In today’s rapidly evolving organizational landscape, understanding the dynamics of employee incentives is crucial for fostering high performance. This research delves into the intricate interplay between moral and financial incentives and their repercussions on employee performance within the dynamic context of healthcare organizations. Drawing upon a comprehensive analysis of 226 respondents from three healthcare organizations in Klang Valley, Peninsular Malaysia, the study employs a quantitative approach to explore the relationships between independent variables (career growth, recognition, decision-making, salary, bonus, promotion) and the dependent variable of employee performance. The research unveils that moral incentives, including career growth, recognition, and decision-making, significantly impact employee performance. Professionals motivated by opportunities for growth, acknowledgment, and participation in decision-making demonstrate heightened engagement and commitment. In the financial realm, competitive salaries, performance-based bonuses, and transparent promotion pathways are identified as crucial factors influencing employee performance. The study advocates a holistic approach, emphasizing the synergistic integration of both moral and financial incentives. Healthcare organizations are encouraged to tailor their incentive structures to create a supportive and rewarding workplace, addressing the multifaceted needs and motivations of healthcare professionals. The implications extend beyond academia, offering practical guidance for organizations seeking to optimize workforce dynamics, foster job satisfaction, and ensure the sustainability of healthcare organizations.

This research aims to analyze the relationship between dynamic capabilities and organizational performance, networking, and organizational performance, and to analyze the relationship between spiritual motivation variables and organizational performance. This research method is a quantitative survey. The respondent sampling technique used in this research is a purposive sampling technique, namely samples taken based on certain considerations. Responses to this study came from 567 Organization members of education. The data collection method used in this research is an online questionnaire which provides a written list of questions to respondents. The questionnaire was designed using a Likert scale of 1 to 7. In this study, the data was analyzed using the Partial Least Square (PLS) method with SmartPLS version 3.0 software. The stages of research data analysis are outer model testing, namely integrated validity and reliability testing, inner model testing, and hypothesis testing. The independent variables of this research are dynamic capabilities, collaborative networks, and spiritual motivation and the dependent variable is Organization performance. The results of this research are that dynamic capabilities have a significant and positive influence on organization performance, collaboration networks have a significant and positive influence on organization performance, and motivation has a significant and positive influence on organization performance. The managerial implication of the results of this research is that to improve the performance of educational organizations, managers can apply dynamic capability variables because dynamic variables have been proven to significantly encourage increased organizational performance. Organizations could improve the performance of educational organizations, and managers bu implement collaboration network variables because collaboration networks have been proven significantly can significantly encourage the increased performance of educational organizations. To improve the performance of educational organizations, managers can apply motivation variables because motivation variables have been proven to significantly encourage increased performance of educational organizations.

In the rapidly expanding Chinese high-tech industry, high employee turnover poses a significant challenge. This study employs a mixed-methods approach to explore the association between transformational leadership and turnover intentions, utilizing both survey responses and detailed interviews. Findings from this investigation demonstrate a strong negative correlation between transformational leadership and turnover intentions. Increased job satisfaction and organizational commitment, crucial factors for employee retention, mediate this relationship. The study underscores the strategic significance for high-tech enterprises in China to nurture transformational leadership as a means to mitigate turnover, thereby fostering a more engaged and dedicated workforce, and sustaining a competitive advantage in this dynamic industry.

This study examines the impact of Human Resource Management (HRM) practices, specifically Compensation, Job Design, and Training, on employee outcomes, including Engagement, Efficiency, Customer Satisfaction, and Innovation within an organizational framework. Employing a quantitative research methodology, the study utilizes a cross-sectional survey design to collect data from employees within a public service organization, analyzing the relationships through structural equation modelling. Findings reveal significant positive relationships between HRM practices and employee performance metrics, highlighting the pivotal role of Employee Engagement as a mediator in enhancing organizational effectiveness. Specifically, Compensation and Job Design significantly influence Employee Engagement and Efficiency, while training is crucial for driving Innovation and Customer Satisfaction. The practical implications of this research underscore the necessity for organizations to adopt integrated and strategic HRM frameworks that foster employee engagement to drive performance outcomes. These insights are vital for HR practitioners and organizational leaders aiming to enhance workforce productivity and innovation. In conclusion, the study contributes valuable perspectives to the HRM literature, advocating for holistic HRM practices that optimize employee well-being and ensure organizational competitiveness. Future research is encouraged to explore these dynamics across various sectors and cultural contexts to validate the generalizability of the findings.

The integration of new technologies and digitalisation causing significant changes in the skills demanded, leading to skills shortages and skills gaps in digital context. Undoubtedly, the employees’ digital skills and knowledge need to be aligned with the ongoing technological changes. This study obtains inputs from the employers from professional services sector regarding the demand for digital skills and the existence of gaps in digital skill among the employees. The impact of digital skills and willingness to pay for the micro-credential on the employability was investigate. 308 responses from the employers reside in Klang Valley, Johor and Penang collected via online survey. The five areas of digital skills adopted from Digital Competence 2.0, and the pair-sample t-test in SPSS was used to identify the present of skill gaps. Besides, PLS-SEM was used to test the hypotheses with regard to impacts of digital skills and micro credential on employability. The findings indicate that problem-solving and safety skills were ranked as highly demanded digital skills in the future. The skill gaps were found in all areas of digital skills except information and data literacy. The employers agreed that digital skills did affect their decision in hiring the graduate employees and they are willing to pay for micro-credentials to address the skills gaps. Yet, willingness to pay for micro-credentials did not affect the employability directly and indirectly. This study provides insights into the demand of digital skills and the digital skills gaps. Implications of the study from theoretical and practical perspectives are discussed.

The research aims to explore the role of Electronic Human Resources Management on employee performance through employee engagement. The present research’s population included all Jordanian Service and Public Administration Commission employees. The data was collection through a questionnaire that was administered for the study Population. 262 questionnaires collected from employees working in Service and Public Administration Commission in Jordan valid for statistics. The analysis of the data was undertaken through the use of SEM (structural equation modelling). The results showed that E-HRM has a direct impact on employee performance and employee engagement. Consequently, the indication from the results was that a significant role in mediation within the effect that E-HRM had upon employee performance been played by employee engagement. The conclusion reached was that transformation of the public sector through implementation of technological HRM methods fosters employee engagement, with that being a key driver for the alignment of employee behaviors for the achievement of high levels of employee performance.