Emerging Trends in Organizational Behavior Emerging Trends in Organizational Behavior Emerging Trends in Organizational Behavior
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The main aim of this study was to investigate the impact of blockchain technology, business ethics, and corporate social responsibility (CSR) on social sustainability. Additionally, this study sought to explore how CSR and business ethics serve as mediators in shaping these impacts. This study collected data from employees in the banking sector in the United Arab Emirates (UAE), using a purposive sampling technique. A cross-sectional research design was employed, and a questionnaire was developed to gather responses from 416 participants. The usable response rate was 62.67%. This study utilized structural equation modeling (SEM) with SmartPLS as a tool to analyze the data. The results of this study indicate that blockchain technology has a positive influence on CSR, business ethics, and social sustainability. Additionally, CSR and business ethics have a positive effect on social sustainability. This study confirms the mediating role of business ethics and CSR. These findings can be useful for bank officials and academic decisionmakers in developing strategies.
Understanding emotional well-being is crucial in today's tech-driven world for effective coping and stress management in personal and professional life. Managing emotional intelligence is vital for employee interaction, fostering a positive work environment, and enhancing performance and overall well-being. This chapter aims to conduct a systematic literature review and develop a comprehensive conceptual model illustrating the intricate relationships among emotional intelligence, overall well-being, and work performance. It guides organizations, managers, policymakers, and future research in tailoring policies and practices. The review affirms a strong association between EI, overall well-being, and work performance, impacting both well-being and work outcomes. The conceptual model illustrates how emotional intelligence significantly affects well-being and workplace performance through direct and indirect factors. These findings suggest the need for effective interventions and strategies to improve emotional intelligence, overall well-being, and work performance.
Investment is crucial to everyone's existence in the modern world. The way investors invest and their attitude toward financial risk are both influenced by a number of factors. The current study has explored the influence of personality traits using the big-five personality model and emotional intelligence on investors' attitude towards financial risk (ATFR). The research was conducted in the Delhi NCR region with the convenience sample of 190 investors. The findings revealed that the personality traits such as extraversion, agreeableness, openness, and emotional intelligence significantly influence investors ATFR, whereas neuroticism and conscientiousness had non-significant effect on investors ATFR. Additionally, the demographic variables demonstrate differential effects in context of personality traits, emotional intelligence, and ATFR. A better understanding of personality traits may offer an opportunity to financial institutions to appropriately design financial products and policies and identify the investment decision pattern of investors and their attitude toward financial risk.
Based on 7,939 business units in 36 companies, this study used meta-analysis to examine the relationship at the business-unit level between employee satisfaction–engagement and the business-unit outcomes of customer satisfaction, productivity, profit, employee turnover, and accidents. Generalizable relationships large enough to have substantial practical value were found between unit-level employee satisfaction–engagement and these business-unit outcomes. One implication is that changes in management practices that increase employee satisfaction may increase business-unit outcomes, including profit.
Introduction: Emotional intelligence contributes to the development of successful communication between leaders and employees and ensures good management. It is an integral part of the leader to control and regulate the well-being of his subordinates. The purpose of the present systematic review is to synthesize the available data on the role of emotional intelligence in the leadership of various domains (businesses, schools, sports teams, teams). It attempts to show emotional intelligence's positive and direct relationship with leadership, especially with charismatic leadership. Material and method: This systematic review was carried out for 2019-2023. Criteria for inclusion of an article in the study were to be published from 2019 to 2023, to be relevant to the topic, to be published in a valid journal, to be published in the English language, to belong to the discipline of psychology, and to have open access. After a systematic and critical evaluation, seven articles were included in the study. Results: The studies addressed the role of emotional intelligence in leadership and their interaction. Transformational leadership leads people with high emotional intelligence to adapt. In addition, leadership skills training develops practical skills, assessment and problem-solving skills, communication skills, self-governance, and emotion recognition skills. Emotional intelligence plays a pivotal role in effective leadership. Leaders with high EI tend to be more transformational, make better decisions, manage stress effectively, and create cohesive team dynamics. While the relevance of EI in leadership is undeniable, future research will undoubtedly continue to refine our understanding of its nuances and applications in diverse contexts.
Modern technologies require the need to analyze the opportunities for improving the integration of digital technologies in CSR activities in the context of added values between business and science in perspective, including the future digital society. The main goal of this article is to identify the current state of research on the integration of digital technologies in CSR activities in business, as well as to prepare recommendations for further research and practice. Additionally, the study aims to recognize the relationship and dependencies between CSR and digital technologies. A systematic literature review and bibliometric analysis of 129 scientific articles published between 2014 to 2023 was performed. The bibliometric analysis was organized in two directions: descriptive and performance analysis, through which we can study the contribution of the analyzed objects to the given scientific area, and science mapping, which studies the relationships among them. The results indicate that companies more frequently use artificial intelligence, blockchain, the Internet of Things and other technologies to increase the efficiency and impact of their CSR activities. In addition, this research reveals the basis of bringing forward the new trends for future publications, which shall upgrade and enrich the theory and practice.
One of the many factors that contribute to the success of an organisation is the use of professional information technology (ICT). The pandemic situation of recent years has highlighted the benefits of using state-of-the-art ICT. However, exploring the negative consequences is a less popular topic. The aim of this research is to identify the most significant risks factors of technostress that threaten the balanced performance of employees at work and the possibility of work-life balance. In 2021, statistical correlations between risk factors for technostress were identified using SPSS 26, based on the opinions of 237 Hungarian higher education staff. Using SPSS AMOS 27, a proprietary model was built to test the impact of the most serious risks on personal and work life. The results show that three factors have the greatest impact on work-life balance, which also affect organisational performance. Loss of leisure time due to techno-overload and techno-invasion, and a feeling of techno-uncertainty due to lack of ICT competence cause a sense of threat. These compromise work-life balance and, at the same time, work performance. The mutually reinforcing negative effects influence the sense of well-being (happiness) at work, the feeling of job security and force employees to learn continuously.
The success of a company is largely determined by the role of motivation given by the leadership to its employees. With the motivation of employees, employees are expected to be able to work productively, thus providing benefits to the company. The purpose of this study was to determine the magnitude of the influence of leadership style on employee motivation. The employees involved as respondents in this study were 30 respondents, who were employees of PT. POS INDONESIA (Persero) Banda Aceh. Primary data was obtained using a closed questionnaire based on a Likert scale with five ranges. To process the data that has been collected, multiple linear regression analysis (Multiple Regression) is used with the formula Y = a + b1 X1 + b2 X2 + b3 X3 + e. The results showed that leadership style has a significant influence on employee motivation. This is indicated by the f-count of 6.88847 and the f-table of 2.92. Judging from the magnitude of the correlation coefficient (R) is 0.66546 and the magnitude of the multiple determinant coefficient (R2) is 0.44284. This shows that with the correlation (R), it means that the leadership style variable (Autocratic, Participatory, and Liberal) has a direct relationship with employee work motivation while the R2 value means that the influence of leadership style on employee work motivation can only be explained by 44.284% and the rest still influenced by other factors not examined in this study.
This study aims to determine the effect of WLB, leadership style, organizational culture on employee performance at PT. SGS Luwu, South Sulawesi Province. The approach in this study used a survey method, with a total of 200 employees as respondents. Sampling in this study was carried out randomly. The hypothesis was tested using the structural equation modeling (SEM) data analysis method with the help of software, namely Analysis Moment of Structure (AMOS) 26. The results of this study explain that: 1). Work life balance has significant influence on organizational culture. This means that WLB will increase along with the organizational culture that is implemented in employee behavior. 2). Leadership style has a positive and significant effect on organizational culture. This means that the higher the level of leadership style, the organizational culture will also increase. 3). Work life balance has a positive and significant effect on employee performance. This means that the better WLB, the happier employees will be and will make employees more productive in providing better performance to the company. 4) Leadership style has an influence and is significant on employee performance. This means that leadership style has an effect on improving employee performance. 5). Organizational culture has a positive and significant effect on employee performance. This means that the higher the level of organizational culture, the higher the employee performance.
Purpose
The purpose of this study is to discover the factors related to human resource (HR) digital transformation (DT) in Bahrain during coronavirus disease 2019 (COVID-19) and to analyze the impact of e-human resource management (e-HRM) on organizational performance. These factors are funding, information technology (IT) infrastructure, technical support, digital skills or talents, organizational culture, employee resistance and top management support. These factors were tested to determine whether they affected HR DT in Bahrain during COVID-19. There are no findings in the researched literature regarding the proposed factors that affect HR DT in Bahrain during COVID-19 in this study.
Design/methodology/approach
For data collection, a quantitative method was applied by conducting an online survey and distributing it to HR executives and employees from multiple organizations in Bahrain, both in the private and public sectors.
Findings
This study proposes a DT adoption model based on seven factors extracted from the literature review. A questionnaire was deployed, and accurate data were collected, processed and then analyzed. The logit model shows determinants factor to the DT adoption where all variables have a positive effect.
Originality/value
Using technology in an organization’s HR practices, known as e-HRM or HR DT, is becoming more crucial since the COVID-19 pandemic. Unlike European countries, the HR sector in Bahrain is not prepared to adopt the e-HRM process. This paper proposes a model that enables the HR sector to adopt digital technologies. This model is based on the key factors that enable an effective transition to the sector’s digitalization (e-HRM). Future research is sought to provide additional insights into the same factors and measure their effect on HR DT during COVID-19 in other countries.
Technological developments have an impact on business development. Almost all business functions must make changes to anticipate them. This fact becomes a challenge for business practitioners and academics who study management science. A concrete example that shows the impact of technological advances on the business world is the development of VoIP (Voice Over Internet Protocol). In response to this, business transformation is an urgent thing to do. Advances in information technology have an impact on changing business organizations from a hierarchical business organization to a leaner business organization. The transformation of the HRM role has led to several new concepts in contemporary HRM practice. The repositioning of the HRM function is also an anticipation of changes in the global business environment. The repositioning of the HRM function from an academic point of view should trigger more comprehensive research in analyzing this process.
Purpose: The aim of this study was to investigate the effect of transformational leadership dimensions on organizational effectiveness with respect to the mediating role of organizational culture. Methodology: The statistical population of this research is Iranian knowledge-based companies, which at the time of collecting research data, their number is 4551 companies. Data collection method was based on three questionnaires: MLQ leadership styles, Hofstede organizational culture and Parsons organizational effectiveness. The analysis of research data was done through structural equation modeling and using Smart PLS software in two parts: measurement model and structural model. The sampling method used in this study is stratified random sampling method and the sample studied in this study using Cochran's formula, 354 companies were obtained, of which 354 questionnaires were distributed online among these companies and 175 The completed questionnaire was collected for analysis. Findings: The findings of the present study show that the effect of ideal influence and motivational motivation variables on organizational culture and also the effect of organizational culture on organizational effectiveness is positive and significant and also organizational culture mediates the relationship between transformational leadership and organizational effectiveness. Originality/Value: Given that traditional methods of management and leadership, in today's changing and dynamic conditions, lack the necessary effectiveness, so a change in the leadership style of managers and the use of transformational leadership is necessary to achieve organizational effectiveness.
Lack of planning and preparation by the central government for tackling
the COVID-19 pandemic has dealt a massive blow to India’s economy
and has caused enormous hardships to working people of the country.
The informal rural economy has been hit the hardest by this. Refusal to
acknowledge the crisis and its mismanagement has aggravated the suffering
of people and has deepened the crisis further.
Instead of providing relief to farmers and rural workers, the government
is using this crisis as an opportunity to further dispossess the working
people of their rights and resources. Not only has the central government
done very little to alleviate the distress of farmers, but it has also introduced
a slew of ordinances that are likely to advance corporate penetration in
agriculture.
In this paper, we examine the impact of the COVID-19 lockdown
on agriculture and the rural economy of India. The paper uses whatever
secondary data that have become available so far. It also uses insights from
numerous village-level studies conducted by research scholars as part of the
India’s Villages during the COVID19 Pandemic series (Rawal et al. 2020) and
from various media reports.
Section 1 of the paper discusses problems related to agricultural
production, marketing and public procurement. Section 2 of the paper
deals with the public distribution system and shows how the government is
squandering one of the few resources, the large foodgrain stocks, that were
available to it to prevent exacerbation of hunger and create demand in the
economy. Finally, in Section 3, we discuss the situation with regard to rural
employment and argue that the government needs to expand the rural
employment guarantee programme significantly by increasing financial
allocations.
The unorganized sector is regarded to be the backbone of the Indian economy. They don't get much job security and allowances, yet they nonetheless make a significant contribution to the Indian economy. They are typically financially disadvantaged and lack educational qualifications. The informal economy has been severely impacted by the COVID-19 issue. Many people in the informal economy are unable to afford further shutdowns due to the complex nature of their jobs. Their survival and livelihoods are dependent on day-to-day struggles and staying at home may mean they are unable to provide for their family's fundamental requirements. This research is conducted to study the mental health factors and psychological resilience of unorganized sector workers. Methods: Data were collected from 63 respondents in Oddanchatram, Dindigul district. DASS-21 scale, and Brief Resilience Scales were used to measure the intended variables. Results: It was found that mental health challenges were high among lower economic strata. Also, mental health variables and psychological resilience are inversely correlated which implies that when psychological resilience is higher mental health challenges will be low. Conclusion: To improve mental health among the unorganized sector workers, further studies must be conducted to enhance their well-being and make them resilient to face future pandemics.
Purpose
Given the sharp rise in the adoption of digital onboarding in employment relations and human resource management practices, largely caused by the continuing COVID-19 pandemic, this study explores the impact of digital onboarding on employees' wellbeing, engagement level, performance, and overall outcomes.
Design/methodology/approach
This study uses an interpretive qualitative research methodology, undertaking semi-structured interviews with 28 participants working in the UK services industry.
Findings
The study finds that digital onboarding has a significant impact on employee outcomes, following the perceptions of “dwindling social connectedness and personal wellbeing”, “meaningful and meaningless work”, and “poor employee relations” among employees and their employers in the workplace.
Practical implications
Due to the increased adoption of digital onboarding, human resources teams must focus on having considerable human interaction with new hires, even if this means adopting a hybrid approach to onboarding. Human resources teams must ensure that they work together with line managers to promote a welcoming culture for new hires and facilitate organisation-driven socialisation tactics and the “quality” information necessary for supporting new employees. For new employees, besides acquiring the digital skills that are essential in the workplace, they must accept the changing digital landscape in order to practice effective communication and align their goals and values with those of their organisation.
Originality/value
Qualitative research on the influence of digital onboarding on employee outcomes is limited, with much of the research yet to substantially consider the impact of digitalisation on the human resources function of onboarding employees as full members of an organisation.
Employee retention is a major challenge faced by companies. Employees are the base of any organization, so it's important to keep them motivated and happy so that they are more productive and dedicated towards their work. It is important to understand the attitudes and thoughts of the employees at different levels of the organizations towards employee retention. It is important to explore factors which contribute to employee retention in this period of employee shortage and increased service demands. This study emphasizes on employee retention strategies that include employee engagement, healthy work-life balance, competitive base salary with rewards and recognition. As the organizations and employee's growth and development goes simultaneously so it's important for the organization to adopt "pull strategies". These pull strategies constitute fringe benefits, career advancement programs and opportunity to grow. The study is based on secondary data from different articles, research papers and literature to analyze the impact of employee retention strategies in a way to boost employee and organizational productivity. The study reveals that employee retention strategies have a positive impact on employees. These strategies help in boosting the morale and thereby increasing allegiance and commitment to fulfilment of organizational goals.
In emergency contexts, leaders’ ability to develop others’ trust in them is critical to leadership effectiveness. By integrating functional leadership and team process theories, we argue that democratic and autocratic leadership can create trust in the leader depending on the performance phase of the action team. We further argue that action and transition phases produce different task demands for leadership behavior to enhance trust in the leader, and different leader characteristics (i.e., leader benevolence and leader ability) mediate these effects. The results of a scenario experiment (N = 125) and field survey (N = 165) among firefighters revealed that autocratic rather than democratic leadership elevates trust in the leader during the action phase by increasing leader ability. In contrast, democratic rather than autocratic leadership enhances trust in the leader during the transition phase by elevating leader benevolence. These findings highlight the importance of leader characteristics in emergencies, demonstrating the value of mixing autocratic and democratic leadership behaviors across different team performance phases to build trust in the leader.
Uncertainty and a lack of stability are among the difficulties non-governmental organisations face. However, certain strategies for ensuring their performance’s sustainability have not been empirically demonstrated in the literature. Using strategic resource management practises and artificial intelligence, this study examines the effect of organisational learning and corporate social responsibility on the sustainability of non-governmental organisations’ performance. The survey gathered data from 171 participants representing 21 United Nations organisations and 70 non-governmental organisations in Jordan to accomplish this goal. The data were analysed using WarpPLS and PLS-SEM. The study demonstrates that organisational learning, artificial intelligence, strategic human resource management practises, and corporate social responsibility all contribute to the long-term viability of non-governmental organisations. Furthermore, the study discovered that strategic resource management practises and artificial intelligence significantly mediate the relationship between organisational learning and sustainable organisational performance on the one hand, and corporate social responsibility on the other. Finally, the study provides theoretical and practical guidance on how to apply the findings to assist non-profit organisations’ management in utilising organisational learning, corporate social responsibility, artificial intelligence, and strategic resource management practices to help them run their internal operations in a more efficient and sustainable manner over time.
The leadership style in today's development is certainly very necessary, because the leadership style must be able to adapt it, in this article it consists of leadership style variables, motivation and employee performance, using a literature review methodology of about 75 articles, in this case it is found that leadership style has a significant relationship with employee performance, a leader influences employees in carrying out their leadership responsibilities. Communication skills are one of the most important leadership style competencies. Lack of motivation has a negative effect on employee performance. Employee motivation is a problem that many organizations face. Leadership style in communicating with employees affects employee performance. Therefore, researchers should explore the relationship of leadership styles that can be used to increase motivation on employee performance, leadership style and motivation require a better understanding of the strategies needed to improve the performance of their employees.
Background
Although technologies (including information, e-learning, and communication) have been daily employed by University students in the last years, the COVID-19 pandemic has led to a considerable increase in their use. Technostress is a modern term referring to levels of stress caused by the prolonged exposure to technology.
Aim
The aim of this study is to assess the technostress and related anxiety and depression among Paraguayan University students, describing their sociodemographic characteristics and relevant associations.
Methods
A cross-sectional and descriptive study has been conducted. Participants were recruited through an Internet-based survey. Technostress, anxiety, and depression have been assessed with the Technostress Questionnaire (TechQ), the Generalized Anxiety Disorder-7 (GAD-7) questionnaire, and the Patient Health Questionnaire-2 (PHQ-2), respectively.
Results
A total of 378 participants were included, 74.1% of whom were women. According to the TechQ scores, 47.4% of the participants reported a low/moderate level of technostress whereas 5.2% showed severe scores. About 58.5% of participants reported a GAD-7 score ⩾10, meeting diagnostic criteria for generalized anxiety. About 60.3% scored ⩾3 at the PHQ-2 reporting significant levels of depression. Technostress has been significantly associated with levels of anxiety (p < .001) as well as depression (p < .001).
Conclusion
Our results suggest further research regarding the implications of technostress on the well-being of University students. Specific measures aimed to improve students’ coping with the challenges of technology and technostress should be promoted.
Purpose
This study examines the economic crisis caused by coronavirus on the global tourism industry in general and the Indian tourism industry in particular. This paper highlights the strategies that tourism companies should implement in times of crisis to reduce the negative impact. It also discovers the business opportunities which can be offered amid this deadly pandemic.
Design/methodology/approach
The study is based on a systematic literature review. The literature has been explored by utilizing the keywords “economic crises,” “coronavirus,” “Indian tourism industry,” “Global tourism industry” on the three most popular databases namely Scopus, Web of Science and Google Scholar. In this study, statistics, current events, published research papers and a synthesis of news transmitted by various media sources were used to assess the economic crisis caused by coronavirus.
Findings
The obtained findings demonstrate that coronavirus severely affected the economy of the world and India. The pandemic has hit the economies that are dependent on tourism the worst. These countries are expected to bear the brunt of the crisis's consequences for longer than other economies. This coronavirus outbreak indicates that the tourism industry was unprepared to deal with such a pandemic, which affected and crippled the economy.
Research limitations/implications
This study demonstrates economic crisis, management strategies and business opportunities during any crisis, chaos and disaster, in addition to its academic contribution to the existing body of the literature. Policymakers and industry practitioners might be offered suggestions based on the findings of current study to design futuristic strategies for better economic crisis management. The data given in this study is timely because taking an exact idea of tourism losses through the data is difficult, as the data changes as quickly as the virus spreads.
Originality/value
This paper forms its originality by concentrating on the aspects of economic crisis, strategies to mitigate the negative impact of coronavirus on the tourism economy and detailing the business opportunities which these crises can offer. This paper provides an evaluation of the current status of the tourism economy of the world and India as well.
Keywords- Economic Crisis; Coronavirus; Tourism Industry; Covid-19
In Saudi Arabia, as in the international arena, corporate social responsibility (CSR) is a trending phenomenon that has been transforming and influencing government policies, business strategic management, and societal relationships. This study aims to identify the non-financial benefits of CSR and the general CSR approach in Saudi Arabia. A survey was conducted among randomly selected Saudi companies from the manufacturing and service sectors. Descriptive statistics on company profiles, CSR approaches, and CSR benefits were analyzed. The findings demonstrated that the most prevalent CSR approach is to minimize the negative impacts and maximize the positive impacts of the business, considering the social, environmental, and economic aspects. The non-financial benefits from CSR activities include attracting and retaining employees, improving brand reputation, and enhancing innovation. The main limitations of this study involve the relatively small sample size and the lack of longitudinal data to analyze the effects of the variables over time. The study findings not only provide deeper insights into CSR approaches and non-financial benefits but could also encourage firms’ managers and stakeholders to improve CSR activities to better achieve non-financial benefits and improve competitive advantage.
Driven by data proliferation, digital technologies have transformed the marketing landscape. In parallel, significant privacy concerns have shaken consumer-firm relationships, prompting changes in both regulatory interventions and people's own privacy-protective behaviors. With a comprehensive analysis of digital technologies and data strategy informed by structuration theory and privacy literature, the authors consider privacy tensions as the product of firm-consumer interactions, facilitated by digital technologies. This perspective in turn implies distinct consumer, regulatory, and firm responses related to data protection. By consolidating various perspectives, the authors propose three tenets and seven propositions, supported by interview insights from senior managers and consumer informants, that create a foundation for understanding the digital technology implications for firm performance in contexts marked by growing privacy worries and legal ramifications. On the basis of this conceptual framework, they also propose a data strategy typology across two main strategic functions of digital technologies: data mone-tization and data sharing. The result is four distinct types of firms, which engage in disparate behaviors in the broader ecosystem pertaining to privacy issues. This article also provides directions for research, according to a synthesis of findings from both academic and practical perspectives.
The coronavirus pandemic that marked its presence with the need for social distancing, mandatory self-isolations, quarantines and administrative regulatory lockdowns, has, in turn, ushered in a major transition into an all-consuming digital realm, from the physical, material world. The significance of the virtual interactions on digital platforms have increased manifold with tele-mediated interrelationships occurring at work (within the work-from-home mode), education (with stay-at-home schooling), in consumption patterns (online shopping and delivery of products) and political undertakings (such as mailed in polling). As a direct outcome, the idea of space — both physical and social — are undergoing transformations in the way they are being perceived today, more so, within the economic sectors and labour processes. Remote working in India skyrocketed under the influence of COVID-19 and set newer trends in motion making it intriguing to understand how work patterns have changed under this modus operandi. Adopting a primary survey method, conducted online, among IT sector employees of India, results have been generated across various socio-demographic categories to answer questions of efficiency and productivity, availability of infrastructure and work environment, major challenges and benefits encountered and the desired continuity of work-from-home. Through this, the study seeks to highlight whether changing work practices is leading to an overarching sense of digitality over space.
This study aims: to test and analyze the influence of leadership style, employee commitment, work motivation, and work climate on employee job satisfaction with direct and indirect effects. This study uses primary data from a survey of 221 employees as sample. Data were analyzed using Structural Equation Modeling (SEM) with AMOS. The results showed that: (1) empirically, the leadership style, employees commitment, work motivation, and work climate had a positive and significant effect on job satisfaction; (2) employees commitment, work motivation, and work climate have a positive and significant effect on employees performance through job satisfaction as an intervening variable, while leadership style has no significant effect; (3) employee commitment, work motivation, and work climate indirectly have a positive and significant effect on employees performance through job satisfaction as an intervening variable, while the leadership style has no significant effect; and (4) job satisfaction has a positive and significant direct influence on employees performance. This study suggested that work motivation, employee commitment, and work climate that provide significant influence need to be maintained, while leadership styles that have insignificant influence on employee performance need to be improved and prioritized as the company's efforts to improve job satisfaction and employee performance.
This work aims to develop a data driven multi-horizon incidence forecasting model considering the inter-country variability in static socio-economic factors. The specific objectives of this study are to predict the future country-wise COVID 19 incidences, to locate the influences of individual socio-economic factors on the predictions, to analyze the clusters of countries on the basis of influential explanatory variables and thus to search for intra-cluster and inter-cluster characteristics. To that respect this study has used the deep neural network based temporal fusion transformer for the predictions, Pearson correlation to understand the influence of socio-economic variables on incidence and hierarchical clustering for cluster-analysis. The findings conclude that the inter-country infection related predictions vary widely over spatio-temporal variability and different socio-economic variables have different influences over this inter-country variability. It is observed that greater the population size, stronger the global connectedness, larger the social cohesion, higher the population density and meaningful the gender based discrimination higher will be the future spread. On the other hand greater the development level, higher the nutritional status, greater the access to quality health services, greater the urban population and greater the material poverty lesser will be the future spread. Definite spatial pattern of influence of the explanatory variables emerged from cluster analysis. To minimize the vulnerability towards unforeseen biological calamities modern and sustainable development policies are needed; affluence may not guarantee less infection. But these policies should vary between economies due to the variation in socio-economic status of the countries worldwide.
This Special Issue provides new insights into the challenges and opportunities associated with new workplace paradigms and business transformations [...]
The widespread adoption of remote and hybrid work due to COVID-19 calls for studies that explore the ramifications of these scenarios for office workers from an occupational health and wellbeing perspective. This paper aims to identify the needs and challenges in remote and hybrid work and the potential for a sustainable future work environment. Data collection involved two qualitative studies with a total of 53 participants, who represented employees, staff managers, and service/facility providers at three Swedish public service organisations (primarily healthcare and infrastructure administration). The results describe opportunities and challenges with the adoption of remote and hybrid work from individual, group, and leadership perspectives. The main benefits of remote work were increased flexibility, autonomy, work-life balance and individual performance, while major challenges were social aspects such as lost comradery and isolation. Hybrid work was perceived to provide the best of both worlds of remote and office work, given that employees and managers develop new skills and competencies to adjust to new ways of working. To achieve the expected individual and organisational benefits of hybrid work, employers are expected to provide support and flexibility and re-design the physical and digital workplaces to fit the new and diverse needs of employees.
This study aimed at examining the impact of E-HRM on organizational health. It focused on telecommunications companies operating in Jordan. Data were primarily gathered through self-reported questionnaires created in Google Forms and distributed to a purposive sample of senior managers via email. AMOSv24 was used to test the study hypotheses. The results of the study show that E-HRM has a positive impact on organizational health. Based on the obtained results, the researchers recommend managers and decision-makers of the telecommunications companies in Jordan to invest in electronic human resources systems, which can help them fully implement human resources practices electronically, to obtain economic savings and to be able to attract talents. The study also highlights the importance of focusing more on the electronic training and development process in order to raise individuals' practical capabilities, which is reflected in their creativity.
It is a fact that organization’s success and failure heavily depend on employees and employee engagement is found as one of the important indicators to engage work force in any organization. It has been repeatedly discussed by researchers in the past years and it was established that employee engagement is affected by variation in leadership styles. Many drivers regarding employee engagement have been identified, thus making the concept of employee engagement clear and more understandable for the employer. It also impacts employee performance and wellbeing as found by the past researchers. Leadership style also play a significant role in employee engagement. Leadership style is usually associated with the engagement of an employee and became the most important driver that may create culture of employee engagement in the organization. Leadership style also helps to drive optimal level of productivity in an organization and maintain employee trust. This study aims to identify the engagement level of employees in Malaysian Civil Defense Force and its relationship with leadership style. This research used Multifactor Leadership Questionnaire (MLQ) as a research instrument. SPSS software package for social sciences version 22 was used to analyze the data in this study. Finding of this study shows that leadership styles have a significant impact on employee engagement especially transformational leadership has a significant relationship with employee engagement. Therefore, from the findings of this study, it is suggested for the future researchers to use the mix method in collecting data so that the findings will be more accurate and detailed and can be generalized.
For overall development of an organization Corporate Social Responsibility (CSR) is becoming an increasingly important activity for business at national and international level. A business cannot succeed in a society which fails, to serve society with their expectations and need satisfaction, therefore, corporations have progressively recognized the benefits of providing CSR programs in their various locations. In India there are several bodies constituted specially to implement and promote CSR activities such as Corporate Roundtable, Business Council for Development (BCSD), The Energy and Resource Institute (TERI), The India Partnership Forum of the Confederation of Indian Industries (CII) and The British Council's CSR network etc. CSR activities are now being undertaken worldwide. It is also emerging as a new field in the management research. In India many companies are practicing the CSR for decades, long before CSR became a popular basis which have met with varying needs of the society. In spite of that status of CSR practices in Indian organizations are not up to contentment level and therefore require removing the obstacles hindering its way in Indian sense. There are innumerable challenges which hinder the way of its implication in Indian organizations i.e., the lack of understanding among people, untrained personnel, media negligence, lack of statutory clear polic ies, transparency issues from implementing agencies etc. Many companies have been implementing these activities merely to obey government orders or for brand building in front of media. The present paper is an endeavor to review the current status, issues and challenges on CSR implementation in Indian Organizations.
One of the main changes to the education sector organizational context that took place with the advent of the COVID 19 pandemic is the change in work practices. Sri Lankan educational institutes shifted the normal work practices into work from home (WFH) practice. The human resource practitioners identified a challenge when measuring employee engagement in work from home setting. Even though employee engagement has been widely researched, only a few pieces of research can be found on employee engagement in work from home settings during the COVID 19 pandemic. The survey was done with the selected 150 employees, using Simple random sampling. The questionnaire survey was done through email. The collected data was analysed using SPSS and followed the descriptive and regression analysis. The study reveals that the most significant factor which positively impacts employee engagement in the work from home concept is Technological Readiness. The second most significant factor is Empowerment and it proves that the empowered employees are more engaged. In addition, employee engagement can be increased by enhancing Learning Support, Reward, Recognition, Organizational Procedure, Leadership, Job Security, Safety, and Trust. The Rewards and Recognition are identified as the least endowment in work from home setting. The higher the number of years of service period is revealed the higher employee engagement in the work from home concept. Therefore, the length of the service period is recognized as a moderating variable in the Aon Hewitt Employee Engagement model. Thus the organizational policies and investments to increase employee engagement should be executed based on eight determinants namely; Technological Readiness, Empowerment, Learning Support, Reward - Recognition, Organizational Procedure, Leadership, Job Security - Safety and Trust.
Key Words: Employee Engagement, Work from Home, Empowerment, Technological Readiness, Educational Institutes
The aim of the present research was to study the effect of job satisfaction on the performance of employees working in private sector organizations of Peshawar, Pakistan. For that purpose, one hundred and eighty employees (N = 180) were selected as a sample from private organizations of Peshawar. An equal number of employees, i.e., (n = 60), were selected through random sampling method from three types of organizations, viz., hospitals, banks, and universities. A Minnesota Satisfaction Questionnaire (MSQ-short form) developed by Weiss et al. (1967) and a self-constructed Performance Evaluation Form (PRF) were used as instruments for the study. Initially, the reliability statistics of both the instruments was calculated to know the significance of the scales. According to the findings of the study, the type of occupation has been shown significant correlation with job satisfaction. Similarly, the positive relationship of job satisfaction with performance of employees was also confirmed. Therefore, it is concluded from the study that satisfied employees were better in performance as compared to dissatisfied employees, thus contributing significant role in the uplifting of their organizations. As there are unstable economic and political conditions of Peshawar, it is therefore necessary for every organization to make their employees motivated and satisfied towards high performance by adopting different techniques and methods.
Business corporations need to realize that in order to achieve their primary objective, they need to consider their responsibility towards society and environment. However, there are still a lot of unethical businesses that ignore their stakeholder’s interest. Therefore, business need to aware that their involvement of CSR practices in certain extent does affect the consumer buying behavior. This paper examines the relationship between CSR practices and consumer buying behavior. Quantitative approach was employed and 241questionnaires were collected and valid to be used. It was found that positive relationship existed between all the CSR practices (economic, legal, ethical, and philanthropic) and the consumer buying behavior. However, based on the students in Selangor perspective, the main element of CSR practices that influence the consumer buying behavior is economic. Therefore, business corporations need to strive to maximize their shareholder’s wealth as the consumers expect the corporations to fulfill the shareholder’s interest as they are among those who contribute in providing funds for the businesses survival and growth. Additionally, consumers also expect the business corporations should offer reasonable price and provide a good quality of products and services to them.
The hospitality and tourism sector is considered the backbone for economicgrowth, especially in developing countries. However, this thriving sector is particularly vulnerable to naturaland human-made disasters. This study assesses the impact of the COVID-19 (coronavirus disease-2019) pandemic in India’s hospitality and tourism sector by addressing essential aspects such as current conditions and challenges as well as future perspectives. The secondary research methodology has been applied for the research. For data collection, the secondary data has been collected through literature, journal articles, government documents, etc. The research findings show that COVID-19 in India has significantly affected the hospitality and tourism sector. Global and domestic tourists have canceled their programs to visit the natural, historical, religious, and cultural sites. The flight tickets and the hotel reservations have been canceled. A significant number of workers in the sector have lost their jobs. This pandemic has affected the economy of the country as well as the well-being of the individuals to a large extent. As the intensification of the COVID-19 is being thought to cause a long-term impact, this study could be relevant to the decision-makers in regards to the crucial task of reviving the sector.
The COVID-19 pandemic has left severe impact on livelihood, security and health of informal sector workers, especially domestic workers, majority of whom are women. Being least organised and lacking institutional support, domestic workers are extremely vulnerable to exploitation and human rights violations, and the pandemic has aggravated the situation. Telephonic interviews were conducted with 260 domestic workers from three cities, namely Delhi, Mumbai and Kochi with focus on working conditions, livelihood and household dynamics, health scenario and state support during the pandemic. The data was substantiated with qualitative inputs from in-depth interviews conducted with 12 domestic workers across the cities. In the results, widespread job loss is reported among domestic workers during March–June 2020 along with drastically reduced income and increased workload. About 57% domestic workers reported stigma and discrimination at workplace, and 40% worked without any safety measures. Incidence of domestic violence at home, increased work burden at home, issues in access to health care, etc., were reported. The study findings point out the urgent need to have a national-level policy and state support specifically targeting women domestic workers, without which the situation of poverty, health hazards and social exclusion will continue to exist.
JEL Code: J4, J46
Purpose
This study aims to systematically review the existing literature and develop an understanding of work-life balance (WLB) and its relationship with other forms of work-related behavior and unearth research gaps to recommend future research possibilities and priorities.
Design/methodology/approach
The current study attempts to make a detailed survey of the research work done by the pioneers in the domain WLB and its related aspects. A total of 99 research work has been included in this systematic review. The research works have been classified based on the year of publication, geographical distribution, the methodology used and the sector. The various concepts and components that have made significant contributions, factors that influence WLB, importance and implications are discussed.
Findings
The paper points to the research gaps and scope for future research in the area of WLB.
Originality/value
The current study uncovered the research gaps regarding the systematic review and classifications based on demography, year of publication, the research method used and sector being studied.
The purpose of this paper was to demonstrate changes in the definition of effective leadership and present an argument for how the shift relates to evident changes in perceptions of women leaders. Perceptions of effectiveness estimations for female and male executives were compared, while taking into consideration organizational culture. Scenario methodology was used to manipulate gender, leadership styles, and organizational culture through an experimental online survey looking for differences in perceptions of effectiveness. Findings, in part 1, show that female executives were viewed as more transformational than male executives with no significant differences in perceptions of leadership effectiveness. Leadership style mediated relations between leader gender and perceptions of leadership effectiveness. In part 2, organizational culture was shown to increase the associations of gender and leadership style with expectations of effectiveness. Female leaders may over time be perceived as effective as male leaders, if the present shift in definitions of effective leadership styles continue to align with female gender roles and organizational cultures embrace collective practices. However, this paradigmatic change is slow and women continue to be stereotyped in leadership roles. This paper gives an explanation for why nil results are becoming more prevalent in the literature on gender in leadership.
Businesses are increasingly adopting AI solutions. Governments, investors and consumers increasingly focus on their accountability for the environmental and social impact of their activities. To address this challenge, corporate social responsibility should be integrated with AI in business by design and by default. This chapter attempts to contribute to this goal providing two recommendations addressing leadership and public policy. Firstly, leaders can adopt a three-level mindset framework. Such framework embeds ethical considerations and the Sustainable Development Goals as a benchmark for impact assessments in the whole lifecycle of AI. Secondly, AI regulation and policy harmonisation can facilitate the adoption of such framework by businesses and consequently the maximisation of positive externalities of AI in business. The two recommendations are contextualised with insights from a dialogue with four projects in Latin America using AI for the Sustainable Development Goals.
The goal of this research is to find out how leadership styles and employee engagement were linked in Tabuk government organizations. In this study, the researcher used the quantitative approach and collected data by online questionnaire consisting of (45) items, (28) items from Multifactor Leadership Questionnaire (Form 5X) and (17) items from Utrecht Work Engagement Scale (UWES-17). SPSS version 23 was used to analyze a total of 71 replies (n=71) from various government entities working in Tabuk. The findings revealed that leadership styles and practices have a considerable impact on employee engagement in Tabuk's government entities. All coefficient Correlations are significant at the 0.01. From the results of the linear regression coefficient, so according to our findings, there is a direct correlation between leadership styles and employee engagement. The researcher recommended the need to develop developmental programs for comprehensive leadership patterns in order for government agencies to reach the highest rates of employee engagement.
Purpose: India is one of the most famous tourist destinations globally, offering a wide cluster of spots to see and activities to do. It is a mosaic of myriad attractions, from historical cities to natural splendors and finest architectural heritage. They draw in worldwide travelers. Indian tourism and hospitality industry are among largest contributors to economic growth and employ a huge workforce. This sector already facing difficulties due to global economic slowdown, and now industry lies in shreds due to spread of novel coronavirus. Government’s decision to undergo a complete lockdown to contain coronavirus added to precedence woes of people employed in sectors putting countless jobs in danger. Study seeks to understand impact of coronavirus on tourism sector associates and look into various suggestions for industry’s revival. Design/Methodology/Approach: Research design includes qualitative analysis to understand COVID-19’s impact on Indian tourism sector. Findings: The pandemic has a devastating impact on the industry. Research work finds inappropriate measures by government and business style with alternates need to be explored and adopted by industry. Practical Implications/Limitations: This study explores impact of COVID-19 on Indian tourism industry and suggests yardsticks to improve adverse state of affairs. It makes further study to strengthen tourism industry to come out from this distressing situation.
Rapid progress of digital technologies and their increasing spreading into the work domain have been the subject of turbulent discussions for the last decade. The adaptation and use of information and communication technologies (ICTs) led to redefinition of organisational structures and the way employees work, making it possible to connect anytime, anywhere and deliver data in real time. Recently, the use of ICTs for working purposes has increased due to the COVID-19 pandemic. The spread of COVID-19 has been changing working habits around the world with employers encouraging or even insisting that employees work remotely. As such, work is mainly based on ICT use while experiencing some technology-related job demands, which are generally named techno-stressors or technostress creators. Previous research provides some evidence that the ubiquity of technologies can add to employees experiencing technostress because of the increased workload, excessive technology dependence, demands for enhanced productivity, and a constant need to adapt to emerging ICT applications, functionalities, and workflows. There is still a gap in the literature about the impact of technology use on employee well-being while working remotely during the COVID-19 lockdown. This chapter aims at revealing the relationship between the construct of technostress creators, including its five dimensions, and employee well-being in terms of work-life balance and job burnout. In doing this, quantitative data were collected in Lithuania. The results support the idea that technostress creators have a negative effect on employee well-being. Moreover, the findings suggest that techno-overload and techno-invasion reduce work-life balance and lead to job burnout. The chapter has strong practical implications seeing that the results are in line with the idea that organisations should create and implement policies and practices for reducing the impact of technostress creators.
The ancient Sanskrit epic Mahabharata presents two great leaders to us: Bhishma and Krishna. Bhishma is ethical to the core and represents ethical leadership at its best with all its strengths and weaknesses. In contrast, while Krishna is ethical, he is not limited by his ethics and frequently rises above it in his eagerness to do good to the world. This paper studies Krishna’s trans-ethical leadership in comparison to Bhishma’s ethical leadership and contrasts the two. The provocative paper also explores why a leader should rise above ethics to trans-ethical dimensions as and when the situation makes it unavoidable for the common good. The paper points out how Bhishma fails in this respect on many occasions and how Krishna unhesitatingly rises above ethics, even sacrificing his image as a great leader with integrity. Discussed in the paper are some incidents from Krishna’s life where he appears to be unethical but is actually trans-ethical.
The outbreak of COVID-19 has completely changed the world. Besides jeopardizing health, the coronavirus has seriously affected all other aspects of people's lives. In order to mitigate short-term, as well as long-term economic consequences of the pandemic, it is crucial to find an appropriate balance between public health protection and unconstrained economic activity. In this paper, the impact of the pandemic on world economy will be analysed, mainly through segments like economic output, trade and employment. Based on the data of the world economic, financial and trade organizations and studies of relevant authors, the aim of this article is to provide an overall perspective of economic effects caused by the COVID-19 crisis in some of the crucial economic areas and to give an outlook for the future. The analysis will also indicate the variation in effects among countries of different levels of development.
[Context and Motivation] Recent studies have highlighted transparency and explainability as important quality requirements of AI systems. However, there are still relatively few case studies that describe the current state of defining these quality requirements in practice. [Question] The goal of our study was to explore what ethical guidelines organizations have defined for the development of transparent and explainable AI systems. We analyzed the ethical guidelines in 16 organizations representing different industries and public sector. [Results] In the ethical guidelines, the importance of transparency was highlighted by almost all of the organizations, and explainability was considered as an integral part of transparency. Building trust in AI systems was one of the key reasons for developing transparency and explainability, and customers and users were raised as the main target groups of the explanations. The organizations also mentioned developers, partners, and stakeholders as important groups needing explanations. The ethical guidelines contained the following aspects of the AI system that should be explained: the purpose, role of AI, inputs, behavior, data utilized, outputs, and limitations. The guidelines also pointed out that transparency and explainability relate to several other quality requirements, such as trustworthiness, understandability, traceability, privacy, auditability, and fairness. [Contribution] For researchers, this paper provides insights into what organizations consider important in the transparency and, in particular, explainability of AI systems. For practitioners, this study suggests a structured way to define explainability requirements of AI systems.KeywordsTransparencyExplainabilityQuality requirementsEthical guidelinesAI systems
The aim of this study is to identify the impact of workforce diversity on organizational performance. For achieving research objectives and testing hypothesis the primary data collected with help of adopted questionnaire. The respondents were considered from Pharmaceutical companies which are operating in Sindh, Pakistan. Sample was consisting of 300. Findings of this study confirmed all proposed hypothesis are found to have significant impact of Gender diversity during covid-19, Age diversity during covid-19, Education diversity during covid-19 and Experience diversity during covid-19 on Organizational performance during covid-19 in pharmaceutical companies. However, new insights of this study revealed that gender diversity during covid-19 has more positive and significant impact with respect to other workforce diversity variables due to higher beta value. For better future performance this study results suggest to top management of Pharmaceutical companies should manage the workforce diversity.
Phil Allmendinger takes a critical approach to the role of 'smart' in future cities and the relationship with city development. Considering how technology can support active citizenship, he challenges the commercial drivers of big tech and warns that these, not developments for 'social good', may dominate.
The ongoing COVID-19 pandemic has affected countless businesses, leading to serious disruptions for many industries. Drawing on the resilience literature, this study offers an understanding of the impact of the COVID-19 pandemic on the creative industries and their response to the challenges they have encountered. This study reviews 59 papers following the systematic literature review approach and reveals several positive implications of the COVID-19 pandemic within the creative industries (e.g., IT and software) as well as the negative (the music industry, festivals, cultural events). Identifying six themes related to the impact of the COVID-19 pandemic on the creative industries, we develop a response matrix based on the discussion of firms’ digital capabilities and their ability to adapt to the COVID-19 crisis. We outline future research directions using a Theory-Context-Characteristics-Methodology (TCCM) framework.
Corporate Social Responsibility is a concept where by industries to take care of the Society interests in every aspect. The objective of the CSR is to improve the standards of living while preserving the profitability of the corporation for its stake holders both within the and outside the industry. In the recent years the concept of corporate social responsibility is spreading very rapidly in India at all the sectors. Corporate social responsibility is to contribute towards the society while working with in ethics. In developing countries like India. Industries plays a very important role in upgrading the economy of the country not only by producing products but also by imposing a new practice called social responsibility (CSR). In the global economy the link between industries and government has been growing. Business is an inseparable and embedded part of the society. Corporate social responsibility is an evolving a number of internal and external policies and practices right from the place where they work to the community, the environment and beyond. In the present scenario, there is need to take new initiatives and adopt new policies taking into consideration of the industry history towards sustained environmental, Social and Economic growth.