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There is a disconnect between corporate communication and employee engagement which often leads to poor organizational culture and ultimately poor performance. Therefore, the study aims to address this phenomenon and connect corporate communication to employee engagement for organisational success. Organizations are aware of the indisputable connection between their success and employee engagement in the current competitive environment. With a qualitative method using an interpretivism research paradigm, this study explores how corporate communication at Bakoena Services Pty Ltd. promotes employee engagement. Senior, middle, and junior staff members provide detailed perspectives. The study used semi-structured interviews to investigate how employees feel about the channels of communication that are currently in place, as well as how effective they are perceived to be and how they affect engagement. It also looked at tactics and planned communication enhancements that Bakoena Services Pty Ltd. might use to encourage employee engagement. This study added to our knowledge of the complex interplay within a particular organizational setting between corporate communication and employee engagement as well as made contributions theoretically to the stakeholder theory which underpinned the study. The conclusions provided Bakoena Services Pty Ltd. with insightful information about modifying its communication strategies to foster a workforce that is more engaged, content, and eventually more productive. The study's findings give suggestions for enhancement as well as insight into the role of corporate communication in promoting employee engagement at Bakoena Services Pty Ltd. The study's main recommendation is to strengthen the role of human resources, which is crucial in addition to communication reform. The study also concludes that human resource staff members ought to be equipped with the knowledge and skills necessary for success in communication, engagement strategies, feedback management, and leadership development.

Since today’s market is highly competitive and constantly evolving, organisations are striving to achieve high levels of productivity and low levels of turnover. One of the key factors in achieving this goal is organisational commitment. Thus, the study advocates that the level of employee commitment and willingness to continue working with the organisation is reflected in their intention to stay. Based on the theory of reasoned action, this study aims to investigate how the dimensions of employee commitment influence their decision to stay with the organisation in the long term within a telecommunication company. The study adopted a postpositivist perspective, a descriptive approach, a quantitative research method and a structured questionnaire to collect numerical data. In addition, descriptive, factor, correlation and regression analyses were performed through SPSS version 26.0. The study population consisted of 470 employees working in different departments, ranging from entry-level positions to consulting engineers. A sample of 298 employees was selected through a simple random sampling to minimise bias. Regression results indicated a moderate positive relationship between organisational commitment and intention to stay. The study recommends organisations to prioritise strategies that promote and sustain organisational commitment for improved intention-to-stay outcomes. This can be achieved through various means such as providing opportunities for professional development, recognising and rewarding employee contributions, and promoting open communication.

The purpose of this study was to investigate the influence of inspirational motivation on employee engagement in parastatals in the energy sector in Kenya. The article was guided by three objectives: the influence of visionary leadership on employee engagement, the influence of communication on employee engagement, and the influence of job autonomy on employee engagement. The target of the study was the 10 parastatals based within the energy sector in Kenya having a population of 315 middle-level managers. The study adopted a positivist research philosophy to examine the influence of inspirational motivation on employee engagement. The data was collected by using structured questionnaires. This study conducted correlational research to determine the strength of the relationship between the parameters of inspirational motivation and employee engagement. The findings of this study showed that employee engagement has a significant statistical relationship with visionary leadership, r(166) = 0.360, p < 0.01; communication, r(166) = 0.387, p < 0.01 and job autonomy, r(166) = 0.439, p < 0.01. Multiple linear regression analysis revealed that inspirational motivation positively and significantly influences employee engagement, R2= .258, F(3, 162) = 18.804, p < .01; ? = 0.428, p < .01. The findings concluded that visionary leadership, communication, and job autonomy positively and significantly influence employee engagement

This study examines the Job facilities and the factors affecting employee satisfaction levels and how significantly they are correlated to each other. In the world of business research, one of the vital challenges is employee commitment toward the company. According to research, employee dedication and performance are strongly correlated with employee contentment. That is why employers and researchers are constantly looking for explanations for employee happiness. Several aspects affect employee satisfaction, some of which are obvious while others are not. This study explores how certain financial and non-financial variables relate to employee contentment. The survey has been done by a Likert scale questionnaire on a total of 200 employees from 10 Insurance companies in Bangladesh. According to this empirical study, a few non-financial variables, except salary, have a substantial relationship with employee satisfaction.

This paper aims to determine to extend to which leadership and communication influence employee performance in the KOTAKU Bandung program. Employees who are able to work well are the company’s most desirable resources in order to achieve company goals. Employee performance can be improved from a leader by setting a good example, paying attention to employees and always communicating well with employees at work, especially employees who behave less well. In this paper, it is also describe about leadership, communication and employee performance in the KOTAKU Bandung program. We employed a hybrid analytics method for descriptive and verification methods with qualitative and quantitative approaches. Questionnaires were used to collect data. Inferential statistics were used to analyze the data, data analysis made use of multiple regressions and Pearson’s correlation. The Statistical Package for Social Science was used to aid the analysis. A dataset of 57 respondents from employee in KOTAKU Bandung program. Data processing was carried out by analyzing correlation coefficients, coefficients of determination, and hypothesis testing. Main findings study demonstrate that (i) employee responses regarding leadership and communication were stated to be quiet good, (ii) employee reponses regarding employee performance are stated to be quite high, and finally (iii) leadership and communication have influence employee performance both partially and simultaneously in the KOTAKU Bandung program.

Efficient internal branding is essential for aligning employees with an organization's ideals, especially in service industries such as banking. This study examines the influence of employee engagement on the efficacy of internal branding activities in commercial banks located in Urban Masvingo, with the objective of understanding the impact of these initiatives on staff commitment and service quality. A quantitative survey design was utilised, focussing on management-level employees, shop floor personnel, and customers from certain banks, employing stratified random sampling to guarantee a varied participant pool. The results demonstrate that although the majority of internal branding efforts focus on frontline employees, there is a significant deficiency in engagement among shop floor personnel. The lack of established recognition procedures and allocated funding for internal branding undermines effectiveness. Strong managerial support and employee participation in branding activities were recognised as essential factors for improving engagement and alignment with brand values. To enhance internal branding, banks must to conduct frequent evaluations of employee engagement, incorporate branding into HR operations, establish formal recognition systems, and promote the co-creation of branding initiatives. These measures will foster a unified organisational culture and enhance service performance, hence augmenting brand equity in a competitive marketplace. This report provides actionable ideas for banks to enhance employee involvement in internal branding and sustain a competitive advantage in a fluctuating market..

Management by Objectives (MBO) is a performance management approach where employees and managers collaborate to set individual goals aligned with broader organizational objectives. While MBO's potential benefits are recognized, its effectiveness particularly in the context of varying organizational cultures and appraisal purposes, remains unclear. The general objective of the study was to investigate the relationship between MBO and employee performance within Isiolo County Government. The study specifically examined the influence of evaluation on employees’ performance in Isiolo County. The study was grounded on image theory. The population of study was 260 employees across seven county ministries. Data was collected using a questionnaire subjected to pilot study. Quantitative data was analyzed using both descriptive and inferential statistics. The study showed that overall evaluation (with a p-value of 0.897) does not significantly contribute to employee performance within the County Government of Isiolo. Therefore, the null hypothesis for evaluation was accepted. Because the study found no significant influence of evaluation on employee performance, there is a critical need for organization to refine their evaluation systems. To gain a deeper understanding of the long-term impact of evaluation on employee performance in Kenyan county governments, longitudinal research is warranted. The study recommends need for Isiolo County Government to improve its evaluation processes. Evaluators should provide valuable input to aid in performance improvement in employees of Isiolo county government.

This study examines the effect of work motivation and work-life balance on employee performance with job satisfaction mediation. This study is a type of quantitative research with a data collection method using a questionnaire. The research sample was 185 nursing staff at X Hospital. This study uses non-probability sampling with the Quota sampling type. The data analysis technique used is SEM-PLS. The results of the study indicate that work motivation cannot improve employee performance. However, work-life balance can improve employee performance. Work motivation can improve employee job satisfaction, while work-life balance cannot improve job satisfaction. Job satisfaction can improve employee performance. Job satisfaction can mediate Work Motivation in improving performance but cannot mediate Work-Life Balance in improving employee performance. The study results suggest that Hospital X should pay more attention to employees by providing motivation and implementing an excellent work-life balance as a reference for employees' work.

This study examines the influence of SME performance, knowledge sharing, work motivation, and the work ethic of SME proprietors. This research was conducted on Small and Medium Enterprises in East Java. The study population comprised 293 proprietors of small and medium-sized enterprises (SMEs) employing between 3 and 10 individuals. The participants in the study were owners of small and medium enterprises situated across East Java. Data collection for each variable was performed using questionnaires. Data analysis methodologies utilize descriptive analysis techniques and quantitative data analysis techniques, such as Structural Equation Modeling (SEM) with Partial Least Squares (PLS). The results demonstrated that the mediating effect of work ethics on the relationship between work motivation and company performance was insignificant. The mediating effect of work ethics on the relationship between work motivation and knowledge sharing was substantial. The correlation between work motivation, work ethics, and knowledge sharing was positive and significant; however, the influence of motivation on company performance was not significant. The motivation of employees negatively affects the performance of small and medium-sized enterprises (SMEs) in East Java. This study offers guidance to managers of small and medium enterprises on implementing work ethics to enhance employee motivation, performance, and knowledge sharing.

Management's primary responsibilities encompass cultivating a more satisfying work environment for employees and synchronising employee motivation with organisational goals. These interconnected responsibilities are essential for organisational performance and employee welfare. This study utilised Pick n Pay Pine Crest Mall in Pinetown as a case study to investigate the impact of employee motivation on productivity and efficiency, as well as to discover the existing techniques employed by Pick n Pay to enhance employee motivation for enhanced productivity and efficiency. The study employed a qualitative methodology with an exploratory research design, utilising a non-probability quota sampling strategy to pick eleven respondents from a population of 144 employees. Open-ended interview questions were employed, and the data were analysed utilising NVivo 11 software. The results indicated that Pick n Pay management incentivises employees by providing efficient tools, fostering a conducive work environment, and offering monetary rewards or awards. The survey also identified shortcomings, including insufficient team-building activities, inadequate communication among staff, and discontent with existing compensation. To improve performance and cultivate a productive staff, it was advised that management revamp motivational strategies, prioritising respect, acknowledgement, and enhanced information distribution. Suggestions for improving staff enthusiasm, productivity, and efficiency at Pick n Pay Pine Crest Mall encompass improved feedback and communication, a clear career progression, extensive training programs, investment in team development, and the provision of competitive remuneration.

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.

This study aims to analyze the role of individual characteristics, organizational commitment and job satisfaction on employee performance with an organizational citizenship behavior (OCB) mediation mechanism in the banking industry in Indonesia. Quantitative analysis was used for data analysis and questionnaires as a data collection technique were disseminated online using Google Forms to 122 employees with random sampling techniques. Data analysis using SEM-PLS with the help of SmartPLS application. The results found that individual characteristics had a significant effect on employee performance. However, organizational commitment and job satisfaction do not have a significant effect on employee performance. Furthermore, individual characteristics, organizational commitment and job satisfaction have a significant effect on OCB. Then OCB has a significant effect on employee performance. In addition, OCB mediates in part the influence of individual characteristics on employee performance. While OCB perfectly mediates the effect of organizational commitment and job satisfaction on employee performance.

This study aims to investigate the impact of Organizational Communication and Organizational Justice on Intention to Leave, and to identify the mediation of Job Satisfaction in the said relationship.This study is a quantitative study and a questionnaire was distributed to Bank X Area Surabaya employees with a total of 203 respondents. The data analysis technique used the SEM-PLS analysis tool with the help of SmartPLS 4.0 software. The results of this study show that organizational communication has a negative and significant effect on intention to leave, organizational justice has a negative and insignificant effect on intention to leave, organizational communication has a positive and significant effect on job satisfaction, organizational justice has a positive and significant effect on job satisfaction, job satisfaction has a negative and significant effect on intention to leave and finally job satisfaction mediates the effect of organizational communication and organizational justice on intention to leave. This study provides valuable insight in the context of employee resistance and organizational conditions at a state-owned bank.   Keywords: Organizational Communication, Organizational Justice, Job Satisfaction, Intention to Leave

Companies must be able to optimize human resources performance because they are an essential element in the organization and play an active role as planners, actors, and determinants for realizing organizational goals. This research aims to see the influence of organizational culture and non-financial compensation on organizational commitment, either directly or indirectly or through the mediation of job satisfaction. This research is categorized as explanatory research. The research respondents were permanent employees at the regional office of one of the largest banks in Indonesia. The sample size was determined using a total sampling of 150 respondents. The data collection method uses a questionnaire and is analyzed using PLS-SEM. The results show that organizational culture has a significant positive effect on organizational commitment, and non-financial compensation also has a positive and significant effect on organizational commitment. Organizational culture and non-financial compensation positively affect organizational commitment through the mediation of job satisfaction.

 Many factors can? influence employees when no one can perform well; that is internal or external factors. Where do internal factors come from? From the nature of oneself?, employees like motivation, ability, and effort, whereas factor external employees originate from environment-like behaviour. Study This type of explanatory research proves a connection between leadership transformation, developmental career, and the performance of employees mediated by variables of motivational work , using a method approach. Study This was carried out in sectors of company energy state property involving 535 as population research. This uses a proportionate stratified random sampling technique with 200 successful respondents returning the questionnaires as a data collection method and data analysis using PLS-SEM.

This research is purpose to analyze the influence of transformational leadership and work environment on employee performance, the impact of motivation on job satisfaction, job satisfaction on employee performance, and motivation on employee performance with job satisfaction as a mediating variable. The study focuses on the Unit of Sharia Business in Bank Jatim, with a population of 224 employees. The result are transformational leadership, Work Environment and Job Satisfaction has a significant positive impact on employee performance. Job Satisfaction mediates the relationship between Motivation and Employee Performance, showing partial mediation. This suggests that work motivation enhances employee performance in the Sharia Business Unit of Bank Jatim, with or without direct involvement of job satisfaction. The findings provide valuable insights for improving management practices and fostering employee engagement at Unit of Sharia Business in Bank Jatim.

This research aims to identify and analyze the impact of emotional intelligence on turnover retention at a bank in East Java, Indonesia by considering the mediating role of organizational support, as well as the moderating effect of career adaptability. Data was collected through a questionnaire distributed to frontline employees at one of the banks in East Java. Data analysis was carried out using descriptive statistical analysis for convenience of data characteristics and inferential data analysis using Structural Equation Model Partial Least Square (SEM-PLS) to test contextual relationships between variables. Data collection methods include questionnaires and semi-structured interviews to obtain primary data, while secondary data is obtained from documents, the internet, and literature. The research results show that emotional intelligence does not directly influence turnover intention but has an influence through the mediator Organizational support and is moderated by career adaptation. In conclusion, work environment factors unique to banking significantly impact an employee's decision to stay or leave a job. Organizational support is proven to be an essential mediator, while the level of career adaptability also plays a vital role in employee turnover intensity. Moreover, if an employee has high emotional intelligence and career adaptability is low, they will still have the intensity to leave their job.

The impact of globalization quickly and dynamically requires development and change in the environment. This is inseparable from public organizations that face various challenges and obstacles to be more responsive to the needs of citizens. However, the performance of human resources from public organizations is now also always in the public spotlight where in practice in Indonesia it is still not good enough. Empirical studies or research have been conducted to analyze the effect of transformational leadership and psychological contract on employee performance. This study attempts to remedy the existing knowledge gap and limited literature by including job satisfaction as a mediating variable on employee performance levels in Indonesia. This study aims to determine the effect of transformational leadership and psychological contract on employee performance with job satisfaction as a mediating variable. A structured questionnaire with closed-ended questions was used to collect raw data from 241 employees. Descriptive tests and SEM PLS tests were conducted to determine the statistically significant relationship between transformational leadership and psychological contract on employee performance with job satisfaction as a mediating variable. The results reflect a statistically significant relationship between transformational leadership and psychological contract to employee performance with job satisfaction as a mediating variable. This study has practical implications for practitioners in the field of human resources, organizational leaders, academics, and government policy makers because they can strategically plan transformational leadership and psychological contract practices and link these practices to employee performance in an organization. Further research can be conducted in other government organizations to conduct comparative studies obtained across organizations on the effect of transformational leadership and psychological contracts on employee performance with job satisfaction as a mediating variable.

The objective of this study is to examine how job satisfaction mediates the relationship between talent management and work-life balance, and employee performance in state-owned banks. The analysis employed quantitative analysis and data collection approaches, namely a questionnaire issued to 127 employees using Google Forms. Performing data analysis utilising the structural partial least squares (SEM-PLS) equation model. The findings indicated that both talent management and work-life balance have a direct and substantial favourable impact on employee performance. This study also discovered that job satisfaction had a role in partially mediating the impact of talent management on employee performance. Job satisfaction somewhat mediates the impact of talent management and work-life balance on employee performance. These findings indicate the importance of consistently focusing on and enhancing talent management methods and work-life balance in order to enhance employee performance.

This study investigates the mediating role of work-life balance and job satisfaction on the effect of flexi-time on employee performance in public hospitals in East Java, Indonesia. Quantitative analysis was used for data analysis and questionnaires as a data collection technique were disseminated online using Google Forms to 112 employees with census techniques. Data analysis using SEM-PLS with the help of SmartPLS application. The results show that flexi-time has a significant effect on employee performance. Directly, work-life balance encourages employee performance improvement. Job satisfaction also has a significant effect on employee performance. Flexi-time can directly increase work-life balance and job satisfaction. Work-life balance and job satisfaction act as partial mediations on the effect of flexi-time on employee performance.