This research study was undertaken to complete a comparative study of the seminal work conducted by Anderson and Ruderman on procedural and distributive justice systems versus unionization. This research was conducted in 2023. The main focus of this research effort was to determine if current U.S. organizations were utilizing any form of justice system in protecting employees’ rights and providing processes that would prevent employees from having a desire to join a union for its protections. Parts of the original survey used by Anderson and Ruderman were used in this study to address the research questions and hypotheses posed for this study. A statistical analysis of the data was conducted, and the results indicated employees have a need for protection in their employment relationship. It is suggested that procedural and distributive justice systems be implemented as an alternative to unionization of employees to meet these employee protections.

As a flexible working style, working anytime from anywhere can attract talented individuals due to flexibility and expanded talent pools. This literature review analyzes talent attraction through flexible work anytime from anywhere, as it applies to the current work style. The findings show that remote work is attractive for gifted individuals seeking meaningful and fulfilling work opportunities. Flexibility lets employees work remotely and allows them to plan their workdays around their schedules. They can pick when they are most productive and fit in personal obligations like taking care of their families or engaging in hobbies. By removing regional restrictions, businesses can access a far bigger talent pool. Employers can hire workers from several cities, nations, or even continents remote labor. By having access to a larger talent pool, employers are more likely to hire highly qualified workers who might not be accessible or willing to move for a traditional office position.

In the rapidly evolving landscape of contemporary business, the strategic alignment of employees with their designated roles is a pivotal determinant of organizational success. Employee misfit, characterized by a misalignment between employees’ skills, interests, and assigned roles, poses formidable challenges to individual and collective performance. This comprehensive research report delves into the intricate implications of employee misfit, explores evolving trends in career consciousness among job seekers, outlines the multifaceted challenges HR managers face, and fervently advocates for implementing a comprehensive selection process to address this prevalent issue effectively. The report underscores the proactive role of management in cultivating a supportive work environment, fostering diverse career pathways, and embedding an inclusive selection framework to confront and mitigate the persistent issue of employee misfit.

The study focuses on the employees’ behavioral intentions towards the usage of disruptive technology in the industry. The digital technology application in consumer, retail, and hospitality, education and training, financial services, the health sector, infrastructure, government, and airports. The study objectives were to explore the possible adoption of innovation and creativity changes and their acceptance by the employees in the organization. To identify the variables impacting behavioral intention and analyze how these variables relate to perceived usefulness, attitude, perceived ease of use, facilitating conditions, and technology optimism. A structured questionnaire was used to collect data from 335 respondents, who were selected based on their relevance to the study objectives. The questionnaires were distributed through the Google Forms application, and the data were collected and analyzed periodically. The findings of the study provide valuable insights into the behavioral intention towards disruptive technologies in Kuala Lumpur and Putrajaya locations in Malaysia and highlight the significance of factors such as perceived usefulness, attitude, perceived ease of use, facilitating conditions, and technology optimism. The research contributes to the existing body of knowledge on Industry 4.0 by providing empirical evidence and practical implications for organizations seeking to leverage disruptive technologies in their operations management.

This research was conducted with the aim of developing indexes for diagnosis of balanced personnel levels in Korean Public Offices through Analytic Hierachy Process (AHP). The research found that 62.3% of ‘structural improvement’ and 37.7% of ‘inclusive organizational culture’ were weighted in large classification items. In the middle classification items, it was found weights of 27.5% for ‘gender equality’, 23.5% for ‘disabled’, 16.2% for ‘science and engineering’, 17.7% for ‘regional talent’, and 15.2% for ‘social integrated type’. In the small classification items, 9.4% of ‘employment rate of social integrated talent’, 5.3% of ‘the percentage of grade 7 and 9 selection of regional talent’ and 5% of ‘the percentage of women at the head of a department level’ were shown as important evaluation indicators. In addition, the ‘inclusive organizational culture’ was derived by allocating weights of 9.45% each for four areas: fairness, disclosure, cooperation and support. As above, this research constructs items of the balanced personnel index through prior research and designs detailed indexes. However, it is meaningful that surveys and others have confirmed the usefulness of the balanced personnel index, which will contribute to the achievement of balanced personnel objectives in public offices.