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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.

This study aims to examine the effect of work-life balance and emotional intelligence on organizational intelligence through work engagement. This quantitative research was conducted by distributing questionnaires to 118 employees of Kebumen Branch and Unit of BRI Bank using a purposive sampling method. The data analysis used was Structural Equation Modeling (SEM) using second-order confirmatory with the help of SmartPLS 3.0 application. The results showed that; (1) work-life balance has a positive and significant effect on work engagement, (2) emotional intelligence has a positive and significant effect on work engagement, (3) work-life balance has a positive and significant effect on organizational commitment, (4) emotional intelligence has a positive and significant effect on organizational commitment, (5) work engagement has a positive and significant effect on organizational commitment, (6) work engagement plays a role in mediating the effect of work-life balance on organizational commitment (7) work engagement plays a role in mediating the effect of emotional intelligence on organizational commitment of employees of Kebumen Branch and Unit of PT Bank BRI.

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.

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.

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 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.