Impact of job rotation system on the employees performance - Based on Chinese state-owned enterprises
Human capital is always considered as the most valuable asset of an organization, which affects the overall profitability of companies. However, some studies have found the problems caused by unmatched skills and specific job vacancies, highlighting the significance of job rotation system. This stud...
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| Format: | Article |
| Language: | en en |
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Human Resource Management Academic Research Society (HRMARS)
2023
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| Online Access: | https://eprints.ums.edu.my/id/eprint/38422/1/ABSTRACT.pdf https://eprints.ums.edu.my/id/eprint/38422/2/FULL%20TEXT.pdf https://eprints.ums.edu.my/id/eprint/38422/ http://dx.doi.org/10.6007/IJARBSS/v13-i11/19480 |
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| _version_ | 1831796028765896704 |
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| author | Guanxiong Liang Debbra Toria Nipo Sing Yun Wong |
| author_facet | Guanxiong Liang Debbra Toria Nipo Sing Yun Wong |
| author_sort | Guanxiong Liang |
| building | UMS Library |
| collection | Institutional Repository |
| content_provider | Universiti Malaysia Sabah |
| content_source | UMS Institutional Repository |
| continent | Asia |
| country | Malaysia |
| description | Human capital is always considered as the most valuable asset of an organization, which affects the overall profitability of companies. However, some studies have found the problems caused by unmatched skills and specific job vacancies, highlighting the significance of job rotation system. This study aims to explore the impact of job rotation system on the performance of employees from Chinese state-owned enterprises (via training, commitment, development chances), utilising human capital theory and ability, motivation, opportunity theory. This study also seeks to investigate the moderators of aforementioned relationship. This study employed a synthesized literature review to investigate the relationship between job rotation and employee performance based on a 10-year longitudinal and comprehensive analysis of prior studies. It is obvious that individual as well as organizational performance significantly change after rotation regardless of industries. Meanwhile, from numerous data collected previously, we find that gender has no significant influence from job rotation to employee performance, whereas age and tenure are playing important roles in moderating the relationship. With the findings summarized from this study, several practical recommendations are given accordingly to human resource departments in state-owned enterprises, scholars and researchers in relevant field. |
| format | Article |
| id | my.ums.eprints-38422 |
| institution | Universiti Malaysia Sabah |
| language | en en |
| publishDate | 2023 |
| publisher | Human Resource Management Academic Research Society (HRMARS) |
| record_format | eprints |
| spelling | my.ums.eprints-384222024-03-01T07:27:56Z https://eprints.ums.edu.my/id/eprint/38422/ Impact of job rotation system on the employees performance - Based on Chinese state-owned enterprises Guanxiong Liang Debbra Toria Nipo Sing Yun Wong HD4909-5100.9 Wages LB2341-2341.95 Supervision and administration. Business management Human capital is always considered as the most valuable asset of an organization, which affects the overall profitability of companies. However, some studies have found the problems caused by unmatched skills and specific job vacancies, highlighting the significance of job rotation system. This study aims to explore the impact of job rotation system on the performance of employees from Chinese state-owned enterprises (via training, commitment, development chances), utilising human capital theory and ability, motivation, opportunity theory. This study also seeks to investigate the moderators of aforementioned relationship. This study employed a synthesized literature review to investigate the relationship between job rotation and employee performance based on a 10-year longitudinal and comprehensive analysis of prior studies. It is obvious that individual as well as organizational performance significantly change after rotation regardless of industries. Meanwhile, from numerous data collected previously, we find that gender has no significant influence from job rotation to employee performance, whereas age and tenure are playing important roles in moderating the relationship. With the findings summarized from this study, several practical recommendations are given accordingly to human resource departments in state-owned enterprises, scholars and researchers in relevant field. Human Resource Management Academic Research Society (HRMARS) 2023 Article NonPeerReviewed text en https://eprints.ums.edu.my/id/eprint/38422/1/ABSTRACT.pdf text en https://eprints.ums.edu.my/id/eprint/38422/2/FULL%20TEXT.pdf Guanxiong Liang and Debbra Toria Nipo and Sing Yun Wong (2023) Impact of job rotation system on the employees performance - Based on Chinese state-owned enterprises. International Journal of Academic Research in Business and Social Sciences, 13. pp. 1-13. http://dx.doi.org/10.6007/IJARBSS/v13-i11/19480 |
| spellingShingle | HD4909-5100.9 Wages LB2341-2341.95 Supervision and administration. Business management Guanxiong Liang Debbra Toria Nipo Sing Yun Wong Impact of job rotation system on the employees performance - Based on Chinese state-owned enterprises |
| title | Impact of job rotation system on the employees performance - Based on Chinese state-owned enterprises |
| title_full | Impact of job rotation system on the employees performance - Based on Chinese state-owned enterprises |
| title_fullStr | Impact of job rotation system on the employees performance - Based on Chinese state-owned enterprises |
| title_full_unstemmed | Impact of job rotation system on the employees performance - Based on Chinese state-owned enterprises |
| title_short | Impact of job rotation system on the employees performance - Based on Chinese state-owned enterprises |
| title_sort | impact of job rotation system on the employees performance - based on chinese state-owned enterprises |
| topic | HD4909-5100.9 Wages LB2341-2341.95 Supervision and administration. Business management |
| url | https://eprints.ums.edu.my/id/eprint/38422/1/ABSTRACT.pdf https://eprints.ums.edu.my/id/eprint/38422/2/FULL%20TEXT.pdf https://eprints.ums.edu.my/id/eprint/38422/ http://dx.doi.org/10.6007/IJARBSS/v13-i11/19480 |
| url_provider | http://eprints.ums.edu.my/ |