Workplace bullying and its impact on quality of work life

Zulkarnain, Zulkarnain; Ginting, Eka Danta Jaya; Novliadi, Ferry; Pasaribu, Simson Putra

doi:10.32725/kont.2023.002

Cited by 2 publications

(1 citation statement)

References 26 publications

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“…The workplace is an integral aspect of an employee's life and has a profound impact on their well-being (Zulkarnain et al, 2023b). Organisations must exercise caution in implementing regulations; failure to do so can harm the organisation in both the short and long term (Petterson, 2009).…”

Section: Introductionmentioning

confidence: 99%

Commitment, employee engagement and readiness to change among oil palm plantation officers

Zulkarnain,

Hadiyani,

Ginting

et al. 2024

SA Journal of Human Resource Management

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Change is a crucial aspect of building effective management (Hussey, 2000). A myriad of variables, such as the rapid rate of global expansion, newly identified business risks, exciting opportunities, innovation, and evolving leadership systems, can trigger organisational changes (Madsen et al., 2005). The management of change requires both short-and long-term perspectives (Robbins & Judge, 2009).Orientation: Organisations must continually adapt to the external environment to remain competitive. However, employees often resist change because of fear and uncertainty.Research purpose: This study has two objectives. The first is determining how commitment and engagement influence employee readiness to change. The second is to identify the most significant predictor of readiness for change, using aspects of commitment and dimensions of employee engagement.Motivation for the study: Change is vital for an organisation's survival, and employees are central to this process. Overcoming employee resistance to change is critical. By understanding the factors that influence employee readiness, organisations can better manage change and increase their chances of success. Research approach/design and method:The study involved 206 oil palm plantation employees. It employed a hierarchical regression analysis to assess the influence of commitment and engagement on employee readiness for change. Main findings:The study reveals that commitment and engagement have a significant impact on employee readiness for change. Employees who demonstrate higher levels of commitment and engagement are more likely to be prepared for and open to change. Practical/managerial implications:The study findings provide practical insights for organisations aiming to implement successful change initiatives. Encouraging change, creating a climate of readiness, and addressing resistance are essential components of effective change management.Contribution/value-add: This research contributes valuable insights into the dynamics of employee readiness for change in organisations. Prepared employees are more likely to view change as a challenge, rather than an obstacle, which is a significant value-add in organisational change.

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Section: Introductionmentioning

confidence: 99%

Commitment, employee engagement and readiness to change among oil palm plantation officers

Zulkarnain,

Hadiyani,

Ginting

et al. 2024

SA Journal of Human Resource Management

Self Cite

View full text Add to dashboard Cite

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Organisational justice and work-family conflict: Impact to quality of work life

Zulkarnain,

Ginting,

Adnans

et al. 2024

SA Journal of Human Resource Management

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Orientation: The development of quality of work life (QWL) in line with the needs of employees will balance personal growth and social life in the workplace. Improving the QWL has an impact on employee efficiency and organisational productivity.Research purpose: This study determines how organisational justice and work-family conflict determine the QWL. We conducted a cross-sectional study. Participants were selected based on characteristics and the objective of the study.Motivation for the study: Employees’ well-being and fairness in the workplace are crucial factors that can significantly impact their job satisfaction, productivity and overall organisational outcomes.Research approach/design and method: Data collection used questionnaires and involved 508 oil palm plantation officers. The hierarchical regression analysis was used to find out the determinant of QWL.Main findings: We found that organisational justice and work-family conflict are predictors of QWL. Work-family conflict is associated with low levels of QWL. Interactional justice and time-based conflict was the best predictor of QWL.Practical/managerial implications: The emergence of work-family conflict will reduce employee job satisfaction, and ultimately, the QWL will decrease.Contribution/value-add: These findings could be guidelines for managing a healthy work culture that eventually leads to the organisation’s success.

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Workplace bullying and its impact on quality of work life

Cited by 2 publications

References 26 publications

Commitment, employee engagement and readiness to change among oil palm plantation officers

Commitment, employee engagement and readiness to change among oil palm plantation officers

Organisational justice and work-family conflict: Impact to quality of work life

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