Relevant bibliographies by topics / Employees psychology

Academic literature on the topic 'Employees psychology'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 August 2024

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Journal articles on the topic "Employees psychology"

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Liu, Qijun. "The Research on The Relationship Between Employee Psychology and Work Performance." Highlights in Business, Economics and Management 37 (July 18, 2024): 241–45. http://dx.doi.org/10.54097/mgnbq760.

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Employees' psychological well-being influences how well they operate at work., the subject of a paper examining the link between employee psychology and performance. Research shows that there is a strong relationship between employees’ mental health and their performance at work. First, mental health issues, such as anxiety and depression, can lead to poor concentration and mood swings in employees, which can reduce job performance. Secondly, positive psychological states, such as job satisfaction and emotional stability, are positively related to employees' creativity and innovation capabilities. This means that employees in a positive psychological state are more likely to realize their potential and improve their performance levels. Additionally, the relationship between the employee and the organization also has an impact on the link between psychology and performance. A good organizational climate, supportive leadership, and a fair reward system can help improve employees' mental health and, in turn, their performance. Therefore, since this has a big impact on enhancing employee performance, it is imperative that employers pay attention to the mental health of their staff and provide a welcoming and comfortable work environment.
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Zhao, Jie, Dongyang Wang, and XiaoFai Gao. "The curvilinear relation between coworker knowledge hiding and employee job crafting." Social Behavior and Personality: an international journal 51, no. 11 (November 1, 2023): 1–12. http://dx.doi.org/10.2224/sbp.12718.

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Drawing on relative deprivation theory, we explored the mechanism for the influence of coworker knowledge hiding on employee job crafting and the moderating role of supervisor developmental feedback from the perspective of status competition. Thus, we tested the tripartite interpersonal interactions among knowledge-hiding individuals, knowledge-seeking employees, and supervisors. We conducted a two-wave time-lagged study on 354 employees who worked for Chinese owned and operated companies in China. We found that there was an inverted U-shaped relationship between coworker knowledge hiding and employee job crafting, in which an employee's sense of relative deprivation played a mediating role. Furthermore, supervisor developmental feedback negatively moderated the relationship between coworker knowledge hiding and an employee's sense of relative deprivation. To increase the level of employee job crafting, managers should pay attention to the degree of employeeâ–™s sense of relative deprivation and attempt to moderate that by providing supervisor developmental feedback.
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Chintalapti, Neelima Rani. "Impact of employee motivation on work performance." ANUSANDHAN – NDIM's Journal of Business and Management Research 3, no. 2 (August 31, 2021): 24–33. http://dx.doi.org/10.56411/anusandhan.2021.v3i2.24-33.

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This paper endeavors to understand how an employee work performance could be influenced by the motivation ,as the employee work performance excel or fail depends upon the motivation .The research aims to define and understand the role of motivation on employees performance. To determine the motivation's root cause in employee's efficiency various theories of motivations are studied and their correlation with employee performance are detailed. The findings justified the influence on employees psychology and its high influence on employee work efficiency and effectiveness. The research will prove beneficial for researchers to understand the concept of motivation in organization behavior.
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Dos Santos, Luis M. "The Relationship between Organisational Psychology and Career Decision: A Study of Hospitality and Tourism Professionals." Academic Journal of Interdisciplinary Studies 10, no. 3 (May 10, 2021): 25. http://dx.doi.org/10.36941/ajis-2021-0061.

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Hospitality and tourism management is one of the rapid growth industries over the decades due to transportation developments. However, a significant concern of the current hospitality and tourism industry is frequent and high-level of employee turnover rate. The hospitality and tourism industry always required vocational skills and practical experiences which professionals could not gain from other business sectors and universities. Therefore, the replacement of employees, regardless of their grading and positions, is significantly expensive due to the additional costs of training and professional development. The purpose of this study is to explore and understand the reasons and motivations that cause employees and professionals in the field of hospitality to remain. Based on the Social Cognitive Career Theory, the results indicated that the sense of belonging and the balance between family responsibilities and work served as two of the key themes for their career decision. The results of this study may indicate that hotel leaders, managers, human resources planners and employers should take the results of this study as the opportunity to reform, polish and develop their employee’s satisfaction plan, training programmes and human resources planning in order to increase the satisfaction of their employees and reduce the turnover rate. Received: 11 February 2021 / Accepted: 30 March 2021 / Published: 10 May 2021
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Budiana, I. Made. "KINERJA KARYAWAN DITINJAU DARI KEPUASAN KERJA DAN KOMITMEN ORGANISASI." JURNAL LENTERA BISNIS 12, no. 3 (September 11, 2023): 996. http://dx.doi.org/10.34127/jrlab.v12i3.1032.

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Employee performance is very important aspect for every organization. Employee performance is determined as the achievements obtained by employees both qualitatively and quantitatively. The aim of this research is to examine the role of job satisfaction and organizational commitment on the performance of motor vehicle claims employees at PT. CAI. Job satisfaction is the result of employees' thoughts and feelings which describe the importance or unimportance, likes or dislikes of the employee's assessment of their work. Meanwhile, organizational commitment is an individual's interest in the values and goals of the organization. Data was taken from (N=25) motor vehicle claims officers using measuring instruments from Faculty of Psychology, Tarumanagara University. The research results show that job satisfaction does not have a significant effect on performance. Organizational commitment also shows no significant effect on performance. This research is very important to enrich theoretical studies of specific factors that influence employees Keywords: Job Satisfaction, Organizational Commmitment, Employees Performance
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Wu, Di, Haitianyu Lin, and Zhongming Wang. "Dampening entrepreneurial passion: The effect of observational monitoring on startup venture employees." Social Behavior and Personality: an international journal 49, no. 2 (February 4, 2021): 1–14. http://dx.doi.org/10.2224/sbp.9836.

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Observational monitoring of employees is becoming increasingly common in startup ventures in China, creating new problems regarding employee psychology—in particular, the diminishing of employee entrepreneurial passion. We conducted a survey with 303 employees of startups in China and found that observational monitoring was negatively associated with the employees' entrepreneurial passion for inventing because it eroded employee trust in management. However, when the employees perceived a high level of psychological safety, the negative effects of observational monitoring were mitigated. Theoretical and practical implications of these findings are discussed.
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Et al., Asiah Bidin. "LEGAL POSITION OF DOUBLE EMPLOYMENT IN MALAYSIA." Psychology and Education Journal 58, no. 2 (February 1, 2021): 1611–17. http://dx.doi.org/10.17762/pae.v58i2.2316.

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Double employment is a situation where an employee holds double paid jobs, either as an employee or as being self-employed. The issue of double employment has been subject to discussion and even has brought to industrial dispute between employer and employee which require the judicial intervention. While some employers allow their employees to engage in double employment, there are few legislations clearly prohibit this practice. In Malaysia, as to date there is no specific law regulating double employment by employees. This article aims to analyse the position of double employment in Malaysia.
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Istiqomah, Istiqomah, and Ayatullah Kutub Hardew. "Dynamics of Employee Engagement in Psychology Bureau Companies." Psikoborneo: Jurnal Ilmiah Psikologi 12, no. 2 (June 10, 2024): 196. http://dx.doi.org/10.30872/psikoborneo.v12i2.15441.

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Employee engagement is the commitment of employees to perform corporate tasks to achieve their goals, this commitment is in the form of employee involvement in work duties involving work roles, physical, cognitive and emotional conditions. Employees with corporate engagement are usually tied to companies that are in government agencies, large companies that are still in government agencies. Meanwhile, many private companies have unique work systems such as the X psychology bureau, which operates in the field of service providers for psychological services, especially in the field of organizational industry. The X psychology bureau requires a high employee commitment to the company's performance system referring to the project as agreed with the client, so employees will have a flexible work system following the client's demands. This research aims to find out the dynamics of employee engagement in X's psychology bureau which makes employees willing to work for the company. This study used a qualitative method of phenomenology type, with three main subjects in depth and one significant tothers, data analysis in this study using the Interpretative Phenomenologic Analysis (IPA) method. The results of this study show employees have engagement in the company due to support, facilities provided by companies such as a positive working environment, development of employees' self-potential by providing projects according to employees' working styles and being able to prepare employees for career. This study was able to provide implications for subsequent research to be able to develop and explore the theme of engagement at a company's psychology bureau that has a unique work system referring to a project based on an agreement with the client.Employee engagement merupakan komitmen karyawan dalam menjalankan tugas perusahaan untuk mencapai tujuannya, komitmen karyawan ini berupa keterlibatan karyawan dalam menjalankan tugas kerja yang melibatkan peran kerja, kondisi fisik, kognitif dan emosi. Karyawan yang memiliki engagement pada perusahaan biasanya terikat dengan perusahaan yang berada diinstansi pemerintah, perusahaan besar yang masih berada di instansi pemerintahan. Sementara itu banyak perusahaan swasta yang memiliki sistem kerja yang unik seperti pada biro psikologi X yang bergerak pada bidang penyedia jasa untuk layanan psikologi khususnya dalam bidang indutri organisasai. Biro psikologi X memerlukan komitmen karyawan yang tinggi untuk sistem kinerja perusahaan yang mengacu pada projek sesuai kesepakatan dengan klien, sehingga karyawan akan memiliki sistem kerja yang fleksibel mengikuti permintaan klien. Penelitian ini bertujuan untuk mengetahui dinamika employee engagement pada perusahaan biro psikologi X yang membuat karyawan bersedia bekerja diperusahaan. Penelitian ini menggunakan metode kualitatif jenis fenomenologi, dengan tiga subjek utama secara mendalam dan satu significant others, analisis data pada penelitian ini menggunakan metode Interpretative Phenomenologic Analysis (IPA). Hasil dari penelitian ini menunjukan karyawan memiliki engagement pada perusahaan karena terdapat dukungan, fasilitas yang diberikan oleh perusahaan seperti lingkungan kerja yang positif, pengembangan potensi diri karyawan dengan memberikan projek sesuai dengan gaya bekerja karyawan serta mampu mempersiapkan karyawan untuk ke jenjang karier. Penelitian ini mampu memberikan implikasi kepada penelitian selanjutnya untuk mampu mengembangkan dan menggali tema engagement pada perusahaan biro psikologi yang memiliki sistem kerja yang unik mengacu pada projek berdasarkan kesepakatan dengan klien.
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Nurhidayati, Restu, and Aulia Ramadhani. "Analisis Psychology Capital dan Kinerja Pegawai Puskesmas Rasana’e Timur Kota Bima." Journal of Education, Humaniora and Social Sciences (JEHSS) 5, no. 2 (November 9, 2022): 1248–56. http://dx.doi.org/10.34007/jehss.v5i2.1476.

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The research to describe psychological capital and employee performance in east Puskemas Rasana’e. The focus of this study is on psychological capital and employee performance. The method of this research is descriptive. Populations in this research are PNS 49 employees. The sampling used in this research is total sampling. Data on this research was collected by a questioner and shared with all employees, as many as 49 respondents. The result is that employees had good psychological capital with a score of 4.70. This above-value average has a minimum of 1 maximal 6. And employee performance had a good score of 3.30. This above-value average has a minimum of 1 maximal 5. Psychology capital has four dimensions: (self-efficacy, hope, resilience, and optimism). Each dimension has a contribution to every person's ability to do the job optimally. Employee performance means the employee is capable of a good task.
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Tian, Xizhou, and Yongjian Pu. "AN ARTIFICIAL NEURAL NETWORK APPROACH TO HOTEL EMPLOYEE SATISFACTION: THE CASE OF CHINA." Social Behavior and Personality: an international journal 36, no. 4 (January 1, 2008): 467–82. http://dx.doi.org/10.2224/sbp.2008.36.4.467.

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At present, the hotel employment sector in China has a high rate of employee turnover compared to other services. This is not unlike other countries. The reason for the turnover among hotel employees may be lower worker satisfaction resulting in decreased – or no – loyalty to employers. This study was based on an Artificial Neural Network (ANN). The factors influencing employee satisfaction were examined and the impacts of demographic characteristics on hotel employee satisfaction were analyzed. Results show that hotel employee satisfaction in China is low, hotel employee satisfaction differs by age and gender, and that professional development opportunities for employees and the long-term growth prospects of the hotels themselves are the most important contributors to employee satisfaction. On the basis of these findings, several recommendations for improving employee satisfaction, thereby sustaining the long-term economic health of China's hospitality industry, are provided.
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Dissertations / Theses on the topic "Employees psychology"

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Jones, Jason R. "Favorable treatment and perceived organizational support the influences of desire for control and need for cognition /." Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file, 28 p, 2007. http://proquest.umi.com/pqdweb?did=1253511241&sid=2&Fmt=2&clientId=8331&RQT=309&VName=PQD.

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Bryce, Rupert. "A comparative view of coaching and training and their effect on goal attainment /." [St. Lucia, Qld.], 2006. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19382.pdf.

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Hoebbel, Don. "Women at work motivational factors to career advancement in a production setting /." Online version, 1998. http://www.uwstout.edu/lib/thesis/1998/1998hoebbeld.pdf.

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Williams, Gary. "Researching and developing mental health and well-being assessment tools for supporting employers and employees in Wales." Thesis, Cardiff University, 2014. http://orca.cf.ac.uk/71443/.

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The assessment and management of mental health and psychological well-being is an important issue in applied settings such as the workplace. In these settings however, the issues of practicality in terms of the resources available to devote to assessment and management are limited. This thesis presents research which aims to establish whether a single-item, multidimensional approach can be used to provide a practical way of measuring well-being in a short space while assessing and predicting well-being to a comparable level to traditional multi-item scales. Single-item measures were developed to assess well-being in terms of circumstances, individual differences, personality, and outcomes. These items were compared to multi-item measures in terms of their ability to measure the constructs in question and to predict well-being outcomes from predictor variables in samples of university staff, nurses, and students. The results indicate that many of the items are comparable to their multi-item counterparts and that single-item predictor measures can predict significant variance in well-being outcomes in both working adults and students. The result is a set of items that can be combined to create a wellbeing assessment tool that identifies well-being issues and potential causes. An example tool was prototyped in a small Welsh mental health support business.
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Church, Allen Dale. "Systematic Approaches to Motivating Fire Service Employees." Thesis, Grand Canyon University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3563140.

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Firefighters are known for putting their own lives on the line in order to protect others' lives and property. The events of September 11th, 2001, pointed this out to the entire nation. The fact that firefighters are willing to run into burning buildings while others are trying to get out, or face situations that others find horrific, points to the fact that these individuals are motivated to serve and put service above self. However, even firefighters deal with issues of chronic stress and burnout. Considering the critical role firefighters play in society, it is important to delineate what motivates them to persevere in their chosen field. Firefighters across the country may be either volunteers, typically in smaller rural settings, or paid professionals in urbanized communities. This dissertation provided research into intrinsic and extrinsic motivation relative to professional firefighters in a union environment. Through quantitative research involving a nonexperimental design with a validated and reliable survey instrument, fire chiefs and union represented firefighters were queried as to the degree that firefighters were intrinsically or extrinsically motivated. The results showed that firefighters were, for the most part, motivated through intrinsic means. However, the collected data also demonstrated that extrinsic motivation through forms of recognition is also desired by firefighters. The overall result of this research provides options for fire service leaders to consider in maintaining a highly motivated cadre of firefighters, and thus reducing the potential for chronic stress and burnout to occur.

Keywords: Firefighters, intrinsic motivation, extrinsic motivation

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Perkins, Scott. "Self-Regulation and Physical Activity in WKU Employees." TopSCHOLAR®, 2013. http://digitalcommons.wku.edu/theses/1233.

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Many Americans do not engage in the recommended amount of physical activity, and thus do not receive the potential physical and mental health benefits from physical activity. Stage of change is a model that categorizes individuals into one of five stages based on behavior and intentions for future behavior. This model is useful for promoting physical activity because it allows for tailoring of interventions to individuals with different physical activity levels and readiness for change. The main purpose of this research was to test if more adaptive scores for Essential Self-Regulation Model (ESRM) constructs are found for persons in higher stages of change. Analyses included 96 Western Kentucky University faculty and staff to test the hypothesis that as stage of change increases, the more adaptive the scores will be in regard to the ESRM constructs, including: self-determination (i.e., subtypes of motivation), self-efficacy, attributions, goal setting, strategy use, and self-monitoring. The results supported this hypothesis for intrinsic, integrated, and identified subtypes of motivation, cost, self-efficacy, and goal setting. Constructs that were not significant but had results in the hypothesized direction were introjected and amotivated subtypes of motivation, strategy use, and selfmonitoring. Attribution scores resulted in the opposite of the hypothesized direction. Conclusions, limitations, implications, and suggestions for future research are discussed.
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Meyer, Kevin D. "Refinements to ASA research : shifting the focus to focal traits /." Access abstract and link to full text, 2008. http://0-wwwlib.umi.com.library.utulsa.edu/dissertations/fullcit/3305717.

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Krejčová, Petra. "Motivation of Employees in Health Care." Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-81874.

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The main aim of this thesis is to analyse and discuss selected aspects of Czech healthcare environment and their influence on motivation and job satisfaction of doctors. The hypotheses and assumptions based on the analyses in the theoretical part were tested in the form of detailed employee satisfaction questionnaire research conducted in Hospital Prachatice, a small healthcare facility in South Bohemia. Even though the overall situation in Czech healthcare is rather escalated and bitter, the results of the research were better than expected and showed that the new hospital management is working hard on improving the relationships, communication with medical personnel, as well as overall situation in Hospital Prachatice. Even though there is still a long way ahead of them, they seem to be moving in the right direction.
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Horwitz, Stanley Edwin. "Positive work-family spillover amongst white-collar employees." Master's thesis, University of Cape Town, 2006. http://hdl.handle.net/11427/5867.

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Barcus, Sydney Anne Guarnaccia Charles Anthony. "The impact of training and learning on three employee retention factors job satisfaction, commitment and turnover intent in technical professionals /." [Denton, Tex.] : University of North Texas, 2008. http://digital.library.unt.edu/permalink/meta-dc-9797.

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Books on the topic "Employees psychology"

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Adrian, Furnham, ed. The psychology of personnel selection. Cambridge: Cambridge University Press, 2010.

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Lucacio, John. Employers are Sharks, employees are Little Fish: How can Little Fish protect themselves from sharks. San Simeon, Calif: R.J. Pub., 1997.

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Whitten, Neal. Becoming an indispensable employee in a disposable world. Englewood, N.J: Prentice Hall, 1995.

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L, Cooper Cary, Quick James C, and Schabracq Marc, eds. Work and health psychology: The handbook. 3rd ed. Hoboken: John Wiley & Sons, 2009.

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Dominic, Cooper. The psychology of personnel selection: A quality approach. London: Routledge, 1995.

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Osgood, Don. Breaking through. Old Tappan, N.J: F.H. Revell, 1986.

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Jensen, Peter. The winning factor: Inspire gold-medal performance in your employees. New York: American Management Association, 2012.

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Cromack, William H. Hire me!: Maximize your earning potential by becoming a great employee. Austin, TX: Wizard Academy Press, 2006.

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Ermolaeva, E. P. Ot︠s︡enka realizat︠s︡ii professionala v sisteme "chelovek--professii︠a︡--obshchestvo". Moskva: In-t psikhologii RAN, 2011.

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Dąbek, Michał. Zainteresowanie własną pracą jako podstawa rozwoju zawodowego. Wrocław: Wydawn. Uniwersytetu Wrocławskiego, 1987.

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Book chapters on the topic "Employees psychology"

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Busch, Christine, Henning Staar, Carl Åborg, Susanne Roscher, and Antje Ducki. "The Neglected Employees." In Contemporary Occupational Health Psychology, 98–123. Oxford, UK: Wiley-Blackwell, 2010. http://dx.doi.org/10.1002/9780470661550.ch6.

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Riggio, Ronald E., and Stefanie K. Johnson. "Assessing and Selecting Employees." In Introduction to Industrial/organizational psychology, 102–36. 8th ed. New York: Routledge, 2022. http://dx.doi.org/10.4324/9781003143987-6.

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Diefendorff, James M., and Megan M. Chandler. "Motivating employees." In APA handbook of industrial and organizational psychology, Vol 3: Maintaining, expanding, and contracting the organization., 65–135. Washington: American Psychological Association, 2011. http://dx.doi.org/10.1037/12171-003.

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Garnham, Wendy. "Are you keeping your employees happy?" In Applied Psychology for Foundation Year, 93–110. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003329763-6.

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Riggio, Ronald E. "Methods for Assessing and Selecting Employees." In Introduction to Industrial/Organizational Psychology, 110–44. Seventh Edition. | New York : Routledge, [2017] | Revised edition of the author’s Introduction to industrial/organizational psychology, 2013.: Routledge, 2017. http://dx.doi.org/10.4324/9781315620589-5.

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Cornish, Tinu, and EtlynJ Kenny. "Minority Ethnic Employees’ Experiences in the Workplace." In The Psychology of Ethnicity in Organisations, 11–35. London: Macmillan Education UK, 2017. http://dx.doi.org/10.1057/978-1-137-33014-7_2.

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Olaniyan, Oyeniyi Samuel. "Authentic Leadership, Psychological Capital, and Employees’ Well-Being." In The Positive Side of Occupational Health Psychology, 45–64. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-66781-2_5.

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Schapkin, Sergei A., and Gabriele Freude. "Neuronal Mechanisms of Working Memory Performance in Younger and Older Employees." In Engineering Psychology and Cognitive Ergonomics, 70–81. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-07515-0_8.

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Naim, Mohammad Faraz. "Tap the Experienced to Care for the Inexperienced: Millennial Employees’ Retention Challenge? Mentoring is the Solution." In Psychology of Retention, 379–93. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-98920-4_18.

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Kulkarni, Himani, Christopher Chong, and Megan Lam. "Impact of a Digital Intervention Tool for Workplace Behavior and Emotional Wellbeing on Employees’ Stress, Motivation, and Productivity." In Applied Psychology Readings, 95–103. Singapore: Springer Nature Singapore, 2023. http://dx.doi.org/10.1007/978-981-99-2613-8_6.

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Conference papers on the topic "Employees psychology"

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Humayra, Ismya, and Nurintan Sri Utami. "Stay or Out: Commitment and Employee Turnover Intentions among Indonesian Employees." In Proceedings of the 4th ASEAN Conference on Psychology, Counselling, and Humanities (ACPCH 2018). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/acpch-18.2019.12.

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Tamar, Muhammad, Nur Fajar Alfitra, Aulia Rezky Rahmadani, Felicia Leonardi, Firman Syah, Indri Alviolita Halim, Jihan Chairunnisa, Mutmainnah, Wijdan Rajh Hamza Al-Kraity, and Samuel Akpan Bassey. "Female Employees’ Work-Family Balance." In Interdisciplinary Conference of Psychology, Health, and Social Science (ICPHS 2021). Paris, France: Atlantis Press, 2022. http://dx.doi.org/10.2991/assehr.k.220203.011.

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Popravko, I. V., and YU V. Badalyan. "Study of conflict behavior of employees of a travel company." In Scientific Trends: pedagogy and psychology. ЦНК МОАН, 2020. http://dx.doi.org/10.18411/sciencepublic-04-05-2020-23.

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BELEAUA, ROXANA-ELENA, and ELENA COCORADĂ. "Procrastination, Stress and Coping in Students and Employees." In Psychology and the realities of the contemporary world. Romanian Society of Experimental Applied Psychology, 2016. http://dx.doi.org/10.15303/rjeap.2016.si1.a40.

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RUS, MIHAELA, MIHAELA LUMINITA SANDU, and MIHAIL GHEORGHE BANARIU. "Burnout syndrome at the employees in public institutions." In Psychology and the realities of the contemporary world. Romanian Society of Experimental Applied Psychology, 2016. http://dx.doi.org/10.15303/rjeap.2016.si1.a42.

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Chandra, Andy, Susanti, and David Junovandy. "Work Family Conflict and Work Engagement on Woman Employees at PT Sumatera Berlian Motors." In International Conference on Psychology. SCITEPRESS - Science and Technology Publications, 2019. http://dx.doi.org/10.5220/0009438601260130.

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"Organizational Behavior and Psychological Research of Enterprise Employees." In 2018 International Conference on Education, Psychology, and Management Science. Francis Academic Press, 2018. http://dx.doi.org/10.25236/icepms.2018.100.

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Marchenkova, YU V. "Dynamics of the level of emotional burnout of employees of visiting teams ambulance." In Scientific Trends: Pedagogy and Psychology. ЦНК МОАН, 2019. http://dx.doi.org/10.18411/spc-04-05-2019-15.

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BELEAUA, ROXANA-ELENA, and ELENA COCORADĂ. "Proactive Coping among University Employees. The Effects of an Intervention." In Psychology and the realities of the contemporary world. Romanian Society of Experimental Applied Psychology, 2016. http://dx.doi.org/10.15303/rjeap.2016.si1.a39.

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Artha, Bunga Indira, and Arum Etikariena. "Impact of Workplace Empathy Training on Employees’ Helping Behavior." In 3rd International Conference on Intervention and Applied Psychology (ICIAP 2019) and the 4th Universitas Indonesia Psychology Symposium for Undergraduate Research (UIPSUR 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.201125.021.

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Reports on the topic "Employees psychology"

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Samochowiec, Jakub, Johannes C. Bauer, and Kathrin Neumüller. Strategies for Dealing With the Labour Shortage – An Overview. Gdi-verlag, GDI Gottlieb Duttweiler Institute, June 2023. http://dx.doi.org/10.59986/hcmm6371.

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Abstract:
The Swiss labour market will shrink without immigration. But even with high immigrationnfigures, it will not be possible to maintain the previous growth of the labour market. Employers need to adapt to this situation. This study compiles and arranges different measures for dealing with the labour shortage, with the aim of showing different approaches to deal with the situation. The measures are arranged following the formula: Number of person-hours x efficiency = output The increase in the number of person-hours includes, on the one hand, measures to make employers more attractive. These are relative competitive advantages in the labour market. In a survey, 1,000 employees from German-speaking Switzerland were asked about their satisfaction with different aspects of their work and these areas of satisfaction were compared with their overall satisfaction, loyalty toward their employer and intentions of quitting their jobs. It showed that development opportunities (both personal and in terms of their career) and the appreciation by an employer who matches one’s values are the most important employer attributes for employees, but it is precisely the development opportunities that are often not offered to a satisfactory extent. The increase in the number of person-hours comprises, on the other hand, measures to expand labour market participation, which means that more person-hours are worked in the market. There are many options for this. Where remote working has become the norm, there are not many obstacles to offshoring work abroad. In addition, pensioners are open to working on a project-by-project basis and, if need be, could be recruited via “gig-economy” style platforms for individual tasks. A corporate platform could lower the hurdle for pensioners who worked for that company (in terms of psychology and also the bureaucracy) and create a broad but casual recruitment pool. Furthermore, career and pension advice could encourage women to increase their working hours or at least to not to give up their jobs completely despite high childcare costs. Political measures could also be introduced to lower the latter. It is probable that the labour market of the future will have to cope with fewer people, despite all efforts to increase person-hours. The formula suggests another factor: the increase in efficiency. Automation of work processes is one example of an efficiency measure. In a survey of managers, half of the respondents thought that about 20% of the work could already be automated today. However, there was a lack of competencies (also a consequence of the labour shortage), of a technology-savvy culture and of confidence that quality can be maintained. In addition, respondents to the employee survey also perceive about 20% of the work they do as unnecessary (excessive emails, meetings, administrative tasks, etc.). This is partly attributed to too much in-house bureaucracy and too many managers – which is the occupational group that has grown the most in the swiss labor market since 1991. The connection between wages and value generation seems to be restricted both within companies and in society as a whole. The labour shortage is often also caused by an allocation problem. Even measures to increase efficiency do not necessarily lead to less need for staff. Rather, the consequence of increased efficiency is often an almost automatic expansion GDI Gottlieb Duttweiler Institute 5 of output. In order to cope with the labour shortage, it is necessary to deal with output carefully and to reflect on where output should be expanded, capped or even reduced so that any reduction in output is done in a controlled manner. Especially in the context of an increasing relevance of sustainability, there are services and products in all companies that need to be questioned and the elimination of which would promote the credibility of sustainability strategies and thus also increase the chance that the corporate values match those of young employees. Perhaps other legal forms are necessary in order to avoid the pressures for growth which are linked with a shareholder structure. Alternative models are possible.
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