Competitive Work Environment

Contemporary work environments are growing increasingly competitive. However, some employees may “fit” with such environments better than others. This study examined how the relationship between employees’ goal orientations (learning, proving, and avoidance) and engagement is influenced by the competitive environment of their workplace. By investigating the interactive effect of goal orientation and competitive work environment, this research expands our understanding of factors leading to engagement. We tested our model using a sample of 345 working adults from a variety of organizations across several different industries. Results indicate that learning goal orientation was positively related to engagement while avoidance goal orientation was negatively related to engagement. Competitive work environment (CWE) interacted with learning orientation and proving orientation to predict engagement. We conclude with a discussion of the implications of our results for human resource management. © 2015 Wiley Periodicals, Inc.

Despite existing studies on creativity, examining human resource management practices alongside knowledge management models for constructing creativity remains lacking. This study investigates employee creativity in small and medium enterprises (SMEs) in Indonesia, using data from 508 respondents within a 254-sample frame and employing partial least squares structural equation modeling (PLS-SEM). The results indicate that human resource management practices and technological innovation significantly influence knowledge management and cultivate competitive work environments that foster creativity. The PLS-SEM model confirmed that human resource management practices and technological innovation have a significant direct effect on employee creativity, as well as indirect effects through knowledge management and competitive work environments. Knowledge management and competitive work environment served as double mediators in the mediation mechanism tested in this model. The findings provide practical insights for managers seeking to optimize human resources and technological innovation to enhance knowledge management and create competitive work environments that boost creativity.

High employee turnover remains a significant challenge for organizations operating in competitive work environments, leading to concerns over productivity, workforce stability, and long-term sustainability. Strategic talent management is considered a crucial approach for organizations seeking to retain skilled employees and enhance organizational performance. This study aims to explore talent management practices that support employee retention in competitive industries by examining underlying factors contributing to turnover and strategies used to maintain employee commitment. This research employs a library-based methodology that relies on secondary data from books, journal articles, research reports, and academic publications related to employee retention, strategic talent management, and competitive work environments. Data were analyzed using content analysis to identify key themes, patterns, and relationships across the literature. The findings reveal that effective recruitment, continuous employee development, succession planning, competitive compensation, supportive organizational culture, work-life balance, and clear career development opportunities are essential in strengthening employee loyalty and reducing turnover. Additionally, organizations must balance high performance expectations with well-structured support systems to prevent burnout. The study highlights the importance of strategically integrating strategic talent management practices with initiatives that prioritize employee well-being to maintain retention and sustain competitive advantage.

Abstract. The process of globalization has significantly transformed the labor market and modern practices of Human Resource Management (HRM). These changes are multifaceted, encompassing both positive developments and serious systemic challenges. On the one hand, globalization has stimulated the growth of innovative sectors, enhanced international cooperation, facilitated knowledge exchange, and increased labor mobility. As a result, the competitive environment has intensified, compelling organizations to adopt more flexible, technologically advanced, and human-centered HR strategies. On the other hand, globalization has exposed a range of difficulties within existing systems, particularly in small, developing, and transition economies such as Georgia. The labor market increasingly faces skill mismatches, where the qualifications, competencies, and practical experience of the workforce do not align with the real demands of available positions. In addition, labor migration has emerged as a significant concern, leading to a shortage of qualified professionals in the local market. The aim of this article is to provide a comprehensive analysis of the impact of globalization on HRM policies and practices, focusing on critical aspects such as the transformation of recruitment processes, the introduction of new training and development models, alignment of compensation systems with international standards, enhancement of internal communication, cultural adaptation, and the evolution of modern leadership styles. The study is based on interviews with HR managers working in Georgian organizations, which allows for an in-depth exploration of local labor market challenges and trends from a first-hand professional perspective. The findings indicate that globalization not only increases opportunities for building a diverse workforce but also imposes substantial strategic responsibilities on organizations. In the modern HR environment, issues such as managing cultural diversity, shortages of digital competencies, labor mobility regulations, the need for technological integration, and growing pressure on employees’ working conditions are becoming more pronounced. Consequently, organizations must reconsider the strategic function of HRM in order to create sustainable, competitive, and innovative work environments. The results further emphasize that addressing the challenges associated with globalization requires coordinated efforts between the education system, the private sector, and the state. Such cooperation is essential for reducing skill mismatches, integrating vocational education, and optimizing the structural dynamics of the labor market. Therefore, effective management of these challenges in Georgia depends on the development of progressive HRM policies and the targeted strengthening of human capital. Keywords: Globalization, Human Resource Management, Management, Global Strategy, Organizational Change. JEL classification: E24

Today, international competition is growing rapidly, and enterprises must always remain ahead of the competition to ensure their survival. Therefore, firms must keep pace with dynamic conditions and rapid changes, be innovative, and adapt to new systems, techniques and technologies. In a competitive market environment, customers are becoming more conscious and tend to demand a particular number of customised products at a particular speed. Furthermore, fluctuations in national economies and in the global economy create significant risks. Because of all of these factors in today's competitive environment, firms have begun to make radical changes in their management and production structures. They must also reduce costs to maintain their current position in the market.

Objectives: Health behavior of doctors makes direct impact on their capability to serve patients. This study explored factors and the nexus between them that can avoid developing negative health behavior among teachers. It examined the impact of perfectionism, thriving at work, and competitive work environment through mediation of workaholism and moderating effect of anxiety. Method: Quantitative research methodology guided this study. The data was collected from the Chinese teachers through self-administered survey using purposive sampling. Response rate of study was 56.28%. Results: The findings of study shows that perfectionism, thriving at work, and competitive work environment have significant effect on workaholism. Moreover, the results also supported mediating role of workaholism and moderating effect of anxiety in making significant impact on negative health behavior. Conclusion: The findings underscore the vital role of factors like perfectionism, thriving at work, and competitive work environment to develop workaholism and avoid negative health behavior among Chinese teachers.

Recent research suggests that competitive work environments may influence individual’s attitudes, behaviors, stress, and performance. Unfortunately, adequate measures of competitive environments are lacking. This article traces the development of a new multidimensional competitive work environment scale. An initial 59-item pool covering five dimensions of a competitive environment was generated and scrutinized. Then, using two independent data samples, the authors psychometrically analyzed, organized, and reduced the items using a combination of exploratory factor analysis, confirmatory factor analysis, and item response theory. The final scale consists of 20 items across five distinct dimensions: competition for tangible rewards, nontangible rewards, recognition, status, and competition influenced by coworkers. Results indicate that the final multidimensional scale maintains strong psychometric properties and provides preliminary evidence of convergent and discriminant validity. Implications and directions for future research are discussed.

Building on intrinsic motivation theory and learned industriousness theory, this study examines the relationship between work orientation and employee creativity, and tests the mediator of engagement and the moderator of the competitive work environment. Based on the samples of 280 internet companies, we found that three major dimensions of the work orientation have a positive effect on engagement. Furthermore, engagement has a significantly positive correlation with employee creativity, as engagement plays a partially intermediary role between work orientation and employee creativity. Finally, competitive work environment (CWE) moderates the relationship between work orientation and engagement, which predicts the employee creativity. Among them, CWE positively moderates career orientation and calling orientation, while negatively moderates job orientation. The above theoretical conclusions will have a positive impact on how modern human resources manage employee creativity.

Racial diversity within public and private organizations is a controversial topic: many companies are encouraged to make their team racially representative of the general public while also maintaining productivity. At the same time, research suggests that increasing racial diversity may have a negative influence on desirable work-related outcomes, especially if employees perceive themselves to be racially dissimilar from their coworkers. In attempting to increase racial diversity, organizations may leave some of their employees experiencing negative consequences related to being the only employee of a particular racial minority group (e.g., Black). These types of circumstances and their negative consequences adds to the uncertainty surrounding racial diversity, suggesting moderating mechanisms may be at play. The aim of the current research is to examine the effect of perceived racial dissimilarity and, ultimately, how competitive work environment and social support moderate the relationship between perceived racial dissimilarity within one’s workgroup and work engagement, task performance, and affective organizational commitment. The present study has the potential to contribute to organizational literature by identifying conditions potentially influencing the associations between perceived racial dissimilarity and desirable employee outcomes. Additionally, this research may help organizations appropriately manage racially diverse teams so that both marginalized and non marginalized employees have an equal chance for success.

In today's volatile, uncertain, complex and ambiguous (VUCA) environment, organizations expect employees to change from passively accepting task requests to actively pursuing improvement. Feedback-seeking behavior has gained widespread attention. The study aims to adopt Conservation of Resources Theory to examine the influence mechanism and boundary condition of performance pressure and time pressure on employee feedback-seeking behavior. To investigate the mediating role of work rumination and the moderating role of competitive climate on the relationship between performance pressure, time pressure and employee feedback-seeking behavior, data were collected from 410 Chinese employees through a two-wave survey distributed via WJX.cn. Statistical analyses were performed with Spss 26, Amos 26 and Process 4.0. The findings indicate that work rumination mediates the relationship between performance pressure, time pressure and employee feedback-seeking behavior. The impact of performance pressure is stronger than that of time pressure. Competitive climate positively moderates the indirect influence of performance pressure and time pressure on employee feedback-seeking behavior through work rumination. The study deepens the understanding of how diverse workplace stressors shape employees' feedback-seeking behavior. Particularly in competitive work environments, organizations can foster a culture of healthy competition by implementing well-designed performance requirements and reasonable time expectations, thereby motivating employees to transform work pressures into proactive feedback-seeking for professional growth.

Service quality is very important for practitioners in service organization in order to success and survival in today's competitive environment. Indentifying the dimensions of the service quality would definitely help managers in the challenge of improving the service quality. Service-quality evaluation is usually fuzzy because of the process concerning human being's subjective judgment. This study presents an evaluation approach to evaluate the consistency of service quality problem with fuzzy numbers. Based on the probability of fuzzy sets defined by Zadeh [1], the membership function of triangular fuzzy number determined by each customer with respect to each evaluation-item is first calculated, the coefficient of variation is calculated, and the degree of service consistency for each evaluation-item can then be recognized. Those data can be the bases when making strategies of improving service quality. An empirical study is conducted to illustrate the effectiveness of the presented approach.

Professional education aims to provide students with requisite knowledge and skills to face today's competitive environment. To achieve this currently practices like systematically assessing student learning and measuring learning outcomes are presently in place. The primary goal achieved by this process is the continued improvement of academic quality for the institution. This paper investigates the application of correlation analysis for finding relationships between skills acquired is one test with the other components like assignments, individual marks with the final result and the correlation of performances of students' across courses. The results obtained for the first study indicates that there exists moderately strong relationship. The second study shows that correlation coefficients of related courses are better while that of some unrelated courses have moderate value. This means that in case of related courses the skills acquired in a prerequisite course can help them to do better in the current course. This exploratory analysis when properly interpreted can help plan and retrospect and re-adjust the mode of assessment or course delivery to enhance student learning.

In today's competitive environment, where companies are searching for new and convenient ways to communicate and deliver their products and services to their consumers, ecommerce presents itself as an irrefutable decision as a means of access to international markets. However, for the internationalization done through this channel to result favorably, it is necessary this decision to be supported by a method of analysis to increase full understanding of firm's competitive landscape, as well as its internal competencies, before deciding the entry mode to use, which will be facilitated by the use of e-commerce. Based on a dynamic methodological design grounded on an action-research approach, an exploratory research in the industry of sports supplements was conducted, with the primary objective of designing a simplified model for the assessment of opportunities of internationalization through ecommerce.

Human motion detection is a fundamental task for many computer vision tasks. In today's competitive environment, the security concerns have grown tremendously. It is imperative for one to be able to safeguard one's property from worldly harms such as thefts, destruction of property, people with malicious intent etc. The most popular method for motion detection is background subtraction where a background model needs to be maintained. In this paper an entropy based method for human motion detection is described which makes no use of background model. The difference image between consecutive images are calculated and at each particular pixel, and a spatial-temporal histogram is generated by accumulating pixels in difference image. This histogram is then normalized to calculate entropy and the magnitude of entropy is used to denote the significance of motion.

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