Boosting Employee Morale

Good HR management is the key to the successful achievement of organizational goals. To increase employee morale there are also other factors that affect employee morale, namely motivation and work environment. The purpose of this study was to determine the effect of leadership style, motivation, and work environment on employee morale of the Gianyar Regency Transportation Agency partially and simultaneously. The sample used was 100 respondents. The data analysis technique used is Multiple Linear Regression. Based on the research results it can be seen that: (1) leadership style has a significant positive effect on employee morale, (2) motivation has a significant positive effect on employee morale, (3) work environment has a significant positive effect on employee morale, and (4) simultaneously leadership style , motivation and work environment have a significant effect on employee morale

Shore Amora Canggu is a company engaged in the hospitality sector. To measure the effectiveness of the use of human resources at Shore Amora Canggu, employee morale assessments have been carried out. The purpose of this study was to determine the effect of compensation, work environment and interpersonal communication on employee morale at Shore Amora Canggu. The method of analysis in this research is multiple linear regression analysis, validity and reliability tests, classic assumption test which consists of normality test, multicollinearity test, heteroskesdasticity test, and hypothesis testing. The number of samples used in this study were 33 respondents, namely all employees of Shore Amora Canggu. Based on the research results, it can be seen that: (1) Compensation has a positive and significant effect partially on employee morale. (2) The work environment has a partially positive and significant effect on employee morale. (3) Interpersonal communication has a partial effect on employee morale. (4) Simultaneously compensation, work environment and interpersonal communication have a significant effect on employee morale. The amount of influence of the independent variable on employee morale is 99.2%.

This study aims to analyze the effect of communication and work environment on employee morale at the Maritime Affairs and Fisheries Service of Bima Regency. A quantitative approach was employed using a Likert-scale questionnaire distributed to 80 respondents selected through purposive sampling. Data were analyzed using multiple linear regression with SPSS for Windows. The results reveal that communication (β = 0.551; t = 18.459; p < 0.05) and work environment (β = 0.401; t = 16.786; p < 0.05) have a significant partial effect on employee morale. Simultaneously, these two variables contribute 94.4% to the increase in employee morale (R² = 0.944; F = 43.288; p < 0.05). These findings indicate that effective communication and a supportive work environment can enhance motivation and productivity among public sector employees. The practical implication of this study suggests that organizational management needs to improve the quality of internal communication and create a conducive work environment to optimize organizational performance.

Research exploring the perceptions of public university employees in Cambodia regarding job satisfaction and academic service quality revealed significant insights. Using a quantitative design with a sample of 336 staff from three Phnom Penh universities, the study found that employees reported a high perception of both their job satisfaction and the academic services they provide. On average, staff felt more satisfied with their jobs than they rated the quality of academic services, although both were perceived positively. This suggests that job satisfaction is a slightly stronger factor. A key finding was the confirmed positive relationship between the two variables, indicating that the perception of academic service quality increases as job satisfaction increases. This correlation highlights the crucial link between employee well-being and the quality of education services. The research, driven by the need to enhance the education sector, provides valuable insights into employee morale and the current state of academic services within the Cambodian public university system, underscoring the importance of focusing on staff satisfaction as a strategy for improving educational offerings.

Given the current impacted state of the BMW Group, as well as its perpetual job growth, new working forms need to be implemented in order for the company to maintain its status as a leading competitor in the automotive industry. By implementing a flexible working environment, organizations are able to accommodate continuous job growth, while maintaining sufficient building space efficiency and reducing building costs. A new workplace concept will inevitably result in the emergence of new challenges regarding satisfaction with the working environment, as well as impose significant change that can be perceived as threatening to some individuals. Therefore, the following study examines the effects that mobility and flexibility in the workplace have on perceived employee satisfaction and well-being. Research was conducted on a targeted group of employees over a two-year time period at the BMW Group in Munich, Germany. Employee responses pertaining to perceptions of mobility work and desk sharing were analyzed via questionnaire analyses in order to determine the effects on satisfaction with the working environment at the BMW Group in a specified non-territorial working environment. Structural equation modeling and content analyses via open-ended responses were conducted in order to determine the effect that the independent variables, mobile work, and desk sharing have on working environment satisfaction and employee well-being. Results indicate that mobile work significantly predicts working environment satisfaction, and levels of satisfaction with the working environment increased over time. Furthermore, open-ended responses suggest that mobile work has a significantly positive influence on employee satisfaction. Desk sharing has a significant impact on hygiene levels and concentration abilities in the flexible working environment, influencing employee well-being. This study provides concrete evidence for the need to solve capacity issues in terms of job growth, as well as maintain a high level of employee satisfaction and well-being in today’s fast-paced society.

BackgroundOffice workers sit for more than 80% of the work day making them an important target for work site health promotion interventions to break up prolonged sitting time. Adjustable workstations are one strategy used to reduce prolonged sitting time. This study provides both an employees' and employers' perspective into the advantages, disadvantages, practicality and convenience of adjustable workstations and how movement in the office can be further supported by organisations.MethodsThis qualitative study was part of the Uprising pilot study. Employees were from the intervention arm of a two group (intervention n = 18 and control n = 18) study. Employers were the immediate line-manager of the employee. Data were collected via employee focus groups (n = 17) and employer individual interviews (n = 12). The majority of participants were female (n = 18), had healthy weight, and had a post-graduate qualification. All focus group discussions and interviews were recorded, transcribed verbatim and the data coded according to the content. Qualitative content analysis was conducted.ResultsEmployee data identified four concepts: enhanced general wellbeing; workability and practicality; disadvantages of the retro-fit; and triggers to stand. Most employees (n = 12) reported enhanced general well-being, workability and practicality included less email exchange and positive interaction (n = 5), while the instability of the keyboard a commonly cited disadvantage. Triggers to stand included time and task based prompts. Employer data concepts included: general health and wellbeing; work engagement; flexibility; employee morale; and injury prevention. Over half of the employers (n = 7) emphasised back care and occupational health considerations as important, as well as increased level of staff engagement and strategies to break up prolonged periods of sitting.DiscussionThe focus groups highlight the perceived general health benefits from this short intervention, including opportunity to sit less and interact in the workplace, creating an ‘energised’ work environment. The retro-fit workstation and keyboard platform provided challenges for some participants. Supervisors emphasised injury prevention and employee morale as two important by products of the adjustable workstation. These were not mentioned by employees. They called for champions to advocate for strategies to break up prolonged sitting.ImplicationsThe findings of this novel research from both the employee and employer perspective may support installation of adjustable workstations as one component of a comprehensive approach to improve the long term health of employees.

This study aims to analyze the effect of transformational leadership and the work environment on employee morale. This research was conducted at a banking company, namely PT. Bank Riau Kepri Syariah Siak Sri Indrapura Branch. This study uses 50 respondents who are all employees of PT. Bank Riau Kepri Syariah Siak Sri Indrapura Branch. In this study, the sampling technique used was Census/Total Sampling. Tests carried out in this study included validity tests, reliability tests, classic normality assumption tests, multicollinearity classic assumption tests, heteroscedasticity classic assumption tests, and hypothesis testing. The analytical tool used is multiple linear regression.

The Fourth Industrial Revolution (Industry 4.0) is transforming industries worldwide through advanced technologies such as cyber-physical systems, big data analytics, cloud computing, robotics, 3D printing, and augmented reality. This study examines the relationship between Industry 4.0 adoption, human skill capabilities, and organizational performance. Using quantitative research design and survey-based data collection, the research investigates how technological integration and workforce competencies contribute to business outcomes. Findings reveal that Industry 4.0 technologies significantly enhance organizational performance, particularly in efficiency, productivity, and cost-effectiveness. However, the study also emphasizes that technological advancements alone are insufficient; skilled human capital is critical for effective implementation and management. Competent employees are essential to address challenges, optimize the use of new technologies, and sustain organizational growth. The results highlight the need for organizations to balance investments in technology with workforce development, ensuring employees can adapt to rapid changes in the industrial landscape. This study contributes to both theory and practice by demonstrating that aligning technological progress with human capability development is vital for organizations to enhance performance and maintain competitiveness in the Industry 4.0 era.

An optimal work environment is crucial for supporting employee well-being, yet the combined influence of physical and non-physical factors on employee well-being is not fully understood. This study aims to examine the impact of physical factors such as air quality, lighting, ventilation, and thermal comfort, as well as non-physical factors such as safety, cleanliness, views, and layout on employee well-being. A quantitative survey method was used with a sample of all employees of the Regional Disaster Management Agency (BPBD), and the data were analyzed using Multiple Regression. The results show significant effects of physical environmental factors on employee well-being (t (35) = 3.600, p = 0.001), non-physical environmental factors on employee well-being (t(35) = 6.128, p = 0.000), as well as the combined effect of physical and non-physical environmental factors on employee well-being (F(2, 32) = 57.045, p = 0.000). These findings emphasize the importance of a holistic approach in designing and managing the work environment to enhance employee well-being. The practical implications of this research include recommendations for improving the quality of the work environment that can be applied by managers and office space designers to create healthier, more comfortable, and more productive workplaces.

The Role of Flow between Burnout and Organizational Citizenship Behavior (OCB) among Hotel Employees in Malaysia

The purpose of this study is to introduce efficient bio‐inspired vision architectures, integrating human cognition capabilities, such as computation and memory emulating neurons and synapses, together with polarization of light properties, that would ultimately revolutionize and give rise to the next‐generation highly efficient augmented intelligence vision systems. The system consists of a polarimetric dynamic vision sensor) and a spinning wheel, whose motion is externally modulated and controlled by means of a signal generator, varying its motion pattern and speed, respectively. A neural network has been designed to classify different object speeds and motion patterns. The neural network utilizes a limited number of events within a given time window, instead of full‐frame images; as well as two classifiers, which practically take a single input and independently classify both its speed and motion pattern. As a result, both high computational efficiency and motion classification accuracy are achieved.

This study aims to investigate the relationship between Employee Sustainable Performance (ESP) and Responsible Leadership (RL) within the framework of Corporate Social Responsibility (CSR) theory. Additionally, it explores how the Ethical Atmosphere (EA) functions as a mediator in this relationship. Conducted in India's banking sector, the research utilized a questionnaire-based survey administered to 128 employees, employing convenience sampling. Data analysis was performed using Smart PLS 4, employing Partial Least Squares Structural Equation Modelling (PLS-SEM). The findings reveal a robust positive correlation between ESP (comprising Employee Performance (EP) and Employee Well-being (EWB)) and RL. Moreover, the study demonstrates that the association between RL and ESP (both EWB and EP) is partially mediated by the Ethical Context. Generalizability is constrained by the study's reliance on responses from personnel in the Indian banking sector through online and offline surveys. Based on these results, the authors recommend the banking sector implement a comprehensive leadership development program. Such a program would educate HR managers on the significance of RL and foster behaviours that promote ethical standards and positive employee attitudes. This study contributes novelty by integrating CSR theory to examine the interaction between ESP, Ethical Atmosphere, and RL specifically within the Indian banking industry. It is one of the first to propose an integrated model that explores these dynamics, highlighting the role of ethical frameworks as mediators. The research underscores the importance of ethical leadership in enhancing employee sustainable performance and well-being, offering valuable insights for organizational practices in the banking sector and potentially beyond.

Around the globe, technological advancements such as artificial intelligence (AI) are reshaping workplaces affecting employee wellbeing (EWB). To understand the AI-EWB link, a conceptual model is developed to explore the link between AI-driven capabilities and employee wellbeing (EWB), with cybernetic thinking (CT) as a mediator. Furthermore, organizational ambidexterity (OA) is introduced as a moderating factor between CT and EWB grounded on integrated dynamic capabilities with resource-based theory in the context of a developing country like Pakistan. Data were collected from 490 doctors working in private sector hospitals across two major cities of Pakistan—Karachi & Islamabad and data analysis was performed using PLS-SEM 4.0. Results indicate that AI-driven capabilities significantly relate to EWB. Furthermore, CT explains the relationship between tangible, human resources, intangible-driven AI capabilities, and EWB. In addition, OA moderates the link between CT and EWB. Hence, mediated moderation is established. To remain resilient, this study offers theoretical as well as practical insights into how healthcare practitioners can harness AI through integrating organizational factors like CT can help reduce stress and improve EWB through adopting a balanced approach to manage innovation. Policy implications along with directions for studies to be conducted by researchers are also provided.

To study whether knowledge about psychosocial work indicators and a structured method to implement changes based on such knowledge comprise an effective management tool for enhancing organizational as well as employee health and well-being. White- collar employees representing 22 different work units were assessed before and after a 1-year intervention program. Subjective ratings on health and work environment, biologic markers, absenteeism, and productivity were measured. Significant improvements in performance feedback, participatory management, employeeship, skills development, efficiency, leadership, employee well-being, and work-related exhaustion were identified. The restorative hormone testosterone increased during the intervention and changes correlated with increased overall organizational well-being. Absenteeism decreased and productivity improved. Fact-based psychosocial workplace interventions are suggested to be an important process for enhancing employee well-being as well as organizational performance.

This research is about the influence of leadership style and work environment on work morale where motivation is a mediating variable. The object of this research is Fast Food Restaurant Z in Jakarta, which is one of the fast food restaurants in Indonesia. The research method uses a quantitative-causality approach, which will be tested using the SEM-PLS method with the SmartPLS program. The choice of the SEM-PLS method is the right reason, because it can observe a relatively small number of 52 employees without reducing the level of statistical accuracy. Employees whose sample size has been determined must have followed the convenience sampling assumption. The results of this study provide an empirical model of a positive relationship between leadership style, and work environment on morale mediated by motivation. These results provide theoretical empirical recommendations, especially managerial implications for Fast Food Restaurant Z in Jakarta as an important consideration in making effective Human Resource Management decisions and achieving business continuity in the future. Keywords: leadership style, work environment, motivation, morale DOI: 10.7176/JRDM/86-04 Publication date: June 30 th 2022