Organization and Human Capital Development

Employees’ Motivation and Job Satisfaction in a National Government Agency in the Philippines

2025-04-14T14:05:40+07:00

In the government sector, motivated and highly satisfied employees are more likely to support the effective and efficient public service delivery. This study explored employee motivation (EM) and job satisfaction (JS) among contract of service (COS) employees in a national government agency in the Philippines. Using a quantitative-descriptive research design, data were gathered from 119 COS employees through a researcher-structured questionnaire distributed in-person. The study examined key motivational factors such as work recognition, professional development opportunities, salary satisfaction, job security, and workplace support, as well as JS dimensions, including workload satisfaction, communication, working dynamics, and career growth opportunities. Data analysis employed statistical tools such as frequency, percentage, weighted mean, and Pearson’s correlation test. Findings indicated that COS employees generally perceived having acceptable levels of EM and JS. Career growth opportunities and workplace support received relatively high satisfaction ratings, while salary satisfaction and job security were identified as areas of concern. Correlation analysis revealed that career development, workplace recognition, and supportive work environments had significant associations with various aspects of JS. Employees who perceived strong professional development opportunities and positive workplace relationships reported higher satisfaction. The study also found that workload satisfaction had a weaker relationship with EM than other dimensions. Considering these significant findings, the study strongly advocates implementing structured recognition programs, mentorship opportunities, competitive salary adjustments, and professional development initiatives. These strategies can help other government agencies enhance workforce stability, engagement, and organizational effectiveness in managing COS employees.

Appraisal of Leadership Styles of Female Managers and Employees' Performance in the Nigerian Manufacturing Sector

2025-03-18T21:48:09+07:00

Variations in employees’ performance remain a global challenge despite the continuous effort to close the gaps with leadership styles and leadership gender identified as contributory factors. Against this backdrop, this study examined female managers’ leadership styles and employees’ performance in the Nigerian manufacturing sector. To achieve the purpose of the study, a descriptive survey was conducted comprising employees who at any point in their career worked under female managers in the manufacturing sector. The source of data was primary data, which was collected through a structured questionnaire, and one hundred and thirty-eight respondents participated in the survey. The data gathered were analyzed using descriptive and inferential statistics. The study established that female managers democratic leadership style has a significant effect on employees’ performance; female managers autocratic leadership style affects employees’ performance; there is a significant relationship between female managers use of laissez-faire leadership style and employees’ performance and transformational style of leadership adopted by female managers significant determine employees’ performance. The study concludes that female managers' leadership styles, considered in this study, contribute to employees’ performance, but with variation. Female managers with transformational leadership styles contribute more to employees’ performance and followed by those female managers who adopted a democratic leadership style

Poor Leadership and Its Impact on Police Performance in the Tshwane Police Precinct, South Africa

2025-03-04T10:46:05+07:00

Despite the positive reception of the report highlighting a decline in crime, South Africa still grapples with a significant crime rate, particularly concerning violent crimes. This reality hinders the government's aim for citizens to feel secure in their homes, educational institutions, and workplaces, and to participate in community life without fear. This situation is indicative of the police's subpar performance, which could be a result of ineffective leadership. This study described the relationship between poor leadership and poor performance within the South African Police Services (SAPS) statistically. A quantitative research approach was adopted for this study. The population included male and female police officers of all ages representing different ranks from 14 police stations within the City of Tshwane Metropolitan Municipality. Data were collected from 182 police officials sampled through a probability cluster sampling strategy using self-administered questionnaires. Univariate analysis, frequency distribution in particular, was used to analyse the data. This study found that 31% strongly disagreed and 66% disagreed, while only 2% agreed and 1% strongly agreed that they had an opportunity to participate when decisions are made where they are stationed and that enhances their work performance. 26% strongly disagreed, and 70% disagreed, while only 2% agreed and 1% strongly agreed that their supervisors in the SAPS were unbiased and treated every employee fairly and that this enhanced their work performance. 34% strongly disagreed and 58% disagreed, while only 3% were uncertain and 4% agreed that the existing leadership style in the SAPS where they were stationed motivated employees to strive to attain a high level of performance. It is recommended that compulsory leadership training should be provided to all those in leadership and management positions across all police stations to upgrade their leadership and management skills. It is further recommended that the SAPS establish and constantly monitor an early warning system to detect any act that may amount to poor leadership. Recommendations for further study are also made.

A Theoretical Model of Training, Compensation, and Employee Performance in Indonesia’s State-Owned Enterprise

2025-09-16T23:55:01+07:00

Human resources are a strategic source of organizational competitiveness, and employee performance plays a central role in determining organizational outcomes. Training and compensation are two critical mechanisms through which organizations can shape employee behavior and enhance performance. Drawing on human capital theory and social exchange perspectives, this study develops a theoretical model that positions training as a developmental investment and compensation as a motivational driver of performance. The model is empirically examined in the context of Indonesia’s state-owned enterprise sector, using data from 104 employees of PTPN I Regional 2 Bandung. A quantitative approach with regression analysis provides evidence that both training and compensation have a significant positive effect on employee performance. While grounded in a specific organizational context, the findings extend the conceptual understanding of how human resources development (HRD) practices interact to improve performance, particularly in emerging economic settings. The study contributes to human resource development scholarships by offering a framework that underscores the importance of integrating developmental and motivational HR practices. This theoretical positioning highlights the transferability of the model to diverse organizational contexts, making it relevant for broader discussions in HRD and performance management.

Leadership Style Adaptability as a Theoretical Framework for Understanding Job Satisfaction

2025-08-09T15:31:17+07:00

In the modern world, leadership styles play an important role in company performance and employee performance. This research examines how the transformational and transactional leadership styles affect job satisfaction among the employees of both the public and the private sectors in the Kurdistan Region of Iraq. Data became available through a survey which was sent to 89 employees via Google Forms and was analyzed with statistical program SPSS version 26. Frequencies, percentages and means of the scores were used in descriptive analysis and correlation and regression analysis were done to understand the relationship between leadership styles and job satisfaction. The results showed that both transformational and transactional leadership styles have a positive relationship with job satisfaction and both leadership styles significantly influence staff satisfaction. Notably, transformational leadership had more of an effect. The study highlights the role of effective leadership in boosting the employee satisfaction and performance of an organization. Through the prism of the leadership adaptability and social exchange theory, the research creates an integrative conceptual framework that connects leadership behaviors and employee outcomes in different environments, and the theoretical contribution to the literature of HRD and leadership practice, especially in emerging markets.

The Influence of Adversity Quotient on Academic Achievement of Postgraduate Students: A Quantitative Correlational Study at Gunadarma University from a Human Resource Development Perspective

2025-07-07T23:10:47+07:00

Higher education plays a strategic role in developing individual potential and creating resilient and competent human resources. Undergraduate-master's programme (Sarmag) students at Gunadarma University face high academic pressure to complete their studies in a short period of time. This study explores the contribution of adversity quotient (AQ) to academic performance as an indicator of students' resilience and readiness to face challenges. Using a quantitative approach, this study involved all Sarmag students from the 2012 cohort as respondents. The results indicate that AQ significantly influences academic performance, highlighting the importance of personal resilience as a key factor in human capital development within higher education. These findings have implications for leadership development and human resource strategies, particularly in designing resilience-based interventions to support graduate performance.