Suchergebnisse

Accident and fatality rates in the workplace are anticipated to rise constantly over the next few years. Extensive occupational safety and health studies have been conducted in various sectors, yet little attention has been paid to the public sector. This study aims to explore civil servants' awareness on occupational safety and health (OSH). A survey was conducted in a public university to examine the relationship between OSH awareness and the civil servants' safety understanding, self-preventive attitudes and self-care practices. The findings revealed that the majority of the respondents have a high understanding of OSH. A correlation analysis indicated that safety understanding, self-preventive attitudes and self-care practice have a positive association with OSH awareness. The highest correlation is between self-preventive attitudes and OSH awareness (r = .732, p < .05). The multiple correlation disclosed F (3,128) = 92.93, p < .000 with an R2 of .24. A significant linear relationship between safety understanding, self-preventive attitudes and self-care practices predicting the OSH awareness with the strongest correlation is between self-preventive attitudes (β = .29, p < .05). The findings suggest that public organisations focus on implementing the OSH guidelines and regulations to minimise occupational hazards at work.

Police reform in the Mobile Brigade Corps unit in Indonesia, which seeks to break away from militaristic elements, has not been fully implemented optimally. This is reflected in the lack of implementation of human values in serving the community. The extra effort of officers in encouraging community service based on human values can be realized through Organizational Citizenship Behavior which is not only directed at fellow officers, but also towards organizations in the context of community service. Based on Social Exchange Theory, this study aims to investigate the mechanism of strengthening Organizational Citizenship Behavior in the context of the Police Mobile Brigade Corps with the support of Empowering Leadership, Psychological Empowerment, and Job Satisfaction. Using a quantitative approach, this study distributed online questionnaires to 395 Mobile Brigade Corps officers. Furthermore, this study analyzes the data using Partial Least Squares-Structural Equation Modeling. The test results show that Empowering Leadership can strengthen Organizational Citizenship Behavior. In addition, this study reveals the mediating role of Psychological Empowerment and Job Satisfaction in the influence of Empowering Leadership on Organizational Citizenship Behavior. With these findings, the Police Mobile Brigade Corps needs to improve the competence of officers through training and development efforts so that officers feel psychologically empowered and have job satisfaction. On the other hand, Mobile Brigade Corps needs to encourage leaders to provide opportunities for officers to participate in decision making and recognize their contributions to work.

In this study we employed a dual theory of social exchange and conservation of resources to examine how individual perceptions of organizational justice and support translate into innovative work behavior via engagement and empowerment. We analyzed data from 367 academic staff and their
leaders in 82 public higher education institutions in China, and the results revealed a positive association between perceived organizational support and innovative work behavior, which was mediated by work engagement. A result surprising to us was that although organizational justice indirectly
enhanced innovative work behavior through work engagement, organizational justice did not directly drive innovative work behavior. Moreover, psychological empowerment did not moderate the indirect linkage between organizational justice/perceived organizational support and innovative work behavior
via work engagement. These findings are relevant to organizations seeking to utilize different perceptions of individual employees to drive innovation.

The low-cost business model has thrived in the last decade, creating a more competitive atmosphere in some industries. The airline industry is the sector that has grown significantly with this business model. To maintain sustainability amidst the challenge, human resources can be an investment in the organization's material resources. Hence, this study aims to determine the effect of job satisfaction and continuance of organizational commitment moderated by the tenure of employment on job performance. This study surveyed 41 flight attendants of a low-cost airline in Indonesia. The respondents were selected through convenience sampling. The data were then analyzed using Partial Least Squares (PLS), which is part of Structural Equation Modeling (SEM). The analysis results show that job satisfaction and continuance of organizational commitment have a significant effect on flight attendants' performance. In contrast, the tenure of employment has a positive yet insignificant effect in moderating the relationship between job satisfaction and continuance of organizational commitment. The findings of this study can be a reference for airlines to manage the individual performance of flight attendants in the competitive aviation business world.

The Ministry of Maritime Affairs and Fisheries plays an important role in making the sea the future of the nation with three mission pillars, namely the mission of sovereignty, sustainability, and welfare. To realize this missions, the ministry carries out bureaucratic reform and innovates in community service, which depends on the innovative work behavior of its middle managers. This study analyzes the direct effect of transformational leadership and self-determination on innovative work behavior. The mediation roles of person-organization fit and social media usage are also tested. One hundred thirty middle managers were selected as respondents and completed the questionnaire online. The analyzing of this research data was carried out with structural equation modeling. This research output clearly shows innovative work behavior improvement among middle managers. It can be used as a basis for consideration for middle managers in formulating policies related to innovative work behavior by focusing on more appropriate transformational leadership and self-determination, as well as the involvement of person-organization fit and social media usage.