How to improve ship crew’s work effectiveness through the leadership style, work life balance and employee engagement in Indonesia national shipping

Ricardianto, Prasadja; Ikhsan, Ridho Bramulya; Setiawati, Rini; Gugat, Rudy Max Damara

doi:10.5267/j.msl.2019.8.030

Cited by 25 publications

(26 citation statements)

References 45 publications

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“…The above citation is in line with definitions of employee passion from practitioners and academic lecturers (Mann, 2020; Newman and Harrison, 2008; Zigarmi et al , 2009) as well as the employee engagement authors (Ricardianto et al , 2020; Siu et al , 2010; Tulasi Das and Vijayalakshmi, 2012), who assert that staff are engaged when harnessed as company members themselves to their work roles; this is described in commitment, personal expression and using themselves cognitively, physically and emotionally during role performances. Furthermore, interviewees affirmed the following:“I think [what waiters] want is to give a good service to offer the best they can do to people joining for lunch, dinner, drinks whatever it is […] because they represent the company and they want to be their best to represent the company […] so yeah you see professional identity as part or linked with their organisational identity as well […] In this context yes” (Marketing and sales manager, 53 years old).…”

Section: Results Of the Qualitative Studysupporting

confidence: 72%

Section: Consequences Of Professional Identitysupporting

confidence: 71%

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The consequence of waiters’ professional identity on passion for work and its effects on employee turnover: a qualitative approach

Jerez-Jerez

Melewar

2020

QMR

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Purpose Purpose- This study aims to develop a comprehensive understanding of the relationship between waiters’ professional identity and its antecedents such as work interaction, identity interferences, stigma, standardisation brand, authenticity, extroversion and education. “Salience” will be used as a moderator of this relationship to explain the prominence of the stimuli. The consequences of professional identity on passion and turnover intention will be analysed. Design/methodology/approach This study used a qualitative methodology, which encompassed 3 focus group discussions (18 participants) and 11 in-depth interviews. Participants will be based on Michelin-starred restaurants in London. Founded on analysis of the qualitative data, the antecedents and consequences of professional identity were formulated. Findings Findings demonstrate that the main factors of the formation of waiters’ professional identity are work interaction, identity interferences, stigma, standardisation brand, authenticity, extroversion and education, its consequences (passion and turnover intention) and salience as a moderator of this relationship to clarify the relevance of the stimuli. These factors have been demonstrated to have an effect on the formation of professional identity. Originality/value This study is relevant because the repercussion of perceptions, such as identity and identification for emerging exclusive job roles, is still under-examined in certain conditions. Restaurateurs need to work with and comprehend the quality individual framework of waiters in job roles because these have a stimulus on the fundamental interests, such as passion for work and turnover of the waiting workforce. Moreover, within the hospitality industry, there has been a predisposition to prominence more on chefs than waiting staff.

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Section: Results Of the Qualitative Studysupporting

confidence: 72%

Section: Consequences Of Professional Identitysupporting

confidence: 71%

The consequence of waiters’ professional identity on passion for work and its effects on employee turnover: a qualitative approach

Jerez-Jerez

Melewar

2020

QMR

View full text Add to dashboard Cite

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“…Darwish et al (2020) found that transformational leadership can adjust the relationship between exploratory and transformational learning processes and innovation based on the investigation and analysis in the United Arab Emirates and enhance enterprise learning. Ricardianto et al (2020) used sampling techniques to analyze the influence of leadership style, work-life balance, and employee engagement on the work efficiency of 290 crew members. The results showed that leadership style, work-life balance, and employee engagement had a direct and positive effect on work performance.…”

Section: Literature Reviewmentioning

confidence: 99%

The Influence of Entrepreneurial Psychological Leadership Style on Organizational Learning Ability and Organizational Performance

Tong

2020

Front. Psychol.

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In order to study the influence of different entrepreneurial psychological leadership styles on organizational learning ability and organizational performance and to provide theoretical basis for the improvement of organizational benefits of entrepreneurial enterprises in the future, 421 general managers, middle managers, and grassroots managers of 350 small-and medium-sized private enterprises in Beijing were surveyed by questionnaire in two forms: online and on-site. Then, a hypothesis model of the relationship between different entrepreneurial psychological leadership styles and organizational learning ability and organizational performance was constructed. The correlation between transformational, transactional, and laissez-faire psychological leadership styles and organizational performance and organizational learning ability was analyzed using multiple regression models. AMOS 7.0 software was used to simulate and verify the model. The results show that transformational psychological leadership style is positively correlated with organizational learning ability, financial performance, and growth performance; transactional psychological leadership style is positively correlated with organizational financial performance, growth performance, and organizational learning ability; there is no correlation between laissez-faire psychological leadership style and organizational financial performance and growth performance, but there is a significant positive correlation between laissez-faire psychological leadership style and organizational learning ability. The covariance between the error terms of the internal and external potential variables of the model is positive, and the factor load value of each potential variable and the observed variable is between 0.5 and 1, which shows that transformational and transactional psychological leadership styles have a more positive influence on organizational financial performance and learning ability than a laissez-faire psychological leadership style. The hypothesis model of the relationship between entrepreneurial psychological leadership styles and organizational learning ability and organizational performance conforms to the adaptation criteria and is feasible.

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“…In this line, the effectiveness of work is the adequate performance of an employee based on quality, the quantity of work, timeliness, productivity and accuracy of work used to fulfill the actual objectives (Ricardianto et al, 2020). While Job well-being enrichment programs are those that include organizational reform, involve significant resources, affect the company as a whole and are long-term oriented (Nangoy et al, 2020).…”

Section: Employee Work Improvementmentioning

confidence: 99%

Evaluating the Five Kaizen Success Measurements Through Employees Work Improvement and Its Effects on Overall Work and Quality of Services: Empirical Study of Insurance Companies in Jordan

Omoush

Moflih²,

Almetrami³

2020

IRMM

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The study aimed to understand the impact of the five Kaizen success measurements (organizational policy and awareness, education and training, cultural factors, internal processes assessment and recognition) on the overall quality of work and the quality through by employees work improvement as mediated factor on insurance companies in Amman. The study used a questionnaire to gather data from distributed on the 200 employees used random sample was applied to the population of this study consisting of all executives, department managers and employees of the insurance companies in Amman, Jordan. The questionnaire consists of three sections. Least square-structure equation modeling (PLS-SEM) program was chosen and used in this study in an effort to examine and test the data associated with the hypotheses. The results show Kaizen methods positively effect on the employee work improvement of the companies of. The kaizen implement employee work improvement positively effect on overall work and quality of service, Kaizen implementation positively affects overall work and quality of service, Employee work improvement on overall work and quality of service is partially mediated between kaizen implementation and on overall work and quality of service of Insurance companies in Jordan. Additionally, small companies can use Kaizen to enhance the overall work with low cost compared to other methods of improvement, which can be of a high cost that small companies cannot afford.

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How to improve ship crew’s work effectiveness through the leadership style, work life balance and employee engagement in Indonesia national shipping

Cited by 25 publications

References 45 publications

The consequence of waiters’ professional identity on passion for work and its effects on employee turnover: a qualitative approach

The consequence of waiters’ professional identity on passion for work and its effects on employee turnover: a qualitative approach

The Influence of Entrepreneurial Psychological Leadership Style on Organizational Learning Ability and Organizational Performance

Evaluating the Five Kaizen Success Measurements Through Employees Work Improvement and Its Effects on Overall Work and Quality of Services: Empirical Study of Insurance Companies in Jordan

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