Managing Human Resources Management Policies in a Private Hospital and its Impact on Work-Life Balance and Employee Engagement

Luturlean, Bachruddin Saleh; Witjara, Edi; Prasetio, Arif Partono; Adhanissa, Salsa

doi:10.15294/jdm.v11i2.23499

Cited by 4 publications

(3 citation statements)

References 43 publications

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“…Human resources with awareness of environmental sustainability become the focus in the Green HRM paradigm. In a study conducted by Luturlean et al (2020), it was found that the implementation of GHRM involves human resources that care about the green environment. This includes attitudes and actions that support environmentally friendly practices, such as efficient energy use, waste reduction, and increased environmental awareness in the workplace.…”

Section: Literature Reviewmentioning

confidence: 99%

The Influence of GHRM and Organizational Culture on Environmentally Friendly Companies

Wahyuni,

Waskito

2024

JIMKES

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The purpose of this study is to analyze the role of organizational commitment as mediating the influence of GHRM & organizational culture on Eco Friendly at Dishub Boyolali. This research method is quantitative. The population in the study were employees of the Boyolali Regency Transportation Office. In sampling this study using non-probability sampling method with purposive sampling. The number of samples of this study were 100 respondents. The data analysis method uses SMART PLS. The results of this study are that GHRM has a negative and insignificant effect on Eco-Friendly at the Boyolali Transportation Office. Organizational Culture has a positive and significant effect on ECO Friendly at the Boyolali Transportation Agency. GHRM has a positive and significant effect on organizational commitment at the Boyolali Transportation Agency. Organizational culture has a positive and significant effect on organizational commitment at the Boyolali Transportation Agency. Organizational commitment has a negative and insignificant effect on mediating the effect of GHRM on eco-friendly. Organizational commitment mediates organizational culture on eco-friendly negatively and insignificantly.

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Section: Literature Reviewmentioning

confidence: 99%

The Influence of GHRM and Organizational Culture on Environmentally Friendly Companies

Wahyuni,

Waskito

2024

JIMKES

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“…Training and development represent all practices that can have a significant impact on employee performance (Kanyua, 2021). Work-life balance is known as a condition in which there is only a small level of conflict between work and personal/family needs (Luturlean et al, 2020). Corporate social responsibility is practices that send signals and signals that an organization cares and cares and understands the value of employees (Farouk & Jassim Al-Din, 2014).…”

Section: Literature and Hypotheses Development 21 Employer Brandingmentioning

confidence: 99%

Employer branding and employee performance for Telecommunication Companies in Egypt

Almehalawy

Abdelhamid

Ebied

et al. 2023

المجلة العلمیة للدراسات والبحوث المالیة والتجاریة

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This study aims to investigate the direct effect of employer branding on employee performance for telecommunication companies in Egypt, Employer branding represents a new concept in marketing, and it is considered one of the most beneficial strategies that are being adopted by organizations to retain, attract, and develop unique talents, it is how to apply the concept of branding in human resource management HRM through employee value proposition EVP. Employer branding is divided into external and internal branding. Employee performance is very crucial to attain organizational goals and it is a measure for the quality of human resources in the organization. so, the destination of employer branding is to acquire ongoing high performance. A questionnaire was used to collect data from 365 employees in telecommunication companies. Path analysis is employed to test the research hypotheses using Warp PLS 7.0. The results have confirmed that employer branding is positively related to employee performance. This study investigates both the direct and indirect influence of employer branding throughout the five dimensions on employee performance. This study provided a set of important recommendations for managers of telecommunications companies, where the study recommends the use of the employer branding in its dimensions by providing suitable working conditions for employees and provide sufficient opportunities for training. provide flexible working hours. Treat employees in a fair and respectful, funding cultural events and participating in charity. Provide an appropriate salary, prepare health insurance programs, and provide financial and non-financial rewards and privileges.

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“…The intricate dynamics between HRM policies and employee experiences have evolved as a central theme in modern organizational studies. Luturlean et al (2020) provide a sectorspecific lens by examining private hospitals. Their study underscores the idea that the healthcare sector, with its unique pressures and challenges, necessitates robust HRM policies.…”

Section: Introductionmentioning

confidence: 99%

The Quantitative Relationship Between HRM Practices and Academic Performance in Saudi Public Universities

Saud D

2024

RGSA

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Objective: This study aims to explore the impact of organizational factors, including employee engagement, selection procedures, training, and work-life balance policies, on academic performance in Saudi Public Universities. It further investigates the mediating role of employee commitment in these relationships. Method: A quantitative methodology was employed, gathering data from 103 academic employees across various Saudi Public Universities through a structured questionnaire. The data was subsequently analyzed using SPSS and Smart PLS software to assess the direct and mediating effects of the organizational factors on academic performance. Research Findings and Discussions: The analysis revealed significant direct effects of employee engagement and training on academic performance. Employee engagement also significantly influenced employee commitment. However, employee commitment did not demonstrate a significant mediating effect in the relationship between organizational practices and academic performance. These findings highlight the critical roles of employee engagement and training in enhancing academic outcomes within the context of Saudi Public Universities. Research Implications: The study underscores the importance of focusing on employee engagement and training as key drivers of academic performance. The lack of significant mediation by employee commitment suggests that the direct effects of organizational practices on academic performance are more pronounced and may not necessarily rely on enhanced commitment levels. These insights are crucial for university administrators aiming to optimize organizational strategies for improved academic results. Originality/Value: This research contributes to the existing literature by delineating the direct influences of specific organizational factors on academic performance, particularly within the unique setting of Saudi Public Universities. It challenges the assumed pivotal mediating role of employee commitment, offering a new perspective on optimizing organizational practices for academic enhancement in this region.

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Managing Human Resources Management Policies in a Private Hospital and its Impact on Work-Life Balance and Employee Engagement

Cited by 4 publications

References 43 publications

The Influence of GHRM and Organizational Culture on Environmentally Friendly Companies

The Influence of GHRM and Organizational Culture on Environmentally Friendly Companies

Employer branding and employee performance for Telecommunication Companies in Egypt

The Quantitative Relationship Between HRM Practices and Academic Performance in Saudi Public Universities

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