Impact of green HRM practices on bank employee service behaviors

Almost all human activity spheres, from the health care system to the education system, were unprepared for the pandemic. This, in turn, has slowed down the progress in achieving sustainable development goals. The Sustainable Development Goals 4 “Quality Education” and 8 “Decent Work and Economic Growth” were particularly vulnerable. In addition, the widespread concern was caused in the context of the transition to a “knowledge-based economy”. This paper analyzes the readiness of the scientific community to provide preconditions for the acceleration of these SDGs achievements. To do this, a meta-analysis of the academic literature on SDG 4, SDG 8, and the knowledge-based economy during 2015–2021 was conducted. Several special methods and instruments were used, including Scopus, WoS, VosViewer, Publish or Perish, Google Trends, and Google Books Ngram Viewer. The results show the inability of the modern academic community to provide a theoretical and empirical framework for a successful transition to a knowledge-based economy, taking into account the need to achieve sustainability. This is partly due to the relative subject novelty and the lack of academic attention. The challenges posed by the pandemic (lockdowns, unemployment, closing of educational institutions, financial flows reorientation, etc.) together with potential threats (new pandemic, climate change, population displacement, armed conflicts, etc.) necessitate a radical intensification of academic activity in economics to achieve SDGs.

There is a growing concern about the lack of skilled municipal employees who can deliver essential services to under-resourced local communities in South Africa. However, coaching and mentoring appear underutilized to train municipal employees to improve service delivery to local communities. The study aims to investigate whether coaching and mentoring could capacitate municipal employees whose performance appraisal reveals a lack of skills to provide essential services. A cross-sectional research design was adopted to conduct a survey. The target population comprised 265 municipal employees, and a stratified random sample of 115 employees completed a questionnaire. The employees held positions of general managers, general assistants, and administrators, with varied years of experience. Cronbach’s Alpha indicated an overall high 0.8 questionnaire reliability score.
Using a quantitative method, responses from municipal employees were collected to examine their perceptions of the influence of training and development on employee performance and service delivery. Hypotheses were tested using the bivariant inferential statistical tests of correlation (r) and Chi-square (χ2). The results indicated that training and development were more likely to improve employee performance. Furthermore, the results showed that trained employees were more likely to improve service delivery. In particular, coaching and mentoring could be used to improve performance. Therefore, the study found that the municipality was not providing employees with relevant training and development to enable them to address poor service delivery. Finally, the study recommends that the municipality invests in training and development to enrich employees with new skills and knowledge to improve the quality of service delivery.

A manager’s attitude to innovation affects an employee’s job satisfaction, and consequently their individual performance. The authors survey employees of Indonesia Stock Exchange-listed companies. Our results confirm that individual performance depends on job satisfaction. However, job satisfaction is not fully contingent on the reward system, or the JRI, or the manager’s attitude. Performance is much affected by other factors, such as stress at work, tension at home, and unrest in the community.