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This paper aims to examine the effects of Internal Corporate Social Responsibility (iCSR) practices on employees' job satisfaction, with specific focus on work-life balance and safety and health within commercial banks in Lusaka. In this paper, it is also aimed to explore the relative role of these iCSR dimensions in shaping job satisfaction in a developing country context where empirical evidence remains limited. We employed a quantitative research design using structured questionnaires administered to employees across 15 commercial banks. A dataset of 205 employees was collected, of which 146 valid responses were analyzed. Data were analyzed using SPSS Version 29, applying descriptive statistics, Cronbach’s alpha, Pearson correlation, and multiple regression analysis. Main findings of the study demonstrate that (i) work–life balance has a strong and statistically significant positive effect on job satisfaction (r = 0.9268, p < 0.001), accounting for 85.9% of the variance and emerging as the most significant predictor; (ii) safety and health shows a positive correlation (r = 0.926), but is not a statistically significant predictor in multivariate analysis, suggesting it functions as a hygiene factor; and finally (iii) iCSR practices can be differentiated into motivational and baseline factors, contributing to theoretical understanding while providing a Sub-Saharan African perspective. The study offers practical implications, indicating that banks should prioritize work-life balance initiatives while maintaining safety and health standards. It also provides guiding knowledge for policymakers and managers seeking to enhance workplace satisfaction and improve iCSR implementation.

This study investigated the effects of internal Corporate Social Responsibility (iCSR) practices on employee job satisfaction among commercial banks in Lusaka, Zambia. The research examined two key dimensions of iCSR: education & training, and pay & benefits. The investigation was motivated by the need to understand how specific iCSR practices influence employee satisfaction in the Zambian banking context, where limited empirical research has been conducted despite the growing importance of human capital management in competitive banking environments. The study employed a descriptive research design utilizing a quantitative research approach. The study was grounded in the positivist research paradigm. Data was collected from 146 employees across 15 commercial banks operating in Lusaka through digital self-administered structured questionnaires, representing a 71.2% response rate from the target sample of 205 respondents. Stratified sampling technique was employed to ensure representative selection across management levels (senior, middle, and lower management). Data analysis was conducted using SPSS Version 29.0, employing descriptive statistics (frequencies, means, standard deviations), Pearson correlation analysis, and multiple regression analysis. Statistical significance was determined at p < 0.05 level. The study revealed exceptionally strong positive relationships between pay & benefits and education & training iCSR dimensions and job satisfaction.  Pay and Benefits had a variance of (r = 0.9271, 85.96%. Education and Training demonstrated strong effects (r = 0.8935, 79.84% variance. A conceptual framework was developed that successfully integrated the two iCRS dimensions and their relationship with job satisfaction

Despite the rapid expansion of remote work, traditional human resource practices remain largely designed for office-based environments and are insufficiently aligned with the unique demands of remote work.  Furthermore, existing theoretical approaches do not clearly explain how HR practices can be systematically designed as organisational resources that mitigate remote work demands and enhance employee engagement and performance. This conceptual paper proposes a multi-dimensional framework to enhance employee engagement and performance in a remote work environment. Thes study seeks to bridge the gap in human resource practices by offering practices suitable for remote workers. Guided by the Job Demand-Resources model and the Ability, Motivation and Opportunity framework, this study employed a conceptual methodology that combined theory adaption and model-building. A systematic literature review using Boolean operators was conducted across Google Scholar, ResearchGate, and Scopus.  Twenty-five peer-reviewed studies published 2020 and 2026 were identified and thematically analysed.  Furthermore, the review revealed five job demands: social isolation, blurred work-life balance, communication complexity, technological strain, and performance visibility.  Consequently, these job demands can be mitigated by implementing strategic human resources practices such as recruitment and selection, training and development, performance management, compensation, and work-life balance.  By proposing a human resource management framework that may enable efficient remote work practices, promote sustainable development and the evolving business ecosystem.  The framework contributes to SDG 3 and by promoting employee well-being and productive work practices. The study also offer useful information for business looking to create robust HRM plans that maintain worker performance and engagement is digitally connected business ecosystem.

Financial pressures in South Africa’s public sector have increased efforts to control the wage bill, raising concerns about the long-term effects of stagnant remuneration on employee performance, retention, and service delivery. Although the link between pay and motivation is well known, less attention has been given to how prolonged salary stagnation, within a constrained fiscal environment, affects both employees and service delivery outcomes. This paper addresses this gap by examining the effects of stagnant remuneration in the South African public service. The paper used a qualitative narrative review of secondary data, including academic literature, government reports, and policy documents. Sources were selected based on their relevance to remuneration, employee performance, and service delivery, and were analysed thematically. The findings show that stagnant remuneration is not only a Human Resource issue but also a service delivery issue, as it directly affects employee motivation and institutional capacity. Guided by Equity Theory, Maslow’s Hierarchy of Needs, and the paper’s conceptual model, the results indicate that perceived unfairness and rising living costs reduce motivation, increase turnover, and weaken organisational capacity, especially in sectors such as health, education, and local government. This creates a tension between fiscal sustainability and workforce effectiveness, which ultimately affects service quality. The paper contributes by linking remuneration challenges to service delivery outcomes and indicates the need for a balanced approach to managing the public sector wage bill.

This study investigates how managerial employees perceive workplace practices as conditions that enhance organisational performance using a qualitative approach. Although organisational performance has been analysed through quantifiable managerial and structural factors, there has been insufficient focus on the relational dynamics that influence how managers perceive daily workplace practices as either facilitating or hindering performance. The study adopted an exploratory research design to provide an in-depth understanding of workplace practices as conditions that enhance performance. Purposive sampling techniques were used to select 10 participants from a population of approximately 1200 employees. Semi-structured interviews were conducted with managerial employees to obtain a comprehensive understanding of their perceptions of how workplace practices influence the ability and willingness of employees to perform. Through a thematic analysis, four key themes were uncovered from the dataset: clarity in communication, perceived fairness in remuneration and working conditions, feeling supported within the working environment, and feeling valued through appreciation and recognition. The results indicate that these practices function as relational signals within the organisational ecosystem, influencing managerial perceptions of clarity, fairness, support, and value. These perceptions serve as mediating factors that facilitate the conversion of workplace practices into performance results. This research enhances the literature on organisational performance by redirecting focus from static organisational factors to the relational and perceptual processes that facilitate performance in practice. From a strategic viewpoint, the results emphasise the significance of aligning workplace practices with organisational objectives through Human Resource governance frameworks that promote equity, support, and recognition.

Investigations into establishing a framework for incentivising non-academic personnel in universities have been scarce. The research sought to establish a paradigm for motivating non-academic personnel in institutions. The study was informed by Herzberg’s two-factor theory and Adams’ equitable theory of motivation. The research employed a quantitative methodology, wherein a sample of 216 non-academic personnel at the Zimbabwe Open University filled out closed-ended questionnaires. Data analysis was conducted with SPSS version 30.0. The resulting framework details the obstacles, intrinsic motivators, extrinsic motivators, and performance outcomes of university non-academic personnel. The report advises colleges to utilise the framework to create motivational programs for non-academic personnel.

In South Africa, productivity is crucial for individual livelihoods and business performance.  A workplace that fosters employee engagement and participation is a means to cultivate an environment that attracts motivated teams for enhanced productivity.  This perspective supports the notion of employee engagement.  This study investigates the impact of employee engagement on enhancing labour productivity in South African automobile parts manufacturing firms.  Employee involvement denotes the degree of commitment and participation that employee exhibits towards their organisation. The study goals were fulfilled by analysing the production and associated experiences of the automobile parts manufacturing organisation that implemented an employee involvement strategy to enhance labour productivity.  The corporation functions within the eThekwini Municipality in the KwaZulu-Natal region of South Africa.  The study was conducted by gathering pre- and post-quarterly data on absenteeism, spoilage, and attained production targets.  Nevertheless, findings indicate that the employee participation ideology lacks the capacity to enhance labour productivity within the automobile parts manufacturing sector in South Africa.  There is no correlation between absenteeism and spoiling rates, nor with the production standards attained, in connection to labour productivity following the implementation of the employee involvement strategy. This study reveals the advantages and disadvantages of employee engagement on labour productivity within automobile parts manufacturing firms in South Africa. 

Job security and employee motivation are crucial factors that contribute to organizational stability, productivity, and overall success. This study explores the relationship between job security and employee motivation at Tronox KZN Sands, a mining and mineral processing company based in South Africa. Utilizing Social Exchange Theory (SET) as a theoretical framework, the research examines how perceptions of the workplace influence levels of commitment and job satisfaction among employees. Employing a quantitative research methodology, data was gathered from 100 employees through a structured questionnaire, with statistical analysis conducted using SPSS 30 software. It was noted that job uncertainty often arises from economic downturns, industry fluctuations, and organizational restructuring, which can result in diminished motivation and job satisfaction among employees. Additionally, the study identifies demographic variations in perceptions of job security, revealing that younger employees typically express greater concern about job stability compared to their older counterparts. Factors such as workplace support, transparent communication, and opportunities for career development significantly influence the interplay between job safety and employee motivation. Effective communication regarding job stability, investment in employee career advancement, and the promotion of a supportive work environment are essential measures that organizations can adopt. Companies can enhance employee morale, reduce turnover rates, and improve overall organizational performance by prioritizing these strategies. The findings of this study contribute to the broader discourse on the relationship between human resources and workplace dynamics, offering practical insights for policymaking in South Africa's mining regions, as well as for manufacturers and management professionals.

The decline in labour productivity in the South African manufacturing industry is a course for concern.  The majority of South Africans expect greater prosperity that can be achieved through greater employment and high productivity.  Thus, the industrial sector turns to employees for innovative productivity improvement initiatives.  This sentiment underpins the concept of employee engagement.  Hence, this study examines the effectiveness of employee engagement for productivity improvement in the selected industrial packaging organisation in South Africa.  Employee engagement is the degree of dedication and involvement an employee has towards his/her organisation.  The study was quantitative in design and examined production and the related experiences of the industrial packaging organisation that have adopted an employee engagement strategy for productivity improvement.  The Ordinary Least Squares (OLS) model, using the Statistical Package for Social Sciences (SPSS) was used to analyse data.  The company operates in the eThekwini Municipality in KwaZulu-Natal province of South Africa.  The study was achieved by collecting pre- and post-quarterly data for the Overall Equipment Effectiveness (OEE), spoilage rate and labour productivity.  The results establish that employee engagement philosophy does not have a relationship with OEE and labour productivity.  However, it has an influence on the rate of spoilage.  The original value of this paper is its approach in uncovering strengths and weaknesses of employee engagement for productivity improvement in South Africa. This includes leadership engagement and the alignment of employee incentives with productivity goals.

This paper investigates how work-life balance affects job satisfaction and organisational commitment among academic and non-academic personnel in higher education institutions in KwaZulu-Natal, South Africa.  Increasingly, in recent years, institutional pressures and professional expectations have come under fire for their influence on the well-being and motivation of university staff members.  Though work-life balance affects job happiness and organisational commitment in the higher education sector concurrently, few empirical research in South Africa have looked at this in light of the worldwide movement towards employee health.  Rooted on the interpretivist paradigm, this study uses a qualitative, descriptive approach.  Ten academic and administrative staff members at the Richfield Institute of Graduates were interviewed semi-structured to gather data.  Long working hours, administrative pressure, and lack of personal time were identified by the study to harm worker satisfaction and impair organisational commitment.  Many of those who answered said they felt emotional tiredness and work-related stress, which led to lower motivation and performance.  Employees showed more job satisfaction and greater emotional connection to the company where institutions encouraged flexible work policies, management assistance, and team-oriented workplace cultures.  The research shows that a good work-life balance increases general well-being among employees as well as more organisational loyalty and drive.  It advises universities to adopt unambiguous rules and support systems meant to enhance staff work-life integration.  Inclusive settings that assist personnel holistically help to sustain human resource practices and improve institutional performance.  This study adds to the larger conversation on human resource management in academia and provides useful ideas for university administrators, legislators, and HR experts trying to promote better working conditions in South Africa's higher education scene.

Administrative employees are essential in delivering services to both internal and external stakeholders. Their function is to facilitate the seamless execution of daily operations within the organisation. Meeting the needs of these employees fortifies professional relationships and improves employee retention. This study investigates the perception of job satisfaction among administrative employees in the South African public sector. The study employed a quantitative research approach with a cross-sectional design, examining 180 administrative employees selected from a total population of 1,150 employees. Descriptive statistics were utilised to fulfil the primary objectives of the research. The study identified three out of ten ranked factors that hinder job satisfaction: supervision, relationships with co-workers, and fringe benefits. The determinants of job satisfaction were prioritised in the following order: (1) Pay, (1) Recognition, (2) Nature of work, (3) Appreciation, (4) Supervision, (5) Promotion, (6) Relationship with co-workers, (8) Communication, (9) Fringe benefits, (10) Growth. The study demonstrated a positive correlation between years of service and job satisfaction, indicating that employees with longer tenure exhibit greater job satisfaction. This research contributes to the existing literature by identifying the factors that influence employee work satisfaction. The findings highlight particular opportunities for advancement in South African public sector management, especially concerning barriers to job satisfaction and factors influencing employee satisfaction. Based on the findings, South African public sector policymakers ought to formulate strategies aimed at enhancing supervision, communication, and career advancement opportunities. This study suggests the development of a job satisfaction framework specifically designed for South African public administration by management.

Organisations are experiencing significant transformations that necessitate modern strategies to maintain pace. Motivation has emerged as an essential element of the workplace for organisational success. Motivated employees are often more effective and productive in achieving corporate goals and objectives; nonetheless, this concept continues to pose a challenge for contemporary businesses. The research investigated the impact of motivation on staff efficiency and production inside a specific Fast-Moving Consumer Goods (FMCG) company in South Africa. Data were gathered through interviews utilising a non-probability quota sampling method from a sample of 11 people in a qualitative study. Thematic analysis was conducted on the data, facilitating the identification of patterns and the development of themes. The findings indicate that (i) the motivational strategies predominantly employed by the FMCG organisation pertain to the workplace environment, remuneration, well-being, and professional development; (ii) elements such as training and development, sense of belonging, equity and fairness, and career advancement significantly impact the efficiency and productivity of the study participants, with training and development being the most essential. Despite the beneficial effects of motivation, apprehensions arose regarding diverse training requirements and team management. The report advocates for a requirements assessment to identify and address skill deficiencies, prioritise good team management, cultivate a culture of continuous learning, and improve employee engagement through a sense of belonging, equity, justice, and career advancement. These proposals synchronise motivational tactics with organisational objectives, hence enhancing staff productivity and competitive edge. This study provides valuable insights into improving staff efficiency and productivity through motivation in the dynamic FMCG sector in South Africa, with extensive implications for managerial practices and employee engagement.

Motivation is a critical factor that impacts the performance of both employees and organisations. Consequently, it is imperative that supervisors and management ascertain the motivating factors that significantly influence employee performance. The motivation levels of administrative employees were assessed in this study to determine the factors that influence them. The current study is focused on evaluating the motivational level of administrative employees and determining the sequence in which these motivational factors are ranked by administrative employees in the same department. A quantitative research methodology was implemented. An adapted questionnaire was implemented to implement a survey research design. The sample was comprised of 150 administrative employees from a total of 463 employees. The non-probability convenience sampling method was employed to select the respondents for this study. The motivational level of administrative personnel was analysed using descriptive statistics. The study's primary findings indicated that employees were most motivated by job security, job responsibility, goal setting, working conditions, leadership, feedback, salary, and job characteristics. The following was also determined: the most significant motivational factors for employees were ranked in the following order: leadership (1), salary (2), training and development (3), job security (4), feedback (5), rewards (6), working conditions (7), the opportunity for advancement (8), recognition and appreciation (9), job characteristics (10), job responsibility (11), performance appraisal (12), and goal setting 13.

Placement and work facilities are the two main pillars in determining employee performance, but research that discusses both is still rare. This research aims to explore the role of work facilities in moderating employee placement on employee performance. This research involved 83 respondents from various fields of work at PT X with the aim of understanding how work placement and facilities influence employee performance. Samples were selected proportionally from various company divisions using probability sampling techniques. The research results show that work placement has a positive and significant influence on employee performance. Work facilities were also proven to have a positive and significant effect on performance. However, the hypothesis regarding the role of work facilities as a moderator of the effect of placement on performance was not proven (P value: 0.200). This means that work facilities at PT X do not significantly strengthen or weaken the relationship between placement and employee performance. Practically, these findings can serve as a guide to better understand the factors that influence employee performance and design more effective human resource management strategies.

In today’s technology and digital era, the main problem that can impact the life sector is the aspect of Human Resources with the expertise and competence of an employee. Organizational goals will be achieved, however, with advances in information technology, activities carried out by humans can be completed efficiently and effectively to obtain optimal results. This study aims to determine employees' service performance by linking several variables including digital competence, work-life balance, work stress, and emotional intelligence. This study used the PLS (Partial Least Square) analysis tool and the number of samples was 190 respondents. The study results show that digital competence has no effect on service performance but positively impacts work-life balance and stress. Moreover, emotional intelligence does not moderate the relationship between digital competence and work life balance on service performance but moderates the relationship between work stress and service performance. This research was conducted to determine the performance of employee services and the employees of PT. X were the object of analysis.

As a result of the increasingly competitive industrial sector, employees become a highly valuable asset. Employees need to improve their quality and competence, followed by reasonable compensation to increase their productivity. On the other hand, employers shall provide a favorable working environment to produce a quality work life. This study aims to analyze the effect of outsourcing, compensation, and quality of human resources on the quality of work life of employees in the industrial area in Bekasi using the method of path analysis. The sample in this study consists of 100 employees selected with the purposive method. The findings of the study indicate that: 1) Outsourcing has no direct effect on the quality of work life, 2) Compensation has a positive direct effect on the quality of work; 3) Quality of human resources has a positive direct effect on the quality of work life4) Outsourcing has a positive direct effect on the quality of human resources, and 5) Compensation has a positive direct effect on the quality of human resources.

This study examines and analyses the effect of Islamic emotional intelligence, work-life balance, and burnout on organizational commitment. In addition, this study also examines and analyzes the role of burnout in mediating the effect of Islamic emotional intelligence and work-life balance on organizational commitment. Respondents in this study were female employees who worked at the Ministry of Religion in Pekanbaru, Riau, with a total of 73 respondents. The sampling technique was carried out by saturated sampling or census with SEM-PLS statistical analysis. The results showed that (i) Islamic emotional intelligence has an effect on organizational commitment, (ii) work-life balance has an effect on organizational commitment, (iii) burnout has an effect on organizational commitment, (iv) Islamic emotional intelligence has an effect on burnout, (v) work-life balance affects burnout, (vi) burnout can mediate the effect of Islamic emotional intelligence on organizational commitment, (vii) burnout can mediate the effect of work-life balance on organizational commitment.

Company performance is one measure for companies in order to create surplus value by producing a product or service to gain business profits. One of the factors that affect the performance of the company is the performance factor of its employees. Employee performance can be influenced by servant leadership style. Servant leadership prioritizes followers and prioritizes service to subordinates in a work relationship so that it will have an impact on the emergence of job involvement and employee loyalty to the company which will then affect the enhancement and improvement of employee performance. This study was conducted to determine the role of the job investment variable and employee loyalty variable as mediating variables in the effect of servant leadership on employee performance. This research was conducted using a saturated sample involving 182 employees who were respondents from a plastic manufacturing company packaging for Bottled Drinking Water (AMDK). The results of data processing with the SmartPLS 3.3.3 application resulted in the conclusion that servant leadership has a positive and significant effect on job involvement. Servant leadership has a positive but not significant effect on employee loyalty. Job involvement has a positive and significant effect on employee performance. Employee loyalty has a positive and significant effect on employee performance. Job involvement has a positive and significant effect on employee loyalty. Servant leadership has a positive and significant effect on employee performance through job involvement. Servant leadership has a positive but not significant effect on employee performance through employee loyalty. Servant leadership has a positive and significant effect on employee performance through job involvement and employee loyalty.

This study aims to investigate and examine the effect of leadership, reward system development, and self-efficacy on employee work engagement. Around 231 (n = 231) frontline employees of PT TIKI JNE Jakarta, a well-known courier and logistics company participated in this activity. This study found that the path analysis model related to leadership, reward systems, and self-efficacy had a significant effect on the level of employee work engagement. Based on these findings, it can be concluded that every change or variation in employee work engagement is influenced by leadership, reward system, and employee self-efficacy. Thus, the results of this study are expected to provide a positive and significant contribution to the company as a business organization in order to improve company performance in the 4.0 era.

This study aims to examine and analyze the influence of organizational environmental culture on employee performance mediated by Green Human Resources Management (GHRM) practice and job satisfaction. This study uses census sampling with 89 respondents taken from the employees of PT Bank KB Bukopin in Yogyakarta. The data analysis used in this study is Structural Equation Model (SEM) method using Partial Least Square (PLS) with SmartPLS 3.0 software. There are 6 hypotheses tested in this study for each construct and correlation, and the results indicate that all hypotheses are accepted. The results are: (1) Organizational Environmental Culture has a positive influence on GHRM practice in Bank KB Bukopin in Yogyakarta, (2) Organizational Environmental Culture has a positive influence on Job Satisfaction in Bank KB Bukopin in Yogyakarta, (3) GHRM practice has a positive influence on Employee Performance in Bank KB Bukopin in Yogyakarta, (4) Job Satisfaction has a positive influence on Employee Performance in Bank KB Bukopin in Yogyakarta, (5) Organizational Environmental Culture has a positive influence on Employee Performance mediated by GHRM practices, and (6) Organizational Environmental Culture has a positive influence on Employee Performance mediated by Job Satisfaction.