PurposeThe paper proposes a conceptual integration between two variables, both considered as capable of affecting public firm performance: technology and intellectual ...capital.Design/methodology/approachThe analysis is performed by testing a structural equation model (SEM) which allows to measure simultaneously a plurality of variables, highlighting all the possible connections. Data is collected by administering more than 500 paper questionnaires to accountants working within Local Health Firms of Naples and Salerno.FindingsThe study seems to align with the considerations according to which intellectual capital expressed through its three dimensions – relational capital, human capital and organizational capital – exert a positive influence on perceived performance of healthcare firms, ultimately impacting on the Employees' Satisfaction.Research limitations/implicationsThe study acts as a useful guide from a managerial point of view, because it may support firm decision-making. In fact, public sector managers can leverage an instrument capable of activating functional mechanisms to improve firm performance.Originality/valueThe work allows overcoming the literature gap due to the fact that, although there is a wide recognition of the potential of technology and intellectual capital, there are no studies that synergistically integrate both the aspects in the attempt to understand their value in terms of influence on the performance of public firms, on the one hand, and on employees' satisfaction, on the other. In this vein, the work, in an attempt to provide further scientific support to the link between technology and intellectual capital, is a tool capable of highlighting how this link positively impacts on company performance and employee satisfaction.
The present study investigates the effects of technostress creators and inhibitors on job satisfaction, organizational commitment and perceived performance. A research model derived from the ...Transaction-Based Model of Stress and Coping Theory was developed and tested using a web-based survey questionnaire. The variables considered are technostress creators, technostress inhibitors, job satisfaction, organizational commitment, and perceived performance. A Structural Equation Model using a convenience sample from Qatar population was used to test the model. The results show that organizational commitment has a significant positive effect on perceived performance. Job satisfaction has a significant positive effect on organizational commitment. Technostress creators have a significant negative effect on job satisfaction. Technostress inhibitors have a significant positive effect on job satisfaction. Implications for managers and researchers are reported.
The employees, as stakeholders of the organization, can contribute to the development and productiveness of the organization. In regards to satisfaction/dissatisfaction, the opinion of employees can ...perform dual rule. Firstly, it supports the organization to plan future strategies and enhance their yield; secondly, it can be helpful for aspirants in seeking their best choice. In this concern, we have classified the reviews of employees using two different modules. In the first module, we have experimented on ratings of reviews; then in the second module, the textual part of the reviews is used to classify employees as satisfied/unsatisfied. After that, the reasonable outcomes of both approaches are unified for the final prediction of reported reviews as proper/improper. For this purpose, we have implemented a purely supervised machine learning approach. The performance of state of the art classifiers along with TF-IDF (Term frequency-Inverse document frequency) and BoW (Bag-of word) is analyzed in the text module. In this comparison, ETC (Extra tree classifier) performed best in terms of accuracy in both modules. It shows 100% accuracy with rating and 79% accuracy with the textual part. Ultimately, we have implemented AND gate for the evaluation of proper/improper reviews. The results of AND gate evaluate that 76% of the reviews of employees are reported as properly and 24% are reported as improperly in the used dataset.
Pay-for-performance has been widely adopted in the public sector to improve effectiveness and efficiency in service provision, which in turn positively affects employees’ satisfaction and commitment. ...Despite the presence of these initiatives in nearly every reform effort, limited concrete evidence of success has been highlighted. Through a fuzzy set qualitative comparative analysis on 17 social care organizations in Italy, the aim of this work is to contribute to the debate on human resources management practices in the public sector. Results suggest that pay-for-performance is effective when supported by other empowering practices. Furthermore, alternative combinations can produce the same positive effect on satisfaction and commitment.
This article examines and forecasts the HR trends at the beginning of the 21st century through giving a brief summary and comparison of the main forecasts and tendencies. There are quite a few ...forecasts published by HR experts, but no comparison has been made so far which would help to get a more reliable picture of current and future HR trends. The study gives an account of the main predictions and changes shown by international and national HR specialists to occur at the beginning of the millennium. The research was basically a desktop research relying on secondary data and using document analysis. Similarities of the expected trends were identified, and the secondary data were compared and analyzed, the results were summarized in a table and in a bar chart. The findings clearly show that there are basically four areas that are forecast to be in the focus of change at the beginning of the millennium: digitization, employee satisfaction and talent management, work and assessment processes, and leadership and management. It has been found that in the forthcoming years, HR will experience significant transformation, of which digitization will be the most important area.
The aim of our study is to evaluate the employees’ level of satisfaction/motivation in two Romanian public hospitals in the context of numerous changes of the legislation concerning the level of ...payment of the employees working in the healthcare system, and to reveal the characteristics of a proper, sustainable management in this type of public healthcare unit. During 2015–2018, 4945 questionnaires were distributed to the staff of both hospitals, processed, and analyzed. In the Clinical County Emergency Hospital of Oradea, the analysis of the questionnaires showed a decrease in motivation (from 94.63% in 2017 to 79.14% in 2018). In the Timisoara County Clinical Emergency Hospital, for all the categories tested, there was a slight increase of the motivation. All the professional categories showed a degree of satisfaction with ascending evolution. Motivations of a different kind than the financial one, reinforced by the hospital’s management in recent years, have led to a general degree of employee satisfaction, 96.95% of them being satisfied that they work in the hospital. In the current unstable legislative context, financial motivation cannot be influenced by the management of public hospitals; therefore, the most appropriate measures that are needed must be geared towards increasing non-financial motivation.
This paper examines the relationship between internal factors of an organization and employees' perception of organization's green performance – EPGP. An organization's green performance is greatly ...influenced by its internal efforts toward the implementation of green practices (such as internal green marketing – IGM and its dimensions), and it can be greatly influenced by employees' attitudes and behavior as well (such as organizational identification – OI, employees' satisfaction – ES, employees' eco-friendly behavior – EFB). Therefore, it was considered justified to examine whether each IGM dimension is related to EPGP, and whether each observed employees' attitude and behavior is related to EPGP. Hypotheses were tested on a sample of 177 respondents – employees working in different, mostly service organizations in Serbia, using the regression and correlation analysis. The obtained results revealed that each observed variable is positively related to EPGP. However, in predicting EPGP the contribution of green internal communication – GIC (as the IGM dimension), OI and EFB is statistically significant. The findings provide insight into the relationship between each observed variable and EPGP, and it may be useful for managers in the environmental management process.
Being a complex system of mutual values that makes an organization's identity, organizational culture is what makes an organization different from the competition. Creating an adequate approach for ...improving competitive advantages and better performance of Montenegro's tourism businesses through improving the business environment as one of the competitiveness factors is the aim of this article. What this research focuses on is to determine and analyse the relationship and influence between the type of organisational culture and employees' satisfaction, through different dimensions of the work they are doing. This work was done in the form of a quantitative exploratory research using questionnaire surveys, precisely the Organizational Culture Assessment Instrument and the Test for measuring employees' satisfaction. The obtained results show us the type of organizational culture that is typical for tourism businesses in Montenegro, as well as the influence it has on the level of employees' satisfaction, through different dimensions. Achieving better results in tourism businesses is easier with a business environment that increases the level of job satisfaction of employees, which contributes to loyalty as well.
The Government of Tanzania through the Ministry of Finance and Planning implemented the Government Electronic Payment Gateway (GePG) system to improve the whole cycle of revenue management. As of ...June 2020, the system has been implemented in 660 institutions, 28 commercial banks, and 6 mobile money operators. Whilst the initial acceptance of this system is positive, relatively no study has evaluated its effectiveness in meeting the expected benefits. Elsewhere, similar systems showed initial acceptance at the beginning, followed by failures after some years of use. Therefore, it is important to evaluate the effectiveness of GePG system to find out how effectively public money is spent. The objective of this study was to evaluate the success of GePG system using users' satisfaction as a success measure. The study adapted the updated Delone and Mclean Information Systems success model whereby perceived usefulness and trust in system were added as new factors. The sequential explanatory design research design integrating quantitative and qualitative data within a single investigation was adopted. A total of 442 users from 271 institutions in 11 regions in Tanzania participated in the study. Trust in system, information quality, and perceived usefulness had a significant positive impact on users' satisfaction with GePG system, whilst service quality had a significant negative impact. In contrast, system quality did not have an effect. The study shows that trust in system and perceived usefulness are important factors in the updated Delone and Mclean IS success model in evaluating user satisfaction with revenue collection systems. The findings from the open-ended questions and implications of the findings are discussed.
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