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Journal articles on the topic 'Employee attitude surveys'
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Rogelberg, Steven G., Alexandra Luong, Matthew E. Sederburg, and Dean S. Cristol. "Employee attitude surveys: Examining the attitudes of noncompliant employees." Journal of Applied Psychology 85, no. 2 (April 2000): 284–93. http://dx.doi.org/10.1037/0021-9010.85.2.284.
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Moore, David G. "Employee Attitude Surveys in the United States." Relations industrielles 11, no. 3 (February 19, 2014): 150–60. http://dx.doi.org/10.7202/1022620ar.
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Summary The Author first discusses generally the employee attitude survey, describing the techniques commonly used, evaluating the ordinary questionnaire technique with its many drawbacks and limitations; these, however, can be — and have been — gradually corrected with time, and one of them has been refined into an instrument called the SRA Employee Inventory. The rest of the article is spent describing and assessing the Inventory, and finally giving the results and trends in employee attitudes which it has yielded.
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JACOBY, SANFORD M. "Employee Attitude Surveys in Historical Perspective." Industrial Relations: A Journal of Economy and Society 27, no. 1 (January 1988): 74–93. http://dx.doi.org/10.1111/j.1468-232x.1988.tb01047.x.
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Kaman, Vicki S., and Jodie Barr. "Employee Attitude Surveys for Strategic Compensation Management." Compensation & Benefits Review 23, no. 1 (January 1991): 52–65. http://dx.doi.org/10.1177/088636879102300106.
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Muguna, Andrew T., Isaac N. Micheni, James M. Kilika, and Catherine Kaimenyi. "How Do Employee Attitude Surveys Contribute to Staff Turnover Intentions in a University Setting?" International Journal of Business Administration 13, no. 2 (February 27, 2022): 79. http://dx.doi.org/10.5430/ijba.v13n2p79.
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This study aimed to determine the effect of employee attitude surveys on academic staff turnover intentions in chartered universities in Kenya. The specific objectives were; to determine the extent of employee attitude surveys practices among universities in Kenya; assess the level of turnover intentions among academic staff in chartered universities in Kenya, and determine the effect of employee attitude surveys practices on turnover intentions among academic staff in chartered universities in Kenya. The study was anchored on the Universalistic theory and the Unfolding model of voluntary turnover. A positivism research philosophy guided the study, and a descriptive cross-sectional survey design was used. The study obtained primary data from a representative sample of 364 academic staff members drawn from 15 chartered universities in Kenya. The study found that employee attitude surveys have been practized to a low extent and produced correspondingly low staff turnover intentions. Two dimensions of employee attitude surveys significantly negatively affect staff turnover intentions. The study called on future research to apply more robust statistical techniques anchored on mixed methods design for a more comprehensive explanation of the direction of the causal effects of attitude surveys on staff turnover intentions.
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Fauth, Thorsten, Kate Hattrup, Karsten Mueller, and Brandon Roberts. "Nonresponse in Employee Attitude Surveys: A Group-Level Analysis." Journal of Business and Psychology 28, no. 1 (April 18, 2012): 1–16. http://dx.doi.org/10.1007/s10869-012-9260-y.
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Sahi, Robert J. "Using tailored employee attitude surveys to measure HR's effectiveness." Employment Relations Today 23, no. 3 (September 1996): 55–63. http://dx.doi.org/10.1002/ert.3910230307.
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Nakra, Rashmi. "Employee Attitude Surveys: a Powerful Tool for Enhancing Organizational Effectiveness." Ushus Journal of Business Management 4, no. 2 (June 10, 2005): 46–52. http://dx.doi.org/10.12725/ujbm.6.6.
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One of the cardinal rules of business is, "Listen to your customers". The notion that success also depends on listening to your employees is just as basic. All organizations that strive to improve performance and effectiveness are constantly faced by questions such as: 'Are our methods, working?" "Are our products and services meeting the market's expectations?" or "Why weren't we the first to launch the latest version of the product?" One of the most cost effective sources of advice is close at hand: THE WORKFORCE.
Apart from asking employees as to what is working and what isn't, managements are also acutely aware of the relationship between employee satisfaction levels and customer satisfaction. This link has been validated by research studies as well as experienced by each one of us in everyday life. Most of us can vividly recall our feelings of apprehension whenever we have to visit an organization, be it a bank, a retail outlet or a restaurant where the employees look miserable and unhappy in their jobs. Each time we enter such an organization, we get an uncomfortable feeling that its employees are annoyed at us for walking in and causing them to do work.
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SCHNEIDER, BENJAMIN, STEVEN D. ASHWORTH, A. CATHERINE HIGGS, and LINDA CARR. "DESIGN, VALIDITY, AND USE OF STRATEGICALLY FOCUSED EMPLOYEE ATTITUDE SURVEYS." Personnel Psychology 49, no. 3 (September 1996): 695–705. http://dx.doi.org/10.1111/j.1744-6570.1996.tb01591.x.
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Sharifah, Nakayenga, Farid Wajdi, Ihwan Susila, and Nur Achmed. "The Impact of Algorithm Management on Employee Job Satisfaction: Exploring the Mediating Role of Job Autonomy and the Moderating Effect of Employee Attitude: A Case Study on Two Premier Universitas Muhammadiyah (UMS and UMY)." Journal of Business and Management Studies 6, no. 3 (June 12, 2024): 233–51. http://dx.doi.org/10.32996/jbms.2024.6.3.20.
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This study delves into the intricate relationships among algorithm management, job autonomy, employee attitudes, and job satisfaction in the higher education landscape of Universitas Muhammadiyyah in Indonesia (UMS and UMY). Employing a quantitative methodology with a sizable sample of 550 individuals, comprising 250 respondents, and data collection encompassed surveys and interviews, yielding 215 responses. Ensuring the reliability of survey tools through test-retest and Cronbach's alpha analysis utilized Microsoft Excel, SPSS, and Smart PLS. Key hypotheses were tested, highlighting the positive impact of algorithm management on job autonomy. Additionally, the study explored job autonomy's positive effect on employee job satisfaction and its mediating role in the relationship between algorithm management and Job satisfaction. Employee attitudes were scrutinized as moderators of these relationships, and their positive influence on job satisfaction was established. The findings reveal the significant implications of algorithm management on both job autonomy and job satisfaction. Job autonomy was found to empower employees, leading to increased satisfaction and reduced stress, and employee attitude has no connection between algorithms management and job satisfaction. Therefore, these findings illuminate the intricate interplay between algorithm management, job autonomy, employee attitudes, and job satisfaction in the context of higher education.
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Bayu Pratama Azka, Robby Dharma, and Tito. "Pengaruh Sikap Religius Dan Gaya Kepemimpinan Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Intervening Pada PT. Transco Dharmasraya." Journal of Science Education and Management Business 1, no. 1 (January 20, 2022): 30–37. http://dx.doi.org/10.62357/joseamb.v1i1.43.
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This study aims to examine the effect of religious attitudes, leadership styles, on employee performance through job satisfaction at PT Transco Dharmasraya. The method of collecting data is through surveys and distributing questionnaires, with a sample of 90 respondents. The data analysis method used is path analysis using computer assistance with the SPSS version of the software program is 21. The results obtained based on the t test (partial test) obtainedPartially Religious Attitude (X1) has a significant effect on Job Satisfaction (Z), Partially Leadership Style (X2) has no significant effect on Job Satisfaction, Partially Religious Attitude (X1) has a significant effect on Employee Performance (Y), Partially Leadership Style (X2) has an insignificant effect on employee performance (Y), partially job satisfaction (Z) has a significant effect on employee performance (Y), the direct influence of religious attitudes (X1) is greater than the indirect influence of religious attitudes (X1) on Employee Performance (Y) through Job Satisfaction (Z), The direct influence of Leadership Style (X2) is greater than the indirect influence of Leadership Style (X2) on Employee Performance (Y) through Job Satisfaction (Z), Contribution of the independent variable contribution Attitude Religion (X1) and Leadership Style (X2) on the dependent variable Job Satisfaction (Z), the contribution of the independent variable Religious Attitude (X1 ), Leadership Style (X2) and Job Satisfaction (Z) on the dependent variable Employee Performance (Y).
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Liu, Jiakun, Xinxiang Gao, Yi Cao, Naveed Mushtaq, Jiuming Chen, and Li Wan. "Catalytic Effect of Green Human Resource Practices on Sustainable Development Goals: Can Individual Values Moderate an Empirical Validation in a Developing Economy?" Sustainability 14, no. 21 (November 4, 2022): 14502. http://dx.doi.org/10.3390/su142114502.
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Utilizing the framework of the theory of planned behavior, a new model has been extracted and validated empirically to explore the role of green human resource management (GHRM) practices in the attainment of the sustainable development goals (SDGs) among textile manufacturing firms. Therefore, this research study is the first attempt to empirically investigate the impact of green skills and employee green attitudes that may proffer a better explanation of the nature of the relationship between GHRM and the SDGs, proposing an inclusive re`search model on the effect of GHRM on the SDGs in the hi-tech manufacturing industry. Questionnaires were distributed to 465 textile firms; however, of those returned, only 197 surveys completed in all respects were used for further empirical investigation. PLS-SEM was used to analyze the data to assess the validity and reliability of the instrument. The outcomes of the study affirmed the theoretical model according to which GHRM has a positive association with employee green attitudes, employee skills, decent work, and sustainable consumption and production behavior. Employee green attitudes and decent work had a positive effect on sustainable consumption and production behavior. It is also beneficial to identify significant moderators to explain the processes and circumstances through which the attitudes of employees are transformed into the desired behaviors. Therefore, individual green values were taken as moderators in the study to assess how they impacted the relationship between GHRM and employee green attitudes, as well as that between employee green attitudes and sustainable consumption and production behavior. The results also revealed that an employee’s green attitude acted as a partial mediator between GHRM and decent work. Moreover, employee green attitudes and employee skills fully mediated between GHRM and sustainable consumption and production behavior.
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Schay, Brigitte W. "Effects of Performance-Contingent Pay on Employee Attitudes." Public Personnel Management 17, no. 2 (June 1988): 237–50. http://dx.doi.org/10.1177/009102608801700212.
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This article compares the effects of two different pay-for-performance systems implemented as a result of the Civil Service Reform Act of 1978. Analyses are based on responses to five annual attitude surveys administered between 1979 and 1984 to civilian employees at four Navy R&D laboratories. Two of the labs, located in California, implemented pay for performance for all their white collar employees under a CSRA demonstration project testing an integrated approach to pay performance appraisal and position classification. The other two labs, located on the East coast, served as a comparison group for the federal-wide merit pay system covering supervisors and managers. Overall results were found to be more positive for the two demonstration labs in California.
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RYAN, ANN MARIE, DAVID CHAN, ROBERT E. PLOYHART, and L. ALLEN SLADE. "EMPLOYEE ATTITUDE SURVEYS IN A MULTINATIONAL ORGANIZATION: CONSIDERING LANGUAGE AND CULTURE IN ASSESSING MEASUREMENT EQUIVALENCE." Personnel Psychology 52, no. 1 (March 1999): 37–58. http://dx.doi.org/10.1111/j.1744-6570.1999.tb01812.x.
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Way, Christine, Deborah Gregory, Michael Doyle, Laurie Twells, Brendan Barrett, and Patrick Parfrey. "Health care provider outcomes during and shortly after acute care restructuring in Newfoundland and Labrador." Journal of Health Services Research & Policy 10, no. 2_suppl (October 2005): 58–67. http://dx.doi.org/10.1258/135581905774424519.
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Objectives To monitor changes in human resource indicators during six years of restructuring in Newfoundland and Labrador, and to measure providers’ perceptions of reform impact and attitudinal and behavioural reactions comparing changes in the St John's region, where hospital aggregation occurred, to other regions. Methods Data on human resource indicators from 1995/96 to 2001/02 were obtained and analysed. The Employee Attitude Survey was sent to acute care staff (n=5353) to assess perceptions of reform impact on workplace conditions, work-related attitudes, turnover intentions and personal characteristics. The response rate for 2000 and 2002 was approximately 42% (n=1222 and 1034, respectively). Only respondents to both surveys (n=589) were used in the analysis. Results Increases in average employee and full-time equivalent numbers occurred in the St John's region, despite hospital closure and aggregation. Increases in staff dislocation and turnover were observed, but paid sick hours decreased. Sick leave and overtime costs increased. Although perceived workplace conditions, and attitudes and behaviours were generally negative, there was evidence of improvement over time, especially in St John's. Few significant regional or provider group differences were observed on most study variables. Conclusions Aggregation of hospitals in StJohn's did not lead to a decrease in employee counts, or deterioration in human resource indicators or attitudes. However, province-wide initiatives are needed to promote more positive work environments and increase organizational effectiveness.
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Dwivedi, Anuradha, and Khyati Kochhar. "Employee’s Attitude Towards Artificial Intelligence in the Indian Banking Sector." International Journal of Professional Business Review 8, no. 11 (November 29, 2023): e04099. http://dx.doi.org/10.26668/businessreview/2023.v8i11.4099.
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Purpose: This paper aims to examine employees' attitudes towards the utilization of Artificial Intelligence (AI) in the Indian Banking Sector. The study delves into understanding how employees perceive the integration of AI technologies and its impact on various aspects of banking operations.
Theoretical framework: Built upon the significance of AI as a transformative technology, this research seeks insights into employees' perspectives on AI adoption within the Indian Banking Sector. The study is framed within the context of technological implementation and its influence on organizational processes.
Design/Methodology/Approach: Utilizing a mixed-methods approach involving surveys and interviews, this study collects data on employees' attitudes towards AI in banking. A questionnaire captures diverse viewpoints, while interviews provide deeper insights into the reasons underlying these attitudes.
Findings: The study uncovers a range of employee attitudes towards AI integration in the Indian Banking Sector. Positive responses highlight AI's contributions in areas like accounting, sales, contracts, and cybersecurity. Conversely, some employees express concerns about job security and advocate for enhanced training and upskilling opportunities.
Research, Practical & Social implications: This research adds a unique perspective by presenting Indian banking employees' viewpoints on AI implementation. The findings hold practical implications for banking organizations aiming to effectively manage the incorporation of AI technologies while addressing employee concerns. Additionally, the study underscores the importance of facilitating adequate training to ensure a seamless transition.
Originality/Value: This study stands out as one of the limited research endeavors focused on Indian banking employees' attitudes towards AI. By concentrating on this aspect, the research offers valuable insights into the human dimension of technological advancement, contributing both academically and practically to the banking sector.
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Mark Joseph R. Clarito. "Organizational change and employees’ work life balance in ABC semiconductor company." World Journal of Advanced Research and Reviews 21, no. 3 (March 30, 2024): 1455–65. http://dx.doi.org/10.30574/wjarr.2024.21.3.0837.
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This article investigated the link between organizational change and employee work-life balance at ABC Semiconductor, a prominent company in the Biňan, Laguna Philippines. It aimed to analyze the change's impact and identify influencing factors. Quantitative methods gathered data via surveys, offering statistical insights. The findings revealed a multifaceted relationship between change and work-life balance. Key factors like communication quality, employee participation, top management attitude, and supervisor support were found to impact employee well-being through stress, self, time, and change management during transitions. An action plan for improving work-life balance amidst change was proposed.
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Zumrah, Abdul Rahim. "Examining the relationship between perceived organizational support, transfer of training and service quality in the Malaysian public sector." European Journal of Training and Development 39, no. 2 (February 16, 2015): 143–60. http://dx.doi.org/10.1108/ejtd-09-2014-0066.
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Purpose – This study aims to investigate the relationships among perceived organizational support (POS), transfer of training outcomes to the workplace and service quality in the context of public sector organizations in Malaysia. Design/methodology/approach – The data for this study have been collected from three sources, the employees of public sector organizations in Malaysia, their supervisors and their colleagues through surveys. Findings – The findings reveal that transfer of training has a mediating effect on the relationship between POS and service quality. Practical implications – The findings illustrate that both elements, which are the support from organization (in terms of valuing employee contribution and caring about their well-being) and employee work attitude (applying the knowledge, skills and attitudes that are learned during training on the job) are significant in influencing employee service quality. Originality/value – This study adds to the small number of studies examining the mediator of the POS and service quality relationship. Such research is essential to understand a mechanism that links POS and service quality. This study also extends the literature by examining together the factor (POS) and the consequence (service quality) of transfer of training. To date, the number of empirical studies that have examined the factors and the consequences of transfer of training in one framework is still limited.
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Hariyanto, Murjoko Teguh, Dwi Orbaningsih, and Ahmad Ahmad. "Analisis Pengaruh Kepuasan Kerja dan Stres Kerja Terhadap Kinerja Dimediasi oleh Organizatonal Citizenship Behavior (OCB) pada Karyawan Bank Jatim Cabang Pacitan." Jurnal Ilmiah Universitas Batanghari Jambi 23, no. 3 (October 31, 2023): 3576. http://dx.doi.org/10.33087/jiubj.v23i3.3762.
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The aim of study aimed to analyze the influence of job satisfaction and job stress on performance mediated by organizational citizenship behavior (OCB) on Bank Jatim Pacitan branch employees. The method used in this study is quantitative, emphasizing its analysis of numerical data (numbers) processed by statistical methods. Data in the form of numbers in this study were obtained from the results of filling out questionnaires, namely surveys conducted by collecting information using questionnaires by distributing questionnaires, tests, structured interviews, and so on. Based on the processing of the variable test shows that job satisfaction has a positive effect on OCB and employee performance. Job stress variable hurts OCB and employee performance. And the OCB variable can mediate this research so that it produces significant results. This shows that the employees of the Pacitan Branch of Bank Jatim have good employee performance and a supportive environment. Thus, forming OCB. The attitude of mutual help among employees is very strong so that the target of the Pacitan Branch of the Bank Jatim company is achieved. Following the conditions in the field, the target of the Bank Jatim Pacitan Branch was achieved by more than 100%. This research contributes to improving the performance of company employees and offers solutions that can be used to increase employee productivity.
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Mueller, Karsten, Manuel C. Voelkle, and Keith Hattrup. "On the relationship between job satisfaction and non-response in employee attitude surveys: A longitudinal field study." Journal of Occupational and Organizational Psychology 84, no. 4 (April 7, 2011): 780–98. http://dx.doi.org/10.1348/096317910x526777.
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Sugiarto, Agus, and Ratri Wahyuningtyas. "Digital Capability Improvement Strategy of PT Telkomsel Employees (Regional Case Study of Papua and Maluku)." International Journal of Social Service and Research 3, no. 6 (June 25, 2023): 1539–50. http://dx.doi.org/10.46799/ijssr.v3i6.394.
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Telkomsel changed from a telecommunications company to digital telecommunications so that it can continue to stay in business and provide services to customers in accordance with current and future conditions. Telkomsel carried out a transformation covering various aspects starting from People, Process and Technology. In the process aspect, Telkomsel is now starting to form a new operational model that is designed based on customer centricity. Furthermore, on the technological aspect, Telkomsel has begun to carry out internal digitization through the use of technology that makes all processes possible quickly and efficiently. In the last aspect which is also one of the most important aspects is people. Telkomsel encourages its employees to adapt to the culture, ways of working and capabilities needed in the digital era. Telkomsel considers that employees' digital capabilities are important in responding to business changes. This research focuses on the People aspect, namely increasing employees' digital capabilities. This study aims to determine the digital capability readiness of Telkomsel employees in facing the company's digital transformation, find out the right strategy to meet capability needs and improve employee digital capabilities. The data collection method was carried out through observation, surveys and interviews with 130 employees in the Papua and Maluku regional Telkomsel. Based on the results of data processing, it was found that there were 130 survey data for position bands I, II, III and IV, as well as 10 interview data for position bands III and IV. Based on the research results from the two stages of analysis, namely descriptive analysis of digital culture variables and digital attitude variables. With the results of the observations that have been made, namely employees have potential capabilities that support the transformation process to face industry 4.0 opportunities. PT. Telkomsel in the Papua and Maluku Regions needs improvement towards digital attitudes, with a strategy of fulfilling and increasing digital capabilities to be able to support digital transformation, namely: 1) Maximizing programs from the company for the development of employee digital culture and skills. 2) Creating cultural and digital skills development activities for employees.
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Iddagoda, Anuradha, and Hiranya Dissanayake. "THE INTERVENING EFFECT OF EMPLOYEE ENGAGEMENT ON THE RELATIONSHIP BETWEEN HIGH PERFORMANCE WORK PRACTICES AND EMPLOYEE JOB PERFORMANCE." Three Seas Economic Journal 3, no. 2 (April 29, 2022): 13–20. http://dx.doi.org/10.30525/2661-5150/2022-2-2.
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It is evident that high performance work practices are bringing competitive advantage to the organizations. On the other hand, employee engagement is all about employee’s cognitive, emotional and behavioral involvement of his/her job as well as with the organization. The purpose of this study was to investigate the intervening role or the mediating role of employee engagement on the relationship between high performance work practices and employee job performance. Methodology. Data gathered from 135 managerial level employees in the Sri Lankan public listed banks. Hypothesis was developed based on the theoretical assertions and empirical evidence. Three hypotheses were tested in a non-contrive study setting as a cross sectional study. After the reliability is ensured the correlation, regression and sobel test used to examine the hypothesized relationships. Results The findings of this study reveals that significant mediating effect of employee engagement on the relationship between High Performance Work practices and employee job performance. Practical Implications This study is beneficial for the banks to improve their job performance by adopting high performance work practices including realistic job preview, pay for performance, staff attitude surveys, self-directed teams, regular appraisals, extensive training and symbolic egalitarianism. Originality. This study makes two theoretical contributions. A novel theoretical framework built on the foundation of system theory is presented first, laying the groundwork for further investigation. Secondly, this study adds new knowledge to signaling theory by ensuring the high-performance work practices such as symbolic egalitarianism signals the employee that the organization recognize their worth and enhance and their job performance.
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Bryson, Alex, Harald Dale-Olsen, and Kristine Nergaard. "Gender differences in the union wage premium? A comparative case study." European Journal of Industrial Relations 26, no. 2 (April 12, 2019): 173–90. http://dx.doi.org/10.1177/0959680119840572.
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Trade unions have changed from being male dominated to majority-female organizations. We use linked employer–employee surveys for Norway and Britain to examine whether, in keeping with a median voter model, the gender shift in union membership has resulted in differential wage returns to unionization among men and women. In Britain, while only women receive a union wage premium, only men benefit from the increased bargaining power of their union as indicated by workplace union density. In Norway, however, both men and women receive a union wage premium in male-dominated workplaces; but where the union is female dominated, women benefit more than men. The findings suggest British unions continue to adopt a paternalistic attitude to representing their membership, in contrast to their more progressive counterparts in Norway.
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Hechanova, Ma Regina M., and Jason O. Manaois. "Blowing the whistle on workplace corruption: the role of ethical leadership." International Journal of Law and Management 62, no. 3 (April 1, 2020): 277–94. http://dx.doi.org/10.1108/ijlma-02-2019-0038.
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Purpose The purpose of this study is to provide a structural model of the role of ethical leadership on intent to whistle blow workplace corruption using the theory of planned behaviors. Design/methodology/approach The study used a mixed method, sequential design. Interviews were conducted in the first phase to identify corrupt practices and validate the salience of the variables in the study. The second phase administered surveys to test the hypotheses of the study. Structural equation modeling (SEM) was done to analyze structural relationships among variables. Findings SEM results showed an adequately fit model, indicating ethical leadership predicting organizational norms and controls. It also found that ethical leadership has indirect effect toward employees’ attitude toward corruption through organizational norms and control. Furthermore, ethical leadership also has indirect effect on intent to whistle blow through organizational controls. Research limitations/implications This study was conducted in the Philippines, a high-power distance culture. In such a culture, the influence of leadership is crucial, as it dictates standard behaviors of members and the organization as a whole. Future research may wish to explore whether the findings would also apply in low-power distance cultures. Practical implications The finding suggests that ethical leadership is crucial in shaping organizational norms and controls, which in turn, influences employees’ attitude toward corruption and their intention to whistle blow. Originality/value The study contributes to corruption literature by providing empirical evidence of the structure model how the role of ethical leadership shapes organizational norms and controls that, in turn, influences employee attitude toward corruption and intent to whistle blow.
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Grigoletto, Alessia, Mario Mauro, Francesco Campa, Alberto Loi, Maria Cristina Zambon, Marzia Bettocchi, Mark Nieuwenhuijsen, Laura Bragonzoni, Pasqualino Maietta Latessa, and Stefania Toselli. "Attitudes towards Green Urban Space: A Case Study of Two Italian Regions." International Journal of Environmental Research and Public Health 18, no. 12 (June 14, 2021): 6442. http://dx.doi.org/10.3390/ijerph18126442.
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Green spaces are defined as open spaces of ground, covered by vegetation, including parks and gardens. This kind of environment is linked to many positive effects and its importance is growing due to increasing urbanization. Understanding what drives people to use green urban space is fundamental to creating appropriate campaigns to develop the use of such spaces and improve the citizens’ quality of life. A questionnaire on the attitude towards green space was developed and submitted to people from two Italian regions. Emilia-Romagna and Veneto are two regions in the North of Italy with different territorial policies. Three hundred and ten surveys were collected (167 in Emilia-Romagna and 143 in Veneto). Significant differences were observed between regions, age groups and in relation to the kind of work (p < 0.05). People from Emilia-Romagna have higher scores of attitudes towards green space than people from Veneto, underlining the importance of territorial policies. Moreover, younger participants (18–30 years) seem to be less attracted to green urban space. Being an employee seems to influence the attitude towards green space. Particular attention should be given to subjects of the younger age groups and to the number of hours spent at work. This could be an important element for future research, so that political action can be implemented with these categories in mind.
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Shymko, V. A. "DIFFERENTIAL PSYCHOLOGICAL FEATURES OF ATTITUDES TOWARD WORK IN A STATE OF WAR." Scientific Herald of Sivershchyna. Series: Education. Social and Behavioural Sciences 2024, no. 1 (May 6, 2024): 363–79. http://dx.doi.org/10.32755/sjeducation.2024.01.363.
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The study aims to investigate the impact of a state of war on employees’ attitudes towards their work and identify the differential psychological features influencing this process. The article’s goal is to develop justified management strategies aimed at mitigating the effects of the state of war on the employees’ mental well-being and supporting their positive work attitudes. The research methodology included anonymous surveys of personnel (1667 respondents), analysis of results using One-Way ANOVA, and multinomial regression analysis. The obtained results emphasize the significance of traits such as friendliness, emotional stability, and openness to new experiences in shaping a positive work attitude during a state of war. The identified correlations between these traits and the impact of the state of war underscore the need for the development of social competencies among the employees. Social factors, such as satisfaction with the team atmosphere, relationships with colleagues and family, and the influence of office conditions and domestic life, also proved essential for shaping work attitudes in a state of war. A supportive work environment and colleague assistance can be crucial for maintaining a positive psychological climate and work efficiency. In the context of managerial recommendations, the research emphasizes the importance of developing employees’ personal qualities, particularly friendliness, and formulating strategies to support social and psychological well-being in the workplace. Managerial interventions should primarily target female employees and those who are unmarried and hold non-managerial positions in the organization. The article makes a significant contribution to understanding the mechanisms of employee adaptation to stressful conditions and proposes specific approaches to managing psychosocial climate in organizations during crisis situations. The findings can be valuable for managers and HR departments seeking to ensure effective personnel management in unstable conditions and enhance overall workplace comfort and motivation. Key words: state of war, differential psychological features, Big Five, five-factor model of personality, attitudes toward work, motivation, demotivation.
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Dale, Ann Marie, Skye Buckner-Petty, and Bradley Evanoff. "P.1.08 Connecting contractor safety management programs and worker perceived safety climate in commercial construction projects." Occupational and Environmental Medicine 76, Suppl 1 (April 2019): A79.3—A80. http://dx.doi.org/10.1136/oem-2019-epi.214.
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BackgroundLeading indicators are preferred to identify injuries and fatalities in construction industry. Safety climate is a leading indicator of construction injuries yet it is not known how workers’ safety climate scores relate to safety programs of different maturity levels.MethodsThis study examined the relationship between safety program scores based on documents and contractor reported activities and project leading indicators of contractor safety climate, safety behaviors of workers and crews, and safety attitudes of coworkers from employee surveys. Hierarchical linear regression models accounted for contractor size and number of workers, nested in contractors within projects. Separate models examined the relationships between safety program scores and 1) contractor safety climate; 2) coworker attitude scores, 3) employees’ own behavior score, and 4) crew behavior scores.Results446 employees of 40 contractors from three commercial construction projects participated. Many contractors (n=16) had good safety programs with 15 or more safety activities (out of 17) from organizational management, worker participation, hazard identification, and training domains. Stronger safety programs had higher safety climate scores (5.15 point difference on a 100 point scale, p=0.05), better coworker safety attitudes (6.69 points, p=0.01), better crew safety behaviors (5.34 points, p=0.02) and higher self-rated behaviors (5.14 points, p=0.02) compared to safety programs with fewer safety items.ConclusionsContractors with more comprehensive safety programs were perceived to have stronger safety climate. Better safety programs were also associated with better self-reported safety performance of coworkers, crews, and individual workers. Stronger safety programs incorporated activities from all four domains Safety programs that include activities that cover safety of management and worker influence safety performance and safety climate as perceived by the workers.
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Gregory, Deborah, Christine Way, Brendan Barrett, and Patrick Parfrey. "Health care quality from the perspective of health care providers and patients during and shortly after acute care restructuring in Newfoundland and Labrador." Journal of Health Services Research & Policy 10, no. 2_suppl (October 2005): 48–57. http://dx.doi.org/10.1258/135581905774424456.
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Objectives To monitor changes in providers' perceptions of health care quality and the importance of health reform, and in patients' satisfaction with services during and two years after restructuring, comparing the region of the province that was restructured (StJohn's) with those regions in which hospitals were not aggregated. Methods The Employee Attitude Survey questionnaire was sent to acute care providers (n=5353) to assess personal characteristics and perceptions of the impact of reform on workplace conditions, work-related attitudes and turnover intentions. The response rate for 2000 and 2002 was 42% (n=1222 and1034, respectively). Only respondents in both surveys (n=589) were used in the analysis because study results were the same for both the repeat sample and total samples. A Patient Satisfaction Survey questionnaire was administered to patients discharged from acute care facilities in 2000 (n=1741) and 2002 (n=704). Response rates were 82.5% and 90.2%, respectively. Results Most providers felt, at both time periods, that restructuring of the health care system was a positive step, but felt that health care quality was low. In the StJohn's region, perceptions of quality and standards of care improved over time. Patients were extremely satisfied with the admission process and hospital stay at both time periods in StJohn's. However, satisfaction declined in 2002 in regions outside StJohn's. Conclusions Aggregation of acute care hospitals is possible without adverse effects on providers' perceptions of health care quality or on patient satisfaction.
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Seegmiller Renner, Amy M., Heidi L. Borgwardt, Monica Coyle, Susan Moeschler, and Anjali Bhagra. "Using an employee resource group to develop GRIT in female healthcare leaders: a case study." Leadership in Health Services 35, no. 2 (January 4, 2022): 267–84. http://dx.doi.org/10.1108/lhs-04-2021-0028.
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Purpose This case study aims to demonstrate how the Greater Leadership Opportunities for Women (GLOW) Mayo Clinic Employee Resource Groups (MERG) has positively impacted leadership development focusing on growth, resilience, inspiration and tenacity (GRIT) and increased advancement for female leaders at Mayo Clinic. It will also establish how the innovative utilization of employee resource groups can positively impact the development of leaders within an institution in general and specially can enhance behaviors related to GRIT. Design/methodology/approach This case study design was used to measure the impact of the GLOW MERG’s interventions through qualitative and quantitative approaches that highlight both process and outcome to increase study validity through complementarity, which “seeks elaboration, enhancement, illustration, clarification of the results from one method with the results from another” (Greene, et al., 1989, p. 259) as well as completeness and context (Onghena et al., 2019; Schoonenboom and Johnson, 2017; Bryman, 2006). Learning outcomes (knowledge), skill accomplishments and attitude development were evaluated within two weeks after each session and annually through standardized surveys sent to participants via email. The surveys were designed to capture key information about the sessions, including the impact of the session content, the willingness and ability of attendees to apply the learning and identification of opportunities for improvement in session design and delivery, as well as measure satisfaction with the activities offered, the frequency and method(s) of communication, barriers to session attendance and particular topics or speakers of interest to members (Appendix 1). Response options included dichotomous scales, Likert-type scales, multi-select and free text. This provided a voluntary response sampling, as post-session surveys were sent to all session attendees and annual surveys were sent to all GLOW MERG members, which allowed individuals to choose if they would respond to the surveys (Creswell and Creswell, 2018). To foster an environment of continuous improvement, plan-do-study-act (PDSA) cycles (Langley et al., 2009) were conducted after every survey by the event planning team and the GLOW MERG Board. Interventions were tested, reviewed and discussed during monthly board meetings and event planning. Improvements were made and results were shared with key stakeholders through regular communication channels. Additionally, 30 past and present GLOW MERG leaders were surveyed to measure their perceived impact of participation in the GLOW MERG interventions using dichotomous scales, multi-select and free text responses (Appendix 2). This targeted purposive sample was selected because of their high level of engagement with the MERG to provide a retrospective evaluation of the success of the GLOW MERG, and its interventions for career advancement related to the development of GRIT attributes, knowledge and skills resulting in career advancement for those who are/have been highly engaged with the MERG. Findings The results spanning the past few years of GLOW MERG interventions has shown that the GLOW MERG has been successful in providing targeted educational events that address the GRIT knowledge, skills and attributes, needed for female health-care leaders to be successful in developing GRIT capabilities. By staying true to its mission and vision, the GLOW MERG has been able to promote, educate and empower female leaders at Mayo Clinic while actively breaking down the barriers that can prevent women from obtaining leadership positions. Research limitations/implications There are several limitations with this case study’s data collection and sampling methods. First, the post-session and annual survey sampling was based mainly on ease of access, with responses obtained from respondents who are more likely to volunteer or those with the strongest opinions. This allowed for potential bias as responses may not be representative of all GLOW MERG member opinions. Furthermore, the purposive sample of present and past GLOW MERG leaders was also subject to volunteer bias and may not have be representative of the GLOW MERG population. Additionally, the case study examined the practices of only one site and MERG group and may not be representative of all sites or employee resources groups. Practical implications The interventions implemented by the GLOW MERG to assist women with developing GRIT knowledge, skills and attributes – barriers women often face in leadership roles – were tested, reviewed and discussed during monthly board meetings and event planning. PDSA cycles were conducted, improvements were made and results were shared with key stakeholders through regular communication channels (Langley et al., 2009). Key lessons learned from these assessments include: One size does not fit all for leadership development. GLOW members have a wide variety of backgrounds, skills and experiences. Repetition is important in the development of GRIT knowledge, skills and attributes associated with GRIT. A one-time event provides attendees with an information overview and the steps to start developing a new skill but no dedicated time to practice and implement that skill. Originality/value The innovative utilization of employee resource groups can positively impact the development of leaders within an institution in general and specially can enhance behaviors related to GRIT.
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Fahmi, Nurul Irdina, Idaya Husna Mohd, Nursaadatun Nisak Ahmad, Shereen Noranee, Syarifah Mastura Syed Abu Bakar, and Wong Chee Hoo. "The Relationship of Succession Planning, Career Attitude and Job Security with Turnover Intention at Private University in Malaysia." Information Management and Business Review 16, no. 2(I)S (May 29, 2024): 167–72. http://dx.doi.org/10.22610/imbr.v16i2(i)s.3794.
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Employee turnover has long been acknowledged as a silent threat to any organization. The turnover phenomenon has been a highly pressing concern for private universities’ faculties. Despite the attentiveness and responsiveness of high rates of turnover around the globe, research on the area of turnover or turnover intention, as well as succession planning, career attitude and job security is limited. Past studies have not assessed the scale and nature of the association between these three variables. Thus, this study aims to explore the relationship between succession planning, career attitude and job security toward turnover intention. The study specifically focused on a private university in Malaysia and data was gathered through 148 questionnaire surveys. The conceptual framework developed consisted of dimensions of succession planning, career attitude, job security and turnover intention. A set of three hypotheses was developed that assessed whether there existed a positive or negative relationship between these three variables. For data analysis, the study utilized various numbers of statistical techniques such as exploratory factor analysis, confirmatory factor analysis, and cross-case analysis. The study results indicated that the research model developed was a good predictor of turnover intention and provided general support for all three hypotheses. The study also found that there was a positive relationship between succession planning, career attitude, and job security toward turnover intention. The empirical relationships between variables further proposed that it would be favorable and advantageous to the private university management to recuperate university turnover situations. Further discussions included the research contributions and implications.
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Herr, Raphael M., Luisa Leonie Brokmeier, Joachim E. Fischer, and Daniel Mauss. "The Benefits of an Employee-Friendly Company on Job Attitudes and Health of Employees: Findings from Matched Employer–Employee Data." International Journal of Environmental Research and Public Health 19, no. 15 (July 25, 2022): 9046. http://dx.doi.org/10.3390/ijerph19159046.
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Background: This study explored the association of an employee-friendly work environment with employees’ job attitudes (engagement, commitment, turnover intentions, and job satisfaction), and health (mental and general health), applying matched employer–employee data. Methods: The German Linked Personnel Panel (LPP; n = 14,182) survey simultaneously captures the data of employees and the human resources (HR) management of companies. A two-step cluster analysis of 16 items of the HR valuation identified relatively more- and less-employee-friendly companies (EFCs). Logistic regressions tested differences between these companies in the assessment of job attitudes and health of their employees. Results: Compared to less-EFCS, more-EFCS had a reduced risk of poorer job attitudes and substandard health of their employees. For example, the risk for higher turnover intentions was reduced by 33% in more-EFCS (OR = 0.683, 95% C.I. = 0.626–0.723), and more-EFCS had an 18% reduced chance of poor mental health reporting of their employees (OR = 0.822, 95% C.I. = 0.758–0.892). Conclusions: More-EFCS have more motivated and healthier employees. The most distinct factors for more-EFCS were: the existence of development plans for employees, opportunities for advancement and development, and personnel development measures.
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Yondonrenchin, Munkhdemberel, and Altanchimeg Zanabazar. "Relationship between Multiplier, Employee Job Attitude, and Employee Engagement." Archives of Business Research 11, no. 7 (July 19, 2023): 70–82. http://dx.doi.org/10.14738/abr.117.15045.
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Nowadays, with the rapid development of the business sector and increasing competition, the significance of effective leadership in managing business organizations has escalated significantly. In this fiercely competitive environment, it is imperative for leaders to recognize and respond to the emotions of their employees. Consequently, they need to place great emphasis on employee attitudes, satisfaction, loyalty, and engagement. This study aims to examine the correlation between the multipliers which is a new style of modern leadership, employee job attitudes, and employee engagement. The research encompassed a survey administered to employees of a well-established trade and services company with over two decades of operational experience. Quantitative data were processed using software tools such as SPSS 23.0 and Smart PLS 4.0, which are extensively employed in social science research. A total of 85 employees participated in the study, and for verification and testing the proposed hypothesis in the study, we conducted various statistical analyses inclusive of factor analysis, reliability analysis, correlation analysis, and structural equation models (SEMs). According to the results of the analysis, it was shown that a significant and positive influence of multiplier on both employee job attitude and employee engagement. Furthermore, employee job positive attitude leads to an increase in employee engagement. Additionally, the study's results indicate a noteworthy finding: it was observed that employee job attitude plays a mediating role in the relationship between the multiplier and employee engagement.
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Klingner, Donald, Gary Roberts, and Valerie L. Patterson. "The Miami Coalition Surveys of Employee Drug Use and Attitudes: A Five-Year Retrospective (1989–1993)." Public Personnel Management 27, no. 2 (June 1998): 201–22. http://dx.doi.org/10.1177/009102609802700207.
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Employees of many businesses and government agencies in metropolitan Miami (Dade County, Florida) took five voluntary annual surveys (1989–1993) regarding their attitudes toward and use of drugs. The Workplace Drug Survey data indicated three positive conclusions about employee drug use and attitudes for Dade employees. Overall, reported illicit drug abuse rates are low when compared with national norms, and most employees know that their employer has a policy on alcohol and drug abuse. Employers also refer employees with drug or alcohol problems to an Employee Assistance Program (EAP). This demonstrates the effective information campaign conducted by the Miami Coalition. In addition, these results are likely to be representative of major Dade County employers, public and private.
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Tereshonok, Tatiana A. "Features of labor behavior of modern Russian youth." Izvestiya of Saratov University. Sociology. Politology 23, no. 4 (November 22, 2023): 421–26. http://dx.doi.org/10.18500/1818-9601-2023-23-4-421-426.
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The article is dedicated to the analysis of the of modern Russian youth labor behavior specifics, namely: focus on the meaning and content of professional activity; desire for self-realization; the growing demand for social guarantees of labor provided by law; the importance of the financial component; the importance of fair job evaluation; special requirements for the team, which should be based on a partnership type of relationship and be a set of friendly relations. Particular attention is paid to the difference between young people and the previous generation in the field of attitudes towards money. Young people tend to quickly spend what they earn on pleasure in its various manifestations, which is largely dictated by the trends of the consumer society, where public opinion has undergone a transformation, within which it has ceased to be condemned to want to be saturated with all possible goods, services and travel. A generalized description of such a phenomenon as instant culture, erasing and forming the traditional hierarchical boundaries of a professional career and forms the attitude “here and now, everything at once” is given. In this regard, young people are extremely unhappy when they do not see the quick results of their work. The essence and the reasons for the career trend “quiet quitting” when an employee is limited to performing only his direct duties stipulated by the employment contract, are revealed. The main content of the article presents the expertise affecting the relevant subject area, and the results of sociological surveys of the All-Russian Center for the Study of Public Opinion, as well as data from other studies. The article may be useful for employers, human resource managers, specialists in the research field on the attitude of modern youth to professional activities.
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Osei-Bonsu, Noble. "THE IMPACT OF CHANGE MANAGEMENT ON JOB SATISFACTION OF EMPLOYEES IN GHANA’S BANKING SECTOR." Problems of Management in the 21st Century 9, no. 2 (September 5, 2014): 140–49. http://dx.doi.org/10.33225/pmc/14.09.140.
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Employee job satisfaction is pertinent and critical in the change management process of contemporary organizations. The objectives of this study are to assess the extent of employee involvement in the change management processes, assess the impact of change management on employee job satisfaction and thirdly, attitude of employees after organizational change. A descriptive survey research design was employed to administer a self-designed questionnaire consisting of open and closed- ended items to one hundred and forty respondents using simple random sampling. Closed-ended items were measured on a five-point Likert scale. Data was analysed using SPSS and presented in descriptive form. The main findings indicate that employees’ involvement in the process was limited to provision of adequate information. It was also revealed that generally, the change had a positive impact on employees’ job satisfaction. Finally, employee attitudes after the change were found to be positive. Interestingly, respondents disagreed with the issue of high level of trust after the change process. In view of the findings, it is recommended that management should encourage employees’ maximum participation in the process through adequate representation on change management committees. Key words: attitude, change management, employee involvement, job satisfaction, organizational change.
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HERMAN, Neksi Widi, Zahara Tussoleha RONY, and Faroman SYARIEF. "The Effect Of Work Motivation, Leadership Style And Work Stress On Performance." International Journal of Environmental, Sustainability, and Social Science 3, no. 2 (July 31, 2022): 368–87. http://dx.doi.org/10.38142/ijesss.v3i2.223.
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The performance of organizational members supports personnel in carrying out all the tasks that are their responsibility. If a person works for work, can complete the given on time, can always contribute, and has a good attitude and behavior under the work standards set by the organization and the values ??prevailing in the environment and leadership factors are something else that cannot be done. Each person’s performance will not be separated from a person’s ability and the organization’s work environment in which they work. Separated from the development of police institutions (including the National Police Research and Development Agency). The research method used in this study is a quantitative method with the SPSS causal survey software. Research design research data collection through field observations, surveys, and direct interviews with related parties. The population in this study were members of the Jianbang Bureau of the National Police Training Center. The sampling technique in this study uses a saturated sampling technique with a total of 106 members. The study results explain that work motivation has a significant effect on performance. Leadership style has a considerable influence on personnel performance. There is insufficient evidence that job stress has a significant negative impact on work performance and motivation; leadership style and work stress simultaneously significantly affect employee performance.
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Bennett, Joel B., and Wayne E. K. Lehman. "Employee Attitude Crystallization and Substance Use Policy: Test of a Classification Scheme." Journal of Drug Issues 26, no. 4 (October 1996): 831–64. http://dx.doi.org/10.1177/002204269602600407.
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Previous research suggests that employees are often unaware of or ambivalent toward substance abuse policies. These studies focus on one policy component-drug-testing-and fail to distinguish employees with clear (or crystallized) from unclear attitudes. The current study explored a broader view of policy and examined both personal and situational factors that may determine attitudes. Survey data from employees in three municipalities support a distinction among five attitude categories; those who are: (a) dissatisfied with efforts to control employee abuse, (b) satisfied, (c) anti-policy, (d) pro-policy, and (e) uninformed. Discriminant analyses suggest that different profiles characterize these attitude groups. For example, dissatisfied employees report low personal alcohol use, high co-worker alcohol use, and low self-referral whereas anti-policy employees report high personal drug use, high co-worker use, and low job identity. Discussion focuses on policy as a social construction and the implications of attitude distinctions for employee training.
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Skučienė, Daiva, and Julija Moskvina. "EMPLOYERS’ POLICIES AND ATTITUDES TOWARDS THE PERFORMANCE OF OLDER EMPLOYEES IN LITHUANIA." Business: Theory and Practice 20 (December 17, 2019): 476–84. http://dx.doi.org/10.3846/btp.2019.44.
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The ageing labour force is the one of the main challenges for the labour market in Lithuania. The working career of older employees very much depends on the policies and attitude of employers. Thus, the aim of this paper is to analyse the policies and attitudes of Lithuanian employers towards older employees. The data of Eurobarometer 76.2 in 2011 and the data of the employers’ survey in Lithuania in 2014 were used for the implementation of the goal. The construction, trade, education, health care and public administration sectors were selected on arbitrary basis. The respondents were surveyed by telephone. The sample of the survey included 216 managers or staff managers. The employers in primary data of Eurobarometer 76.2 were defined as general and middle managers. The data were analysed using the method of factor analysis. The secondary Eurostat data were used for the analysis of socioeconomic context. The legal norms were analysed using national documents. The main findings of the research reveal the general positive attitude of employers towards older workers in Lithuania. However, the existing workplace practice gives little encouragement for prolonging the working career in older age due to obsolete cultural and legal norms.
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Mustika Sari, Dini. "Implementation of Discipline Development for the State Civil Apparatus (ASN) as an Effort to Prevent Corruption." Ekasakti Journal of Law and Justice 1, no. 2 (March 26, 2024): 107–13. http://dx.doi.org/10.60034/5wmwvx85.
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Article 12 of Law of the Republic of Indonesia Number 5 of 2014 concerning the State Civil Apparatus stipulates that employees in their duties must be clean from corruption, collusion, and nepotism. The implementation of discipline development for the State Civil Apparatus (ASN) as an effort to prevent corruption crimes in the Agam Regency Regional Government is by disseminating to CPNS and ASN regarding anti-corruption behavior. Obligation to submit asset reports reported annually. Strengthening the internal integrity system of government agencies through various regional policies. The policy includes gratification control, conflict of interest handling, community complaint management through the Public Service Complaint Management System-People's Aspiration and Complaint Service (SP4N-LAPOR) channel which has been integrated with central and local government agencies. Control of corruption at the service unit level through the construction of Integrity Zones (ZI). Cooperation with the Central Statistics Agency (BPS) of West Sumatra Province conducts surveys regularly. The routine survey is aimed at determining public perceptions as service recipients regarding service quality and anti-corruption perceptions. Obstacles in the implementation of discipline development for the State Civil Apparatus (ASN) as an effort to prevent corruption crimes in the Agam Regency Regional Government include weak supervision and lack of guidance caused by the high volume of work and activities. The attitude of superiors who are too protective of their subordinates even though their subordinates commit deviations. Inadequate employee welfare factors. ASN is one of the things that must be considered by the Government. It is undeniable that they work to provide for the family. If they feel that their needs cannot be met optimally then they will try to get other jobs (side jobs) to meet their needs.
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Valentine, Sean, and Lynn Godkin. "Ethics policies, perceived social responsibility, and positive work attitude." Irish Journal of Management 35, no. 2 (December 30, 2016): 114–28. http://dx.doi.org/10.1515/ijm-2016-0013.
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AbstractEmployers that emphasise ethics often encourage a variety of positive work-related outcomes, yet the manner inwhich different ethics policies and corporate social responsibility (CSR) enhance employee attitudes is still subject toinvestigation. Consequently, this study explored how ethics training and an ethics code work with perceived social responsibility to encourage positive feelings about work. Using survey data collected from 781 individuals employed in an education-based health science centre, the results indicated that hours of ethics training and a shared ethics code operated through perceived social responsibility to enhance a positive work attitude, measured as job satisfaction and an intention to stay. Creating an ethical environment and emphasising socially responsible business practices should encourage employees to respond more favourably to the workplace. In particular, companies should use ethics codes and training to emphasise CSR, thus enhancing employees’ work attitudes.
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Abidin, Mohd Aizuddin Zainal, Anuar Nawawi, and Ahmad Saiful Azlin Puteh Salin. "Customer data security and theft: a Malaysian organization’s experience." Information & Computer Security 27, no. 1 (March 11, 2019): 81–100. http://dx.doi.org/10.1108/ics-04-2018-0043.
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PurposeThis study aims to identify weaknesses in current internal control systems in protecting customer data and the drivers that motivate employees to steal customer data and the impact of customer data theft on the organization.Design/methodology/approachA case study approach was taken to investigate and analyze internal control system weaknesses. One organization that involved investor and treasury services was selected as a case study in this research. A mixed method of data collection, specifically survey questionnaires and observations, was used.FindingsThis study revealed that employees are aware of the policy to protect customer data in their organization. Ironically, customer data theft still occurred despite the company having an internal control system. The main concern was the attitude of the employees to adhere to the policies in place, which becomes the major cause of internal control violation. Employees tend to ignore policies and standard operating procedures, providing opportunities for data theft and fraud to occur, although they realize this will result in a severe impact on the reputation of a company.Research limitations/implicationsThe results provide further confirmation of the fraud triangle theory, i.e. opportunity on the possible causes of the data theft and fraud, supporting prior empirical research and surveys conducted by researchers and global professional firms on fraud. This study, however, was conducted on only one organization with limited participation from employees because of the sensitivity of the nature of the topic.Practical implicationsThis study provided recommendations that can be a reference for companies and regulatory bodies in preventing customer data theft cases, such as regular training and awareness campaigns to the staff, stringent recruitment policies, close monitoring on the accessibility of customer data and continuous use of advanced technology to prevent a data breach.Originality/valueThis study is original, as it focuses on an organization that operates in the financial services industry, which is one of the most attacked sectors for data theft and cybercrime activity globally. Furthermore, this kind of research is rare in fraud literature, particularly in developing markets such as Malaysia. The findings of this study are inferred from the direct observation of the organizational and employee work environments, activities and behaviors, which are private and confidential and difficult to access by researchers for publication in academic journals.
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Alhammadi, Abdulaziz. "The Role of Employees’ Attitude Towards Quality Improvement Through the Mediating Effect of Leadership." Journal of Law and Sustainable Development 12, no. 1 (January 22, 2024): e2311. http://dx.doi.org/10.55908/sdgs.v12i1.2311.
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Purpose: This study investigates the intricate relationships among employee attitude, leadership, and quality improvement within organizational contexts. Leveraging a robust analytical framework, the research examines the mediating effect of leadership between employee attitudes and quality improvement. Theoretical reference: The resource-based view serves as a managerial framework employed to identify the strategic resources that a company can leverage to attain a lasting competitive advantage. Methods: Applying a cross-sectional survey methodology, structured questionnaires were distributed to employees within the private sector of Saudi Arabia. The data analysis was conducted utilizing the PLS-based structural equation modeling method. Results and conclusion: The findings affirm the hypothesis that positive employee attitudes significantly shape effective leadership. Moreover, the study illuminates the influential role of employee attitudes in steering quality improvement initiatives. The interconnectedness of these constructs underscores the importance of cultivating a positive workplace culture to foster both effective leadership and continuous quality enhancement. Implications of research: This study contributes valuable insights to the understanding of organizational dynamics, emphasizing the pivotal role of positive employee attitudes in shaping effective leadership and driving quality improvement efforts. Practical implications extend to human resource management, leadership development, and organizational policy formulation. Originality/value: The study offers actionable insights for creating a workplace environment conducive to organizational excellence.
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Wang, Guifang, Zuraina Dato Mansor, and Yee Choy Leong. "Fostering Digital Excellence: A Multidimensional Exploration of the Collective Effects of Technological Adaptability, Employee Competitiveness, and Employee Dynamic Capabilities on Employee Digital Performance in Chinese SMEs." International Journal of Social Science Research 12, no. 1 (March 14, 2024): 116. http://dx.doi.org/10.5296/ijssr.v12i1.21774.
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This study is grounded in a specific Eastern cultural region, undertaking a multidimensional exploration. We meticulously examined the intricate interplay between employee competitive attitudes (ECA) and behaviors (ECB), employee dynamic capability (EDC), and Competitive climate (CC), converging these factors to redefine the contours of Employee Digital Performance (EDP). The survey data for this study were collected from SMEs in four Chinese provinces: Shanghai, Guizhou, Guangdong, and Anhui. The analysis was conducted utilizing CB-SEM (AMOS) to analyze the newly conceptualized framework. The research findings unveil a profound reality: in the digital era, Technological Adaptability (TA), Employee Competitive Attitudes, Employee Competitive Behaviors, and Employee Dynamic Capabilities all exert positive influences on Employee Digital Performance. The study indicates that technological adaptability, as a forward variable of employee competitive attitude and employee competitive behavior, positively influences employees' competitive attitudes and behaviors. Employees possessing competitive attitudes and behaviors enhance their dynamic capabilities, thereby promoting employee digital performance. Furthermore, the research indicates that the Competitive Climate moderates Employee Competitive Behaviors, and Employee Competitive Attitudes drive Employee Dynamic Capabilities, enhancing Employee Digital Performance. In the process of Chinese SMEs striving for digital advantages, this research provides a distinctive perspective. It offers actionable insights into harnessing employees’ traits and capabilities within the continually evolving digital ecosystem.
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Guerrazzi, Marco. "Workforce ageing and the training propensity of Italian firms." European Journal of Training and Development 38, no. 9 (October 28, 2014): 803–21. http://dx.doi.org/10.1108/ejtd-06-2014-0047.
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Purpose – The purpose of this paper is to take into consideration the propensity to offer vocational training of a large sample of Italian private firms by retrieving cross-sectional data from INDACO (2009). Design/methodology/approach – Estimating a probit model, the author assesses how the age and the gender composition of the employed workforce, as well as a set of relevant corporate characteristics, such as size, sector, geographical location, innovation strategies, R&D investments and use of social safety valves, are linked to the willingness of firms to supply on-the-job training. Findings – First, as far as the average age of the whole employed workforce is concerned, it was found that the propensity of surveyed firms toward training provision follows an inverted U-shaped pattern. Furthermore, it was shown that larger firms have a higher training propensity with respect to small firms, and the same attitude holds for productive units that adopted innovation strategies and/or invested in R&D projects. By contrast, it was found that the propensity to support training activities is negatively correlated to the percentage of employed women and the use social valves. Research limitations/implications – The sample of business units taken into consideration is quite large, but it has some biases toward larger and manufacturing firms. Moreover, the cross-sectional perspective of the analysis does not allow implementation of the finer identification procedures that can be applied with panel data. Furthermore, the lack of employer – employee linked data does not allow to fully address the issue of compliance to training activities. Social implications – From a policy point of view, the results shown throughout the paper suggest some broad guidelines. First, especially in small firms, vocational training for young and older workers should be somehow stimulated. Moreover, as far as mature employees are concerned, those interventions should be framed in an active ageing perspective. Subsidies and targeted job placement programmes are often claimed as being the most appropriate ways to improve the underprivileged position of older workers. However, continuous learning during the whole working life still appears as the most effective device to reduce the employment disadvantages in the older years. Originality/value – While there are a number of papers that study the age patterns of training participation by using workers’ data retrieved from personnel and/or labour force surveys, this work is the first attempt to provide a probabilistic assessment of the decisions of Italian firms regarding training provision by taking into account the ageing perspectives of the incumbent workforce.
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MacDonald, Amanda B., Jan L. Jensen, and Melissa D. Rossiter. "Nutrition and Shiftwork: Evaluation of New Paramedics’ Knowledge and Attitudes." Canadian Journal of Dietetic Practice and Research 74, no. 4 (December 2013): 198–201. http://dx.doi.org/10.3148/74.4.2013.198.
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Purpose: The effect of an oral education intervention on nutrition knowledge was evaluated in new paramedic employees. The evaluation involved measuring knowledge of and attitudes toward nutrition and shiftwork before and after the directed intervention. Methods: A convenience sample of 30 new paramedic shiftworkers attended a 15-minute education session focused on nutrition management strategies. This matched cohort study included three self-administered surveys. Survey 1 was completed before education, survey 2 immediately after education, and survey 3 after one month of concurrent post-education and employment experience. Knowledge and attitude scores were analyzed for differences between all surveys. Results: Participants were primary care paramedics, 59% of whom were male. They reported that previously they had not received this type of information or had received only a brief lecture. Mean knowledge scores increased significantly from survey 1 to survey 2; knowledge retention was identified in survey 3. A significant difference was found between surveys 2 and 3 for attitudes toward meal timing; no other significant differences were found between attitude response scores. Conclusions: The education session was successful in improving shiftwork nutrition knowledge among paramedics. Paramedics’ attitudes toward proper nutrition practices were positive before the education intervention.
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Sprūdža, Dagmāra, Lāsma Kozlova, Svetlana Lakiša, Inese Mārtiņsone, Ivars Vanadziņš, Mārīte Ārija Baķe, and Renārs Erts. "The Impact of Metal Age® Training Programme on the Well-Being of Latvian Office Workers." Proceedings of the Latvian Academy of Sciences. Section B. Natural, Exact, and Applied Sciences. 70, no. 5 (October 1, 2016): 315–24. http://dx.doi.org/10.1515/prolas-2016-0048.
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Abstract There are many factors that affect the well-being and health of employees and the productivity of organisations. The aim of this study was to determine the impact of the Metal Age training programme (MA®) on the well-being of office workers, including investigation of work ability, the stress-causing factors and role of leadership. The study was carried out using questions from four international questionnaires about stress, leadership, and work ability. The intervention group had a training course between the surveys using the ME® method. Several employee stress-causing factors were identified: bad relationship with their workmates was mentioned by 94% of workers; competitive and strenuous atmosphere — by more than 80%; psychological violence or bullying at the workplace by more than 80%, and more than 75% of employee’s could not relax after work. Wellness and microclimate in the workplaces were on a relatively high level: the average rating of seven Kiva questions was 7.5. The respondent attitude after ME® did not change significantly. Latvian office workers displayed moderate and good work ability (Work Ability Index, WAI 34.5–38.6). The best work ability was shown in the age group from 20 to 49 (WAI 34.8–39.4); work ability decreased with age. The best correlation was observed between Work Ability Index and “get into situations, that invoke negative feelings” (r = 0.26) and “carrying out ongoing tasks because of other intervening or more urgent matters” (r = −0.24). After ME® the reaction to some stress-causing factors was improved.
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Prien, Kristin O., and Erich P. Prien. "A Prescribed Employee Fitness Program and Job-Related Attitudes." Psychological Reports 93, no. 1 (August 2003): 153–59. http://dx.doi.org/10.2466/pr0.2003.93.1.153.
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A prescribed physical fitness exercise program was initiated in a small furniture manufacturing plant. The present purpose was to investigate the effect of an intervention to change employees' attitudes and sense of well-being. The objective was to evaluate the changes in employees' attitudes (well-being) attributable to the exercise program. The method of evaluation was the survey administered to a treatment ( n = 22) and a mixed ( n = 30) control group. A multidimensional attitude survey questionnaire was administered to assess effects over a 6-mo. period. While some changes in job attitudes were observed for the treatment group, those were not the expected changes. Possible explanations for the findings are discussed.
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Mondal, Sudipta, William Joe, Santosh Akhauri, Irina Sinha, Putul Thakur, Vikas Kumar, Tushar Kumar, Narottam Pradhan, and Abhishek Kumar. "Delivering PACE++ curriculum in community settings: Impact of TARA intervention on gender attitudes and dietary practices among adolescent girls in Bihar, India." PLOS ONE 18, no. 11 (November 3, 2023): e0293941. http://dx.doi.org/10.1371/journal.pone.0293941.
Full textAbstract:
Adolescence phase has high intrinsic and instrumental relevance. The Transformative Action for Rural Adolescents intervention delivered PACE++ curriculum with innovations to introduce a) health and nutrition sessions and b) delivery of the content in community settings of rural Bihar. This paper examines impact of the intervention showcasing establishment of intergenerational community connect for empowering and invigorating adolescent girls on gender attitude, empowerment and adolescent health and nutrition. The impact evaluation is based on a two-arm (intervention and comparison groups) cluster randomized controlled design with two rounds of representative cross-sectional surveys. The baseline and endline sample comprised of 2327 and 2033 adolescent girls (15–19 years), respectively. Descriptive statistical, difference-in-differences and propensity score matching methods are used to confirm the program impact. The DID and PSM analyses confirm high significance of impact on gender equity norms, diets and nutritional knowledge and understanding of employee related rights and responsibilities. School-going adolescent girls performed better than those who have discontinued formal education. The intervention showcases the importance of delivering the modified PACE curriculum in rural settings through leveraging community platforms. The findings call for greater policy attention on scaling up of similar initiatives for empowerment and social capital development of adolescent girls.
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Scridon, Mircea-Andrei. "Internal Branding: Antecedents of Employee Attitudes, Satisfaction, and Organizational Loyalty." Studia Universitatis Babes-Bolyai Oeconomica 65, no. 3 (December 1, 2020): 27–38. http://dx.doi.org/10.2478/subboec-2020-0013.
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Abstract As competition between employers has become more intense in recent years, employee-based differentiation has become one of the strategic solutions for many organizations. The objective of this paper is to test a nomological model between internal branding, attitude, satisfaction, and loyalty. Data were collected through a survey among employees of a leading electronics conglomerate from Romania. While the relationship between attitudes and loyalty is partially mediated by satisfaction, the relationship between internal branding and satisfaction is indirect, with full mediation by attitudes being detected. The results of the study agree with previous studies, which suggested that internal branding influenced certain employee behaviors, such as positive attitudes, satisfaction, or loyalty.
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K, Thezasvini Jyothi, Karthikeyan A, and Manikandan R. "A study on employees’ attitude towards the organization and job satisfaction of employees in textile industry, tiruppur district, tamilnadu." Journal of Management and Science 8, no. 3 (December 30, 2018): 230–42. http://dx.doi.org/10.26524/jms.2018.23.
Full textAbstract:
The analysis has been focused on the primary data that is by the employees’ opinion survey method. For this a sample size of 223 was taken and the stratified random sampling method has been used to select the samples from the total population. The study reveals the employees opinion about all the human resource functions of textile industries in Tirupur and identifies the three major gaps between human resource practice and the systematic research in the area of employee attitudes in thrust and the most focal employee attitude in ie. satisfaction of job. The impacts of employee attitudes, the outcomes of positive or negative opinion job satisfaction, and how to measure and influence employee attitudes, employment conditions, wages and incentives, interpersonal relationship, working conditions, management practices, etc. Percentage analysis and Chi-Square test is used to reveal that there is relationship between income and experience of the respondents, and there is relationship between age and experience are positively correlated