations for fulfilling their tax obligations, resulting in varying levels of reported tax compliance. This paper aims to investigate behavioral intentions with a specific focus on resistance-cooperation motivational postures and their link with tax compliance (voluntary and enforced) and tax evasion between Slovene taxpayers (n = 390). Inter-item correlations next to descriptive statistical methods were calculated using the PLS-SEM approach to explore the motivational postures, tax compliance, and tax evasion characteristics. The survey has shown that most surveyed Slovene taxpayers tend to agree with motivational postures, voluntary tax compliance, and enforced tax compliance statements. The results indicate that motivational posture deference has positive links with both voluntary tax compliance (r = 0.692, p < 0.001) and enforced tax compliance (r = 0.253, p < 0.001), but a negative link with the attitude toward tax evasion (r = –0.404, p < 0.001). Conversely, motivational posture defiance exhibits a negative link with voluntary tax compliance (r = –0.149, p = 0.006) and a positive link with the attitude toward tax evasion (r = 0.229, p < 0.001). The link between defiance and enforced tax compliance is not statistically significant (r = 0.068, p = 0.379). The results indicate that tax authorities should avoid adopting an antagonistic climate and instead focus on fostering positive tax climates, specifically the service and confidence climates, when implementing tax communication strategies with taxpayers.","PeriodicalId":20521,"journal":{"name":"Problems and perspectives in management","volume":"39 6","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-03-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140077055","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-03-04DOI: 10.21511/ppm.22(1).2024.39
Radka Prokešová, M. Červený, Valérie Tóthová, I. Brabcová, Jiří Vlček
Missed and unfinished nursing care in hospitals depends on the quality of human resources. This paper aims to analyze the influence of selected work characteristics on missing and incomplete nursing care in inpatient wards of Czech hospitals. The relationship between the rate of missed and unfinished nursing care and selected work characteristics was studied using the Czech version of the standardized questionnaire, the MISSCARE Survey. The study was conducted from September 26, 2021, to October 15, 2021. Controlled interviews with 1,205 nurses working in ward blocks in Czech hospitals were used. The research results showed statistically significant connections between selected work characteristics and missed and unfinished nursing care. Nurses with the highest level of education (Master, Ph.D.), nurses with specialized education, nurses with the lowest number of working hours (less than 30 hours per week), and nurses with the highest number of years of work experience (21 years and over) show a significantly lower rate of missed nursing care. Nurses from surgical departments, specialist nurses, and nurses with the highest education (Master, Ph.D.) report statistically significantly lower unfinished care levels. In contrast, nurses from regional/district hospitals, practical nurses/nursing assistants, and nurses with the lowest education (secondary school of nursing) report significantly higher unfinished nursing care levels. The information obtained can be used to improve nursing processes in the identified weak parts, strategic planning of nursing care, and sufficient personnel. AcknowledgmentsI would like to express my gratitude to co-authors and other members of the research team – Hana Hajduchová, Chloubová Ivana, Hana Kubešová, Josef Malý, Martin Doseděl, Ondřej Tesař, and Kateřina Malá-Ládová, without whose support the article could not have been published.Supported by the Ministry of Health of the Czech Republic, grant no. NU20-09-00257. All rights reserved.
{"title":"The influence of selected work characteristics on missed and unfinished nursing care in hospitals: Evidence from the Czech Republic","authors":"Radka Prokešová, M. Červený, Valérie Tóthová, I. Brabcová, Jiří Vlček","doi":"10.21511/ppm.22(1).2024.39","DOIUrl":"https://doi.org/10.21511/ppm.22(1).2024.39","url":null,"abstract":"Missed and unfinished nursing care in hospitals depends on the quality of human resources. This paper aims to analyze the influence of selected work characteristics on missing and incomplete nursing care in inpatient wards of Czech hospitals. The relationship between the rate of missed and unfinished nursing care and selected work characteristics was studied using the Czech version of the standardized questionnaire, the MISSCARE Survey. The study was conducted from September 26, 2021, to October 15, 2021. Controlled interviews with 1,205 nurses working in ward blocks in Czech hospitals were used. The research results showed statistically significant connections between selected work characteristics and missed and unfinished nursing care. Nurses with the highest level of education (Master, Ph.D.), nurses with specialized education, nurses with the lowest number of working hours (less than 30 hours per week), and nurses with the highest number of years of work experience (21 years and over) show a significantly lower rate of missed nursing care. Nurses from surgical departments, specialist nurses, and nurses with the highest education (Master, Ph.D.) report statistically significantly lower unfinished care levels. In contrast, nurses from regional/district hospitals, practical nurses/nursing assistants, and nurses with the lowest education (secondary school of nursing) report significantly higher unfinished nursing care levels. The information obtained can be used to improve nursing processes in the identified weak parts, strategic planning of nursing care, and sufficient personnel.\u0000AcknowledgmentsI would like to express my gratitude to co-authors and other members of the research team – Hana Hajduchová, Chloubová Ivana, Hana Kubešová, Josef Malý, Martin Doseděl, Ondřej Tesař, and Kateřina Malá-Ládová, without whose support the article could not have been published.Supported by the Ministry of Health of the Czech Republic, grant no. NU20-09-00257. All rights reserved.","PeriodicalId":20521,"journal":{"name":"Problems and perspectives in management","volume":"171 3","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-03-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140265713","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Mission and vision play an essential role in strategic management. They are the philosophical foundation and strategic direction of higher education, serving as a guide, inspiration, and control tool to achieve organizational goals. Therefore, this study aims to investigate the relevance and impact of mission and vision on academic services provided by Indonesian higher education institutions through governance and human resources. The research instrument is based on relevant literature and uses a Likert scale to measure implementation, socialization, and effectiveness of mission and vision, academic services, governance, and human resources. Data were collected using the online random sampling method, and the number of respondents was 10,937 lecturers. The study uses a serial mediation analysis to test the hypotheses. The research results show that governance and human resources positively affect academic services. As a mediator variable, they can improve academic services. The results highlight the significant contribution of mission and vision to governance. Governance also contributes significantly to human resource management. Human resources can boost academic services. This study emphasizes the importance of the university’s mission and vision, namely the philosophical foundation and strategic direction of academic services supported by appropriate human resources and good governance.
Pub Date : 2024-02-29DOI: 10.21511/ppm.22(1).2024.37
Sania Khan, Shah Faisal, George Thomas
The rise in talent management complications led organizations to rely on the latest technologies to automate their routine HRM tasks through AI. This study proposed to examine fundamental aspects of AI in talent acquisition (cost-benefit, opportunities, and risk factors) from the context of strategic analysis and decision-making. 52 respondents from HRM and the information technology departments from fifteen large dairy enterprises, each with more than one thousand employees, were included in the focus group discussion. Both departments were included in the focus group discussion as they heavily employ AI in talent acquisition. The opinions were collected in multiple rounds based on the cost, benefit, opportunity, and risk criteria using the analytical hierarchy process, a multi-criteria decision-making framework. The findings demonstrated that most respondents opinioned AI supports talent acquisition with many opportunities (38.7%) that involve the identification of the best applicants (18.7%) and different benefits (33.2%) to the organization in the form of saving time and cost (16.1%) leading to higher efficacy. The study infers that the application of AI in HRM significantly contributes to talent acquisition, streamlining processes, improving efficiency, and enhancing decision-making. The study recommends that implementing AI in talent acquisition requires a strategic approach, and organizations need to consider factors such as data privacy, ethical use of AI, and ongoing training to ensure successful integration into their hiring processes. Additionally, regular monitoring and adjustments are essential to optimize the effectiveness of AI tools in talent acquisition. AcknowledgmentThe authors of this article would like to thank Prince Sultan University for its financial and academic support for this publication.
{"title":"Exploring the nexus of artificial intelligence in talent acquisition: Unravelling cost-benefit dynamics, seizing opportunities, and mitigating risks","authors":"Sania Khan, Shah Faisal, George Thomas","doi":"10.21511/ppm.22(1).2024.37","DOIUrl":"https://doi.org/10.21511/ppm.22(1).2024.37","url":null,"abstract":"The rise in talent management complications led organizations to rely on the latest technologies to automate their routine HRM tasks through AI. This study proposed to examine fundamental aspects of AI in talent acquisition (cost-benefit, opportunities, and risk factors) from the context of strategic analysis and decision-making. 52 respondents from HRM and the information technology departments from fifteen large dairy enterprises, each with more than one thousand employees, were included in the focus group discussion. Both departments were included in the focus group discussion as they heavily employ AI in talent acquisition. The opinions were collected in multiple rounds based on the cost, benefit, opportunity, and risk criteria using the analytical hierarchy process, a multi-criteria decision-making framework. The findings demonstrated that most respondents opinioned AI supports talent acquisition with many opportunities (38.7%) that involve the identification of the best applicants (18.7%) and different benefits (33.2%) to the organization in the form of saving time and cost (16.1%) leading to higher efficacy. The study infers that the application of AI in HRM significantly contributes to talent acquisition, streamlining processes, improving efficiency, and enhancing decision-making. The study recommends that implementing AI in talent acquisition requires a strategic approach, and organizations need to consider factors such as data privacy, ethical use of AI, and ongoing training to ensure successful integration into their hiring processes. Additionally, regular monitoring and adjustments are essential to optimize the effectiveness of AI tools in talent acquisition.\u0000AcknowledgmentThe authors of this article would like to thank Prince Sultan University for its financial and academic support for this publication.","PeriodicalId":20521,"journal":{"name":"Problems and perspectives in management","volume":"15 11","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-02-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140413139","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-02-28DOI: 10.21511/ppm.22(1).2024.36
Khaled Al Shawabkeh
Developing a sustainable competitive advantage has emerged as a pivotal objective for organizations due to the dynamic and constantly evolving business environment, challenges modern organizations encounter, rapid market fluctuations, and intense competition. This study aims to examine the impact of strategic agility on sustainable competitive advantage and the mediating role of strategic renewal within an emerging economy such as Jordan. The study collected data from 217 executives holding senior and intermediate positions in telecommunications companies in Jordan. This paper utilized partial least squares structural equation modeling (PLS-SEM) with SmartPLS4 software to test hypotheses and assess the measurement and structural models. According to the findings, strategic agility has a significant positive impact on sustainable competitive advantage (β = 0.590, t = 8.042, p ≤ 0.000) and high explanation power (R2 = 0.828), which means that 82.8% of the variance in sustainable competitive advantage has been explained by strategic agility and strategic renewal. Moreover, strategic renewal partially mediates the relationship between strategic agility and sustainable competitive advantage. In addition, the study revealed that the model’s predictive power was medium. This paper contributes to the body of knowledge and existing literature about the impact of strategy renewal and agility on sustainable competitive advantage in Jordanian telecommunications companies. Organizations incorporating strategic agility and renewal into their strategy can manage uncertainties, swiftly adjust to changes, and attain sustainable competitive advantage.
{"title":"The impact of strategic agility on sustainable competitive advantage: The mediating role of strategic renewal at Jordanian telecommunication companies","authors":"Khaled Al Shawabkeh","doi":"10.21511/ppm.22(1).2024.36","DOIUrl":"https://doi.org/10.21511/ppm.22(1).2024.36","url":null,"abstract":"Developing a sustainable competitive advantage has emerged as a pivotal objective for organizations due to the dynamic and constantly evolving business environment, challenges modern organizations encounter, rapid market fluctuations, and intense competition. This study aims to examine the impact of strategic agility on sustainable competitive advantage and the mediating role of strategic renewal within an emerging economy such as Jordan. The study collected data from 217 executives holding senior and intermediate positions in telecommunications companies in Jordan. This paper utilized partial least squares structural equation modeling (PLS-SEM) with SmartPLS4 software to test hypotheses and assess the measurement and structural models. According to the findings, strategic agility has a significant positive impact on sustainable competitive advantage (β = 0.590, t = 8.042, p ≤ 0.000) and high explanation power (R2 = 0.828), which means that 82.8% of the variance in sustainable competitive advantage has been explained by strategic agility and strategic renewal. Moreover, strategic renewal partially mediates the relationship between strategic agility and sustainable competitive advantage. In addition, the study revealed that the model’s predictive power was medium. This paper contributes to the body of knowledge and existing literature about the impact of strategy renewal and agility on sustainable competitive advantage in Jordanian telecommunications companies. Organizations incorporating strategic agility and renewal into their strategy can manage uncertainties, swiftly adjust to changes, and attain sustainable competitive advantage.","PeriodicalId":20521,"journal":{"name":"Problems and perspectives in management","volume":"12 3","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-02-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140419883","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-02-26DOI: 10.21511/ppm.22(1).2024.35
Andriana Kostenko, Volodymyr Semenov, Oksana Osetrova, O. Kubatko, M. Nazarov, Vitalii Stepanov
The full-scale russian invasion of Ukraine led to numerous physical and moral challenges. The paper aims to estimate the role of family as a social resilience driver in managing wartime challenges on a regional level. It used the online survey method based on Google Forms and online focus-group interviews in September-November 2022. Household members (1,089 respondents) of Kyiv, Lviv, Zakarpattia, Mykolaiv, Sumy, Chernihiv, and Dnipropetrovsk territorial communities were surveyed. Most respondents generally positively assess Ukraine’s prospects; 59% believe that the situation in the country will most likely improve. During war escalation, 67.2% of respondents waited for family support, and 48.8% helped their relatives, but relying on family support did not increase their safety expectations. In communities that did not increase their activity level in response to the war by one percentage point, the “feeling unsafe” responses increased by 1.8 percentage points, which means that an active civil position is also responsible for feeling safe (other things being equal) and increasing society’s resilience. At the same time, even in wartime, the indicators of social atomization are quite high, as 46.2% relied only on themselves and solved their problems independently, without anyone’s help. Therefore, developing family relations is one of the effective mechanisms for raising internal human resources to manage wartime challenges. AcknowledgmentThis study was supported by a project “Digital transformations to ensure civil protection and post-war economic recovery in the face of environmental and social challenges” (№0124U000549) and “Economic and energy security of Ukraine in the conditions of war and post-war reconstruction: disruptive technologies for sustainable development” (№0123U103593).
{"title":"Resilience and vulnerability of Ukrainians: The role of family during the war","authors":"Andriana Kostenko, Volodymyr Semenov, Oksana Osetrova, O. Kubatko, M. Nazarov, Vitalii Stepanov","doi":"10.21511/ppm.22(1).2024.35","DOIUrl":"https://doi.org/10.21511/ppm.22(1).2024.35","url":null,"abstract":"The full-scale russian invasion of Ukraine led to numerous physical and moral challenges. The paper aims to estimate the role of family as a social resilience driver in managing wartime challenges on a regional level. It used the online survey method based on Google Forms and online focus-group interviews in September-November 2022. Household members (1,089 respondents) of Kyiv, Lviv, Zakarpattia, Mykolaiv, Sumy, Chernihiv, and Dnipropetrovsk territorial communities were surveyed. Most respondents generally positively assess Ukraine’s prospects; 59% believe that the situation in the country will most likely improve. During war escalation, 67.2% of respondents waited for family support, and 48.8% helped their relatives, but relying on family support did not increase their safety expectations. In communities that did not increase their activity level in response to the war by one percentage point, the “feeling unsafe” responses increased by 1.8 percentage points, which means that an active civil position is also responsible for feeling safe (other things being equal) and increasing society’s resilience. At the same time, even in wartime, the indicators of social atomization are quite high, as 46.2% relied only on themselves and solved their problems independently, without anyone’s help. Therefore, developing family relations is one of the effective mechanisms for raising internal human resources to manage wartime challenges.\u0000AcknowledgmentThis study was supported by a project “Digital transformations to ensure civil protection and post-war economic recovery in the face of environmental and social challenges” (№0124U000549) and “Economic and energy security of Ukraine in the conditions of war and post-war reconstruction: disruptive technologies for sustainable development” (№0123U103593).","PeriodicalId":20521,"journal":{"name":"Problems and perspectives in management","volume":"46 16","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-02-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140431390","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-02-22DOI: 10.21511/ppm.22(1).2024.34
Masyhuri, Achmad Sudiro, Sri Palupi Prabandari, Desi Tri Kurniawati
The service industry is currently facing the era of Industry 4.0, which results in an increasing need for talents who master information and technology to increase company productivity. Innovation is one of the strategies that service companies need to improve in order to compete with other companies. Organizational learning is also a company’s effort that is used to determine and meet the increasingly diverse needs of consumers to improve company performance. This study aims to investigate the role of innovation and organizational learning as mediating variables between human capital and organizational performance. The sample consisted of 305 managers in the service industry of Indonesia using a purposive sampling technique, with the minimum sample size determined using GPower software. Data were collected using a self-reported questionnaire distributed online via a Google form. Furthermore, data were analyzed using structural equation modeling partial least squares with the SmartPLS 3 software. The results reveal that human capital significantly affects organizational performance, innovation, and organizational learning. Then, innovation and organizational learning have a significant effect on organizational performance. Furthermore, innovation and organizational learning act as mediators between human capital and organizational performance. These findings shed new light of the importance of effective human capital management in improving organizational performance. Furthermore, innovation and organizational learning are variables that can bridge the two relationships in the service industry. AcknowledgmentsThis study is funded by the Indonesia Endowment Fund for Education, Ministry of Finance of the Republic of Indonesia.
{"title":"The effect of human capital on organizational performance in the service industry 4.0: Mediation analysis from Indonesia","authors":"Masyhuri, Achmad Sudiro, Sri Palupi Prabandari, Desi Tri Kurniawati","doi":"10.21511/ppm.22(1).2024.34","DOIUrl":"https://doi.org/10.21511/ppm.22(1).2024.34","url":null,"abstract":"The service industry is currently facing the era of Industry 4.0, which results in an increasing need for talents who master information and technology to increase company productivity. Innovation is one of the strategies that service companies need to improve in order to compete with other companies. Organizational learning is also a company’s effort that is used to determine and meet the increasingly diverse needs of consumers to improve company performance. This study aims to investigate the role of innovation and organizational learning as mediating variables between human capital and organizational performance. The sample consisted of 305 managers in the service industry of Indonesia using a purposive sampling technique, with the minimum sample size determined using GPower software. Data were collected using a self-reported questionnaire distributed online via a Google form. Furthermore, data were analyzed using structural equation modeling partial least squares with the SmartPLS 3 software. The results reveal that human capital significantly affects organizational performance, innovation, and organizational learning. Then, innovation and organizational learning have a significant effect on organizational performance. Furthermore, innovation and organizational learning act as mediators between human capital and organizational performance. These findings shed new light of the importance of effective human capital management in improving organizational performance. Furthermore, innovation and organizational learning are variables that can bridge the two relationships in the service industry.\u0000AcknowledgmentsThis study is funded by the Indonesia Endowment Fund for Education, Ministry of Finance of the Republic of Indonesia.","PeriodicalId":20521,"journal":{"name":"Problems and perspectives in management","volume":"21 10","pages":""},"PeriodicalIF":0.0,"publicationDate":"2024-02-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140442115","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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