Pub Date : 2024-07-16DOI: 10.21511/ppm.22(3).2024.11
M. Elfan Kaukab
Companies try to survive and gain competitive advantage by leveraging their innovation capabilities, which need to be more accurately measured through company annual reports to provide valuable insights for investors and stakeholders. The study aims to analyze how innovation capability can be understood using innovative textual analysis based on linguistic cues to assess the level of a company’s innovation capability using secondary data from companies’ annual reports and then validated by empirical tests. The study surveyed 30 companies listed on the Indonesian Stock Exchange from various sectors and industries and applied panel data regression with a five-year time series (2018–2022). Innovation capability was an independent variable, measured by textual analysis approach, and return on assets (ROA) and return on equity (ROE) were dependent variables. Descriptive statistics showed no significant differences in innovation capability, ROA, and ROE across sectors. Correlation analysis revealed no significant association between company age and these variables. Panel data regression confirmed that innovation capability positively influences ROA (p-value 0.078) and ROE (p-value 0.035). Notably, the impact of innovation capability on ROA increased during and after the COVID-19 pandemic, highlighting its growing importance in financial performance during challenging times.
{"title":"Measuring innovation capability and its effects on financial performance using companies’ annual reports","authors":"M. Elfan Kaukab","doi":"10.21511/ppm.22(3).2024.11","DOIUrl":"https://doi.org/10.21511/ppm.22(3).2024.11","url":null,"abstract":"Companies try to survive and gain competitive advantage by leveraging their innovation capabilities, which need to be more accurately measured through company annual reports to provide valuable insights for investors and stakeholders. The study aims to analyze how innovation capability can be understood using innovative textual analysis based on linguistic cues to assess the level of a company’s innovation capability using secondary data from companies’ annual reports and then validated by empirical tests. The study surveyed 30 companies listed on the Indonesian Stock Exchange from various sectors and industries and applied panel data regression with a five-year time series (2018–2022). Innovation capability was an independent variable, measured by textual analysis approach, and return on assets (ROA) and return on equity (ROE) were dependent variables. Descriptive statistics showed no significant differences in innovation capability, ROA, and ROE across sectors. Correlation analysis revealed no significant association between company age and these variables. Panel data regression confirmed that innovation capability positively influences ROA (p-value 0.078) and ROE (p-value 0.035). Notably, the impact of innovation capability on ROA increased during and after the COVID-19 pandemic, highlighting its growing importance in financial performance during challenging times.","PeriodicalId":509767,"journal":{"name":"Problems and Perspectives in Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-07-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141643534","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 : 2024-07-16DOI: 10.21511/ppm.22(3).2024.10
Yusuf Akinwale
A circular economy has become an innovative business model, though contentious, to replace a linear economy in achieving sustainable and efficient production. This study aims to investigate the level of awareness, adoption, and effect of factors driving the circular economy adoption on the financial performance of micro, small, and medium enterprises (MSMEs) in Saudi Arabia. The survey was conducted among 301 MSMEs, and the method of logistic regression was utilized for its analysis. The results revealed that the level of awareness is averagely high, with an average of seven out of 10 enterprises. However, the outcome further showed that only an average of three out of 10 had implemented a circular economy during the period of the survey. In addition, logistic regression revealed the significant influence of drivers of circular economy adoption on the financial performance of MSMEs. The following drivers of circular economy adoption have a great likelihood and significant effect on the enterprise’s financial performance: training of employees, availability of financial resources, top management commitment, digital technology, product/service upgrade, material generated/buy back cheaper to use, and pressure from people. This is based on the outcome of logistic regression of the survey conducted on the factors driving circular economy adoption in the previous literature. However, the results revealed that regulatory incentives toward the environment and pressure from government and companies are not significant. Hence, this study provides policy implications for stakeholders in the circular economic system.
{"title":"Circular economy awareness, adoption, and its effects on business performance in Saudi Arabia","authors":"Yusuf Akinwale","doi":"10.21511/ppm.22(3).2024.10","DOIUrl":"https://doi.org/10.21511/ppm.22(3).2024.10","url":null,"abstract":"A circular economy has become an innovative business model, though contentious, to replace a linear economy in achieving sustainable and efficient production. This study aims to investigate the level of awareness, adoption, and effect of factors driving the circular economy adoption on the financial performance of micro, small, and medium enterprises (MSMEs) in Saudi Arabia. The survey was conducted among 301 MSMEs, and the method of logistic regression was utilized for its analysis. The results revealed that the level of awareness is averagely high, with an average of seven out of 10 enterprises. However, the outcome further showed that only an average of three out of 10 had implemented a circular economy during the period of the survey. In addition, logistic regression revealed the significant influence of drivers of circular economy adoption on the financial performance of MSMEs. The following drivers of circular economy adoption have a great likelihood and significant effect on the enterprise’s financial performance: training of employees, availability of financial resources, top management commitment, digital technology, product/service upgrade, material generated/buy back cheaper to use, and pressure from people. This is based on the outcome of logistic regression of the survey conducted on the factors driving circular economy adoption in the previous literature. However, the results revealed that regulatory incentives toward the environment and pressure from government and companies are not significant. Hence, this study provides policy implications for stakeholders in the circular economic system.","PeriodicalId":509767,"journal":{"name":"Problems and Perspectives in Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-07-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141642875","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 : 2024-07-15DOI: 10.21511/ppm.22(3).2024.08
K. M. Anwarul Islam, Farhana Islam, Sabina Yasmin
The aim of this study is to identify the elements that motivate employees in small and medium-sized enterprises operating in Bangladesh. The data were obtained using a survey methodology targeting employees who work in small and medium-sized enterprises located in the northern geographic region of Bangladesh. The sample included 284 employees surveyed from May 2023 to June 2023. The paper utilized a five-point Likert scale to evaluate the responses. Regression techniques were used to test the hypotheses. Moreover, to evaluate the hypotheses, a significance level of 5% was utilized, and the data pertaining to the subject matter and purpose of this study were examined using the SPSS program. The results of the paper indicate that employee motivation at SMEs is significantly influenced by employee empowerment, job security, and job training opportunities. Employee empowerment (β = 0.583) has the highest effect on motivation compared to the other two factors. Additionally, a substantial correlation coefficient (r = 0.498) is found between employee motivation and employee empowerment. This study contributes to the literature by investigating the external determinants of employee motivation within small and medium-sized enterprises.
{"title":"Contextual determinants of employee motivation","authors":"K. M. Anwarul Islam, Farhana Islam, Sabina Yasmin","doi":"10.21511/ppm.22(3).2024.08","DOIUrl":"https://doi.org/10.21511/ppm.22(3).2024.08","url":null,"abstract":"The aim of this study is to identify the elements that motivate employees in small and medium-sized enterprises operating in Bangladesh. The data were obtained using a survey methodology targeting employees who work in small and medium-sized enterprises located in the northern geographic region of Bangladesh. The sample included 284 employees surveyed from May 2023 to June 2023. The paper utilized a five-point Likert scale to evaluate the responses. Regression techniques were used to test the hypotheses. Moreover, to evaluate the hypotheses, a significance level of 5% was utilized, and the data pertaining to the subject matter and purpose of this study were examined using the SPSS program. The results of the paper indicate that employee motivation at SMEs is significantly influenced by employee empowerment, job security, and job training opportunities. Employee empowerment (β = 0.583) has the highest effect on motivation compared to the other two factors. Additionally, a substantial correlation coefficient (r = 0.498) is found between employee motivation and employee empowerment. This study contributes to the literature by investigating the external determinants of employee motivation within small and medium-sized enterprises.","PeriodicalId":509767,"journal":{"name":"Problems and Perspectives in Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-07-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141644681","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}
The model of excellencism and perfectionism (MEP) theorizes that the attitude toward goals as characterized in excellencism is desirable over perfectionism. Using the self-determination theory (SDT), this study aims to investigate the varying effects of perfectionism and excellencism on work engagement and performance. The study used a time-lagged multi-phase, multi-source, and cross-sectional online survey to collect responses from 360 corporate employees of Indian companies in the services industry. The results indicate that while both perfectionism and excellencism entail pursuing high standards, they relate differently with performance and work engagement. Interestingly, excellencism and work engagement were significantly associated with performance (p < .001); however, perfectionism was insignificant (p = .989). Perfectionism strengthens work engagement (β = 0.112; p = .013), while excellencism has an insignificant effect (β = 0.035; p = .537). Work engagement fully mediates the perfectionism-performance relationship. This demonstrates that striving for excellence alone is sufficient to achieve positive performance, challenging the traditional belief that one must focus on perfection. Furthermore, perfectionism is positively associated with performance only when employees are engaged and have positive motivation toward work.
优秀主义和完美主义模型（MEP）理论认为，优秀主义中的目标态度比完美主义更可取。本研究采用自我决定理论（SDT），旨在探讨完美主义和优秀主义对工作投入和绩效的不同影响。研究采用了时滞多阶段、多来源、横截面在线调查的方法，收集了印度服务业公司 360 名企业员工的反馈。结果表明，虽然完美主义和卓越主义都需要追求高标准，但它们与绩效和工作投入的关系却不同。有趣的是，卓越主义和工作投入度与绩效有显著关联（p <.001）；然而，完美主义却不显著（p = .989）。完美主义增强了工作投入度（β = 0.112; p = .013），而优秀主义的影响不明显（β = 0.035; p = .537）。工作投入完全调节了完美主义与绩效之间的关系。这表明，追求卓越本身就足以取得积极的绩效，从而挑战了人们必须注重完美的传统观念。此外，只有当员工投入工作并对工作有积极的动机时，完美主义才会与绩效正相关。
{"title":"Excellence or perfection: Examining work performance mediated through employee engagement in India","authors":"Kanika Kohli, Archana Tyagi, Poonam Khurana, Nandan Prabhu","doi":"10.21511/ppm.22(3).2024.09","DOIUrl":"https://doi.org/10.21511/ppm.22(3).2024.09","url":null,"abstract":"The model of excellencism and perfectionism (MEP) theorizes that the attitude toward goals as characterized in excellencism is desirable over perfectionism. Using the self-determination theory (SDT), this study aims to investigate the varying effects of perfectionism and excellencism on work engagement and performance. The study used a time-lagged multi-phase, multi-source, and cross-sectional online survey to collect responses from 360 corporate employees of Indian companies in the services industry. The results indicate that while both perfectionism and excellencism entail pursuing high standards, they relate differently with performance and work engagement. Interestingly, excellencism and work engagement were significantly associated with performance (p < .001); however, perfectionism was insignificant (p = .989). Perfectionism strengthens work engagement (β = 0.112; p = .013), while excellencism has an insignificant effect (β = 0.035; p = .537). Work engagement fully mediates the perfectionism-performance relationship. This demonstrates that striving for excellence alone is sufficient to achieve positive performance, challenging the traditional belief that one must focus on perfection. Furthermore, perfectionism is positively associated with performance only when employees are engaged and have positive motivation toward work.","PeriodicalId":509767,"journal":{"name":"Problems and Perspectives in Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-07-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141644510","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 : 2024-07-11DOI: 10.21511/ppm.22(3).2024.07
Cheng Zhang, Jirawan Deeprasert, Songyu Jiang
Human resources are critical assets in the hotel industry, and retaining employees is crucial for the sustainable development of hotels. To reduce employee turnover, the study aims to explore the role of psychological contract and emotional labor on turnover intention. Data from an online survey of 743 employees of luxury hotels in China were analyzed using structural equation modeling (SEM). The results show that employer relational psychological contracts (p < 0.001), employee relational psychological contracts (p < 0.001), and employer transactional psychological contracts (p < 0.01) have an impact on turnover intentions. The study also finds that employee transactional psychological contracts (p > 0.05) do not affect turnover intentions. Furthermore, employee-employer relational psychological contracts (p < 0.01) significantly influence emotional labor, whereas employer transactional psychological contracts (p > 0.05) do not. Emotional labor (p < 0.01) significantly affects turnover intentions. The connection between psychological contracts and turnover intentions is also mediated by emotional labor. These results imply that luxury hotels should prioritize employees’ emotional well-being, create a harmonious work environment, and enhance employee loyalty. This paper provides valuable insights that may reduce turnover and foster sustainable development within the hospitality sector.
{"title":"Psychological contract and turnover intention in luxury hotels","authors":"Cheng Zhang, Jirawan Deeprasert, Songyu Jiang","doi":"10.21511/ppm.22(3).2024.07","DOIUrl":"https://doi.org/10.21511/ppm.22(3).2024.07","url":null,"abstract":"Human resources are critical assets in the hotel industry, and retaining employees is crucial for the sustainable development of hotels. To reduce employee turnover, the study aims to explore the role of psychological contract and emotional labor on turnover intention. Data from an online survey of 743 employees of luxury hotels in China were analyzed using structural equation modeling (SEM). The results show that employer relational psychological contracts (p < 0.001), employee relational psychological contracts (p < 0.001), and employer transactional psychological contracts (p < 0.01) have an impact on turnover intentions. The study also finds that employee transactional psychological contracts (p > 0.05) do not affect turnover intentions. Furthermore, employee-employer relational psychological contracts (p < 0.01) significantly influence emotional labor, whereas employer transactional psychological contracts (p > 0.05) do not. Emotional labor (p < 0.01) significantly affects turnover intentions. The connection between psychological contracts and turnover intentions is also mediated by emotional labor. These results imply that luxury hotels should prioritize employees’ emotional well-being, create a harmonious work environment, and enhance employee loyalty. This paper provides valuable insights that may reduce turnover and foster sustainable development within the hospitality sector.","PeriodicalId":509767,"journal":{"name":"Problems and Perspectives in Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-07-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141656683","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 : 2024-07-09DOI: 10.21511/ppm.22(3).2024.05
Z. Alabaddi, Rukana Alshweesh, A. Almohtaseb, Jehad S. Aldehayyat
In Jordan’s banking sector, organizations face the dual challenge of stability and innovation. Achieving this balance requires a deep grasp of leveraging capabilities for existing opportunities and exploring new ones. The key lies at the intersection of business intelligence and organizational ambidexterity. Therefore, this study has investigated the relationship between business intelligence and organizational ambidexterity within the Jordanian banking sector. It examined the impact of managerial, technical, and cultural competencies of business intelligence on organizational ambidexterity in Jordanian commercial banks listed on the Amman Stock Exchange. The quantitative study involved 449 bank employees. The data were gathered via a questionnaire, and the responses were analyzed using R language version 4.2.2. The results indicated that managerial competencies (z = 8.26, p = 0.000) and technical competencies (z = 4.09, p = 0.000) exhibit statistically significant positive direct effects on organizational ambidexterity. Additionally, cultural competencies were found to have a statistically significant direct effect on organizational ambidexterity (z = 2.083, p = 0.037). Managerial, technical, and cultural business intelligence competencies play crucial roles in the adoption of organizational ambidexterity among Jordanian commercial banks. Achieving organizational ambidexterity necessitates integrating these competencies with organizational capabilities.
{"title":"Business intelligence competencies and their impact on organizational ambidexterity","authors":"Z. Alabaddi, Rukana Alshweesh, A. Almohtaseb, Jehad S. Aldehayyat","doi":"10.21511/ppm.22(3).2024.05","DOIUrl":"https://doi.org/10.21511/ppm.22(3).2024.05","url":null,"abstract":"In Jordan’s banking sector, organizations face the dual challenge of stability and innovation. Achieving this balance requires a deep grasp of leveraging capabilities for existing opportunities and exploring new ones. The key lies at the intersection of business intelligence and organizational ambidexterity. Therefore, this study has investigated the relationship between business intelligence and organizational ambidexterity within the Jordanian banking sector. It examined the impact of managerial, technical, and cultural competencies of business intelligence on organizational ambidexterity in Jordanian commercial banks listed on the Amman Stock Exchange. The quantitative study involved 449 bank employees. The data were gathered via a questionnaire, and the responses were analyzed using R language version 4.2.2. The results indicated that managerial competencies (z = 8.26, p = 0.000) and technical competencies (z = 4.09, p = 0.000) exhibit statistically significant positive direct effects on organizational ambidexterity. Additionally, cultural competencies were found to have a statistically significant direct effect on organizational ambidexterity (z = 2.083, p = 0.037). Managerial, technical, and cultural business intelligence competencies play crucial roles in the adoption of organizational ambidexterity among Jordanian commercial banks. Achieving organizational ambidexterity necessitates integrating these competencies with organizational capabilities.","PeriodicalId":509767,"journal":{"name":"Problems and Perspectives in Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-07-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141663685","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 : 2024-07-09DOI: 10.21511/ppm.22(3).2024.06
Bayali Atashov, Sabina Valiyeva, Nizami Gafarov
An effective government agropolicy should be balanced: To reduce the state budget pressure, it is important to reduce public spending and encourage farmers to use agricultural loans. Reducing public spending should not lead to a shortage in the agricultural market. The paper aims to substantiate the directions of government agropolicy transformation based on the optimal ratio of public expenditures and loans in the agrosector and the dependence of agroproduction dynamics on state financing. The research base is data from 10 countries with different income levels (World Bank), presented in FAOSTAT for 2004–2021. For each country, the optimal (determined by the structural modeling method) and actual proportions between state financing and lending in the agrosector are compared, adjusted for the agroproduction index. The modeling showed that the share of public funds should increase in Germany, Israel, Italy, and the UK and decrease in Azerbaijan and Georgia; the current proportion is optimal in the USA, Russia, Turkey, and Ukraine. Based on a panel regression model with fixed effects, the influence of the actual level of state agrofinancing on the FAO Production Indices of the main types of agroproducts was determined. It is the largest for crops, meat, and milk (a decrease in state funding by USD 1 million threatens to reduce the respective indices by 4.5, 3.47, and 3.79 points), medium for cereals and sugar crops (according to points 2.69 and 2.11), and the smallest for livestock and non-food products (by 1.53 and 0.001 points, respectively).
{"title":"Government spending in the agricultural sector: Optimal ratio with lending and the impact on the agricultural production","authors":"Bayali Atashov, Sabina Valiyeva, Nizami Gafarov","doi":"10.21511/ppm.22(3).2024.06","DOIUrl":"https://doi.org/10.21511/ppm.22(3).2024.06","url":null,"abstract":"An effective government agropolicy should be balanced: To reduce the state budget pressure, it is important to reduce public spending and encourage farmers to use agricultural loans. Reducing public spending should not lead to a shortage in the agricultural market. The paper aims to substantiate the directions of government agropolicy transformation based on the optimal ratio of public expenditures and loans in the agrosector and the dependence of agroproduction dynamics on state financing. The research base is data from 10 countries with different income levels (World Bank), presented in FAOSTAT for 2004–2021. For each country, the optimal (determined by the structural modeling method) and actual proportions between state financing and lending in the agrosector are compared, adjusted for the agroproduction index. The modeling showed that the share of public funds should increase in Germany, Israel, Italy, and the UK and decrease in Azerbaijan and Georgia; the current proportion is optimal in the USA, Russia, Turkey, and Ukraine. Based on a panel regression model with fixed effects, the influence of the actual level of state agrofinancing on the FAO Production Indices of the main types of agroproducts was determined. It is the largest for crops, meat, and milk (a decrease in state funding by USD 1 million threatens to reduce the respective indices by 4.5, 3.47, and 3.79 points), medium for cereals and sugar crops (according to points 2.69 and 2.11), and the smallest for livestock and non-food products (by 1.53 and 0.001 points, respectively).","PeriodicalId":509767,"journal":{"name":"Problems and Perspectives in Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-07-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141663218","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 : 2024-07-05DOI: 10.21511/ppm.22(3).2024.04
Hatim Alruwayti, S. M. M.
Creating the ideal atmosphere for employees is essential to an organization’s success. Therefore, identifying the appropriate behaviors that will enhance the optimal environment can be a huge asset for an organization. This study aims to investigate the impact of mindfulness, spirituality, and core self-evaluation on task performance. Four standardized questionnaires were used to randomly collect responses via the Internet from 394 gainfully employed Saudi Arabians across multiple sectors. The samples’ age, gender, and line of work were all varied. To examine the data, structural equation modeling was applied. The findings demonstrate significant positive relationships at the 0.01 level between all examined variables. The path analysis demonstrates a significant positive relationship between spirituality and core self-evaluation (T-statistics = 4.321**) and between spirituality and task performance (T-statistics =2.613**). Furthermore, a significant positive relationship was discovered between mindfulness and core self-evaluation (T-statistics = 4.683**) and between mindfulness and task performance (T-statistics = 6.966**). In addition, a significant positive relationship has been found between core self-evaluation and performance (T-statistics = 2.247**). This suggests that mindfulness and core self-evaluation boost task performance. Additionally, mindfulness and spirituality in the workplace improve both core self-evaluation and performance. Acknowledgment This study is supported by funding from Prince Satam bin Abdulaziz University, project number (PSAU/2024/R/1445).
{"title":"Can core self-evaluation, workplace spirituality, and mindfulness result in task performance: Evidence from Saudi Arabian organizations","authors":"Hatim Alruwayti, S. M. M.","doi":"10.21511/ppm.22(3).2024.04","DOIUrl":"https://doi.org/10.21511/ppm.22(3).2024.04","url":null,"abstract":"Creating the ideal atmosphere for employees is essential to an organization’s success. Therefore, identifying the appropriate behaviors that will enhance the optimal environment can be a huge asset for an organization. This study aims to investigate the impact of mindfulness, spirituality, and core self-evaluation on task performance. Four standardized questionnaires were used to randomly collect responses via the Internet from 394 gainfully employed Saudi Arabians across multiple sectors. The samples’ age, gender, and line of work were all varied. To examine the data, structural equation modeling was applied. The findings demonstrate significant positive relationships at the 0.01 level between all examined variables. The path analysis demonstrates a significant positive relationship between spirituality and core self-evaluation (T-statistics = 4.321**) and between spirituality and task performance (T-statistics =2.613**). Furthermore, a significant positive relationship was discovered between mindfulness and core self-evaluation (T-statistics = 4.683**) and between mindfulness and task performance (T-statistics = 6.966**). In addition, a significant positive relationship has been found between core self-evaluation and performance (T-statistics = 2.247**). This suggests that mindfulness and core self-evaluation boost task performance. Additionally, mindfulness and spirituality in the workplace improve both core self-evaluation and performance.\u0000Acknowledgment This study is supported by funding from Prince Satam bin Abdulaziz University, project number (PSAU/2024/R/1445).","PeriodicalId":509767,"journal":{"name":"Problems and Perspectives in Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-07-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141676632","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 : 2024-07-04DOI: 10.21511/ppm.22(3).2024.03
Martina Rašticová, Roxana Hinzmann
This paper aims to examine the crucial role of employee engagement in the operational success and resilience of small and medium-sized enterprises in the European Union, with a specific focus on the impact of age diversity on engagement strategies. Tailored engagement strategies significantly improve job satisfaction, decrease turnover rates, and promote a cohesive organizational culture. The study is based on an extensive analysis of previous research and scientific publications, providing a comprehensive overview of the current state of employee engagement practices within small and medium-sized enterprises. It explores how various age groups within the workforce perceive and react to different engagement initiatives, emphasizing the necessity for customized approaches. The paper also delves into the specific engagement tactics that have proven effective across different age demographics, such as digital tools for younger employees and recognition programs for older employees. Moreover, the paper discusses the broader implications of these findings for human resources managers and business leaders, highlighting the strategic importance of implementing age-aware engagement practices. It calls for further research to explore the long-term effects of these strategies, particularly in the context of evolving workplace dynamics and technological advancements. By adopting such tailored strategies, small and medium-sized enterprises can not only enhance employee satisfaction and retention but also foster a more innovative and adaptable organizational culture. In conclusion, this study underscores the importance of a nuanced and flexible approach to employee engagement in small and medium-sized enterprises.
{"title":"Age-considerate employee engagement strategies in SMEs: Analysis of practices and research opportunities","authors":"Martina Rašticová, Roxana Hinzmann","doi":"10.21511/ppm.22(3).2024.03","DOIUrl":"https://doi.org/10.21511/ppm.22(3).2024.03","url":null,"abstract":"This paper aims to examine the crucial role of employee engagement in the operational success and resilience of small and medium-sized enterprises in the European Union, with a specific focus on the impact of age diversity on engagement strategies. Tailored engagement strategies significantly improve job satisfaction, decrease turnover rates, and promote a cohesive organizational culture. The study is based on an extensive analysis of previous research and scientific publications, providing a comprehensive overview of the current state of employee engagement practices within small and medium-sized enterprises. It explores how various age groups within the workforce perceive and react to different engagement initiatives, emphasizing the necessity for customized approaches. The paper also delves into the specific engagement tactics that have proven effective across different age demographics, such as digital tools for younger employees and recognition programs for older employees. Moreover, the paper discusses the broader implications of these findings for human resources managers and business leaders, highlighting the strategic importance of implementing age-aware engagement practices. It calls for further research to explore the long-term effects of these strategies, particularly in the context of evolving workplace dynamics and technological advancements. By adopting such tailored strategies, small and medium-sized enterprises can not only enhance employee satisfaction and retention but also foster a more innovative and adaptable organizational culture. In conclusion, this study underscores the importance of a nuanced and flexible approach to employee engagement in small and medium-sized enterprises.","PeriodicalId":509767,"journal":{"name":"Problems and Perspectives in Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-07-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141678261","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 : 2024-07-04DOI: 10.21511/ppm.22(3).2024.02
H. Voznyak, I. Storonyanska, O. Mulska, K. Patytska, Andriy V. Kaspshyshak
Internal migration caused by the war of russia against Ukraine (with the active phase starting in February 2022) has increased the socio-economic burden on the host communities welcoming internally displaced population from the frontline and occupied territories. On the other hand, it intensifies behavioral reflections of local residents on the integration of internally displaced persons (IDPs). The study aims to identify opportunities, challenges, and prospects for IDPs’ adaptation in host communities (a case study of Lviv oblast, Ukraine). The paper conducted a sociological survey among 2,500 respondents in November 2022–February 2023. The results show that the lack of housing, lack of permanent employment, language contradictions, and forced limited contact with relatives who remain in the combat zone are existential barriers to the integration of IDPs into host communities. The study identified such opportunities for the integration of IDPs into the host society: reducing the risk of depopulation of territories, reducing imbalances in the local labor market in certain sectors of the economy, strengthening social cohesion, developing small businesses, and improving social infrastructure. The respective challenges include increased social tension, competition for jobs and housing, shortage of places in preschool institutions, and disproportionate distribution of budget funds between the local population and IDPs. Conflicts between IDPs and local residents, as well as IDPs and local authorities, require a proactive position of local authorities to initiate psychological support programs and create communication platforms for the exchange of individual experiences and discussion of psychological and emotional issues.
{"title":"Challenges of ensuring the integration of internally displaced persons into host communities: Behavioral determinants","authors":"H. Voznyak, I. Storonyanska, O. Mulska, K. Patytska, Andriy V. Kaspshyshak","doi":"10.21511/ppm.22(3).2024.02","DOIUrl":"https://doi.org/10.21511/ppm.22(3).2024.02","url":null,"abstract":"Internal migration caused by the war of russia against Ukraine (with the active phase starting in February 2022) has increased the socio-economic burden on the host communities welcoming internally displaced population from the frontline and occupied territories. On the other hand, it intensifies behavioral reflections of local residents on the integration of internally displaced persons (IDPs). The study aims to identify opportunities, challenges, and prospects for IDPs’ adaptation in host communities (a case study of Lviv oblast, Ukraine). The paper conducted a sociological survey among 2,500 respondents in November 2022–February 2023. The results show that the lack of housing, lack of permanent employment, language contradictions, and forced limited contact with relatives who remain in the combat zone are existential barriers to the integration of IDPs into host communities. The study identified such opportunities for the integration of IDPs into the host society: reducing the risk of depopulation of territories, reducing imbalances in the local labor market in certain sectors of the economy, strengthening social cohesion, developing small businesses, and improving social infrastructure. The respective challenges include increased social tension, competition for jobs and housing, shortage of places in preschool institutions, and disproportionate distribution of budget funds between the local population and IDPs. Conflicts between IDPs and local residents, as well as IDPs and local authorities, require a proactive position of local authorities to initiate psychological support programs and create communication platforms for the exchange of individual experiences and discussion of psychological and emotional issues.","PeriodicalId":509767,"journal":{"name":"Problems and Perspectives in Management","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2024-07-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"141677551","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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