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Journal articles on the topic 'Employee´s perspective'
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Mutnuru, Santosh. "Relationship between Employees Trust and Safety of Information in Small Organizations." International Business Research 11, no. 10 (September 20, 2018): 34. http://dx.doi.org/10.5539/ibr.v11n10p34.
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This study is trying to understand employee’s perspective on how a trust of an employee has on his/her employer has any significance on safety of information from internal attacks in a small organization. The relationship between the trust of an employee on his/her employer with safety of information from internal employee attacks in small organizations has not been explored well. The study was conducted on employees who worked in small organizations which maintained all of its information in digital format. About four hundred and ninety employees responded who belong to small organizations in the Midwestern US region. The influence that employees trust on his/her employer and the safety of information was explored. The research findings revealed that there is a positive correlation between the trust of employee on his/her employer and safety of information from internal attacks in small organizations.
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Hussain, Syed Saad, Ahsan Raza Jaffari ., Muhammad Wasiq Ejaz ., Asad Khattak ., Kashif Ur Rehman ., and Muhammad Aslam Khan. "Mentoring and its Effects on Turnover Intensions in Perspective of Pakistan’s Telecom Sector." Information Management and Business Review 3, no. 3 (September 15, 2011): 133–38. http://dx.doi.org/10.22610/imbr.v3i3.926.
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In today’s era of towering competition the retention of workforce is highly desirable for long term success of any organization. The employees serve as backbone for any organization and are responsible for attaining the laid down objectives of the organization. The ongoing study investigates the effects of mentoring on turnover intensions of employees working in telecom sector of Pakistan. Researchers retrieved data with the help of questionnaires based on five point likert scale from almost 300 employees working in telecom organizations of Pakistan. Multiple regressions were used to analyze the collected data. Result shows that mentoring mostly is negatively associated with turnover intension because employee was not satisfied with mentoring and commitment in employees is only due to experienced learning which helps to develop additional skills in employee.
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Woodford, Kelly Collins. "Balancing Employee Rights and Responsibilities in Sexual Harassment Cases Following Faragher and Ellerth: An Employer?s Perspective." Employee Responsibilities and Rights Journal 16, no. 4 (December 2004): 233–40. http://dx.doi.org/10.1007/s10672-004-4638-2.
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Bhana, Anrusha, and Sachin Suknunan. "The impact of ethical leadership on employee engagement within a South African public higher education institution." Problems and Perspectives in Management 17, no. 4 (December 25, 2019): 314–24. http://dx.doi.org/10.21511/ppm.17(4).2019.26.
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Ethical leadership has become a fundamental building block amongst the corporate organizations globally. However, minimal research evidence was found from a higher education institution (HEI) perspective, including the evidence from a South African higher education setting. Due to the lack of research linking the ethical leadership`s style and employee`s engagement (EE) at higher education institutions, it becomes important to find out if ethical leadership can positively promote the EE, which, in turn, can promote various other benefits at the institutions. Therefore, this study aims to examine this from the perspective of ethical leadership style and its impact on the EE. This study focused on a large HEI (Higher Education institution) based in KwaZulu-Natal (South Africa). Quantitative data collection employed the probability sampling targeting 420 employees. Questionnaires were used as data collection tools and obtained a response rate of 312 (74%). The results show that the average mean value for EE (M = 2.87) was weak in comparison to the measurement standard of 3.00, which implied a lack of EE between leadership and employees. In addition, the results indicate that ethical leadership can positively influence the EE (M = 4.27), thus, indicating the need for more ethical leadership at this institution. Furthermore, the current lack of employee`s engagement by leaders that do not exhibit the ethical leadership style can result in employees` disengagement at the institution.
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Smith, Donna, Jenna Jacobson, and Janice L. Rudkowski. "Employees as influencers: measuring employee brand equity in a social media age." Journal of Product & Brand Management 30, no. 6 (May 12, 2021): 834–53. http://dx.doi.org/10.1108/jpbm-03-2020-2821.
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Purpose The practice of frontline employees articulating their brand voice and posting work-related content on social media has emerged; however, employee brand equity (EBE) research has yet to be linked to employees’ social media activity. This paper aims to take a methods-based approach to better understand employees’ roles as influencers. As such, its objective is to operationalize and apply the three EBE dimensions – brand consistent behavior, brand endorsement and brand allegiance – using Instagram data. Design/methodology/approach This qualitative research uses a case study of employee influencers at SoulCycle, a leading North American fitness company and examines 100 Instagram images and 100 captions from these influential employees to assess the three EBE dimensions. Findings Brand consistent behavior (what employees do) was the most important EBE dimension indicating that employees’ social media activities align with their employer’s values. Brand allegiance (what employees intend to do in the future) whereby employees self-identify with their employer on social media, followed. Brand endorsement (what employees say) was the least influential of the three EBE dimensions, which may indicate a higher level of perceived authenticity from a consumer perspective. Originality/value This research makes three contributions. First, it presents a novel measure of EBE using public Instagram data. Second, it represents a unique expansion and an evolution of King et al.’s (2012) model. Third, it considers employees’ work-related content on social media to understand employees’ role as influencers and their co-creation of EBE, which is currently an under-represented perspective in the internal branding literature.
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Pugh, Sarah, Wilhelm Erber, Andreas Pilz, and Heinz-Josef Schmitt. "758. Epidemiology of Tick-Borne Encephalitis (TBE): A Traveler′s Perspective." Open Forum Infectious Diseases 7, Supplement_1 (October 1, 2020): S426. http://dx.doi.org/10.1093/ofid/ofaa439.948.
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Abstract Background Tick-borne Encephalitis (TBE) is a CNS infection caused by the TBE virus (TBEV), transmitted by ticks or by ingestions of unpasteurized dairy products. Persisting sequelae occur in up to 50% of patients and case fatality rates are 0.4-6% (up to 20% in Russia). There is no specific treatment, but prevention exists. New areas of TBEV circulation were recently identified. Here the current distribution of the TBEV by the end of 2019 is summarized. Methods Data were obtained from solicitation of local expert data from countries in Europe and Asia on TBEV isolation, type of surveillance/reporting, past/current case counts, and vaccine uptake, supplemented by literature searches. Countries were classified as suggested by the European Centers for Disease Prevention and Control (ECDC) as TBE- “predisposed” (competent ticks present), “imperiled” (TBEV isolated), “affected” (sporadic autochthonous cases) or “endemic” (annually autochthonous cases). Results TBE has now been diagnosed in Eurasia from the United Kingdom, Norway and France in the west, northern Italy in the south, central/eastern Europe, Russia, China on to Japan in the east. “New endemic” countries in the last five years include the United Kingdom, the Netherlands, as well as “new endemic regions”, e.g. in France, Norway, Germany, Finland and Poland. Six countries are considered as predisposed only, three as imperiled, five as affected and 29 as endemic. Misclassification is likely as some countries have no testing (no test), incomplete testing and/or underreporting. Conclusion The main considerations of TBEV risk for oversea travelers to Eurasia are: 1) the exact region and terrain within a country; 2) the planned type of (outdoor) activity; 3) the reliability of within country TBEV surveillance. TBE incidences per region may fluctuate log-fold over just a few years and low reported case counts may reflect a lack of testing, and/or preventive measures including vaccine uptake, and underreporting. As the incidence of TBE is unpredictable, prevention measures should be considered for any person traveling or residing in a recognized TBE “risk area”. Disclosures Sarah Pugh, PhD, Pfizer (Employee, Shareholder) Wilhelm Erber, PhD, Pfizer (Employee, Shareholder) Andreas Pilz, PhD, Pfizer (Employee, Shareholder) Heinz-Josef Schmitt, MD, Pfizer (Employee, Shareholder)
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Yvonne, Kiconco, and ShiMei Jiang. "A Review on the New Normal, Employee Wellbeing and the Role of HRM: A Tale of HR among the New Normal for the Employee Wellbeing." International Journal of Business and Management 16, no. 8 (July 13, 2021): 115. http://dx.doi.org/10.5539/ijbm.v16n8p115.
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The sudden change in scenarios due to the COVID-19 pandemic has not only affected people’s financial situations but also their health and wellbeing. Psychological, physical discomfort along with on and off work schedules have led to stress for both the employer and employee. Gearing pressure of competition to survive in the dying economy has led to a path for the ‘New Normal’ where the current situation has been accepted as Normal with new adaptations. Employees, risking their lives and leaving the so-called comfort of their homes have had to step out to join the office while others have turned their homes into offices so as to work from home. They are at high risk of infection and stressed with the changed working scenario. The most challenging phase for the employers is the well-being of their employees for the continuous and timely work progress. The Role of HR has become the most crucial factor during this pandemic. Dealing with the employees and getting the work done with the limited resources in the crisis is the most challenging task. The present paper studies the three terms- 'New Normal', 'Employee Wellbeing' and 'Role of HR' within linked perspective and provides insight based on the various researches done in this field. It has been found that employee well-being is a well-talked topic and it has been a great concern for all the HR executives for a long time. Well- being of the employee ensures mutual gain for the employee and the organization both.
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Mawanza, Wilford. "The Effects of Stress on Employee Productivity: A Perspective of Zimbabwe's Socio-Economic Dynamics of 2016." Journal of Economics and Behavioral Studies 9, no. 2(J) (May 18, 2017): 22–32. http://dx.doi.org/10.22610/jebs.v9i2(j).1647.
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This study was motivated by Zimbabwe’s deteriorating economic experience, which has resulted in high unemployment rates, low productivity, high cost of doing business, increased labour disputes, and stress manifestation amongst the working population. The results of the study showed that change factors, demands or pressure factors, lack of support and participation at work by supervisors and other staff members, and work role were to a greater extent the most stressful factors. The perennial economic crisis in the country, high degree of uncertainty due to restructurings and redundancies, and work changes without consultations, had a positive impact on employee’s productivity. The regression results concluded that poor work relationships, lack of support at work, and poor planning had negatively affected productivity.
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Doležalová, Vlasta. "Analysis of Internal Communication and Workplace Climate in Enterprises in the Czech Republic." Acta Universitatis Bohemiae Meridionalis 18, no. 1 (June 1, 2015): 1–17. http://dx.doi.org/10.1515/acta-2016-0001.
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Abstract Management of human resources is crucial for companies and includes internal communication, employee information, as well as employee relations at work. Workplace communication, information sharing and work relations on all hierarchical levels within a business are essential for the survival and success of small and medium-sized companies. The goal of this article is to analyse personnel systems, focusing on the relationships between superiors and subordinates, superiorsubordinate communication and information sharing by company leaders with their subordinates, from the perspective of subordinates. There after, gathered information is compared and analysed in terms of a focus on the advantages and disadvantages of a given work climate. Analysis and reasoning around the subject of respect and disrespect towards superiors from the perspective of subordinates is also presented. Data were gathered using questionnaires in small and medium-sized companies in the South Bohemian region. The questionnaires were completed by employees during the year 2013. This paper is based on data from the GAJU 039/2013/S grant-aided project called: The management of human resources of small and medium-sized companies.
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AESCHT, Erna. "Viewing the Draft BioCode as a protistologist and museum employee." Bionomina 3, no. 1 (April 21, 2011): 63–70. http://dx.doi.org/10.11646/bionomina.3.1.5.
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The initiative resulting in a revived Draft BioCode (DBC) is highly welcomed, to a lesser extent the acontextual, ahistorical and disembodied presentation of the latter. Examples from ciliatology show that we not only face a taxonomic gap combined with a biodiversity crisis but also a “nomenclature awareness” gap. Because of many discrepancies between announced and actually deposited type material in protistology, a four-eyes principle is suggested, viz. registration of type specimen(s) should be performed or countersigned by the curator(s) of the relevant institution(s), preferably natural history museums. Pseudonomenclature may be characterized by a loose series of articles covering more or less ranks viewed from a top-down perspective, a misleading, discordant terminology (e.g. concerning diagnosis, circumscription, protologue, sorts of types) and a stability concept flawed by the absence of clear guidelines concerning “prevailing usage” or “established custom”. Bionomenclature-in-the-making resulting in a de facto unified BioCode would be enhanced by a critical mass of taxonomists defending a clear coherent plan favouring a bottom-up approach, i.e., most important are concrete specimens including their (micro)habitats, a fine-tuned, consistent terminology, and stringent, automatic rules.
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Ferdous, Syed Robayet. "An Empirical Study on Dispute Resolution Methods (DRM) from the Perspective of Employee and Employer: Special Emphasis on Alternative Dispute Resolution (ADR)." Journal of Business and Technology (Dhaka) 8, no. 1-2 (March 9, 2014): 1–16. http://dx.doi.org/10.3329/jbt.v8i1-2.18283.
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In recent times, most of the parties involved in dispute resolution process are favoring Alternative Dispute Resolution or ADR over the formal adjudication process due to ADRs distinguished benefits. In order to reduce the backlog and pressure of workload, courts randomly select alternative ways to settle dispute. Therefore, a question can be raised how well ADR is working in reality? If a dispute is in existence between a company and an individual, the individual might not get a proper redress against an esteemed company. Moreover, there is a possibility of bias in favor of those who is in the superior positions. Though it was a courageous effort from the legislature and the judiciary to make the dispute resolution system compatible with the changing society, a question remains: how much upshot is there in the legal field? To what extent does the ADR process elude or ensure justice? DOI: http://dx.doi.org/10.3329/jbt.v8i1-2.18283 Journal of Business and Technology (Dhaka) Vol.8(1-2) 2013; 1-16
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Bu, Huabai, Jiaqi Bu, Naifu Shi, Yanglingli Ou, and Jingyi Wang. "The “New Generation” High-tech Enterprise's Early Warning Model and Its Empirical Research Based on the Perspective of Organizational Commitment Theory." International Business Research 14, no. 10 (September 15, 2021): 96. http://dx.doi.org/10.5539/ibr.v14n10p96.
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With the continuous advancement of emerging technologies such as big data, cloud computing, Internet of Things, blockchain, artificial intelligence, and 5G communications, China's “new generation” high-tech companies are developing rapidly, but the loss of core employees restricts their healthy development. How to manage the core employees of “new generation” high-tech enterprises is a grim reality in front of theorists and industrialists. Based on the results of the current theoretical research on organizational commitment, the research group proposed a “new generation” high-tech enterprise core employee resignation early warning model to provide decision-making basis and methodological reference for the “new generation” high-tech enterprise high-quality development.
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Al- Nawafah, Salameh, Mohammad Nigresh, and Ali K. Tawalbeh. "The Role of Knowledge Management on Competitive Advantage in Jordan Manufacturing Companies from Employees Perspectives." International Business Research 12, no. 6 (May 16, 2019): 58. http://dx.doi.org/10.5539/ibr.v12n6p58.
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The study aimed to investigate the role of knowledge management on competitive advantage in Jordan manufacturing companies from employee’s perspective. The research used the descriptive analytical methodology. In addition a self administrated questionnaire was developed according to research hypothesis and objectives for the purpose of achieve the study objectives. The research sample consisted of. 255 subjects. The self administrated questionnaires were distributed over 0 research sample, 240 questionnaire were collected, therefore the research sample is 240.. All gathered data were checked and coded then analyzed by using the social Packaging statistical System (SPSS). The study concluded that there is a relationship between knowledge management and competitive advantage in Jordanian industrial companies from the point of view of administrative employee perspectives. In addition the data also concluded that here is a relationship between knowledge generation and competitive advantage. Also there is a relationship between knowledge storage and competitive advantage and there is a relationship between knowledge sharing and competitive advantage in Jordanian industrial companies. The study revealed hat there is a relationship between knowledge application and competitive advantage.... The study recommended that Jordan manufacturing companies have to encourage knowledge management use and to notify their employees with the motives behind such use for obtaining their support.
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Wren, David. "The culture of UK employee-owned worker cooperatives." Employee Relations: The International Journal 42, no. 3 (February 18, 2020): 761–76. http://dx.doi.org/10.1108/er-12-2018-0327.
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PurposeThis paper presents exploratory, empirical data from a three-year study of organizational culture in for-profit, employee-owned businesses within the UK, comparing ownership types (direct, trust, and cooperative). It outlines the study and then focuses on worker cooperatives. Culture is illuminated through the lens of performance and reward management.Design/methodology/approachQualitative data was gathered from three worker cooperatives based in the North of England, using semi-structured interviews, participant observation, and document review and was compared to qualitative data collected from other types of employee-owned businesses.FindingsThe findings suggest a distinct culture within worker cooperatives encompassing five key values: a whole life perspective, consistently shared values, self-ownership, self-control, and secure employment.Research limitations/implicationsAdditional time with each cooperative and a greater spread of cooperatives would be beneficial. The research was carried out during a period of organizational growth for the case organizations, which may influence attitudes to reward and retention management.Practical implicationsThe results inform recruitment and retention policy and practice within worker cooperatives and highlight concerns regarding the stresses of being a self-owner. These are important considerations for potential worker co-operatives alongside policy recommendations to advance employee ownership.Originality/valueA comparative analysis of culture, performance, and rewards across different employee ownership types has not been undertaken before. This addresses an under-researched area of employee ownership regarding HR practices. Within the UK, recent research on the culture(s) of worker cooperatives is limited.
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Kuntz, Joana R. C., Katharina Näswall, and Sanna Malinen. "Resilient Employees in Resilient Organizations: Flourishing Beyond Adversity." Industrial and Organizational Psychology 9, no. 2 (June 2016): 456–62. http://dx.doi.org/10.1017/iop.2016.39.
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Britt, Shen, Sinclair, Grossman, and Klieger (2016) offer compelling arguments for the need to consider resilience trajectories and to identify the intrapersonal, interpersonal, and contextual factors accountable for unique trajectories. We welcome the call for more focused research efforts toward uncovering the role of resilience in organizations and concur with Britt et al. that there is a need for a clearer characterization of resilience among employees, the correlates of resilience, and the way that resilience can be facilitated. Our objective here is to build on the main thrust of Britt et al.’s focal article by outlining a novel perspective on employee resilience, which we believe will constitute an important contribution to the organizational resilience literature.
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Turunen, Pauli, and Esa Hiltunen. "Empowering Leadership in a University Spin-off Project: A Case Study of Team Building." South Asian Journal of Business and Management Cases 8, no. 3 (October 15, 2019): 335–49. http://dx.doi.org/10.1177/2277977919876734.
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This case study explores university spin-off (USO) team building from leadership and intrapreneurship perspectives. The study sheds light on a USO team member’s view of team building, examining the inherent tensions and challenges, but also the best practices of team building in general. Thus, the case is based on narrative study and evocative autoethnography, providing knowledge from an insider´s perspective of USO team building and also team leadership, especially for supporting intrapreneurship. The intrapreneurship allows an employee to act like an entrepreneur—in this case, within a USO project team. Instead of considering team building as a completely rational process, the case stresses the need to take into account soft aspects, like emotions, in USO team building. This case study should assist other innovative teams in the future to process narratively different factors, relationships and team behaviour within innovation project teams.
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Chen, Chun-Chu (Bamboo), and Ming-Hsiang Chen. "Well-being and career change intention: COVID-19’s impact on unemployed and furloughed hospitality workers." International Journal of Contemporary Hospitality Management 33, no. 8 (June 18, 2021): 2500–2520. http://dx.doi.org/10.1108/ijchm-07-2020-0759.
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Purpose This study aims to examine the psychological distress experienced by unemployed and furloughed hospitality workers during the COVID-19 crisis and further investigate how this distress affects their career change intentions. Design/methodology/approach Derived from a sample of 607 unemployed and furloughed hospitality workers during the COVID-19 pandemic, the data for this research are analyzed using structural equation modeling. Findings This study reveals that unemployed and furloughed hospitality workers are financially strained, depressed, socially isolated and panic-stricken due to the pandemic’s effects. These effects lead to impaired well-being and an increased intention to leave the hospitality industry. Female and younger employees are impacted to a greater extent, while furloughed workers received fewer impacts compared to their laid-off compatriots. Research limitations/implications This study suggests that lockdown restrictions need to be implemented more deliberately, and the psychological well-being of the hospitality workforce deserves more immediate and continuing attention. It advises that hospitality businesses consider furloughs over layoffs when workforce reduction measures are necessary to combat the financial crisis. Originality/value This study adds to the current literature by examining the impact of the COVID-19 pandemic from the employee perspective. New insights are offered on the psychological toll of workforce reduction strategies during the financial fallout and how these distressing experiences affect career change intention.
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Costley, Carol, and Abdulai Abukari. "The impact of work-based research projects at postgraduate level." Journal of Work-Applied Management 7, no. 1 (October 6, 2015): 3–14. http://dx.doi.org/10.1108/jwam-10-2015-006.
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Purpose The purpose of this paper is to examine the impact of work-based research projects at postgraduate level. The focus of this paper is to measure the impact of masters- and doctoral-level work-based projects which was the specific contribution of one group of researchers to the Nixon et al.’s (2008) study. Design/methodology/approach This paper is based on data generated as part of a wider study that examines the impact of work-based learning projects across undergraduate through to doctoral level from the perspective of employers and from the employees perspective. The research study is based on a sample of alumni who had graduated from work-based masters and professional doctorate programmes and their corresponding employers in a UK higher education institution. Findings At masters and doctorate level the work-based project can often make an impact on the work context and also have a developmental effect on the employee who becomes a practitioner-researcher to undertake the project. Originality/value This paper finds that work-based projects are often an investment that companies make that have the propensity to yield tangible business success as well as providing an incentive for key staff to remain in the company and achieve university recognition.
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Leavy, Brian. "Whitney Johnson: applying the principles of disruptive entrepreneurship to talent management." Strategy & Leadership 46, no. 5 (September 17, 2018): 2–9. http://dx.doi.org/10.1108/sl-05-2018-0056.
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Purpose Whitney Johnson is interviewed about her latest book, Build an A Team: Play to Their Strengths and Lead Them Up the Learning Curve (Harvard Business Review Press, 2018), which extends her disruptive innovation perspective on career development into a talent management strategy for corporate leaders and their organizations. 10; 10; Design/methodology/approach In today’s exciting and volatile competitive context, leaders need to see that the skillful and entrepreneurial management of their talent will be at least as important to their organization’s future success as the skillful and entrepreneurial management of their financial resources. Findings Eager, capable employees, tackling new challenges are drivers of innovation within organizations, and the primary benefit of an S Curve talent management strategy is elevated employee engagement. Practical implications In terms of personal disruption, choosing market risk means being more entrepreneurial with your own career development and seeking out a distinctive learning curve. Originality/value Leaders will need to foster work environments that provide learning opportunities, stretch assignments, new challenging roles internally—not necessarily promotions, but also well-conceived lateral moves that can help to give employees the enhanced skillset to ultimately move ahead.
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Mostafa, Bassant Adel. "The Effect of Remote Working on Employees Wellbeing and Work-Life Integration during Pandemic in Egypt." International Business Research 14, no. 3 (February 23, 2021): 41. http://dx.doi.org/10.5539/ibr.v14n3p41.
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The study aims to enrich employers' understanding of how employees perceive remote working Post COVID-19's quarantine period and its effect on employees' psychological wellbeing and work-life integration in Egypt. A structured questionnaire was distributed post-COVID-19 pandemic lockdown period on a sample of 318 employees who are supposed to be working remotely in different sectors from home. Correlation and regression analyses were conducted to test the research hypotheses. The results suggest a significant positive effect of employees' perception of remote working on psychological wellbeing and work-life integration. Simultaneously, there is a significant negative effect of employees' perception of remote working and emotional exhaustion. This study should help employers design the appropriate intervention plan to sustain operations and maintain effective communication with remote workers. It contributes to the literature by considering it as one of the growing empirical studies that will tackle remote working in relation to employee psychological wellbeing and work-life integration Post-COVID-19 quarantine period in Egypt. The majority of research nowadays tackling COVID-19 is from a biomedical perspective, focusing on physical and mental health, but this research will tackle COVID-19 from a psychological and managerial standpoint. The research results will assist researchers and practitioners in gaining insights into the future role of remote working.
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Muttaqin, Muhammad Ngizzul. "UNREGISTERED MARRIAGE BETWEEN INDONESIAN CITIZENS AND FOREIGN CITIZENS WITH THE LEGAL PERSPECTIVE OF MARRIAGE IN INDONESIA." Jurnal Ilmiah Mizani: Wacana Hukum, Ekonomi Dan Keagamaan 7, no. 2 (September 30, 2020): 149. http://dx.doi.org/10.29300/mzn.v7i2.3396.
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The practice of unregistered marriage between Indonesian citizens and foreign nationals always raises legal problems, both the law of marriage and the legal consequences of the marriage. This article aims to provide concrete legal solutions and steps to the practice of unregistered marriage between Indonesian citizens and foreign nationals. This study used literature research with qualitative descriptive methods, through a normative legal approach. The results show that unregistered marriage is a social symptom of modern society which always occurs in the practice of today’s society. Although unregistered marriage is not specifically regulated in the practice of mixed marriages, it often occurs and must be anticipated. The solution is that there are three legal options that can be taken: first, if the person concerned is domiciled in Indonesia and intends to become an Indonesian citizen, then s/he can register the marriage with the employee who registers the marriage and performs the marriage certificate according to the provisions. Second, if the person concerned is living abroad but wants to become an Indonesian citizen, then s/he can take legal steps by registering the marriage and marriage certificate at the Indonesian Embassy. Third, if the person concerned is domiciled and wants to become a resident of a foreign country, then the person concerned must take the legal route that has been determined in that country. Thus, family law in Indonesia can be adaptive and responsive to the dynamics of social change.
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Venher, A. "The Dnipropetrovsk “Vsesvitnyks” of the Later Soviet Time in the Memoirs of Serhii Plohii." Problems of World History, no. 10 (February 27, 2020): 181–205. http://dx.doi.org/10.46869/2707-6776-2020-10-11.
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The development of national historical science attracts the attention of modern researchers as the study of “roots” allows to understand the current state of affairs in historical science. The study of individual corporations of historians in the areas of their research gives the opportunity to trace the internal state of things in national and world historical science. These studies can be carried due to the involvement and synthesis of a wide range of sources. The study of the corporation of Ukrainian Soviet historians opens additional perspectives to the researcher in expanding the source base. Namely, to promote the creation of new sources - memories. This publication presents the memoirs of the workshop of Dnipropetrovsk vsesvitnyks of the Ukrainian-American historian Serhii Plohii. In the Dnipropetrovsk period of life, the historian was part of it and headed it for some time. Memoirs that are introduced to the scientific circulation are written by the author from several perspectives: the student and the employee, and the third, the autobiographical, which goes through these two perspectives.
Serhii Plokhii explains, from the perspective of the student, why he had chosen the department of world history to specialize in, characterizes the relations with his research supervisor Yuriy Mytsyk, and defines how his scientific carrier was influenced by Yakiv Rubin, the head of the department of world history in 1940-1950s. S. Plokhii characterizes the lecturers of the department, particularly the professor Vasyl` Syrotenko. From the perspective of the colleague, Plokhii describes the relations within the scientific community of the department, especially between different generations of lecturers. He characterizes his scientific interests and experience of being lecturer and administrator. Plokhii describes how the new research trend of the department of world history – history of the German Diaspora – emerged, and speaks about the start of PhD research in this field. Plokhii also defined the reasons why he had to abandon the Dnipropetrovsk University and started the academic career abroad.
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Khan, Sania. "Exploring the firm’s influential determinants pertinent to workplace innovation." Problems and Perspectives in Management 19, no. 1 (March 9, 2021): 272–80. http://dx.doi.org/10.21511/ppm.19(1).2021.23.
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Significant changes in organizations with good human resources (HR) practices can transform the workplace to a great extent. Although there is a fair amount of research on workplace innovation, most firms even now act as barriers to personnel growth and workplace innovation. This study proposed to explore various influential factors of firms from a holistic perspective that affect workplace innovation by adopting the principal component analysis (PCA) method to reduce the dimensionalities and better emphasize firms’ development. The useful data were collected using a survey questionnaire from one hundred and ninety-five (195) respondents from different Indian organizations. Totally forty-six sub-factors were identified and developed into nine significant organizational factors influencing workplace improvement viz., organization culture and environment, innovation process, resources, organization structure, corporate strategy, employee, knowledge management, technology and management, and leadership. The study suggested that any firm must emphasize these core determinants at the workplace to motivate the employees towards innovation and organizations to be competitive in the industry. The study invites firm policymakers, HR managers, and top management to formulate the best organizational strategies to encourage an innovative culture in firms. AcknowledgmentThe author(s) of this study acknowledges all the respondents who contributed their quality opinion and made this study possible and helpful in contributing to the industry.
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Garcia-Carbonell, Natalia, Fernando Martin-Alcazar, and Gonzalo Sanchez-Gardey. "Is double fit a sufficient condition for SHRM success?" International Journal of Organizational Analysis 23, no. 2 (May 11, 2015): 264–84. http://dx.doi.org/10.1108/ijoa-01-2013-0638.
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Purpose – This paper aims to discuss the association between human resource management and performance from a process perspective, differentiating intended and implemented vertical and horizontal fit. Although researchers have examined deeply the relationship between these constructs, extant literature demonstrates inconclusive results. Previous studies have stressed the strategic importance of vertical and horizontal fit from a prescriptive view. Nevertheless, a deeper understanding, focused on management processes, is needed. Design/methodology/approach – This paper reviews and integrates two streams of strategic human resources management (SHRM) literature: the fit perspective, drawing on Martín-Alcázar et al.’s (2005) model, and the system strength approach, proposed by Bowen and Ostroff (2004). Findings – The conceptual analysis developed in this paper concludes that HRM system strength mediates the effects of an aligned strategy on performance. In this sense, the paper argues that success in implementation of the HRM strategy depends on employees’ perceptions about the system of policies and practices through which it is carried out. Additionally, organizational communication is considered as the mechanism to create a shared HRM meaning to translate to employees. Practical implications – Drawing on the theoretical discussions in the paper, the following implications for HRM practice are identified: the usefulness of the system strength construct as a tool to measure employees’ perceptions and anticipate potential problems at the implementation stage, the importance of organizational communication mechanisms, the relevance of formal and informal connections between HR managers and top executives and the need for specific training to promote HR managers’ communicational skills. Originality/value – This study examines the relationship between HRM and organizational performance by presenting a new model that integrates HRM strategy formulation and implementation, proposes employee perceptions concerning HRM are mediators of HRM strategy and firm performance, highlights the role of organizational communication in creating and managing shared HR messages and introduces system strength as an instrument to assess vertical and horizontal fit during implementation.
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Harlin, Ulrika, Martina Berglund, Katrin Skagert, and Mattias Elg. "Stakeholder collaboration inspired by the Nordic model – Towards sustainable work and competitiveness during an industrial startup." European Journal of Workplace Innovation 6, no. 2 (March 5, 2021): 198–219. http://dx.doi.org/10.46364/ejwi.v6i2.799.
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External stakeholder collaboration is vital for new industrial projects and establishments. The aim of this paper is to contribute to knowledge of how relations and stakeholder collaboration with trade unions can be created during industrial startups, so as to foster sustainable work and competitive advantages. A case study was carried out in the early phases of a major greenfield project aimed at establishing a new industrial domain in a Nordic context. The results show that cooperation between a new firm and trade unions has the potential to proactively address prerequisites for sustainable work in design phases of new factories, but also to strengthen the attention to other dimensions of social sustainability that are crucial for industrial startup´s long term success possibilities. However, specifically in a high—growth firm, there needs to be a systematic approach that incorporates continuous anchoring activities both within and between the stakeholders’ different levels. Serendipity in the findings were cooperation processes related to competence acquisition and societal development needed to meet both an emerging firm´s and future employee´s individual prerequisites and needs. Hence, building a stakeholder chain inspired by the Nordic model in change processes such as startups, enables attention to dimensions of social sustainability needed in work processes in early development phases, which is also beneficial from a competitive and societal perspective.
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Sastradinata, Irawan. "Performance Measurement of Comprehensive Emergency Neonatal Obstetric Servant (PONEK) in Dr. Moh. Hoesin Palembang with a Balanced Scorecard to Improve the Quality of Midwifery Services." Open Access Indonesia Journal of Social Sciences 4, no. 1 (February 8, 2021): 88–98. http://dx.doi.org/10.37275/oaijss.v4i1.35.
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A B S T R A C TIntroduction Maternal Mortality Rate (MMR) and Neonatal Mortality Rate (IMR)in Indonesia are the highest among ASEAN countries, namely 307 / 100.000 livebirths for MMR and 20/1000 live births for IMR. This situation can actually beprevented through early detection approaches and appropriate management ofmothers and babies through the Comprehensive Obstetric Neonatal EmergencyServices (PONEK) program as one of the important elements of good hospitalservice performance. The performance of a hospital is of course determined by theperformance of each unit and team which requires relevant multi-dimensionalmeasurement standards. Basic Score Card (BSC) is a method developed byKaplan and Norton (1996) to measure performance comprehensively, so it ishoped that this method can help improve the quality of obstetric emergencyservices, especially in Palembang. Methods: This descriptive analytic study wasconducted at Dr. Mohammad Hoesin (RSMH) Palembang by looking for factorsthat affect the quality of emergency obstetric care and analyzing the performanceof the PONEK team in providing PONEK services. Primary data is obtainedthrough questionnaires with direct interviews with respondents or by directobservation in the field to see the real obstacles that occur during service. Thedata were analyzed qualitatively and quantitatively. Results: During the periodOctober 2014 - March 2015 there were 1219 total hospitalized patients. Based onthe Financial Perspective, the effectiveness ratio for achieving the performance ofthe RSMH PONEK team still meets the target of 1.3 for vaginal and has not metthe target of 0.5 for SC with a financial perspective score of +2. Based on theCustomer Perspective, the total score is +2 with the patient satisfaction index is5957 (satisfied) and the Gross Death Rate (GDR) figure for PONEK RSMH servicesis 14 (meets GDS MOH standards). Based on the Internal Business Perspectivethe total score is +1, with the level of compliance with the clinical pathwaystandard = 92%, the level of compliance for the National Fornas PONEK = 100%,while the response time is > 1 hour. Based on the perspective of learning andgrowth, the total score = +1, with the number of PONEK trained personnel <50%,neonatal resuscitation and lactation management <10%, employee workmotivation is very high, and facilities and infrastructure are classified as good.Based on these four perspectives, the BSC score for RSMH PONEK performanceis +0.6 with an interval scale of -1 to +1. Conclusion: Based on the BSCmeasurement results of the PONEK team at RSMH Palembang, it can beconcluded that the PONEK team's performance is good.
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Филипова, Ирина, and Irina Filipova. "Settlement of Labour Disputes through Mediation: Current Status of Legislation, its Practical Application and Development Perspectives." Journal of Russian Law 4, no. 6 (May 30, 2016): 0. http://dx.doi.org/10.12737/19769.
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Russian legislation envisages the possibility of using mediation in labour disputes. At the same time, in practice mediation in labour disputes is rarely used. In legal literature, different reasons of this situation are identified: reluctance of the parties to pay for mediation, distrust of the mediator, absence of demand for mediation. It is important to understand that an employee is usually the initiator of a labour dispute. The author of this article believes that scarce application of mediation in the settlement of labour disputes lies in the high level of employees’ guarantees and rights in the Russian labor law and civil procedural law. First of all, the Labour Code provides plenitude of employee´s rights. If the employer violates these rights, the employee can go to court; the court will require the employer to restore the employee’s violated rights. Secondly, the employee is exempt from payment of judicial expenses. Thirdly, the employee may apply to the State Labour Inspectorate and the Prosecutor´s Office. Thus, the employee does not need the mediation procedure. It is more useful for employers, but employers have little knowledge about mediation. Foreign experience shows that for successful implementation of mediation in practice it is necessary to introduce the concept of mediation in labour legislation.
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Yang, Qi, Warren Goodsir, and Jill Poulston. "Automation of the fast-food industry: Gen Z perspectives of self-service kiosks versus employee service." Hospitality Insights 3, no. 2 (December 3, 2019): 7–8. http://dx.doi.org/10.24135/hi.v3i2.66.
Full textAbstract:
With the development of technology, self-service kiosks (kiosks) are increasingly being adopted by service providers such as hotels, restaurants, airports and banks [1, 2]. However, with the increasing search for more efficiency, calculability and control by replacing people with non-human technology, service quality and a sense of hospitality can be adversely impacted [3]. Nevertheless, many seem willing to use kiosks in fast-food restaurants [4], suggesting that these provide considerable value for some segments of the hospitality industry. Consequently, this study [5] explores young people’s customer experiences of and views on using kiosks in McDonald’s restaurants. The study was carried out in Auckland, New Zealand, where interviews were conducted with 16 young people (18 to 24 years old; Gen Z)1 originating from seven countries (2 Indian, 3 Chinese, 2 Korean, 2 Vietnamese, 1 Filipino, 1 Moroccan and 5 New Zealanders).
The findings suggest that kiosks provide improved customer satisfaction but can also result in reduced perceptions of hospitableness. The respondents felt that kiosks improved efficiency by eliminating the need to queue to place an order and provided more relaxed time for making their menu selections. Therefore, although using a kiosk did not necessarily speed up the service process, it allowed time for contemplation of choices and less time waiting to be served. The kiosks also provided clear food categories with pictures, simple English language instructions, and generally simple ordering and payment processes. Compared with the amount of information provided at the service counter, the kiosks provided more detailed and clearer information about menus, ingredients, discounts and promotions. Furthermore, when using kiosks, respondents felt a sense of empowerment and control over their ordering process. Kiosks provided the ability to customise meals, discuss menu choices and change orders without feeling as if they were annoying an employee or holding up other customers. This sense of empowerment and control provided relief from the pressure to place quick orders at the service counter or delay other customers.
Many respondents were afraid of annoying employees or becoming an annoying customer in public. They cared about the perception of counter staff, while at the same time, they also cared about their personal image in public. The fast-paced restaurant environment and the need to be decisive with their menu selection added to the pressure and stress when purchasing takeaways. Additionally, those who spoke English as a second language faced increased stress while trying to select the right words and communicate with employees in front of others. These pressures increased their fear of public humiliation.
Many respondents indicated there was no pressure when using kiosks as the kiosks offered more time and a judgment-free environment for customers. The number of kiosks available and the freedom from employee and other customer expectations had a significant impact on them by releasing them from any pressure to make a quick decision. Reduced pressure also brought enough time for discussion of food choices among friends. Using the self-order kiosk provided respondents with a judgment-free environment away from other customers and busy employees.
The time-space provided by kiosks also provided respondents with a sense of safety and privacy in situations where, for example, they were upset or not confident speaking in English. Their emotions (e.g. happy, sad), skills (e.g. level of English language), appearance (e.g. lack of makeup) and eating habits (e.g. food allergy) were kept confidential in comparison to ordering in public at the counter. However, the findings also suggested that the appeal of kiosks is somewhat determined by the lack of useful and caring alternatives. This may suggest that the issue is not whether kiosks are able to do a better job than humans, but rather whether humans (service employees) are sufficiently resourced (e.g. capability and capacity) to provide both efficient and caring interactions.
The original research on which this article is based is available here http://hdl.handle.net/10292/11993
Note
The Merriam-Webster dictionary defines ‘Generation Z’ as the generation of people born in the late 1990s and early 2000s.
Corresponding author
Qi Yang can be contacted at: kikiyangaut@gmail.com
References
(1) Considine, E.; Cormican, K. Self-Service Technology Adoption: An Analysis of Customer to Technology Interactions. Procedia Computer Science 2016, 100 (Suppl. C), 103–109. https://doi.org/10.1016/j.procs.2016.09.129
(2) Wei, W.; Torres, E.; Hua, N. Improving Consumer Commitment through the Integration of Self-Service Technologies: A Transcendent Consumer Experience Perspective. International Journal of Hospitality Management 2016, 59 (Suppl. C), 105–115. https://doi.org/10.1016/j.ijhm.2016.09.004
(3) Ritzer, G. The McDonaldization of Society, 6th ed.; Sage/Pine Forge: Los Angeles, CA, 2011.
(4) Herne, S.; Adams, J.; Atkinson, D.; Dash, P.; Jessel, J. Technology, Learning Communities and Young People: The Future Something Project. International Journal of Art & Design Education 2013, 32 (1), 68–82. https://doi.org/10.1111/j.1476-8070.2013.01738.x
(5) Yang, Q. Young People’s Perspectives on Self-service Technology and Hospitality: A Mcdonald’s Case Study; Master’s Thesis, Auckland University of Technology, New Zealand, 2018. http://hdl.handle.net/10292/11993 (accessed Nov 25, 2019).
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Sheikh, Alireza, and Ming Lim. "The making of brand attachment and brand meanings: the case of a UK engineering services firm." Marketing Intelligence & Planning 33, no. 6 (September 7, 2015): 887–907. http://dx.doi.org/10.1108/mip-06-2014-0106.
Full textAbstract:
Purpose – The purpose of this paper is to provide insights into how engineering employees perceive the functional, ethical and political dimensions of the corporate brand and its meaning(s) for other stakeholders. Design/methodology/approach – The paper explores brand meaning and brand attachment in the case of employees in an engineering consultancy firm operating within the defense and artillery systems sector. In-depth interviews with managers and consultants at a cross-section of organizational levels along with thematic and reflexive interpretation of qualitative data have been carried out. Findings – Identity-based definitions of the brand, the definitions of a “strong engineering brand”, associations of the corporate brand with engineers’ personal brands, brand essence and integration and the meanings of a military brand have all been raised, explored and discussed from the engineer’s perspective. Research limitations/implications – This paper is among the first of its kind to pursue brand research in an engineering-intensive firm with military and defense brand associations. Future research is encouraged to add further detail and verification to the themes and findings of this paper. Practical implications – The military context is enmeshed with high levels of sensitivity and difficult research access particularly upon brand-related academic research. This has led in part to very limited marketing and branding knowledge into this setting despite its significance. Social implications – Given that the engineering consulting sectors are among the top drivers of employment and knowledge advancement, and given that brand associations have considerable impacts on employees’ identification, self-awareness and emotional well-being, understanding the dynamism and complexities of employee-brand associations is inevitable in these settings. Originality/value – The defense context has unique characteristics and has hitherto remained an under-researched context with respect to branding. This is despite that the defense sector deserves to be in the spotlight because professionals’ voices are rarely heard and acknowledged within the branding literature.
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Mutia, Peter Mutua, and Damary Sikalieh. "Work Environment and its Influence on Productivity Levels among Extension Officers in the Ministry of Agriculture in Kenya." International Journal for Innovation Education and Research 2, no. 12 (December 31, 2014): 82–93. http://dx.doi.org/10.31686/ijier.vol2.iss12.288.
Full textAbstract:
From a broad perspective, a work environment can be defined as the location in which a task is performed. However, from an employment perspective, the work environment entails the physical geographical location of the job as well as its immediate surroundings (typically the tools and equipment required for the performance of the different tasks required for the job, work processes and procedures, quality of the air, noise level and any additional perks). As known, the work environment in an organization plays a crucial role in determining the productivity levels of its workforce and the organization’s ability to sustain these productivity levels and retain its workforce and may determine, how well the employees get along with the organization, the employees’ error rate/s and level of innovation and collaboration with other employees, levels of absenteeism, and ultimately, the duration of time the employee choose to stay with the organization. The purpose of this study was to determine how productivity levels among extension officers in the Ministry of Agriculture, Kilifi District have been influenced by their work environment. This was a case study which sought to identify the effects of the work environment with an aim of opening doors for further research on the same and recommending strategies for addressing the problems to ensure that the country (Kenya) becomes (once again) self sufficient in food production.At the time of the study, there were a total of 45 extension officers in Bahari District, which had just been annexed from Kilifi District. Due to the small number of officers, a census was done and all officers involved in a focus group discussion for triangulation purposes. This is because it was only through a census that more comprehensive and accurate information could be gotten. The data collected was analyzed for any causal-effect relationships, correlations and variances, by use of the Statistical Package for Social Sciences (SPSS), and the results presented in pie charts and tables to give a picture of the research findings at a glance.The findings on how the work environment influences extension officers’ productivity in the Ministry of Agriculture showed that extension officers feel that their work environment is not conducive to provide for job enjoyment and consequently enable them become productive in their work. It is thus safe to conclude at thispoint that, an overwhelming majority of the extension officers in the Ministry of Agriculture are not satisfied with their work environment, citing lack of sufficient work infrastructure, a large work area and a poor supervision system as their main reasons for dissatisfaction with the general work environment.
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Noller, Christine, and David C. Berry. "High Reliability: A Primer for Athletic Training Educators." Athletic Training Education Journal 15, no. 4 (October 1, 2020): 251–58. http://dx.doi.org/10.4085/1947-380x-59-19.
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Context Health care organizations are integrating employee training and educational programs to designate themselves as high-reliability organizations (HROs). HROs continually strive to evaluate and create an environment in which potential problems are anticipated, detected early, and virtually always responded to early enough to prevent catastrophic consequences. Objective This primer document introduces the concept of high reliability in health care (from a historical and foundational perspective) and establishes a framework for athletic training educators to introduce the concepts at the professional, postprofessional, or residency educational program level. Background While the theory of high reliability is new to athletic training, its quality and origins in health care are established. HROs use systems thinking to evaluate and design for safety and continuous improvement to create an environment where potential problems are anticipated, detected early, and responded to early enough to prevent tragic consequences. Synthesis The HRO focuses attention on emergent problems and deploys strategies to address those problems. HROs behave in ways that seem counterintuitive—they do not hide failures; instead, HROs celebrate them. HROs seek out problems and avoid focusing on just 1 aspect of work to see how all the parts fit together. They expect unexpected events and develop capabilities to manage them, deferring decisions to empowered experts. However, high reliability is only achieved through robust process improvement, which is only achieved with a complementary approach to Lean Six Sigma and change management. Recommendation(s) Given the complexity of patient care in athletic training, the potential for medical error(s), and the need for quality improvement, HROs hold promise for athletic training. Conclusion(s) As future health care leaders, athletic trainers should be educated to foster innovation and improve health care delivery to diverse patient populations. Athletic trainers should want to embrace the principles of HROs. Achieving high reliability can be accomplished with adequate exposure to and training within the classroom and during clinical education opportunities.
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Agbenyegah, Albert Tchey. "An Assessment of the Employee Job Satisfaction: Views from Empirical Perspectives." Journal of Economics and Behavioral Studies 11, no. 2(J) (May 13, 2019): 45–57. http://dx.doi.org/10.22610/jebs.v11i2(j).2817.
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Job satisfaction stresses on the personal feelings within the job environment in relation to job assessment. Various academics and scientists studied in the past, the significant association between personal expectations and job satisfaction of employees. These past studies were based on the model of personality traits and other variables in determination of employee job satisfaction. This study is to assess the relationship and effect between independent and dependent variables. To ensure that the stated objectives are met, a 7 point Likert scale questionnaires were administered to 140 managers and non-manager employees. However, only 128 of the questionnaires were returned without errors and ready to go through the analysis processes. Data analysis was conducted in two phases namely the descriptive and inferential statistics. Descriptive analysis aided by the mean counts was applied in describing the empirical data; whereas the inferential statistics of Pearson’s chi-square test and ANOVA were utilized to determine the relationship and the effect of independent on the dependent variable. ANOVA was used to assess the effect of independent variables on the dependent variable. This empirical study demonstrates mix results through Pearson’s chi-square and ANOVA tests. WEP and employee status does not differ from EJS whereas employee position differs from EJS. The ANOVA test revealed a significant effect of WEP and EPS on EJS. The study revealed that SME owners in FB district municipality experienced very high entrepreneurial challenges in contrast to their counterparts in JTG district municipality. Given these findings, the author called on policymakers to prepare specific strategies and programs that motivate employees within the establishment.
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Perry, M., and M. Jang. "AB1185 BUDGET IMPACT ANALYSIS OF INTRODUCING SUBCUTANEOUS INFLIXIMAB CT-P13 SC FROM THE UK PAYER PERSPECTIVE." Annals of the Rheumatic Diseases 79, Suppl 1 (June 2020): 1883.2–1883. http://dx.doi.org/10.1136/annrheumdis-2020-eular.3422.
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Background:CT-P13 subcutaneous (SC) is the first and only SC version of infliximab developed by Celltrion Healthcare and currently approved by the European Medicines Agency (EMA) for the treatment of rheumatoid arthritis (RA). Infliximab has been only available in intravenous (IV) formulation and thus this new mode of administration will allow patients to self-inject at homes. Self-injection will reduce number of outpatient visits and expected to decrease IV administration cost significantly. This research describes the economic impact of introducing infliximab SC from the UK payer perspective.Objectives:The budget impact analysis (BIA) was conducted to assess the financial impact of the adoption of infliximab SC. The BIA calculates the costs of treatment (drug acquisition cost and administration) for patients with RA as first-line treatments, and compares the cost in a scenario without infliximab SC vs a scenario with infliximab SC to estimate the budget impact over the 5 year period.Methods:A prevalence-based BIM was developed incorporating epidemiological data, administration cost data from the literature and market share data from IQVIA. The analysis compared a market scenario where a proportion of patients were treated with infliximab SC (‘World With’ infliximab SC) to an alternative market scenario where infliximab SC were not available and all patients were treated with IV (‘World Without’ infliximab SC). The model assumed that the clinical outcomes are same between infliximab SC and infliximab IV, and patients entering the model were all naïve and remained in the treatment for 5 years. In the ‘World With’ scenario, patients receiving infliximab IV switched to SC administration at 30% in Year 1, 45% in Year 2, and remained 60% from Year 3 to 5. The drug cost of infliximab SC is assumed to be the same as that of comparator treatments. Administration cost per infliximab IV infusion was estimated to be ₤382 and ₤3.32 per SC administration.Results:Compared to the “World Without” infliximab SC, the introduction of subcutaneous infliximab resulted in cost savings of ₤39.6 million in UK over a 5-year period, equating to 4,466 additional patients to be treated with infliximab SC in base case scenario.Sensitivity analysis includes dose-escalation up to 5mg/kg to reflect the real-world setting. In that scenario, the saving increases to ₤279.6 million over a 5-year period, equating to 30,839 additional patients to be treated with infliximab SC.Conclusion:Utilization of subcutaneous infliximab may lead to substantial cost savings for UK payers. Self-injection will significantly reduce the burden on healthcare delivery allowing resource to be spent elsewhere. Sensitivity analysis concluded that treatment with increased IV dose will result in higher savings from switching patients to subcutaneous infliximab.References:[1]European Medicines Agency. Remsima SC authorization details.https://www.ema.europa.eu/en/documents/product-information/remsima-epar-product-information_en.pdf[2]Carpenter, L., et al. (2014). Patients with Moderate Disease Activity in the First 5 Years of Rheumatoid Arthritis Still Progress Radiographically Despite Conventional Disease Modifying Therapy.: 2135.Arthritis & Rheumatology,66.[3]The NICE British National Formulary (BNF).https://bnf.nice.org.uk/medicinal-forms/[4]Tetteh, E. K., & Morris, S. (2014). Evaluating the administration costs of biologic drugs: development of a cost algorithm. Health economics review, 4(1), 26.[5]National Institute for Health and Care Excellence. (2016). Adalimumab, etanercept, infliximab, certolizumab pegol, golimumab, tocilizumab and abatacept for rheumatoid arthritis not previously treated with DMARDs or after conventional DMARDs only have failed.Disclosure of Interests:Martin Perry Grant/research support from: Grifols, Abbvie, Sandoz unrestricted educational grant, Consultant of: Abbvie, Gilead, Celltrion Advisory Board, Speakers bureau: Sandoz, Minyoung Jang Employee of: HEOR & Market access specialist in Celltrion Healthcare
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Cockburn-Wootten, Cheryl. "Hospitality, professionalism and meaningful work." Hospitality Insights 3, no. 2 (December 3, 2019): 3–4. http://dx.doi.org/10.24135/hi.v3i2.61.
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What does it mean to be a professional? What sort of values, knowledge and relationships do we consider essential to become a professional? How does thinking about what professionalism is and could become contribute to the work and organisation of hospitality?
This brief insight will provide a synopsis of a conceptual article that endeavoured to open up our understandings and opportunities for the concept of professionalism within hospitality [1]. The article was a conceptual discussion piece, aiming to critically examine understandings of being professional and what it could become for the hospitality sector. An organisational communication perspective was adopted to highlight how wider social discourses, relationships and language communicate and construct particular ways of being for understanding self, communities and organisations within society. The article also highlights the role of communication to achieve identification for the sector. The hospitality industry has been plagued by negative media attention around the tensions between low pay and finding the right staff with the required skills [1]. Previous research has illustrated that many graduates and prospective employees do not envisage the sector as a legitimate job or long-term career prospect [2]. To reverse these problems, a consideration of the meaning of work and aiming for professionalism in the sector has been identified as one possible solution.
The concept of work can be communicated and interpreted in different ways. Perhaps your first thought of ‘work’ is that ‘it pays the bills and has to be done’ – so an element of compulsory drudgery is associated to this first thought. It is fair to say then, that the concept of work can include both negative and positive aspects. Considering the concept more broadly, we can see this negative association is not always the case. The work involved in maintaining and doing certain leisure activities, such as dog training and gardening is not always exclusively negative. Within the concept of work there are certain conditions that negate the negative association. In Cockburn-Wootten’s [1] conceptual article, this argument was made to change the association and avoid traditional disciplinary managerial tactics. She discusses previous organisational communication research that has identified that certain workplace cultures develop employees who enjoy their job, gain strong identification and commitment, and feel their work provides meaning and dignity to their lives [3]. The conceptual article argues that a critical communication perspective highlights opportunities to reconsider professionalism for the sector – identifying hospitality as meaningful, valued and more than just work.
‘Professionalism’ is an ambiguous term, but certain principles are always seen as essential in any of its definitions; these include trust, knowledge, ethics and character (ethos) [1]. Professionalism secures certain employment conditions, such as a higher level of autonomy, status in the wider community and collegiality, and importantly, employees regulate themselves to these values. Professionalism provides employees with “a sense of dignity in work, through self-worth, status and meaning” [1]. Communicating the values, practices and qualifications deemed the essential characteristics of a professional are crucial to achieve this sense of meaning for employees [1]. Effective organisational employee training, on-the-job support processes, clear ethical expectations and values need to be embedded to help create identification with the concept of professionalism. All this has typically seen business outcomes such as committed employees, lower turnover rates, and attracting prospective staff with the right skills – all of which contribute to an authentic and excellent hospitality service climate.
To conclude, the article calls for critical consideration about professionalism’s contribution to the work and organisation of hospitality. Importantly, to achieve identification with the sector, we need a deeper understanding about the role of communication “to reconstruct individuals” and create meaningful work [1]. Suggestions in the article include a consideration of the how managers facilitate (or not) the workplace culture. Secondly, greater collaboration and dissemination of knowledge, for instance between academics and industry practitioners, would enhance the sector. Rarely does this happen in a reciprocal manner, for example with industry role models working with and within academia [4]. A final note is that being critical aware and reflective, particularly as we educate the next generation of managers, opens us up to the possibilities for ethical transformations that can tackle the current depressing turnover and employment conditions.
Read the original article here: 10.1386/hosp.2.2.215_1
Corresponding author
Cheryl Cockburn-Wootten can be contacted at: cwootten@waikato.ac.nz
References
(1) Cockburn-Wootten, C. Critically Unpacking Professionalism in Hospitality: Knowledge, Meaningful Work and Dignity. Hospitality & Society 2012, 2 (2), 215–230. https://doi.org/10.1386/hosp.2.2.215_1
(2) Gebbels, M.; Pantelidis, I. S.; Goss-Turner, S. Towards a Personology of a Hospitality Professional. Hospitality & Society 2019, 9 (2), 215–236. https://doi.org/10.1386/hosp.9.2.215_1
(3) Lammers, J. C.; Garcia, M. A. Exploring the Concept of “Profession” for Organizational Communication Research: Institutional Influences in a Veterinary Organization. Management Communication Quarterly 2009, 22 (3), 357–384. https://doi.org/10.1177/0893318908327007
(4) Cockburn-Wootten, C.; McIntosh, A. J.; Smith, K.; Jefferies, S. Communicating across Tourism Silos for Inclusive Sustainable Partnerships. Journal of Sustainable Tourism 2018, 26 (9), 1483–1498. https://doi.org/10.1080/09669582.2018.1476519
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Sethi, Bharati, Allison Williams, and Rachelle Ireson. "Supporting caregiver employees: managers’ perspective in Canada." International Journal of Workplace Health Management 10, no. 1 (February 6, 2017): 25–41. http://dx.doi.org/10.1108/ijwhm-03-2016-0016.
Full textAbstract:
Purpose There is a growing recognition that when employees who are caregivers lack the organizational support/resources to manage their paid work with care responsibilities, it could result in poor job performance, increase absenteeism, and have an impact on their well-being. Very little is known about managers’ perceptions in supporting their employees through workplace initiatives such as caregiver-friendly workplace policies (CFWPs). The purpose of this paper is: to examine managers’ experience(s) with employees that are engaged in formal paid care and informal care; to explore availability of CFWPs; and to explore managers’ standpoints on offering CFWPs to support their employees. Design/methodology/approach The authors draw on the findings from semi-structured qualitative interviews with 20 (n=20) managers working in the health care sector in an urban-rural region in Ontario, Canada. Findings Intersectionality analysis of participant interviews revealed three key themes: managers’ experiences with employees who are caregivers; knowledge and availability of CFWPs; and balancing business care with staff care. Practical implications Data were drawn from health care sectors in one community in Ontario, Canada and may not generalize to other settings. The small sample size and purposive sampling further limits the generalizability of the findings. Social implications Study findings can be applied to develop workplace policies and procedures that are responsive to workers who are providing unpaid care. Originality/value This study contributes to limited literature on manager’s perspectives in supporting employees through CFWPs.
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Nuruzzaman, Md, and Humayun Kabir Talukder. "Organizational Justice and Employees Service Behavior in the Healthcare Organizations in Bangladesh: An Agenda for Research." Bangladesh Journal of Bioethics 6, no. 3 (May 6, 2016): 10–24. http://dx.doi.org/10.3329/bioethics.v6i3.27614.
Full textAbstract:
Bangladesh is aspiring to achieve universal health coverage by 2030. In this regard, quality and efficient healthcare delivery have been regarded as a major challenge. Proper management of employees is crucial for service organizations like healthcare because in healthcare employees provide life saving services which make them unique from other non-health professionals. They directly interface with the patients or service seekers who make evaluative judgment of the quality of service delivered by the employees. Therefore, it is important that healthcare organizations (both public and private) comprehend specific organizational factors and issues that influence employees attitudes and behaviors, which ultimately affect their service behaviour at work. Drawing from the organizational justice principles and other management theories, this article presents a conceptual framework and a set of hypotheses regarding the relationships among distributive justice, procedural justice, interactional justice, employees citizenship behaviour, role prescribed behaviour and counterproductive behaviour for the healthcare organizations in Bangladesh. The purpose is to assist the policy makers and service providers in identifying desirable human resource management practices that healthcare organizations in Bangladesh should seek and engage in and at the same time, avoid undesirable practices in order to maintain optimum level of employee commitment, and citizenship behavior essential for ensuring quality and efficient service delivery to the communities. This article is theoretical but it has practical implications for the policy makers and service providers who are directly involved with service delivery system. It is also expected that the paper enriches the health service delivery literature and also advocates focusing on justice perspectives particularly in Bangladesh.
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Rychlicka-Maraszek, Katarzyna. "Book review of: Klaudia Śledzińska (ed.). Responsibility – Participation - Conscious Citizenship – The Dilemmas of Global Education. Warszawskie Wydawnictwo Sociologiczne. Warszawa 2017." Papers of Social Pedagogy 9, no. 2 (September 4, 2018): 67–70. http://dx.doi.org/10.5604/01.3001.0012.4390.
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In the contemporary world, modernising at an incredible pace, an increasing importance is being placed on education, which is supposed to prepare communities for this acceleration. A few areas can be separated during discussions on education: among the others it is the issue of competencies indispensable on the labour market of the future as well as values and global education. Such issues are also a starting point for the authors of the publication issued in English “Responsibility – Participation - Conscious Citizenship – The Dilemmas of Global Education. Global education – as it is the main subject matter of the publication - was implemented into Polish system of education in the school year 2009/2010 (it was placed in the core curriculum of general education). Prior to this, in 2002 in Maastricht European politicians developed Declaration of Global Education which put forward systemic solutions in this area. The significance of education in the world of multiculturalism and globalization was stressed out long before by researchers indicating the need to focus on such issues and prepare communities for the challenges of postmodernity. It emerges that after more than a dozen years of implementing and practicing global education there is still a need to intellectually deal with this difficult and complex notion. Real practice has revealed a number of areas which still are and will long continue to remain a challenge both for researchers and practitioners. The aim of the publication, edited by Klaudia Śledzińska, is to provide an answer to the question not so much about the essence of global education in Polish educational practice but rather about its axionormative dimension and values implemented in various social dimensions. The axis for deliberations undertaken by the authors is based on such values like responsibility, committed participation and social engagement. It is education – as observed by the editor in the introduction – that is supposed to “enhance the awareness and reflexive cognition of phenomena, social processes, interrelations between people and places, as well as to foster stronger social engagement” [s.8], It should also contribute to better understanding of mutual interrelations and the permeation of cultural, environmental, economic, social, political and technological systems. This, however requires a basic consensus regarding the understanding and interpretations of the values essential in education as well as their transmission methods. The publication is composed of three parts: the first two make an attempt to put in order the notions and conceptualize the categories of responsibility as well civic participation and civic society and akin ideas of a social bond and social capital. Part three deals with selected concepts of social life and experience, wherein we can discern the very essence of responsibility, participation and process towards conscious citizenship. Thus, presented are those aspects through which “we can appreciate the significance of educational actions towards the formation of responsible civic attitudes, notably work according to a corporational model, employee - volunteering, insurance reciprocity, horizontal and vertical gender segregation in scientific milieu as well as lifelong learning and activation of older people” [s.11]. It worth emphasizing several significant issues emphasized by the Authors and related to the notions related to global education, especially in the context of transformations of contemporary societies. One of them is a crucial issue present in public and academic discourse and dealing with the division of the world into global North and South, the impact of which is mostly “felt” by the countries of a global South. Global education which was supposed to increase sensitivity to the problems of inequality and bring closer or tame “the Other” has become an element of a specific symbolic violence and imposing on poor countries the civilizational and economic model incorporated in the countries of the North. Klaudia Śledzińska in her chapter focuses on a “hidden programme” of global education, thus a Europocentric, stereotyping model of creating a global awareness, taking no consideration of the specificity and local conditions, which the countries of the North “offer” to the global South. Another manifestation of organizing the world according to old post-colonial principles is “educational disease”, that is “forcing by the rich North the only vision of the development of the deprived regions, in both individual and group dimensions, by means of formal education towards achieving a high social status” [s.43]. Thus, paradoxically the present task of global education is to deconstruct itself and include/ take into consideration other perspectives and discourses, including the ones put forward by minorities. It is teaching responsibility, creating a strong personal subjectivity, stressing out respect to subjectivity of “the Other”, learning “out of Others and from Others [s.47]. Only such attitude where “personal subjectivity of “you” appears through “I” (and vice versa) (…) and thereby secures relationships which no longer carry the features of exploitation, injustice or dominance” [s.47]. In their publication, the Authors indicate and emphasize the significance of numerous citizen-making mechanisms, practices and strategies, which they place in the context of education, making it possible to disseminate and enhance them. Both the employee participation in companies, employee volunteering, pro-social activity on community portals but also more increasingly a common activity of women, the elderly not only on the labour market but also in the social sphere contributes to building a mature civic society. Nonetheless, it will not be lasting unless education provides substantial foundations based on commonly developed values. The proposal of the model of education offered in the publication means “focusing on teaching a pupil/student – not as an uprooted citizen of the world , but as a citizen endowed with his own unique identity, socially enrooted in concrete local contexts and capable of making rational choices”[s.52]. This statement - though perhaps controversial - gives the publication Authors- proprietary feature. It reveals that the recently depreciated locality and identity, built around universal values such as responsible partnership still remains valid. In the first chapters of the publication a certain nostalgia for the return of the “culture of character” instead of the currently functioning culture of personality is clearly seen (from the perspective of one of the authors, a crucial moment for an axio-normative shift and understanding responsibility took place in the early 20th century). It “was a shift from the culture of character to the culture of personality, from internal to external values” . “The culture of character was associated with the notions of, e.g.: citizenship, obligation, democracy, labour, honour, reputation, morality. The culture of personality, in other words, the culture of “making a good impression on others” and “standing out from the crowd” refers rather to the categories of: fascination, attractiveness, bewilderment, creativity, domination, strength, power or determination” [s.20]. Even though the publication is not easy to read and requires an attentive and careful reader, it is a great contribution to the discussion on the essence and directions of global education development, especially in its axionormative character. It is recommended not only for researchers but also non-academics who are committed to the idea of the world continuously improving but also learning from its own mistakes.
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Fatt. "The Impact of Organizational Justice on Employees Job Satisfaction: The Malaysian Companies Perspectives." American Journal of Economics and Business Administration 2, no. 1 (January 1, 2010): 56–63. http://dx.doi.org/10.3844/ajebasp.2010.56.63.
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Proper, Karin I., Martina C. de Bruyne, Vincent H. Hildebrandt, Allard J. van der Beek, Willem Jan Meerding, and Willem van Mechelen. "Costs, benefits and effectiveness of worksite physical activity counseling from the employer`s perspective." Scandinavian Journal of Work, Environment & Health 30, no. 1 (February 2004): 36–46. http://dx.doi.org/10.5271/sjweh.763.
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Harsono, Soni, Harry Widyantoro, Tjahjani Prawitowati, and Basuki Rachmat. "Perception, Gap and Reflection of Service-Oriented Organizational Citizenship Behaviors from the Perspective of Banking Employees and Customers in Indonesia." Religación. Revista de Ciencias Sociales y Humanidades 5, no. 23 (March 31, 2020): 118–25. http://dx.doi.org/10.46652/rgn.v5i23.605.
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The purpose of this study is to explore perceptions, gaps and relationships between the dimensions of Service-Oriented Organizational Citizenship Behaviors (S-OOCBs) and Service Quality (servqual) in terms of banking employees and customers. This study used a quantitative approach, involving 399 respondents consisting of 74 employees and 325 customers of Bank Perkreditan Rakyat (BPR) and Bank Pembangunan Daerah (BPD). This study proves that the average perception of BPR customers and employees on S-OOCBs and servqual is higher than that of BPD customers and employees. Based on the average gap of perceptions of the dimensions of S-OOCBs and servqual, the customers perceive that the employees have the dimensions of S-OOCBs in the same category as the employees’ self-evaluation. According to BPR/BPD employees and customers, all dimensions examined are the reflection of S-OOCBs. The S-OOCBs of both employees and customers of BPR and BPD have a significant positive effect on servqual. The results of this study have managerial implications because they are viewed from two sides, banking employees and customers, and are useful for banking management.
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Turshan, Mohammad Nader, and Naser Abdel Karim. "The Effect of Adopting Balanced Scorecard (BSC) as Strategic Planning Tool on Financial Performance of Banks Operating in Palestine." Asian Social Science 16, no. 1 (December 31, 2019): 95. http://dx.doi.org/10.5539/ass.v16n1p95.
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This research investigates the effect of BSC on the financial performance of banks operating in Palestine, across BSC’s four perspectives: financial; customers; internal business processes; innovation, growth and learning. It seeks to identify the relationship between BSC and the financial performance of banks operating in Palestine.
For this purpose, the research population comprises all 14 banks operating in Palestine. As a result of the small size of the population, the ‘complete census’ method has been used: the sample is the whole population. The questionnaire was distributed to 130 respondents (employees) at banks: branch managers, heads of departments, directors of departments and financial controllers. Financial performance was used as a dependent variable, while the following four independent variables served as hypothesized determinants: (i) financial perspective, (ii) customers’ perspective, (iii) internal business processes perspective, and (iv) innovation, growth and learning perspective. The Multiple Linear Regression test at 95% confidence was used, resulting in three significant variables: financial perspective; internal business processes perspective; and innovation, growth and learning perspective. Overall, the adjusted R2 = 0.62. This measure is acceptable, and reveals that the resulting model interprets 62% of the determinants of financial performance.
The most important results of this study are: (1) the BSC model can be used to enhance the financial performance of banks operating in Palestine, and (2) the customers’ perspective in the BSC model did not have the same effect as other perspectives. Moreover, (3) in their measurement of performance, banks operating in Palestine apply clear strategic performance measures, including traditional financial and non-financial measures, while noting that their use of these measures does not mean that they apply them under the remit of a BSC model. These measures can be reclassified within the four perspectives of the BSC model.
The main recommendations are that (1) banks operating in Palestine should implement BSC as an integrated system for strategic management, and as a means for decision-making by management. Its application achieves many advantages that enhance the competitive position and financial performance of banks. Furthermore, (2) banks operating in Palestine need to pay more attention to strategy, and measurements that are included in the customers’ perspective of BSC. There is also a need to (3) conduct training courses for bank employees on BSC and how it can be used. Finally, there is a need to (4) conduct further investigation of the effect of adopting BSC as a strategic planning tool on the financial performance of banks operating in Palestine, as well as (5) a study of the effect of BSC when taking into consideration the type of bank - Islamic or commercial, local or foreign.
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Singh, Ajay K., and Bhim Jyoti. "Factors Affecting Firm’s Annual Turnover in Selected Manufacturing Industries of India." Business Perspective Review 2, no. 3 (November 25, 2020): 33–59. http://dx.doi.org/10.38157/business-perspective-review.v2i3.206.
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Purpose: This study makes a comparison of the manufacturing sector and its determinants for India and selected Asian countries. It examines the factors affecting the annual turnover of randomly selected 154 firms in seven different industries of the Indian manufacturing sector.
Methods: In this study, the firm’s annual turnover is used as a dependent variable. Labor productivity, age, investment on plant & machinery, annual expenditure on marketing, total employees, production technology up-gradation, shortage of skilled workers, skills to improve the process, use of hi-tech tool and technique in production activities, technology transfer abilities, in-house R&D expertise, quality certification, foreign collaboration, waste management capabilities and building capacity of firms are used as independent variables. Regression coefficients of explanatory variables are assessed using linear, log-linear, and non-linear regression models.
Results: The study concluded that the firm's annual turnover has a significant association with technological development related variables, labor productivity, age, technology transfer abilities, in-house R&D expertise, quality certification, and waste management practices of firms.
Implications: It suggests that Indian policymakers need to adopt a strong IPRs, education, and S&T policy in research institutions. India needs to increase R&D expenditure and researchers in research institutions. Research institutions should collaborate with the existing industries to discover more technologies and innovations for the manufacturing sector. All research organizations must set up technology transfer offices to increase technology transfer and commercialization. Furthermore, India needs to set up hi-tech firms to face global challenges.
Originality: It uses primary data of 154 firms which are collected from seven different industries across Indian states. Thus, the study substantially contributes to the existing literature.
Limitations: This study considers seven different industries that have high diversity in socio-economic, science & technological and IPRs related activities, technology transfer, commercialization of technology, and association with research institutions. Therefore, this study cannot provide policy suggestions for a specific industry.
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Ren, Han, and Charles Weizheng Chen. "Why do Chinese employees engage in building supervisor-subordinate guanxi?" Chinese Management Studies 12, no. 1 (April 3, 2018): 148–63. http://dx.doi.org/10.1108/cms-07-2017-0203.
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Purpose This paper aims to explore why some Chinese subordinates will engage in building guanxi with their supervisor while others will not. The authors conceptualize subordinates’ initiative behaviors which aim at building up or improving guanxi with their supervisors through social interactions as supervisor–subordinate guanxi (SSG)-building behaviors. Guided by the theory of planned behavior (TPB), this study examines how three psychological antecedents (guanxi orientation as attitude, individual perception of group-level guanxi practice as subjective norm and person–supervisor [P-S] fit perception as perceived control) independently and interactively predict subordinates’ SSG-building behaviors. Design/methodology/approach The authors used a sample of 162 supervisor–subordinate dyads from four enterprises located in Southwest China. Findings Results indicated that P-S fit perception is most strongly related to subordinates’ SSG-building behaviors, followed by guanxi orientation and individual perception of group-level guanxi practice perception. Guanxi orientation is also found to strengthen the positive effect of P-S fit perception on subordinates’ SSG-building behaviors. Originality/value The authors’ findings shed light on the psychological mechanisms of Chinese subordinates’ behaviors to build up or improve guanxi with their supervisors, and advance the current understanding of SSG development from a planned behavioral perspective.
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Kouchaki, Maryam, Francesca Gino, and Yuval Feldman. "The Ethical Perils of Personal, Communal Relations: A Language Perspective." Psychological Science 30, no. 12 (November 13, 2019): 1745–66. http://dx.doi.org/10.1177/0956797619882917.
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Most companies use codes of conduct, ethics training, and regular communication to ensure that employees know about rules to follow to avoid misconduct. In the present research, we focused on the type of language used in codes of conduct and showed that impersonal language (e.g., “employees” or “members”) and personal, communal language (e.g., “we”) lead to different behaviors because they change how people perceive the group or organization of which they are a part. Using multiple methods, including lab- and field-based experiments (total N = 1,443), and a large data set of S&P 500 firms (i.e., publicly traded, large U.S. companies that are part of the S&P 500 stock market index), we robustly demonstrated that personal, communal language (compared with impersonal language) influences perceptions of a group’s warmth, which, in turn, increases levels of dishonesty among its members.
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Sadaraka, Lisa. "#Timesup - it’s time to take action." Hospitality Insights 2, no. 1 (June 18, 2018): 5–6. http://dx.doi.org/10.24135/hi.v2i1.28.
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Sexual harassment is prevalent in the hospitality industry with studies indicating that hospitality employees experience sexual harassment significantly more than employees in other industries. Studies also reveal that customers are generally the main perpetrators [1].
Like the Western world, tourism in the South Pacific has seen significant growth and is now the largest and fastest growing sector in the region [2]. However, despite tourism being the key economic driver for many Pacific Island countries, the prevalence of sexual harassment in this location is unknown. This study was conducted in the Cook Islands and investigated the sexual harassment experiences of hospitality employees, by customers. A qualitative approach was adopted involving in-depth interviews with 32 participants from across the industry. The study revealed a significant lack of awareness of sexual harassment and, given the lack of research attention in this region, it is anticipated that this problem is prevalent across the Pacific.
Consistent with previous studies [3], alcohol was considered to have the greatest influence on customer behaviour. Supporting Hayner’s [4] ‘moral holiday’ perspective, employees were of the view that visitors behaved inappropriately simply because they were away from home and had a sense of anonymity. A key outcome of the study were the new themes that emerged on ‘cause’, which were unique to the study and its location. The commodification of Cook Islands culture, in particular, the sexualisation of traditional dance and costumes, was perceived to reduce the sexual inhibitions of visitors. A lack of awareness around cultural norms, the hospitable nature of Cook Islanders and titillating marketing messages were also perceived to inadvertently influence visitor behaviour.
The ramifications of sexual harassment are serious and cannot be ignored by hospitality employers and managers. The study found that employees experienced a decline in their work performance, productivity, and overall job satisfaction. These outcomes are detrimental not only to individuals, but also to organisations, as they can increase costs and impact the bottom line [5]. Of particular concern, the study found that employees were leaving the industry because of sexual harassment. In light of the current labour market pressures in the Cook Islands tourism industry [6], the implications of this are grave. The research identifies a vital need for education and training with a focus on sexual harassment awareness, cultural awareness, body language and socials skills. The implementation of workplace policies and procedures on sexual harassment is also recommended. Implementing practical strategies at an operational level may also be beneficial for managers and owners. Bystander intervention is an effective approach and involves removing the harassed employee and replacing them with a colleague, before the situation escalates. Implementing host responsibility programmes to educate employees on the responsible sale and supply of alcohol is also recommended. Paramount to addressing the issue of sexual harassment, however, is a clear and visible commitment from management. Employers have an ethical responsibility to create a safe working environment for their employees. Our people are our greatest tourism asset. We need to protect them to ensure a sustainable tourism industry, both in the Pacific and elsewhere.
Corresponding author
Lisa Sadaraka can be contacted at lisa.sadaraka@aut.ac.nz
References
(1) Gettman, H. J.; Gelfand, M. J. When the Customer Shouldn’t be King: Antecedents and Consequences of Sexual Harassment by Clients and Customers. Journal of Applied Psychology 2007, 92(3), 757–770. https://doi.org/10.1037/0021-9010.92.3.757
(2) The World Bank. Tourism, 2016. http://pubdocs.worldbank.org/en/95491462763645997/WB-PP-Tourism.pdf (accessed Jun 7, 2018).
(3) Yagil, D. When the Customer is Wrong: A Review of Research on Aggression and Sexual Harassment in Service Encounters. Aggression and Violent Behavior 2008, 13(2), 141–152. https://doi.org/10.1016/j.avb.2008.03.002
(4) Hayner, N. S. Hotel Life and Personality. American Journal of Sociology 1928, 33(5), 784–795.
(5) Ineson, E. M.; Yap, M. H. T.; Whiting, G. Sexual Discrimination and Harassment in the Hospitality Industry. International Journal of Hospitality Management 2013, 35, 1–9. https://doi.org/10.1016/j.ijhm.2013.04.012
(6) Sugden, C.; Bosworth, M.; Chung, M.; Tuara, A. Cook Islands 2008 Social and Economic Report: Equity in Development, 2008. https://www.adb.org/sites/default/files/publication/29732/cook-islands-economic-report-2008.pdf (accessed Jun 7, 2018).
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Anant, Hardeep S., Ruchi Agarwal, and Babeet Gupta. "Mapping Employers Perspectives on Student Employability to Address Skills-Gaps in the United Arab Emirates." International Journal of Business Innovation and Research 1, no. 1 (2020): 1. http://dx.doi.org/10.1504/ijbir.2020.10023042.
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Randev, Kadumbri Kriti, and Jatinder Kumar Jha. "Sustainable Human Resource Management: A Literature-based Introduction." NHRD Network Journal 12, no. 3 (July 2019): 241–52. http://dx.doi.org/10.1177/2631454119873495.
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The concept of sustainability has deeply penetrated in all functions of management such as supply chain, organisational behaviour, human resource, strategic management and so on. But recently, sustainable human resource management (S-HRM) has garnered a significant amount of attention from industry practitioners and academicians due to the escalation of adverse impact of existing HRM approaches on employees, society and the environment ( Mariappanadar, 2003 , International Journal of Social Economics, 30(8), 906–923; 2014a, Human Resource Management Review, 24(4), 313–329; 2014b, Sustainability and Human Resource Management, Springer). Human resource sustainability is being desired by all because of its notable implications for both the employees and the organisations. Previous literature establishes that human resource management (HRM) practices play a vital role in determining organisational success and survival. Furthermore, the harmful impact of high performance work systems and their existing HRM practices on the well-being of employees and their families has made it even more pertinent for industry practitioners to identify mechanisms to reduce employee harm and increase human resource sustainability for organisational growth and well-being. A research report by the Society for Human Resource Management in 2010 and a few other scholars claim that S-HRM can help HRM practitioners to reduce the negative impact of business practices on employees, society and the environment ( Cohen & Taylor, 2012 , HR’s role in corporate social responsibility and sustainability; Daily & Huang, 2001 , International Journal of Operations & Production Management, 21(12), 1539–1552; Dumitrana, 2009 , Human resources role in sustainable development). However, S-HRM has been studied sporadically, and there is a lack of convergence in its understanding. It has been broadly defined with the help of various perspectives borrowed from literature on strategic HRM, corporate social responsibility, Green HRM and sustainable work systems. This article aims to explore the existing literature of S-HRM to develop a deeper understanding of the concept. Through a comprehensive literature review, this article also highlights the evolution of S-HRM along with its implications for employees, HR managers and the organisations that have been studied in the previous literature.
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Dohn, Nina Bonderup, and Christopher Kjær. "Language Is not Enough - Knowledge Perspectives on Work-Based Learning in Global Organisations." HERMES - Journal of Language and Communication in Business 22, no. 43 (August 30, 2017): 137. http://dx.doi.org/10.7146/hjlcb.v22i43.96878.
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In many larger organisations, increased globalisation has made more acute the need for a continuing competence development of employees, collaborators and customers. For logistic and financial reasons, companies such as Danfoss A/S and Danske Bank have chosen to deliver many of their competence development courses in a purely virtual setting, utilizing various synchronous and asynchronous ICT-tools. The aim of this article is to present a view of competence as ‘knowledge in practice’ and explore the pedagogical implications of this view for such ICT-based competence development. The ‘knowledge in practice’ of the competent employee, it is argued, is a unity of linguistically expressible and tacit (experiential and practical) aspects. The article discusses how competence development courses can be designed as work-based blended learning in order to at once support practitioners in invoking the tacit dimensions of their knowledge and in innovating the practices from which these tacit dimensions stem. A concrete example of a course design which meets these requirements is presented. The example concerns a case study conducted by C. Kjær at Danfoss in its global educational unit Danfoss Refrigeration & Air Condition Academy (Danfoss RA Web Academy).
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Yuntao Bai, and Heping Xue. "The Effects of Service Team Leader on Front-line Employee��s Trust and Service Performance: Two Perspectives in China." INTERNATIONAL JOURNAL ON Advances in Information Sciences and Service Sciences 5, no. 8 (April 30, 2013): 663–70. http://dx.doi.org/10.4156/aiss.vol5.issue8.80.
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Kim, Hyeonjoo. "Comparison of Strategic Leadership: Steve Jobs and Tim Cook." Business and Management Studies 6, no. 3 (September 10, 2020): 17. http://dx.doi.org/10.11114/bms.v6i3.5010.
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Research for leadership of CEO constructs understanding of effective way of improving organizational performance crucially. Behavior of employees as unconditionally following their leaders would be significant example of leader’s effective influence to employees. Factors of leadership may include cultural, environmental, individual and some other perspectives which benefit both employees and organizations. Valued Apple Inc.’s organizational performance would be focused in terms of leadership from CEOs.