Management Review December 2020

1. Job Searching in the New Normal 

Dr. Steffi Manhit

This was initially presented as a webinar for the Center for Student Affairs of the University of Asia & the Pacific, in an event entitled “Job Searching in the New Normal” held on July 22, 2020. The event was open to students at other universities. The author discussed the concerns about job hunting faced especially by the new entrants to the workforce as they deal not only with competition in the labor force but also the challenges brought about by the Covid-19 pandemic which started during the tail-end of 2019. This article explores trends in human resource management, as well as top industries hiring, and highly needed jobs in the job market. It also includes the new skills set, both technical and behavioral, that redefine work as it is in 2020 and beyond. Lastly, some tips on how to prepare for job interviews and get hired during this pandemic.

2. Management That Changedthe World: A Review of Howthe Tech Giants Do It

Mark Herbert D. Cabuang, Oscar E. Porras Jr., Mario Jacinto C. Robles, Dr. Ruel V. Maningas 

This paper intends to review the management practices in huge technology-centric companies. Specifically, the study looked into Apple Inc., Google, Microsoft, Facebook, and other similar organizations. Following the fundamental management functions, the researchers examined how these organizations translate and implement the different aspects of management. As globalization makes the world smaller, they infer how these global companies spread their practices into different countries and locales. The technology industry is fast-paced and exciting, thus this study investigated what make these companies successful and become the leaders in their industry.

What the researchers found is surprisingly familiar. The business fundamentals remain, just with added new approaches to adapt to the accelerated requirements of today. Though it would be easy to assume that technology is the heart of how these giants run their business, it is still just secondary to human resources. The human element is still at the root of these tech giant’s successes.

3. The Effects of Job Stress on Turnover Intention of Public Hospital Nurses in Metro Manila

Erika Marie C. Hautea

The pool of nurses in the Philippines continues to steadily decrease. Lack of nurses creates understaffing problems in hospitals and results in a heavier workload. These and other working conditions faced by nurses show the amount of stress they face daily. This creates job stress resulting in turnover intentions. However, recently published literature shows that a person’s job satisfaction can mediate this relationship. Hence, this study focused on explaining the effect of job stress on turnover intention of public hospital nurses as mediated by job satisfaction. The study focused on public hospital nurses employed in Level 3 public hospitals in Metro Manila.

Descriptive Statistics, Correlation Matrix, Linear and Multiple Linear Regression, and Path Analysis were conducted. The quantitative data was further substantiated through related literature and interviews. The results of the study showed that nurses have a slight level of job stress, a moderate level of job satisfaction, and a slight level of turnover intention. Moreover, job stress had a positive effect on turnover intention (direct effect). Additionally, job stress had a positive effect on turnover intention as mediated by job satisfaction (indirect effect). The findings show that turnover intention can be reduced by: 1.) directly lessening job stress and 2.) decreasing job stress by increasing job satisfaction. Lastly, recommendations were given to hospital management, future researchers, the academe, and the government. 

4. Effect of E-Service Quality of E-Banking on Customer Satisfaction in the Philippines

Kaila Kimberly Y. Marcos

This study aimed to assess the relationship and effect of e-Service Quality of E-Banking on Customer satisfaction broken down to the different e-Service quality dimensions to determine which dimension can potentially have the strongest influence on customer satisfaction in the Philippines. A total of 405 clients all over the country were successfully surveyed and validated before and during the pandemic. Also, a total of eleven (11) interviews were conducted. The data were statistically analyzed using structural equation modeling with SPSS. Pearson Correlation, Simple and Multiple Linear Regression were used to measure the relationship among these variables. The findings show that only Efficiency & Ease of Use, Reliability and Security & Privacy, by order of importance, showed a significant effect or unit increase in customer satisfaction. This study also showed that e-Service Quality had a direct and positive effect on customer satisfaction. The Frequency of Usage, among all the demographic profiles, has a negative effect that influences the relationship among the main variables. The recommendations provided focused on improving each e-Service quality dimension to maintain or further increase customer satisfaction. E-Banking is one of the most important services of banking that increases customer satisfaction if properly implemented. This study is one step closer to helping the banking industry focus on the factors that satisfy the clients the most and to give banks a competitive advantage.

5. The Effects of Workplace Bullying on Workplace Engagement in Selected Business Process Outsourcing Companies

Katrina M. Fano

Workplace bullying is one of the business challenges that companies neglect to prioritize as evidently shown by the absence of formal anti-bullying policies in the workplace. Workplace bullying could affect the level of employee’s work engagement, which companies may fail to recognize if it continues to be neglected. This study aims to understand workplace bullying and its effects on work engagement in selected Business Process Outsourcing (BPO) companies. Participants in this study were 400 employees from BPOs. Responses were carefully and statistically analyzed and validated through structured interviews to 12 BPO employees. Pearson R Correlation was used to measure and validate the relationship of each dimension of workplace bullying and work engagement. Results revealed that there is a negative correlation between the dimension of workplace bullying and work engagement. Survey showed that the respondents experienced work-related and person-related bullying every now and then or two to three (2-3) times in six (6) months, while never experienced physically intimidating bullying. Consequently, respondents felt engaged in the work only few times a month.

All articles published in SMN Digest are indexed in EBSCO Information Services and may be accessed in full text through Philippine E-Journals.