Academic literature on the topic 'Employee-friendly policy'
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Journal articles on the topic "Employee-friendly policy"
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Lewis, Verity. "Employee-friendly policy." Nursing Standard 15, no. 16 (January 3, 2001): 31. http://dx.doi.org/10.7748/ns.15.16.31.s52.
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Garg, Shalini, and Punam Agrawal. "Family-friendly practices in the organization: a citation analysis." International Journal of Sociology and Social Policy 40, no. 7/8 (March 29, 2020): 559–73. http://dx.doi.org/10.1108/ijssp-12-2019-0251.
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PurposeThe objective of the study is to identify the themes of “family friendly practices” and to perform a literature review. The research aims to identify the emerging trends in the area of “family friendly practices” by carrying out an exhaustive literature review.Design/methodology/approachThe study synthesizes the literature between the years 2010 and 2019. First of all, 150 research articles were identified by keyword search, bibliography and citation search, out of which 57 research articles were selected on the basis of the most sound theoretical background and maximum literature contribution. The citation analysis method was performed on these studies in order to study the journals, authors by using Google Scholar, ResearchGate, the international database Science Citation Index and SCImago Journal Ranking.FindingsThe author citation count shows that the research topic is still getting recognition and the research in this area is increasing. The finding of the research is that the current research in family-friendly practices has focused mainly on seven topics: availability and usability of family-friendly policy, job satisfaction, organizational performance, supervisor or manager support, work–life conflict, employee turnover employee retention and women’s employment.Originality/valueThe study may provide valuable inputs to the HRD practitioners, managers, research scholars, to understand the recent trends in the field of family-friendly policy. As per the best knowledge of the author, this is the first study on family-friendly practices using citation analysis.
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Laurens, Samson, Yusriadi Yusriadi, and Zulkifli Zulkifli. "Effectiveness of Organizational Design through Implementation of Regional Development Policy." Proceeding of International Conference on Engineering, Technology, and Social Sciences (ICONETOS) 1, no. 1 (February 8, 2020): 58. http://dx.doi.org/10.18860/iconetos.v1i1.1161.
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This study aims to analyze the implementation of Regional Arrangement Policy according to Regional Regulation No. 4 of 2016 in Realizing the Effectiveness of Organizational Design of South Buru Regency based on four indicators: 1) excellent communication demonstrated by friendly employee behavior, polite to the people who need services, but still constrained by the low awareness of the community to follow and obey the required provisions, 2) employee resources are sufficient in terms of quantity, but even need to improve discipline in terms of time and suitability and consistency with the requirements set out in completing service tasks to ensure accountability employee performance, 3) disposition has been implemented well as indicated by the high awareness of all elements of the leadership and employees of the duties, responsibilities and authority as a public servant and 4) bureaucratic structures running In accordance with the main tasks and functions, indicated by the application of the rules relating to the provisions of service activities in accordance with work procedures in each field.
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Carolina, Mentari Vindi, Husni Muhamad Rifqi, and Hafinas Halid. "Enhancing the Environmental Performance of Organizations through Green HRM: The Role of Individual Green Behavior." Vol.3, Issue 2, Dec 2022 3, no. 1 (June 30, 2022): 7–15. http://dx.doi.org/10.55862/asbjv3i1a002.
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Green Human Resource Management (GHRM) has become a primary strategic practice for major businesses with human resource divisions involved in greening the workplace. Green Human Resources Management (GHRM) is described as a set of techniques, plans, strategies, procedures, and practices aimed at encouraging green Employee behavior in ways that promote an environmentally friendly, resource-sustainable, and socially responsible workplace and organization. The phrase Green Human Resource Management (GHRM) refers to an organization's commitment to a broader environmental policy in its business policies and human resource management activities. It necessitates the use of any employee to enhance environmental performance and raise employee involvement and participation to sustainable development. This research will be conducted to determine the relationship and how green HR practices can affect an organization's environmental performance.
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Choy, Monica, Justin Cheng, and Karl Yu. "Evaluating the environmental sustainability strategies of the housekeeping department: the case of an international hotel chain in Hong Kong, China." Tourism Critiques: Practice and Theory 2, no. 1 (May 5, 2021): 115–32. http://dx.doi.org/10.1108/trc-01-2021-0001.
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Purpose The purpose of this paper is to use the case of an international luxury hotel chain in Hong Kong to illustrate general environmentally-friendly practices in housekeeping. Six in-depth interviews were conducted with the housekeeping department staff to evaluate the effectiveness of the Hotel’s environmental sustainability practices by analysing their benefits and limitations. Results reveal that all informants acknowledged the environmental sustainability strategies adopted by the Hotel, which can benefit stakeholders. Despite multiple green practices in hotel housekeeping, several strategies may not be as significant as expected with misaligned expectations from the management and the actual practices may create excessive workload for frontline room attendants with a lack of policy enforcement and supportive policies. Therefore, hotels should keep a mutual communication between the management and frontline employees prior to conducting environmentally- and employee-friendly practices. Given the labour-intensive nature of the hotel industry, the housekeeping department should ensure employment equality policy is in place with adequate environmentally friendly support for employees.
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Hamidullah, Madinah F., and Norma M. Riccucci. "Intersectionality and Family-Friendly Policies in the Federal Government." Administration & Society 49, no. 1 (July 27, 2016): 105–20. http://dx.doi.org/10.1177/0095399715623314.
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This is an exploratory study that examines federal employee’s satisfaction with work–life balance or family-friendly policies. We rely on intersectionality as a theoretical framework to examine how gender, race, and class interact in the formation of their views. Drawing from the 2014 Federal Employee Viewpoint Survey, we examine how minority women compare with non-minority women regarding their perception of fairness of programs and policies aimed at the promotion of work–life balance. This topic is significant because satisfaction and participation in work–life balance programs can have implications for overall job performance and satisfaction. Our findings suggest that race, education, and proximity to retirement all play a role in work–life balance (family-friendly) policy satisfaction.
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Damanik, Muhammad Romadhoni, and Muhammad Alfikri. "Organizational Communication Patterns in Increasing Work Motivation of Employees of PT. Inalum." Daengku: Journal of Humanities and Social Sciences Innovation 2, no. 3 (July 19, 2022): 366–72. http://dx.doi.org/10.35877/454ri.daengku970.
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Some organizations frequently strive to foster friendly working relationships between their leaders and their employees. The goal of this journal study is to discover the Organizational Communication Pattern that occurs when increasing Employee Work Motivation at PT. Inalum. Several employees from PT. Inalum in Kuala Tanjung, Kecamatan Sei Suka, Kabupaten Batu Bara, North Sumatra, Indonesia participated in this study. This study's research method is descriptive research with a qualitative approach. According to the findings of these studies, organizational communication as a whole has a positive and significant effect on employee motivation at PT. Inalum.
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MEDJUCK, SHEVA, JANICE M. KEEFE, and PAMELA J. FANCEY. "Available But Not Accessible." Journal of Family Issues 19, no. 3 (May 1998): 274–99. http://dx.doi.org/10.1177/019251398019003003.
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This article investigates the extent to which existing workplaces assist women to balance employment and elder care responsibilities. Two sources of data are used in this article. Interview data of 246 women who are caregivers to elderly kin and who work in 37 workplaces in Nova Scotia, Canada are analyzed to obtain the employee's perception of elder care policy. In addition, content analysis of the 80 policy documents in these workplaces is conducted. Findings reveal a child care bias in family-friendly policies, a gender bias in policy formulation, and a focus on workplace productivity rather than employee well-being. This analysis suggests that current workplace policy does not take into consideration the complex needs and diverse situations of employed women providing care for elderly kin.
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Vavilova, Asya S., and Anna P. Bagirova. "Integration of Family-friendly Policies into the Corporate Culture of the Organization: Benefits and Effects." Journal of Modern Competition 16, no. 4 (August 31, 2022): 74–84. http://dx.doi.org/10.37791/2687-0657-2022-16-4-74-84.
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The pandemic situation has exposed the need for employer companies to provide value support to employees. The one of the mechanisms for achieving this may be the integration of a family-friendly policy into the corporate culture of the organization. Embedding such a policy in the social responsibility of business is considered as one of the competitive advantages of the employer’s brand and is especially relevant for key areas of the labor market. However, it should be noted that Russian business is at the beginning of this path. The implementation of such initiatives is not complex and systematic; the tools for creating and implementing such corporate cultures have not been formed. The purpose of the article is to develop proposals for the best employee family-friendly policy in the corporate culture of the organization that contributes to the implementation of value support for employees. To achieve this goal, on the rise of the case of a Siberian company, the task of systematizing the measures of the corporate demographic policy of the organization and analyzing its corporate culture based on a high policy focused on the family of employees is being solved. Based on the data obtained, a model for integrating family-friendly policies into the corporate culture of the organization. The authors develop specific measures that can be implemented at two levels of corporate culture – the level of cultural artifacts and the level of organizational values. It seems that the implementation of the developed model will lead to a more systematic and comprehensive nature of the implementation of the family-friendly policy in a particular Siberian organization, will strengthen its competitive advantages, and will also contribute to the replication of this aspect of social responsibility in Russian business.
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Woo, Eun-Jung, and Eungoo Kang. "Employee Environmental Capability and Its Relationship with Corporate Culture." Sustainability 13, no. 16 (August 4, 2021): 8684. http://dx.doi.org/10.3390/su13168684.
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Due to rapid industrial developments and the effects of the economic revolution such as high production rates and non-ecofriendly supply systems, environmental pollution has been observed in recent years and environmental issues are increasingly becoming a concern on the planet. For this reason, there is little doubt that business organizations have been forced more and more to implement green business strategies for stakeholders, facing the necessity to improve their employees’ environmental performance. Using 461 US employees in the environmental related industries, we found empirical evidence between employees’ green performance, organizational culture and adaptability capability. Finally, the present study suggests two main corporate elements for green policy makers in eco-friendly organizations that the alignment of firm environmental strategy with strategic human resources (HR) should include (1) an organizational culture that supports employee green practices and (2) employee adaptability competency that enables workers to respond to the evolving environmental challenges as main component of analysis.
Dissertations / Theses on the topic "Employee-friendly policy"
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Johnson, Yolande. "A pet-friendly workplace policy to enhance the outcomes of an Employee Assistance Programme (EAP)." Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-10172005-154203.
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Johnson, Yolandé. "A pet-friendly workplace policy to enhance the outcomes of an Employee Assistance Programme (EAP)." Diss., 2004. http://hdl.handle.net/2263/28754.
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Employees and organisations of the modern workplace exist in an extremely stressful, demanding, and competitive environment, which adversely affects the health and well-being of the individual employee and the organisation. Employees are recognised as the most important asset of any organisation, and their health and well-being play a critical role in the productivity, profitability and competitiveness of the organisation. Employers can improve employee performance and consequently organisational productivity by promoting both healthier individuals and healthier work environments. The extent to which employers are able to maintain optimal performance, together with commitment, high morale, and well-being of their employees, will ultimately determine their level of success. Employers are, therefore, constantly searching for means that would promote employee health and well-being, and as a result also enhance organisational issues, such as productivity, efficiency, and competitiveness. The implementation of an Employee Assistance Programme (EAP) is a conventional and trusted programme that produces such outcomes. The presence of pets in the workplace could possibly contribute to the field of employee assistance. According to research, the human-animal bond, and the positive interaction between humans and animals have a beneficial impact on the well-being, and quality of life of people from all age, and target groups. If these general health-enhancing benefits of pets on their human companions are experienced in the workplace, it may benefit the economically active adult population, as well as the organisation. Consequently, the implementation of a pet-friendly workplace policy may be an innovative means to enhance the outcomes of an EAP. The goal of this study is to explore the potential for implementing a pet-friendly workplace policy in a South African work environment as a means to enhance the outcomes of an EAP. The study was conducted in conjunction with employees from Lowe Bull Calvert Pace (LBCP), a leading advertising company in South Africa. Twenty-eight employees participated in the study. The study complies with a quantitative approach, as an electronic semi-structured self-completion questionnaire was developed and utilised to explore perceptions and opinions about the presence of pets in the workplace. Several interesting findings were made about the perceived functions, benefits, and drawbacks of pets in the workplace, as well as the overall opinion to the idea of pets in the workplace. The study also identified issues that need to be considered during the actual formulation of a pet-friendly workplace policy. Generally, research describes the benefits of pets for the more vulnerable people in society - those who are often not part of the economically active adult population. However, a pet-friendly workplace policy could benefit the economically active adult population and the organisation. This exploratory study reveals that a great deal still needs to be done before pets can be introduced into the South African work environment. It may however, in the near future, be possible to integrate a pet-friendly workplace policy as a logical, but limited, component of a comprehensive EAP as a means to enhance the outcomes of the programme.Dissertation (MSoc.Sc (Employee Assistance Programme))--University of Pretoria, 2006.
Social Work
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Pettigrew, Rachael Noelle. "Parental leave use by male employees: Corporate culture, managerial attitudes & employees' perceptions." 2014. http://hdl.handle.net/1993/23973.
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In Canada, new parents have access to maternity and parental leave following the birth or adoption of a child. Parental leave, which follows maternity leave, entitles new parents to 35 weeks of leave. Although both parents have access to parental leave, only a small percentage of fathers utilize it, despite the benefits for both fathers and their children. This gendered usage perpetuates the belief that family responsibilities are mothers’ responsibilities. This multi-level research study explored the organizational, manager, and employee characteristics that influence support for and use of parental leave by male employees. In 2012, seven large, Manitoba employers were recruited for participation and the sample included 550 male employees and 354 female and male managers. Data were collected using a structured interview at the organizational level and two self-administered questionnaires for managers and male employees. The hypotheses were tested using OLS regression and hierarchical logistic regression. Results indicated strong managerial support for parental leave use by men, although female managers were significantly more supportive than male managers. The strongest influence on support for parental leave use for both employees and managers was the personal use of parental leave. Male employees who perceived organizational family support and the view that men could take leave without negative career impact reported higher levels of perceived supervisory family support. Twenty-five percent of the sample had used parental leave, but those who had access to an Employment Insurance top up from their employer reported the highest leave use and the longest leave duration. Parental leave was extended from 10 to 35 weeks in 2000; the results indicate that fathers who had access to 10 weeks of parental leave were 80 percent less likely to report leave use, compared to those with access to 35 weeks of leave. Therefore, to increase fathers’ use of parental leave, organizations are encouraged to increase awareness and explicit support for parental leave, as well as offer a top up. To increase fathers’ leave use, future parental leave policy development should focus on both increasing wage replacement and the addition of a non-transferable leave for fathers, similar to that offered in Quebec.
Book chapters on the topic "Employee-friendly policy"
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Vyas, Lina. "Employee-Friendly Practices: Fashionable, Flexible, and Fickle." In Global Encyclopedia of Public Administration, Public Policy, and Governance, 1692–96. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-20928-9_2547.
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Vyas, Lina. "Employee-Friendly Practices: Fashionable, Flexible, and Fickle." In Global Encyclopedia of Public Administration, Public Policy, and Governance, 1–5. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-31816-5_2547-1.
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Miller, Kenneth P. "Labor." In Texas vs. California, 164–84. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780190077365.003.0010.
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The Texas and California models have polarized over labor policy. Texas has been a national leader in promoting a free-market approach to the employer-employee relationship. Texans were early supporters of the “open shop” and advanced this policy by coining and promoting the term “right to work.” In addition, Texas has restricted public sector unionization and has dismissed most other elements of the labor agenda. By comparison, California is one of the nation’s most union-friendly states and the most assertive in regulating the workplace. California has been a leader in recognizing the right of groups to unionize and strike and in enacting workplace regulations that exceed federal minimums. For example, the state was among the first to adopt a $15 minimum wage. California also provides its public sector workers comparatively generous pay, pensions, and benefits. The chapter concludes by presenting basic trade-offs of the two models.