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Organizations are encouraged to integrate sustainability into their HRM practices to enhance their attractiveness as employers to prospective employees and to motivate employees to excel, which allows them to recognize the contribution they make to society and the lasting impact they create. Establishing a trusting relationship between employees and leaders emerges as a crucial factor when organizations opt to implement sustainable HRM practices across diverse contexts. Thus, this study examines the role of trust in leaders on the relationship between sustainable HRM practices and employee job performance. Consequently, we employed a quantitative approach in which a simple random sampling technique was used to collect data from 156 academic staffs of three private universities across Kyrenia in Northern Cyprus. The research hypotheses were examined through the application of Smart PLS 3.0. Our results indicated a significant impact of sustainable HRM practices on employees' job performance, emphasizing the importance of judiciously selecting these practices while fostering a trusting relationship between leaders and employees. These findings offer organizations the opportunity to not only enhance their comprehension and awareness of strategic resource allocation but also to tailor their policies in congruence with the company's objectives and strategies, thereby ensuring the efficient utilization of resources to enhance employee satisfaction and well-being, ultimately leading to an improvement in job performance. [ABSTRACT FROM AUTHOR]

The concept of work-life balance derives from the vision that professional life and personal life are two elements that balance each other synergistically in the development of an individual. Work-life balance can positively and negatively influence employees' performance through employee satisfaction. Using the structural equation modeling (SEM) method (partial least squares), we empirically analyzed the work-life balance of a sample of 452 employees in Romania. The study highlights that work-life equilibrium or disequilibrium significantly affects professional and personal satisfaction, influencing employee motivation and turnover intention. Following the empirical study, we found that a state of balance between professional and personal life generates satisfaction, a higher degree of motivation, increased performance, and reduced employee turnover. [ABSTRACT FROM AUTHOR]

Though the average employee spends a third of their day inside an office, designing a productive workspace can be challenging for designers. However, lighting design is a critical factor for the wellbeing of the employee. With the increasing number of local and international companies opening in Saudi Arabia, it is important to study the effect of natural and artificial lighting on the productivity of employees in the office environment. It is essential to consider that employee productivity leads to economic productivity. A questionnaire was shared with the employees of the head office of Ensan Charity for Orphans Care to collect data on the preferences of staff on the current lighting design in their offices. Office design is one of the most important aspects in need of special attention, since employees spend more than eight hours daily at their offices. Lighting design is one of the key aspects of office design that has a direct impact on employees' satisfaction and productivity. The aim of this study was to discover employees' preferences for office design in Saudi Arabia. The collected data are analyzed to uncover employee preferences as well as to predict two key design aspects using machine-learning techniques. The two design aspects of concern are direct sunlight in the office environment and manual control of light intensity. This research aimed to help improve the design of the office environment according to employees' preferences and international standards through investigating sustainable lighting design elements. A further challenge to be overcome was the need for further data collection as it relates to the two design aspects mentioned above. This paper demonstrates relatively high prediction accuracies of the mentioned design considerations using a variety of machine-learning algorithms. [ABSTRACT FROM AUTHOR]

In this study, we have examined talent management practices' impact on achieving sustainable competitive advantage in five-star hotels located in the TRNC (Turkish Republic of Northern Cyprus) as well as the mediating effect of employee satisfaction. After the questionnaire was tested for validity and reliability, we used bootstrapping, Mplus and SPSS to conduct an analysis using data from 368 employees from 14 five-star hotels located in North Cyprus. The study's hypotheses were verified through SEM (structural equation modelling). Our results revealed that talent development practices had no effect on the hotels' SCA, whereas talent practices (identify, engage, manage performance and retain) had a significant and beneficial influence on the hotels' SCA. Although in most hotels, talent management practices are the responsibility of the human resource management. The measured constructs specifically were employee responses. The findings of this study provide benefits for numerous stakeholders, including hotel and hospitality service industries and the government. Results can be used as a guideline for building more appealing workplaces for employees and to inform the management on how to encourage employees to be committed to a sustainable service in the hotel business. To acquire a better grasp of the organisational limits of talent management policies, it is crucial to further examine the perspectives of employers who may include hotel owners or top managers. Furthermore, future research may expand the sample and include three- and four-star hotels as well. [ABSTRACT FROM AUTHOR]

In order to comprehensively evaluate the employee satisfaction of mine occupational health and safety management system, an analytic method based on fuzzy analytic hierarchy process and 2-tuple linguistic model was established. Based on the establishment of 5 first-grade indicators and 20 second-grade ones, method of improved AHP and the time-orderedWeighted Averaging Operator (T-OWA) model is constructed. The results demonstrate that the employee satisfaction of the mine occupational health and safety management system is of the 'general' rank. The method including the evaluation of employee satisfaction and the quantitative analysis of language evaluation information ensures the authenticity of the language evaluation information. [ABSTRACT FROM AUTHOR]

This study investigated the relationship between sustainable human resource management (HRM) practices, employee satisfaction, and customer orientation of frontline employees (FLEs) in the hotel industry from the perspective of internal marketing. Specifically, the study focused on three facets of sustainable HRM practices (i.e., training, reward, and benefit) as well as organizational empowerment and communication as FLE-supportive contexts. Although some studies have examined the relationship between HRM practices and customer orientation, they overlooked the importance of service context in facilitating FLE customer orientation. Thus, this study developed a comprehensive framework based on social exchange theory and self-determination theory. The results show that all three facets of the sustainable HRM practices were positively related to FLEs' satisfaction. FLEs' satisfaction was also positively related to their customer orientation. Furthermore, both organizational empowerment and communication moderated the relationship between FLEs' satisfaction and customer orientation, which showed a positive relationship only when FLEs perceived high organizational empowerment or communication. The research findings provide beneficial theoretical and practical implications. [ABSTRACT FROM AUTHOR]

In contrast to shareholder-owned organizations, worker-owned cooperative organizations foster employee wellbeing such as employee satisfaction as an important outcome by itself. Due to expansions and economic fluctuations, larger worker-owned cooperations nowadays use mixtures of employment contracts resulting in varying shares of co-owners, contracted and temporary employees in workplaces. In the current paper, we research if this situation challenges the moral commitment of worker cooperatives to their employees, which derive from the cooperative philosophy on corporate responsibility. Where previous research contrasted employee wellbeing in worker cooperatives with share- holder owner organizations, this paper describes how various shares of co-owners in workplaces change mediating processes of helping climate and workplace participation and ultimately result in different levels of employee satisfaction. Archival data combined with survey data of 5907 employees in 99 hypermarkets were tested with multivariate analyses, and indicated that the helping climate and workplace participation positively mediated the association between the share of co-owners in hypermarkets and employee satisfaction. The findings imply that traditional worker-owned cooperatives, where a majority of all workers are owners, had more success in fostering cooperative values as a strategic outcome. [ABSTRACT FROM AUTHOR]

The aim of this paper is to describe the relationships between changes in employee indices (motivation and satisfaction) and customer indices (satisfaction and loyalty) in a single- and multi-term perspective. The article presents the results of primary research conducted in two industries (banking services and shopping centers) during three annual reference periods. The authors used the PLS-SEM method in the analytical process. The results of the research suggest that there is a strong relationship between changes in the areas of employee and customer satisfaction in the studied sectors, with a one-year time shift, which the authors called the "time gap". In addition, it turned out that the strength of influence of the employee's motivation level on customers is clearly lower than the strength of influence of the employee satisfaction. The occurrence of a "time gap" between employee and customer processes suggests that any changes introduced in the area of customer service as well as broadly understood human resource management policy need some time to become sustainable—to be noticed by the market and coded in the minds of the recipients of the offer as the new and currently applicable standard. The article makes a successful attempt at a long-term analysis of the relationship between employees and customers, assuming a time delay between both phenomena. As a result of the conducted research, it was possible to operationalize the discussed relationship in terms of strength and direction as well as the time shift. [ABSTRACT FROM AUTHOR]

Sustainable development practices have become very important for firms to go beyond short-term profitability, towards economic, environmental and social sustainability. This research aims to examine the relationship between a firm's sustainable development practices and its financial performance. Modelled as a multidimensional construct, sustainable development practices are represented by environmental practices, social practices in the workplace and social practices in the community, while financial performance is determined by profitability and growth. Using a mixed method survey, data were obtained from 389 textile firms in Vietnam, where there is a dire need to promote sustainable and environmental practices. Data analysis using partial least squares structural equation modeling demonstrates that sustainable development practices positively affect financial performance directly and indirectly via customer loyalty, employee satisfaction and corporate reputation. The findings also reveal the moderating role of entrepreneurial orientation, whereby the impact of sustainable development practices on financial performance is stronger for firms that are more innovative, proactive and willing to take risks. Taken together, these findings provide support for firms to holistically implement sustainable development practices and adopt an entrepreneurial orientation. [ABSTRACT FROM AUTHOR]

This paper aims to determine the perception of small and medium-sized enterprises (SMEs) employees regarding the usage of cloud computing services in their activities. The quantitative study was conducted on a sample of 315 respondents employed in Romanian SMEs. Testing of the conceptual model was performed with the WarpPLS 3.0 software. The study aimed to test how several constructs—the perceived benefits, disadvantages and risks, communication process, overall experience of using cloud computing services, perceived image, and empathy regarding the cloud computing services—influence the perception of the cloud computing service quality among SMEs employees. Moreover, employees' perception regarding the satisfaction of using cloud computing services based on the perceived quality was also tested. We concluded that the perceived benefits and disadvantages of cloud computing service usage, the perception of both the communication process and users' experience regarding cloud computing service use, empathy, and cloud computing service image positively influence the perceived quality of the cloud computing service usage in SMEs. We did not find evidence that the perceived risks significantly influence the perceived quality of cloud computing services. Finally, we demonstrated that the perceived quality of the cloud computing services positively influences the satisfaction regarding cloud computing services among SMEs employees. [ABSTRACT FROM AUTHOR]

The present research aims to explore the relationship between corporate social responsibility and earnings management (EM). For this study, we utilized the panel data of companies registered with the Shanghai and the Shenzhen stock exchanges. The data consists of 10years of financial data from 2010 to 2019. After a thorough investigation, we discovered that CSR hurts the EM practice, which mainly relates to the prevalence of the ethical stance and the moral stance in corporate decision-making. When firms engage in activities about CSR, they tend to improve their corporate image and their social image as the stakeholder satisfaction level increases. The results also indicate that, when firms engage in these types of activities, they tend to incorporate practices related to CSR as part of their corporate strategy. This also results in a higher moral standing amongst the decision-makers, and they prefer to reject malpractices, such as EM, as a result. In the case of the Chinese state-owned firms, the results indicate that these companies increasingly engage in real earnings management (REM), even though they have increased their CSR activities. The results point towards management opportunism with Chinese state-owned companies. [ABSTRACT FROM AUTHOR]

The purpose of this article is to present the relationships among older employee stress, motivation, satisfaction, and relationships in the workplace using two different approaches and different sample sizes. Research was implemented on an initial sample of 1013 older employees. In the next step, six smaller samples were calculated using the random selection of cases, namely samples with 25, 50, 100, 250, 400, and 500 older employees. This way the possible impact of sample size on relationships between latent variables using the covariance-based structural equation modeling (CB-SEM) and the partial least squares structural equation modeling (PLS-SEM) methods was assessed. The results on the larger samples have proved to be quite robust since they were confirmed with both approaches. They indicate that stress has a strong and negative impact on employee relationships and also a negative impact on employee satisfaction. Furthermore, employee relationships have a strong and positive impact on satisfaction and a positive impact on employee motivation. In addition, satisfaction has a strong and positive impact on employee motivation. The present paper helps readers to better understand the difference between the CB-SEM and the PLS-SEM methods. Researchers should be encouraged to use both techniques, even though CB-SEM methods have had a long tradition in management and marketing research since both fields heavily rely on psychometric measurement. From the organizational point of view, conclusions highlight the importance of the impact the variables of older employee stress, motivation, satisfaction and employee relations have on each other in the workplace. [ABSTRACT FROM AUTHOR]

The purpose of this study is to examine how servant leadership (SL) and high-performance work systems (HPWS) practices enable organizational performance, as shown by employee retention and employee satisfaction. Data was obtained from 300 full time employees in a private airline company in Jordan. The data was collected in three rounds, each separated by one-week time-lag. Structural equation modeling was used to test the proposed relationships and revealed that both servant leadership and HPWS practices were positively linked with employee satisfaction and retention, which were used as indicators of organizational sustainability. In order to understand how servant leadership and HPWS influence employee satisfaction and retention, we investigated the mediating role of employee engagement and discovered that it serves as a critical mechanism. The study affirmed that, in line with studies carried out in the west, servant leadership is also an effective leadership characteristic in the context of Jordan. Furthermore, the study helps to clarify the reason that servant leadership and HPWS lead to positive outcomes, due to the fact that these improve the engagement of employees. Thus, we understand that the increases in employee retention and satisfaction are due to the enhanced engagement of employees, and we show that engagement can be improved both by servant leadership and the application of HPWS in organizations. Consequently, the effectiveness and sustainability of the airline companies in Jordan will need to focus on primarily improving employee engagement. [ABSTRACT FROM AUTHOR]

The labor market situation in the postal and logistics sector has led to sustainable human resource management becoming increasingly important at the strategic level of each postal operator. This study proposes a new perspective of employee satisfaction assessment that not only quantifies total satisfaction but identifies job attributes and socio-demographic characteristics affecting employee satisfaction and loyalty as a key concern for sustainable human resource management. Findings of 1775 survey questionnaires of employees in Slovak Postal enterprise revealed that employee satisfaction is on average. The greatest dissatisfaction was related to the financial reward of employees and the employer's lack of interest in the views and attitudes of employees. The use of regression and correlation analysis pointed to the fact that not only their satisfaction, but also the situation on the labor market in the region, the age of the employee, the job position and the length of employment have a strong influence on employee loyalty. [ABSTRACT FROM AUTHOR]