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The rapid population growth in Africa is estimated to double by 2050, which could create food security challenges. The agriculture industry, especially the farming sector, is considered one of the industries that can proactively rise and provide the needed African solutions to solve not only food security and economic stability but also unemployment and poverty. Proactive positive thinking and mechanisms are needed. This paper explores the forms of constructive deviant behaviors and managerial strategies to promote constructive deviance amongst farmworkers at selected South African fruit farms. As employees are important resources to assist organizations in realising their objectives, understanding the forms of constructive deviance amongst farmworkers and the managerial strategies, could assist the sector to continue rising. There seems to be limited research on the positive side of workplace deviance, especially in the African context. A qualitative research design within the paradigm of constructivism was employed to gather in-depth and invaluable data. Semi-structured interviews in the form of a narrative inquiry, were used to collect data. Thirty farmworkers and nine supervisors from three farms constituted the convenient sample for this research. Thematic analysis was used to analyse the collected narrative data. The findings revealed eight forms of constructive deviance, namely; extra-role job performance, high in-role job performance, creative job performance, whistle-blowing, urgent decision-making, disobedience of unreasonable orders and utilization of knowledge and skills. Nine managerial strategies to promote constructive deviant behaviors include effective communication, performance management, rewarding good performance, provision of training, supervisors’ support, degree of autonomy, opportunity to utilize skills, proper placement, and promotion of teamwork. The findings and further research could contribute positively towards assisting the agriculture sector to continue flourishing.

The work environment in Nigerian financial institutions reflects the polarization and segregation of employees into different employment statuses. However, the implications of this on employee task identity are rarely discussed. This study, therefore, examined the difference in the task identity between the outsourced and core employees in Nigerian financial institutions. A cross-sectional survey research design was employed. A total of 359 employees were selected from six commercial banks in Southeast Nigeria using a multistage sampling method. Data was collected using a structured questionnaire. Pearson’s chi-square test was used to analyze data at the bi-variate level, while logistic regression analysis was used at the multi-variate level, all at p<0.05. Outsourced employees experienced a lower level of task identity than core employees. Employment status (OR =5.501, 95% CI 3.051-9.919) and education (OR=2.896, 95% CI 1.329-6.313) were significantly associated with task identity. Banks should design enriched jobs that will enable the completion of entire job functions for all employees without discrimination or favor to any groups or persons, as this will help employees to identify with their tasks when completed and feel pride and important, as well as enhance employee motivation, satisfaction, and commitment.

This paper focuses on employee engagement in a sector that transitioned from a fully government-owned to a privatized entity while retaining the majority of the legacy staff and bringing in new employees. The electricity sector has always piqued the interest of investors due to its strategic importance to the growth and development of other sectors, particularly in developing countries. This paper investigates some of the factors that influence employee engagement in the Nigerian power and electricity subsector. The study includes 824 employees from Nigeria's downstream electricity sector. Descriptive and ordinal regression analyses were used to determine the relationships between the variables. The study reveals that parameters such as office ambiance, clear communication, tool availability, health, and safety have relationships with or impact employee engagement. As a result, organizations' management must pay attention to and improve on them in order to retain their employees and provide their best discretionary effort. This research expands on theories of engagement in the post-privatization era and investigates the influence of key drivers on employee engagement in Nigeria's downstream power sector.

The effects of organizational culture, psychological safety, and perceived leadership integrity on employee voice in organizations are evaluated in this paper. Ten (10) companies in South Africa and Nigeria's financial, service, and manufacturing sectors served as the sample for this research. Intentionally, surveys were disseminated to 200 employees from five workplaces in Nigeria and 200 employees from five workplaces in South Africa. To test the investigation's hypotheses and collect data on participants' opinions on corporate culture, psychological safety, leadership integrity, and employee voice, 400 people were recruited. One hundred eighty-one (180) surveys were discovered in Nigeria, while one hundred eighty-three (183) surveys were found in South Africa. The data was collected and analyzed using SPSS version 29 (Statistical Packages for Social Sciences). According to this study, perceived leadership integrity positively and significantly impacts employee voice in South African and Nigerian organizations. It also showed how employee voice in South African and Nigerian organizations is favorably influenced considerably by perceived leadership integrity. Further, it demonstrated how perceived corporate culture favorably influences employee voice in South African and Nigerian organizations. Additionally, this study showed how employee voice in South Africa and Nigeria is positively impacted by perceived leadership integrity, psychological safety, and organizational culture.

This study explores the relationship between organizational commitment and specific aspects of green human resources management to organizational citizenship behaviour. In its implementation, it explores green human resources management at the Ministry of Environment and Forestry as an institution directly related to macro and micro environmental conservation. This study uses quantitative methods, using SEM-PLS. The results of this study: (1) There is no significant effect of the Green Organizational Culture construct on Organizational Commitment. (2) The Green Organizational Culture construct has no significant effect on Organizational Citizenship Behavior. (3) Green Transformational Leadership construct has no significant effect on Organizational Commitment. (4) Green Transformational Leadership constructs have no significant effect on Organizational Commitment. (5) There is a significant effect of the Job Satisfaction construct on Organizational Commitment. (6) There is no significant effect of the Job Satisfaction construct on Organizational Citizenship Behavior. (7) The Organizational commitment construct has no significant effect on Organizational Citizenship Behavior. (8) The Green Transformational Leadership construct has no significant effect on Organizational Citizenship Behavior. (9) There is no significant effect of Job Satisfaction constructs on Organizational Citizenship Behavior through Organizational Commitment. (10) Green Organization Culture constructs have no significant effect on Organizational Citizenship Behavior through Organizational Commitment.

Few empirical studies have examined the connections between employees’ commitment and organizational citizenship behaviors to the company. Also, not much is known about how a specific part of meaningful work affects the organization’s citizenship behaviour of people who work as travel agents. Our study examines whether meaningful work mediates an organization’s commitment to organizational citizenship behaviour. The research is quantitative with descriptive methods, and 104 participants participated. The scales were available online, and they filled them out. Statistical analysis uses the PLS structural equation model to test the model. The main finding of the study demonstrates that (i) There is no relationship between organizational commitment and organizational citizenship behaviour shown in the statistical result is 0.055, (ii) the Statistical result of 0.826 between organization commitment to meaningful work shows that there is a direct link between two variables (iii) and there is the link is between meaningful work and organizational citizenship behaviour with the statistical result is 0.814, (iv)  From this point on, the structural equation model shows that meaningful work is the only difference between organizational commitment and citizenship behaviour with P-Value 0.000. The study has shown that meaningful work as a full mediator can help organizational citizenship behaviour. Organizational commitment and citizenship behaviors are related and reinforced by meaningful work.

This investigation seeks to answer the research question of how employee creativity (EC), employee polychronicity (EP), high-performance human resource practices (HPHRP), and perceived organizational culture (POC) impact work engagement (WE) inside organizations in the 4IR period. Nine (9) businesses in Nigeria’s Lagos, Ogun, and Oyo States served as the study's sample. Data for this examination were gathered using a cross-sectional survey methodology, and respondents who agreed to participate in the investigation were randomly assigned questionnaires. Consequently, a simple random sampling method was used to select participants. Statistical software for social sciences (SPSS version 28) was analyzed on 261 of the 270 distributed questionnaires that were recovered and determined to be useable. This study demonstrated how POC, EC, EP, and HPHRPs all have a substantial, positive, and independent influence on the improvement and sustainability of WE in Nigerian companies operating in the 4IR era. In light of this, the research’s findings have helped sustain workplace engagement during the fourth industrial revolution, notably in Nigeria. The literature on creativity, polychronicity, high-performance human resource strategies, corporate culture, and job engagement has also benefited from its contributions.  

A study investigated how normative commitment leads to employee commitment in a South African University. The literature review was conducted on the concepts of employee commitment, normative commitment, and employee commitment in a university setting. An explanatory research design was adopted together with a deductive research approach. Quantitative methodological was chosen to determine the common characteristics of the respondents, and a survey by means of a questionnaire was used to collect data, while descriptive statistics, t-test, and ANOVA (analysis of variance) were conducted on IBM SPSS, Version 26.  Findings suggest that none of the tested variables (gender, age, qualification as well as years in an organisation) influences commitment. This led to the conclusion that normative commitment does not influence employee commitment in that institution. Recommendations to include different variables to test normative commitment have been formulated, involving many other higher learning institutions. 

The study explores the aspects of job satisfaction related to the employee's intention to quit the job in the presence of job fatigue and can help decision-makers and administrators in the Jordanian private banking sector retain highly qualified employees.  The current research attempted to investigate the relationship between job satisfaction through its dimensions (satisfaction with pay, satisfaction with promotion, satisfaction with co-workers, satisfaction with emergency bonuses, satisfaction with the nature of the work, satisfaction with communication with the organization), and the intention to quit a  job through its dimensions  (remuneration, nature of work? Health problems and ineffective driving). The study was conducted on Jordanian commercial banks. The descriptive analytical method was used through a sample selected from the study community represented by (Alhli-Bank, Arab Bank, and Arab Islamic Bank). After conducting the tests, the study concluded that there is a significant correlation between job satisfaction in its dimensions and the intention to quit smoking. The study recommends motivating employees by reviewing wages, promotions, and emergency bonus policies in light of the results.

This research aims to examine the impact of transformational leadership on organizational commitment as mediated by job stress and job satisfaction in construction service companies, PT Wijaya Karya (Persero) Tbk. This study uses explanatory research with a quantitative approach. The samples used in this study are 344 respondents of PT Wijaya Karya (Persero) Tbk’s employees.  The purposive sampling method is the sampling technique in this study. The data were analyzed using structural equation modeling partial least squares (SEM-PLS). The results of this study indicate that transformational leadership can increase organizational commitment, control job stress, and increase job satisfaction. The leader of companies needs to improve transformational leadership. It performs an essential role in increasing employee commitment. The results of this study also found that the mediation of job stress and job satisfaction was a partial mediation between transformational leadership and organizational commitment.

The primary intent of this study is to establish the role of transformational governance on millennials’ dedication to level - 5 private hospitals in Kenya. A mixed methods study was applied using a cross-sectional exploratory survey design with quantitative and qualitative approaches. The sample comprised millennials and their leaders working in level - 5 private hospitals. The sample size was 415 respondents. Five-level multi-stage cluster sampling and purposeful sampling were used. The study findings indicated that individualized consideration and intellectual stimulation influenced millennial dedication. This study has provided actionable insights into leading millennials to safeguard millennial engagement in Kenyan healthcare. Furthermore, to be dedicated, millennials require close monitoring and support. The millennials’ values differ from those of other generations, and they prefer challenges when they get bored with routine work. However, there are two categories of millennials; the older millennials are more responsible and resilient than the younger millennials, who are not dedicated.

This study aims to explore the mediating role of job satisfaction in the influence of transformational leadership and transactional leadership on organizational citizenship behavior (OCB). A total of 110 respondents were involved in this study. In collecting data, researchers distributed questionnaires to nurses at the regional general hospital, Tulungangung, East Java, Indonesia. The collected data were then analyzed using the partial least squares (PLS) method. The research findings show that there is a significant relationship between transformational leadership and OCB, job satisfaction and OCB. However, not as we expected, transactional leadership did not show a significant improvement in nurses’ OCB. Furthermore, both transformational leadership and transactional leadership are able to act as strong predictors of job satisfaction. Finally, we hypothesized that job satisfaction may mediate the effect of transformational leadership and transactional leadership on OCB.

This study aims to examine and understand the influence of psychological capital on employee turnover intention through the mediating role of organizational commitment and work-life balance on Generation Z and millennial employees in Bandung, West Java. The data used in this study are primary and secondary data obtained from the employees of the companies and the company data. This study uses the census method as a sampling technique, with a number of samples of 100 respondents. The data is collected by distributing questionnaires and carrying out observations in the company. The data is further processed using Structural Equation Modeling with the Partial Least Square method. The results of this study indicate that psychological capital has a significant influence on employee turnover intention, organizational commitment, and work-life balance. Furthermore, organizational commitment and work-life balance are found to have a direct negative influence on turnover intention. Both of these variables also act as mediators in the relationship between psychological capital and turnover intention.

The study aims to determine the effect of the humanistic management style of administrators on the counterproductive work behaviour of employees. To deepen the understanding of the concepts and to establish the theories of the study, literature was reviewed. The study used descriptive assessment and a correlational research design. The population of the study was all employees and administrators of Divine Word College of Laoag. Questionnaires were used to gather the data and weighted mean and Pearson r correlation was used to analyze the data. The study found that the humanistic management style of administrators is high and counterproductive behaviour is low. However, Pearson r correlation indicated that there is no significant correlation between humanistic management style and counterproductive behaviour of employees. Thus, the hypothesis is rejected.

This study aims to examine and analyse the effect of green transformational leadership and green attitude on green organisational citizenship behaviour mediated by emotional intelligence. This research was conducted at Batik Warna Alam SMES in Klaten, Central Java, with 118 respondents. Analysis of the data used is the quantitative method of Structural Equation Modelling (SEM) SMART-Partial Least Square (PLS) Software. This study indicates that: (1) There is a positive and significant effect between green transformational leadership on emotional intelligence. (2) there is a positive and significant effect between green attitude to green attitude (3) there is a positive and significant effect between emotional intelligence on green organisational citizenship behaviour. (4) there is a positive and significant effect between green transformational leadership on green organisational citizenship behaviour (5) there is a positive and significant effect between green attitude and green organisational citizenship behaviour (6) there is a positive and significant effect between green transformational leadership on green organisational citizenship behaviour mediated by emotional intelligence (7) there is a positive and significant effect between green attitude and green organisational citizenship behaviour mediated by emotional intelligence at Batik Warna Alam SMEs in Klaten, Central Java.

The aim of this research is to find, test, and explore the relationship between employee's job satisfaction and turnover intention among the academic personnel of Tishk International University in Erbil, to find whether there is a relationship between job satisfaction and turnover intention and whether job satisfaction predicts turnover intention or not. The study consisted of 98 samples chosen randomly from Tishk International University academic employees, and correlation and regression analysis were used to interpret the collected data. As a result, we have found a robust negative relationship between job satisfaction and turnover intention, and job satisfaction can significantly predict turnover intention.

Turnover intention is an employee's desire to move to another agency or stop working on their own volition or voluntarily from the organization where they work for certain reasons. Turnover intention behavior has a negative impact on the smooth operation of the organization, so it is necessary to study the factors that influence it and efforts to prevent it. This study aims to examine the effect of workplace well-being and workplace incivility on turnover intention, as well as to examine the role of job embeddedness in moderating the relationship between the two independent variables with the above dependent on employees of the Ministry of Agriculture vertical agency in Manokwari. This study uses a quantitative approach involving 121 respondents. Data analysis using Partial Least Square (PLS) with the help of SmartPLS 3.0 software. The results showed that; (1) workplace well-being has a negative and significant effect on turnover intention, (2) workplace incivility has a positive and significant effect on turnover intention, (3) job embeddedness significantly plays a role in moderating the relationship between workplace well-being and turnover intention, and (4) Job embeddedness plays a significant role in moderating the relationship between workplace incivility and turnover intention. To prevent turnover intention behavior in employees of the Ministry of Agriculture's vertical agency in Manokwari, it is suggested that the level of job embeddedness should always be maintained and improved for all employees of the Ministry of Agriculture's vertical agency in Manokwari.

This study presents the Job Demands-Resources (JD-R) model to investigate employees’ organizational commitment. The purpose of this study is to examine the effect of job demands and job resources on organizational commitment, as well as the mediating effect of work engagement, in the context of Indonesian state-owned enterprises. Data were gathered using a questionnaire from 115 employees of a state-owned enterprise. Partial Least Squares - Structural Equation Modeling (PLS-SEM) was performed to analyze data. Results of data analysis indicate the negative influence of job demands and positive influence of job resources on organizational commitment. Also, work engagement mediates the effect of job demands and job resources on organizational commitment. The results of this study give a contribution to both theoretical and practical viewpoints. At the theoretical level, this study contributes to the literature on organizational commitment theory and the JD-R model. From the practical viewpoint, the study findings offer insight for Indonesian state-owned enterprises management to enhance employees’ organizational commitment by considering job demands, job resources, and work engagement of employees.

This study aims to examine and analyze the influence of job insecurity and person-job fit on turnover intention mediated by job satisfaction. The population of this study are permanent and contract employees of Pamella 6 and 7 Supermarket Yogyakarta, with the number of 148 people. From a total of 148 employees from management to subordinates, 108 employees of Pamella 6 and 7 Supermarket Yogyakarta become the research sample. The data analysis used in this study is path analysis using Partial Least Square (PLS). The results of this study prove that: (1) Job insecurity negatively and significantly influences job satisfaction of employees in Pamella 6 and 7 Supermarket Yogyakarta; (2) Person-job fit positively and significantly influences job satisfaction of employees in Pamella 6 and 7 Supermarket Yogyakarta; (3) Job satisfaction negatively and significantly influences turnover intention of employees in Pamella 6 and 7 Supermarket Yogyakarta; (4) Job satisfaction is able to mediate the relationship between job insecurity and turnover intention of employees in Pamella 6 and 7 Supermarket Yogyakarta; and (5) Job satisfaction is able to mediate the relationship between person-job fit and turnover intention of employees in Pamella 6 and 7 Supermarket Yogyakarta.

The purpose of this study is to examine and analyze the influence of workplace happiness and innovative work behavior on job satisfaction mediated by work engagement on employees of a private university in Tenggarong, East Kalimantan during the Covid-19 pandemic. This research is quantitative with a sample of 100 people taken through proportional stratified random sampling. The data analysis technique used is descriptive statistical analysis and structural equation modeling (SEM). The conclusion of this study is that there is a positive influence between workplace happiness and innovative work behavior on job satisfaction, there is a positive influence between workplace happiness and work engagement, there is a positive influence between work engagement and job satisfaction, and there is a positive influence between workplace happiness on job satisfaction mediated by work engagement.