Relevant bibliographies by topics / Employer attitude surveys

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Employer attitude surveys'

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

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Journal articles on the topic "Employer attitude surveys"

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B. Juera, Walter. "Evaluating The Bachelor Of Sciences In Office Administration Practicum Program: A Comprehensive Assessment Of Student Profiles, Host Evaluations, And Student Feedback." Journal Of Business Leadership And Management 2, no. 1 (February 22, 2024): 30–47. http://dx.doi.org/10.59762/jblm845920462120240205151558.

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This study aims to evaluate the BS in Office Administration practicum program by assessing students’ profiles, employer ratings, student feedback, and the relationships between different variables. The research objectives include profiling the students participating in the program, assessing employer evaluations of students’ performance, gathering feedback from students, examining the relationships between grades, employer ratings, and student feedback, and exploring the relationship between employer ratings and students’ performance. The study utilizes a descriptive research design and collects data through records, employer ratings, student feedback questionnaires, and surveys. Data analysis involves descriptive statistics, correlation analysis, and thematic analysis. The findings reveal that the majority of students are female, with a high percentage of students aged 21. Students generally perform well, with excellent attendance and punctuality. Employer evaluations indicate excellent performance in attendance, punctuality, performance, and general attitude. Students provide positive feedback, highlighting alignment with their field, challenging experiences, and positive working relationships. Correlation analysis shows no significant relationship between grades and employer ratings or student feedback. However, moderate positive relationships exist between grades and attendance, punctuality, performance, and general attitude. The study concludes that the practicum program effectively prepares students for the office administration sector, but recommends further focus on gender equality, career development, industry partnerships, continuous improvement, and feedback mechanisms. The findings contribute to enhancing the program’s curriculum and support systems, ultimately improving student outcomes and employer satisfaction.
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Bryson, Alex, Harald Dale-Olsen, and Kristine Nergaard. "Gender differences in the union wage premium? A comparative case study." European Journal of Industrial Relations 26, no. 2 (April 12, 2019): 173–90. http://dx.doi.org/10.1177/0959680119840572.

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Trade unions have changed from being male dominated to majority-female organizations. We use linked employer–employee surveys for Norway and Britain to examine whether, in keeping with a median voter model, the gender shift in union membership has resulted in differential wage returns to unionization among men and women. In Britain, while only women receive a union wage premium, only men benefit from the increased bargaining power of their union as indicated by workplace union density. In Norway, however, both men and women receive a union wage premium in male-dominated workplaces; but where the union is female dominated, women benefit more than men. The findings suggest British unions continue to adopt a paternalistic attitude to representing their membership, in contrast to their more progressive counterparts in Norway.
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Rogelberg, Steven G., Alexandra Luong, Matthew E. Sederburg, and Dean S. Cristol. "Employee attitude surveys: Examining the attitudes of noncompliant employees." Journal of Applied Psychology 85, no. 2 (April 2000): 284–93. http://dx.doi.org/10.1037/0021-9010.85.2.284.

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Stepus, Irina S., Anna V. Simakova, and Evgeny A. Pitukhin. "Applicability of online professional education to the conditions of the Arctic zone: the viewpoint of employers." Perspectives of Science and Education 52, no. 4 (September 1, 2021): 108–20. http://dx.doi.org/10.32744/pse.2021.4.7.

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Introduction. Labor markets in the regions of the Arctic zone of the Russian Federation are challenged with the needs for personnel who have to work in the extreme conditions of the Far North. This objective circumstance imposes special, often increased requirements for the qualifications and level of training of job seekers, including the quality of their education. The relevance of this study is due to the increasingly popular online form of education, which is characterized by both advantages associated with the availability of such education and its safety in the era of a pandemic, and disadvantages associated with the quality of education received. The purpose of the study is to analyze the demand for specialists who have received professional education online in the labor market of the regions of the Arctic zone of the Russian Federation. Materials and methods. The information base of the study was the results of surveys of more than 2,200 employers from the territories of all 9 constituent entities of the Russian Federation included in the Arctic zone. The surveys were conducted using online survey methods. The methods of descriptive statistics, system analysis and comparative data analysis were used when processing the survey results. Research results. The applicability of obtaining professional education in online form for the conditions of the Arctic zone is approved by 58% of the surveyed employers, and 42% have a negative attitude to this practice. Only every third employer surveyed considers the online education system existing in the RF AZ as a whole to meet their requirements for this type of training. At the same time, over 40% of employers in all Arctic regions expressed their readiness to hire specialists with a diploma in online education. The results of the survey, presented in the context of the Arctic regions and types of economic activity, showed a heterogeneous attitude of the employers to the issues under study. Discussion and conclusion. The results obtained confirmed the importance for the employers of the RF AZ of personnel training issues using online training, which has both a number of undoubted advantages for the Arctic territories and limitations. An important trend in the development of the study is to assess the capabilities of the existing system of distance online education from the perspective of the subjects of education themselves – universities and colleges located in the Arctic zone of Russia.
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Herr, Raphael M., Luisa Leonie Brokmeier, Joachim E. Fischer, and Daniel Mauss. "The Benefits of an Employee-Friendly Company on Job Attitudes and Health of Employees: Findings from Matched Employer–Employee Data." International Journal of Environmental Research and Public Health 19, no. 15 (July 25, 2022): 9046. http://dx.doi.org/10.3390/ijerph19159046.

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Background: This study explored the association of an employee-friendly work environment with employees’ job attitudes (engagement, commitment, turnover intentions, and job satisfaction), and health (mental and general health), applying matched employer–employee data. Methods: The German Linked Personnel Panel (LPP; n = 14,182) survey simultaneously captures the data of employees and the human resources (HR) management of companies. A two-step cluster analysis of 16 items of the HR valuation identified relatively more- and less-employee-friendly companies (EFCs). Logistic regressions tested differences between these companies in the assessment of job attitudes and health of their employees. Results: Compared to less-EFCS, more-EFCS had a reduced risk of poorer job attitudes and substandard health of their employees. For example, the risk for higher turnover intentions was reduced by 33% in more-EFCS (OR = 0.683, 95% C.I. = 0.626–0.723), and more-EFCS had an 18% reduced chance of poor mental health reporting of their employees (OR = 0.822, 95% C.I. = 0.758–0.892). Conclusions: More-EFCS have more motivated and healthier employees. The most distinct factors for more-EFCS were: the existence of development plans for employees, opportunities for advancement and development, and personnel development measures.
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Klingner, Donald, Gary Roberts, and Valerie L. Patterson. "The Miami Coalition Surveys of Employee Drug Use and Attitudes: A Five-Year Retrospective (1989–1993)." Public Personnel Management 27, no. 2 (June 1998): 201–22. http://dx.doi.org/10.1177/009102609802700207.

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Employees of many businesses and government agencies in metropolitan Miami (Dade County, Florida) took five voluntary annual surveys (1989–1993) regarding their attitudes toward and use of drugs. The Workplace Drug Survey data indicated three positive conclusions about employee drug use and attitudes for Dade employees. Overall, reported illicit drug abuse rates are low when compared with national norms, and most employees know that their employer has a policy on alcohol and drug abuse. Employers also refer employees with drug or alcohol problems to an Employee Assistance Program (EAP). This demonstrates the effective information campaign conducted by the Miami Coalition. In addition, these results are likely to be representative of major Dade County employers, public and private.
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Skučienė, Daiva, and Julija Moskvina. "EMPLOYERS’ POLICIES AND ATTITUDES TOWARDS THE PERFORMANCE OF OLDER EMPLOYEES IN LITHUANIA." Business: Theory and Practice 20 (December 17, 2019): 476–84. http://dx.doi.org/10.3846/btp.2019.44.

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The ageing labour force is the one of the main challenges for the labour market in Lithuania. The working career of older employees very much depends on the policies and attitude of employers. Thus, the aim of this paper is to analyse the policies and attitudes of Lithuanian employers towards older employees. The data of Eurobarometer 76.2 in 2011 and the data of the employers’ survey in Lithuania in 2014 were used for the implementation of the goal. The construction, trade, education, health care and public administration sectors were selected on arbitrary basis. The respondents were surveyed by telephone. The sample of the survey included 216 managers or staff managers. The employers in primary data of Eurobarometer 76.2 were defined as general and middle managers. The data were analysed using the method of factor analysis. The secondary Eurostat data were used for the analysis of socioeconomic context. The legal norms were analysed using national documents. The main findings of the research reveal the general positive attitude of employers towards older workers in Lithuania. However, the existing workplace practice gives little encouragement for prolonging the working career in older age due to obsolete cultural and legal norms.
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Moore, David G. "Employee Attitude Surveys in the United States." Relations industrielles 11, no. 3 (February 19, 2014): 150–60. http://dx.doi.org/10.7202/1022620ar.

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Summary The Author first discusses generally the employee attitude survey, describing the techniques commonly used, evaluating the ordinary questionnaire technique with its many drawbacks and limitations; these, however, can be — and have been — gradually corrected with time, and one of them has been refined into an instrument called the SRA Employee Inventory. The rest of the article is spent describing and assessing the Inventory, and finally giving the results and trends in employee attitudes which it has yielded.
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Kampkötter, Patrick, Jens Mohrenweiser, Dirk Sliwka, Susanne Steffes, and Stefanie Wolter. "Measuring the use of human resources practices and employee attitudes." Evidence-based HRM: a Global Forum for Empirical Scholarship 4, no. 2 (August 1, 2016): 94–115. http://dx.doi.org/10.1108/ebhrm-09-2015-0037.

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Purpose – The purpose of this paper is to introduce a new data source available for researchers with interest in human resources management (HRM) and personnel economics, the Linked Personnel Panel (LPP). Design/methodology/approach – The LPP is a longitudinal and representative employer-employee data set covering establishments in Germany and a subset of their workforce and is designed for quantitative empirical human resource research. Findings – The LPP employee survey applies a number of established scales to measure job characteristics and job perceptions, personal characteristics, employee attitudes towards the organization and employee behaviour. This paper gives an overview of both the employer and employee survey and outlines the definitions, origins, and statistical properties of the scales used in the individual questionnaire. Practical implications – The paper describes how researchers can access the data. Originality/value – First, the data set combines employer and employee surveys that can be matched to each other. Second, it can also be linked to a number of additional administrative data sets. Third, the LPP covers a wide range of firms and workers from different backgrounds. Finally, because of its longitudinal dimension, the LPP should facilitate the study of causal effects of HRM practices.
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Guerrazzi, Marco. "Workforce ageing and the training propensity of Italian firms." European Journal of Training and Development 38, no. 9 (October 28, 2014): 803–21. http://dx.doi.org/10.1108/ejtd-06-2014-0047.

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Purpose – The purpose of this paper is to take into consideration the propensity to offer vocational training of a large sample of Italian private firms by retrieving cross-sectional data from INDACO (2009). Design/methodology/approach – Estimating a probit model, the author assesses how the age and the gender composition of the employed workforce, as well as a set of relevant corporate characteristics, such as size, sector, geographical location, innovation strategies, R&D investments and use of social safety valves, are linked to the willingness of firms to supply on-the-job training. Findings – First, as far as the average age of the whole employed workforce is concerned, it was found that the propensity of surveyed firms toward training provision follows an inverted U-shaped pattern. Furthermore, it was shown that larger firms have a higher training propensity with respect to small firms, and the same attitude holds for productive units that adopted innovation strategies and/or invested in R&D projects. By contrast, it was found that the propensity to support training activities is negatively correlated to the percentage of employed women and the use social valves. Research limitations/implications – The sample of business units taken into consideration is quite large, but it has some biases toward larger and manufacturing firms. Moreover, the cross-sectional perspective of the analysis does not allow implementation of the finer identification procedures that can be applied with panel data. Furthermore, the lack of employer – employee linked data does not allow to fully address the issue of compliance to training activities. Social implications – From a policy point of view, the results shown throughout the paper suggest some broad guidelines. First, especially in small firms, vocational training for young and older workers should be somehow stimulated. Moreover, as far as mature employees are concerned, those interventions should be framed in an active ageing perspective. Subsidies and targeted job placement programmes are often claimed as being the most appropriate ways to improve the underprivileged position of older workers. However, continuous learning during the whole working life still appears as the most effective device to reduce the employment disadvantages in the older years. Originality/value – While there are a number of papers that study the age patterns of training participation by using workers’ data retrieved from personnel and/or labour force surveys, this work is the first attempt to provide a probabilistic assessment of the decisions of Italian firms regarding training provision by taking into account the ageing perspectives of the incumbent workforce.
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Dissertations / Theses on the topic "Employer attitude surveys"

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Sucharski, Ivan Laars. "Influencing employees' generalization of support and commitment from supervisor to organization." Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file, 191 p, 2007. http://proquest.umi.com/pqdweb?did=1253510051&sid=2&Fmt=2&clientId=8331&RQT=309&VName=PQD.

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Smith, Kaye M., and mikewood@deakin edu au. "Employer satisfaction with employees with a disability." Deakin University. School of Health Sciences, 2002. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20050815.160034.

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Previous research that addressed determents of employer satisfaction with employees with a disability (EWDs) mainly targeted employers’ perceptions of workplace performance. This thesis used quantitative and qualitative approaches to examine perspectives of employers and disability employment service providers (DESPs) on the complex nature of employer satisfaction with EWDs within an ecological paradigm. Three studies were undertaken. The first analysed questionnaire ratings for 656 employers of workplace performance of EWDs. Analyses found: (1) employers rated EWDs lower than non-disabled employees (NDEs) on employer satisfaction and work performance; (2) determinants of employer satisfaction differed between EWDs and NDEs; (3) employers were more satisfied with EWDs than NDEs in relation to work performance; (4) lower comparative ratings on employer satisfaction for EWDs influenced future employment intentions toward people with a disability; (5) employers’ perceptions of job-match affected ratings on employer satisfaction and performance; (6) effects of job-match on employer satisfaction were direct and indirect, through work performance; and (7) variables representing job-match were relatively more important to employers’ decisions to hire and retain a person with a disability than variables representing Social Concerns and employer/management items. A theoretical model that depicted the influence of processes (job-match) and outcomes (work performance) on employer satisfaction with EWDs was supported. The second study analysed questionnaire ratings from 36 non-employers of EWDs. Findings indicated very similar responses between employers and non-employers of EWDs on experiences related to employer satisfaction with NDEs. Views about the relative importance of variable related to hiring and retaining a person with a disability suggested that generalising findings from the first study to all employers was reasonable. The third study analysed data from interviews with 50 employers and 40 DESPs; and questionnaire responses for 56 DESPs and 36 non-employers of EWDs. This study validated the importance of job-match to successful employment outcomes; suggesting DESPs were undervaluing their services to the employers. The study also showed that Bronfenbrenner’s Ecological Systems Theory provided a relevant framework with which to interpret complex information from different stakeholders, important to understanding employer satisfaction. In summary, employer satisfaction was shown to be a relative concept that varied with referent, and a developmental phenomenon that was influences by many factors operating and interacting at a number of ecological levels. Policies and practices to promote employer satisfaction with EWDs need co-ordinated approaches that recognise the influence of contexts internal and external to the workplace and the dynamic nature and interrelationships of characteristics within these contexts.
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Wong, Man-kit Bernard. "An evaluation study of hearing conservation measures and the effects of industrial noise in Hong Kong /." Hong Kong : University of Hong Kong, 2002. http://sunzi.lib.hku.hk/hkuto/record.jsp?B25436065.

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Barbeite, Francisco. "Importance of learning and development opportunity to job choice decisions." Thesis, Georgia Institute of Technology, 2001. http://hdl.handle.net/1853/28567.

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White, Janice M. "Are schools preparing students for the regional workforce? teacher and employer perspectives /." Connect to resource online, 2009. http://library2.sage.edu/archive/thesis/ED/2009baker_e.PDF.

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Thesis (E.Ed.)--The Sage Colleges, 2009.
"A Doctoral Research Project presented to Associate Professor Daniel Alemu, Doctoral Research Committee Chair, School of Education, The Sage Colleges." Suggested keywords: workforce preparation; perceptions of employers and teachers; 21st centuary knowledge; skills and abilities; proficiency of high school graduates. Includes bibliographical references:(p. 69-74).
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Collins, Robert. "Engineering graduate preparedness for the workplace employer assessments of outcome based education /." abstract and full text PDF (UNR users only), 2008. http://0-gateway.proquest.com.innopac.library.unr.edu/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3339098.

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Wong, Man-kit Bernard, and 黃文傑. "An evaluation study of hearing conservation measures and the effects of industrial noise in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2002. http://hub.hku.hk/bib/B31255358.

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Maxwell, Carol Monica. "The Promotion and Marketing of Leadership Training: Implications for Practice." Thesis, Griffith University, 2015. http://hdl.handle.net/10072/368156.

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Leadership training has become increasingly popular since the latter part of the twentieth century, to the point where it is currently the highest form of non-industry specific workplace training. The number of programs on the internet offered to people in cross-sectional enterprises ranging from blue-collar manual labourers to white-collar executive exposed this popularity. It would seem from my research that employers and employees have developed an uncritical acceptance of the benefits of leadership training and that both parties hold high expectations for the outcome post-training. This research project highlights that these ideas are problematic because employees and employers have different expectations post leadership training. The initial focus of the research was to identify what led to the popularity of leadership training by focusing on why employers offer this form of training to their employees and what motivates employees to participate. Later, the emphasis moved to the expectations of both parties for the outcome following leadership training.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Education and Professional Studies.
Arts, Education and Law
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Omari, Maryam. "Towards dignity and respect at work an exploration of bullying in the public sector /." Connect to this title online, 2007. http://adt.ecu.edu.au/adt-public/adt-ECU2007.0005/01front-Omari,M.pdf.

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Gatts, Strawberry Kathy. "Community development work study grant proposal to HUD: The selection factors and management plan." CSUSB ScholarWorks, 1998. https://scholarworks.lib.csusb.edu/etd-project/1816.

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Books on the topic "Employer attitude surveys"

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Pty, 1st Executive. The great divide: The inaugual report on Australians attitudes to work. Melbourne: 1st Executive Pty., 2006.

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Chaudron, David. Master of all you survey: How to use surveys to improve organizations, teams and leaders. San Diego, CA: Organized Change Publications, 2006.

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Norman, Leckie, ed. Employer and employee perspectives on human resource practices. Ottawa: Statistics Canada, 2001.

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Ltd, Business Data Israel. Seḳirat menahalim ṿe-taḥazit: Duaḥ mesakem. [Israel]: B.D.I. (Business Data Israel Ltd.), 1998.

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Hester, Edward J. Attitudes of employers and rehabilitation professionals toward employees who become disabled. Topeka, Kan. (700 Jackson, 9th floor, Topeka 66603): Will Menninger Center for Applied Behavioral Sciences, Return to Work Center [and] Research and Training Center, 1988.

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Keikakuka, Tokyo (Japan) Rōseibu. Pāto taimu rōdōsha no shūrō jittai to rōshi no ishiki ni kansuru chōsa kekka hōkoku: Heisei 3-nen fin tw goshirakawa inseiki no b#. Tōkyō: Tōkyō-to Rōdō Keizaikyoku, 1991.

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Lamont (Alta.) Economic Development Committee. Town of Lamont employer survey, 1988. [S.l: s.n.], 1988.

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Educational Resources Information Center (U.S.), ed. School-to-work partnerships and employer participation: Evidence on persistence and attrition from the National Employer Survey. Stanford, CA: National Center for Postsecondary Improvement, Stanford University, School of Education, 1999.

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1947-, Hasluck Chris, Institute of Employment Research, and Great Britain. Department for Education and Employment., eds. Modern apprenticeships: A survey of employers : the effect of modern apprenticeships on employers' training practices and the availability of NVQ level 3 training. London: Stationery Office, 1997.

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1968-, Raphael Steven, and Stoll Michael A, eds. Will employers hire ex-offenders?: Employer preferences, background checks, and their determinants. Madison, Wis.]: Institute for Research on Poverty, University of Wisconsin--Madison, 2002.

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Book chapters on the topic "Employer attitude surveys"

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Hutabarat, Bosker Edward, Prihatin Lumbanraja, and Isfenti Sadalia. "Analysis of Workload, Employee Placement, and Employee Engagement on Employee Job Satisfaction at Medan Customs and Excise Office." In Proceedings of the 19th International Symposium on Management (INSYMA 2022), 571–79. Dordrecht: Atlantis Press International BV, 2022. http://dx.doi.org/10.2991/978-94-6463-008-4_73.

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AbstractOne of the important aspects of human resource management is measuring employee job satisfaction. Job satisfaction is an individual’s general attitude towards his job. This study analyzes the influence of workload, employee placement, and employee engagement on employee job satisfaction at Medan Customs and Excise Office. The study was conducted on 71 employees of Medan Customs and Excise Office. Data collection technique using a survey method was used by distributing questionnaires and processed by SPSS. The study results show that workload, employee placement, and employee engagement simultaneously influence employee job satisfaction; the workload has a significantly negative influence on employee job satisfaction, employee placement has a significantly positive influence on employee job satisfaction, and employee engagement has a significantly positive influence on employee job satisfaction. This study can provide input and consideration for the Medan Customs and Excise Office on the influence of workload, employee placement, and employee engagement on employee job satisfaction.
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Winkle, Thomas. "Qualitative Interviews with Developers." In Product Development within Artificial Intelligence, Ethics and Legal Risk, 125–38. Wiesbaden: Springer Fachmedien Wiesbaden, 2022. http://dx.doi.org/10.1007/978-3-658-34293-7_5.

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AbstractThe previous chapters indicate that development approaches using innovative technology or Artificial Intelligence must be reviewed against the background of the increasing demands on interdisciplinary project teams as well as the growing complexity of functions. Interviews with engineers, executive managers and a psychologist from the development department of automobile manufacturers show that a structured guided process increases quality in respect of operational and functional safety. The surveys were conducted using the example of the “Code of Practice for the Design and Evaluation of ADAS” including ISO 26262 requirements. It focused on 1. Success and/or failure of guided development projects; 2. Different perceptions, expectations, ideas and conceptions about the optimal development process; 3. Liability-based product responsibility of the developers and 4. general developer’s attitude to the development process. As one of the insightful results, a practice-oriented guideline with supportive advice “forces” all participants involved in the product development process to sit around a table introducing and discussing their different aspects in a structured way. Through the surveys, the developers were sensitized to the advantages of a guideline-based development process. Often the employees themselves are the best advisors. Each expert contributes to the development of a reliable system through their special field of expertise. The developers concerned are the most aware of the weaknesses and can initiate innovations in companies from the “bottom-up”. A final consulting concept (checklist with 101 questions in Annex B) includes guidelines and requirements and will support the efficient, user-friendly development of new automated vehicle functions.
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Brylska, Patrycja, Cihan Cobanoglu, and Seden Dogan. "Users Versus Non-users: The Impact of Experience on Hotel Guests’ Attitudes Towards Service Robots in Hotels." In Information and Communication Technologies in Tourism 2022, 55–66. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-94751-4_5.

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AbstractThe use of robotics and artificial intelligence have created a shift in the ways the service-based hospitality and tourism industry can fulfill the needs and wants of consumers that were earlier fulfilled only by humans. Robots have added the automation and self-service experience that play a vital role in the improvements of efficiency, speed, and the overall experience for the guests using technology. While there are many benefits of using robots in the industry, there are also risks associated with the excessive usage of robots on guest experience. As a result of the pros and cons on the topic, it is very important to gather data and analyze the results to further investigate and understand what the outcomes will be for the industry, its employees, and its customers. The purpose of this study is to examine the perceptions of the use of robots in the hotels as perceived by hotel guests who used a service robot and who did not. A self-administered survey was developed, and 939 usable responses were collected from hotel guests. Factor analysis showed that five factors emerged in the study: Advantages, Attitudes, Disadvantages, Pandemic Related, and Fear. Guests recognize the opportunities that service robots are bringing to their experience while voicing their concerns and fears about the use of them. Findings also showed that there are significant differences between users and non-users.
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Eriksson, Elina, Maria Wolrath Söderberg, and Nina Wormbs. "Exceptionalism and Evasion: How Scholars Reason About Air Travel." In Academic Flying and the Means of Communication, 159–83. Singapore: Springer Singapore, 2022. http://dx.doi.org/10.1007/978-981-16-4911-0_7.

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AbstractUnderstanding how scholars reason about their own flying habits is important when dealing with the problems of large emissions from academic air travel. This study is based on a travel habits survey with scholars at KTH Royal Institute of Technology in Stockholm. KTH has relatively high emissions from air travel, but at the same time, it has a high profile in matters of sustainability and a lot of research related to this theme. One can therefore assume a high degree of knowledge about the climate crisis and the climate impact of various actions. It is also plausible that KTH scholars meet special expectations to be role models and that practices in conflict with their teaching can have consequences for the public confidence in the university. In this study, we look at how scholars reason about how emissions from their flying could be reduced. Their responses display a spectrum of varying attitudes, from climate scepticism to a commitment to radical transformation, with the majority in between, either suggesting different types of concrete changes or invoking arguments to justify the status quo. The proposed interventions, several of which are ingenious and wise, can guide university managements to strategies that have support from employees. The more reluctant arguments point to cultural and discursive habits that must be understood and met in an empathetic way.
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"10. Employee Attitude Surveys." In Researching the World of Work, 157–70. Cornell University Press, 2018. http://dx.doi.org/10.7591/9781501717710-013.

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Rotolo, Christopher T., Christina R. Fleck, and Brittnie Shepherd. "Current and Future Trends in Employee Survey Practice." In Employee Surveys and Sensing, 425–42. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780190939717.003.0026.

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Although employee surveys have been around for decades with well-established frameworks and best practices, there has been a recent influx of experimentation. Given advances in technology and the need for business leaders to make rapid, evidence-based decisions, organizations are rethinking their traditional survey approach. However, very little has been published describing the prevalence of these new survey practices. The purpose of this study was to understand current and future/planned states of employee surveys within organizations from the perspective of employee survey practitioners. This chapter is based on responses from 57 large, typically multinational organizations with established employee survey programs. The results focus on how and whom organizations survey today and other program design elements including the type of surveys being administered, survey cadence, reporting options, and data privacy. The chapter concludes with program owner attitudes toward the effectiveness of various survey program elements.
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Saari, Lise M., and Charles A. Scherbaum. "From Identified Surveys to New Technologies." In Employee Surveys and Sensing, 391–406. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780190939717.003.0024.

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Employee surveys and privacy issues have become increasingly complex with the movement toward identified surveys, integrated databases, expanded analytics, the advancement of technology, and changing regulations. The purpose of this chapter is to review and provide recommendations on data privacy and ethical considerations related to employee attitude measurement, including new technologies. This is followed by a review of the ethical considerations related to employee surveys, including the ever-changing legal landscape. The authors then summarize select new technologies that collect employee attitude data and discuss the challenges they pose. They close with recommendations for the use of employee surveys and evolving technologies.
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Harter, James K., and Denise R. McLain. "Managing Workplace Job Attitudes and Performance in Organizations with Labor Unions." In Employee Surveys and Sensing, 407–22. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780190939717.003.0025.

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While union membership has been in decline in recent decades, still 11% of the US workforce belong to unions. The job attitudes of both union and non-union employees are important to organizational success. Various studies suggest that union employees are as satisfied as non-union employees with benefits, wages, and job security. Non-union employees have more favorable attitudes toward the type of work they’re asked to do, autonomy, opportunities for advancement, and supervision. But job attitudes for both union and non-union employees vary widely by the team they are on, according to a summary of Gallup’s employee engagement global database. In this chapter, the authors summarize opinions from within highly unionized organizations, including 239,459 union-member and 42,053 non-union-member employees. They outline key challenges in engaging unionized employees and practical advice compiled from the study of successful organizations across industries.
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Del Duco, Shawn M., Patrick K. Hyland, David W. Reeves, and Anthony W. Caputo. "Linkage Analysis." In Employee Surveys and Sensing, 272–87. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780190939717.003.0017.

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Linkage analysis is a framework for determining the impact that employee attitudes, as measured by organizational surveys, have on business outcomes. Linking employee attitudes to outcomes such as employee turnover and performance provides a compelling business case for executives to invest both emotionally and financially in employee surveys. The current chapter reviews the large body of research supporting the linkage analysis framework, as well as common approaches and challenges. Three case studies from the field are also presented, along with practical recommendations for translating linkage results into meaningful actions that organizations can take. The authors conclude by sharing the implications of linkage analysis in an era of big data.
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Jolton, Jeffrey A., and Cameron Klein. "Exploring the Universe of Pulse Surveys and Continuous Listening Opportunities." In Employee Surveys and Sensing, 53–67. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780190939717.003.0004.

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Organizational leaders recognize how shifts in employee attitudes and behaviors can have a notable impact on a variety of customer and business outcomes, and the collection of timely people insights has become a critical tool to help organizations shape and inform actions and decisions. These efforts are aided by technological advances that allow for more frequent and diverse ways to assess employee perceptions and preferences. However, these methods come with inherent risks and opportunities. This chapter is designed to help organizations better understand and implement pulsing and continuous listening approaches. The authors outline considerations for successful programs and propose a taxonomy to define the surveys that may be used. The taxonomy joins two continua—action focus (action-tracking or action-driving) and formality (formal or informal). With the understanding that there is no one-size-fits-all approach for listening programs, the authors encourage careful consideration and program design that acknowledges organizational strategies, culture, and business need.
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Conference papers on the topic "Employer attitude surveys"

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Bagdonas, Algimantas, Asta Jakimavičienė, Raimonda Sadauskienė, and Sigita Saulėnienė. "Possibilities for Pre-School Education Students to Combine Studies and Work: Employers’ Position." In 79th International Scientific Conference of University of Latvia. University of Latvia, 2021. http://dx.doi.org/10.22364/htqe.2021.66.

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Practice of higher education institutions reveals that many students start working during their studies and some of them enter higher education institutions already being employed. The vast majority of pre-school education students who study in part-time studies have been already working since the first year of their studies or are already in practice. In the process of combining studies with the work there is a need to find out the problems that students face while entering the world of work trying to combine studies and work, and to determine the employers’ attitude towards the studying employees revealing the essential characteristics of working students. The research was carried out in two stages. In the first stage of the research the studying conditions in higher education system of Lithuania, the experience of students in the labor market and good practices of applying student-friendly measures in combining studies and work in the European Union were discussed. The second part of the work presents the data and the results. The study revealed that half of the students who participated in the study were employed and that most of the students start working in the first year of their studies. Research problem – what is employers’ attitude towards the pre-school education students’ ability to combine studies and work? Research aim – to reveal employers’ attitude towards students’ possibilities to combine studies and work. Research objectives: to determine employers’ attitude towards studying employees. To substantiate possibilities of combining studies and work. To reveal the essential employees’ characteristics required for a working student. Research methods: document analysis and a questionnaire/ survey. The results of the research revealed that the employers’ attitude towards studying employees is favorable.
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Falah, Aziz Saeful, and Widyapuri Prasastiningtyas. "THE EFFECT OF LEADERS' INTERPERSONAL COMMUNICATION ON EMPLOYEES' ATTITUDES IN CONVECTION UNLIMITED BANDUNG." In Seminar Sosial Politik, Bisnis, Akuntansi dan Teknik (SoBAT) ke-3. LPPM USB YPKP, 2021. http://dx.doi.org/10.32897/sobat3.2021.35.

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ABSTRACT This research was conducted to determine the effect of interpersonal communication leader on employee attitudes at Convection Unlimited Bandung. The purpose of this research is to find out and analyze how the leader's interpersonal communication on the attitude of the employees given, the tasks by the leader and the magnitude of the influence employees at work. This study uses quantitative methods with descriptive-type research. Sampling was carried out using a non-probability sampling method with a number of respondents as many as 20 people. The data analysis technique used is the approach Field surveys are then analyzed to draw conclusions Based on the test results, the t-value iscount 5.66 compared to the value of ttable is equal to the value of (0.05) df = nk-1 that is equal to ttable at df=20-2=98 with (0.05) obtained ttable of 2.101. it can be concluded that the value of tcount (5,66) greater than ttable (2.101), the Sig value is also obtained. < (0.05) i.e. 0.000 < 0.05 then it can be concluded that H0 is rejected, it means that the Leadership Interpersonal Communication has a significant influence on employee attitudes. The conclusion of this study is that with a positive influence it shows the better interpersonal communication by the leadership at Convection Unlimited Bandung will have an impact on improving employee attitudes at work, and vice versa the worse interpersonal communication by the leadership at Konveksi Unlimited will be have an impact on decreasing employee attitudes at work.
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Oikawa, Takahiro, and Yusaku Okada. "Study on Safe Activity Activation Based on the Attitude Survey About the Safe Activity of the Employee." In Applied Human Factors and Ergonomics Conference. AHFE International, 2018. http://dx.doi.org/10.54941/1008.

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The manager must review whether there is not activity developing whether an employee can feel a merit to oneself for current security activity without an employee understanding. Therefore the manager clarifies what kind of thought an employee has for safe activity carrying out now, and it is necessary for dissatisfaction and understanding to grasp whether there is an insufficient point concretely where. And a manager shows the guidance so that activity keeps canceling them smoothly, and it is important that an employee carries it out.Therefore, in this study, I perform the safe attitude survey to an employee and clarify a thought, consciousness for the safe activity of the employee. And I plan activation of the safe activity based on it. For example, I suggest the action guidance that aimed to improvement of the quality of the example that felt a chill and at understanding to safe activity and the improvement of the will. I grasp it about the consciousness in the depths of the employee who is not cooperative with the basic problem and activity that are not seen only in one investigation versatilely by carrying out plural attitude surveys, and putting the result together and allow you to show the action guidance that met the present conditions more on this occasion. (see Figure 1 )Figure 1 Image of the action guidance choice process
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SAVIĆ, Branko, Žarko BOJIĆ, and Vesna PETROVIĆ. "PROTECTION ENGINEERING AS A RESPONSE TO THE REQUIREMENTS OF THE INDUSTRY." In Bezbednost i zdravlje na radu sa zdravstveno-medicinskog i tehničko-bezbednosnog aspekta, ekologije i zaštite od požara. Udruženje za promociju bezbednosti i zdravlјa na radu, ekologije, zaštite od požara, fizičko tehničko obezbeđenje, zaštite od jonizujućih zračenja profesionalno izloženih lica, 2024. http://dx.doi.org/10.46793/hse24.114s.

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The Higher Education Technical School of Professional Studies in Novi Sad had four accredited study programs in the field of protection. These were the study programs: Occupational Safety, Environmental Protection, Fire Protection and Civil Protection. By conducting various surveys with employers, employees and students, the needs of the labor market have been analyzed. We came to the conclusion that it is enough to accredit one degree in protection engineering for basic professional studies for several reasons. Employers in smaller companies who have the obligation to employ all three profiles of engineers do not need three people fulltime. Thus, they employ one protection engineering engineer qualified to perform all three jobs. Training is additionally carried out through training programs and taking exams for licenses in the appropriate field. Also, specialist and master's studies provide the possibility of continuing improvement in each of these areas. Therefore, the paper deals with the research of the labor market, the attitudes of employers, the opinions of employees and the students about the development of a new integrated study program for basic professional oose further subjects, as well as the topics that will be lectured to in each subject. The last step is the preparation of complete documentation for the seven-year accreditation of the study program at the National Entity for Accreditation and Quality Assurance in Higher Education.
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Gigauri, Iza. "UNDERSTANDING THE EXPECTATIONS OF YOUNG EMPLOYEES TOWARDS LEADERSHIP IN ORGANIZATIONS." In Proceedings of the XXVIII International Scientific and Practical Conference. RS Global Sp. z O.O., 2021. http://dx.doi.org/10.31435/rsglobal_conf/25042021/7521.

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The presented research explores the expectations of young employees to leadership and reveals their attitude towards leaders in organizations. The study elaborates on leadership styles, traits, and behaviors the new generation anticipates from the leaders. Additionally, the research analyzes the similarities and differences of male and female leaders in young workers' views. The research was based on a quantitative approach, and a survey method was used to gather primary data in Georgia. The study results emphasize the preferences of young employees towards leaders, which can be used by organizations to develop leadership styles accordingly, and attract and retain employees as a consequence.
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Trávníčková, Hana, and Kateřina Maršíková. "Non Provision of Training and Sustainability: Small-Sized Companies in the EU Context." In Liberec Economic Forum 2023. Technical University of Liberec, 2023. http://dx.doi.org/10.15240/tul/009/lef-2023-62.

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Investing in human capital is one of the critical decisions of a company. The company's competitiveness and organisational, social and environmental sustainability is influenced by corporate training. This paper explores the relationship between sustainability and the non-provision of employee training in enterprises. The introduced topic is based on a systematic literature review and a secondary data analysis of Continuing Vocational Training Survey (CVTS), which provides comparable data from 29 European countries in reference years 2005, 2010, 2015 and 2020 with a net sample of 113,000 enterprises. The paper focuses on small enterprises with 10 to 49 employees, representing over 20 million people in more than 1.3 million European business units. Recently aggregated data illustrate the European companies' attitude to corporate training and its barriers. Once the main obstacles to employee training are identified and removed, an organisation can increase the training and development of its employees. The more training and development activities is provided, the more it impacts its competitiveness and the company's sustainability. This paper examines the EUs small enterprises, emphasising specific situations in the last decade in the Czech Republic. It brings a new attitude to the connection between corporate training in small companies in the EU and sustainability.
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Jandrić Nišević, Anita, Željka Bagarić, and Barbara Vargić. "EMPLOYABILITY OF FORMER PRISONERS IN THE REPUBLIC OF CROATIA: A SURVEY ON EMPLOYERS’ ATTITUDES." In 14th annual International Conference of Education, Research and Innovation. IATED, 2021. http://dx.doi.org/10.21125/iceri.2021.1914.

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Tsiklashvili, Natela, Nato Jabnidze, Tamar Beridze, and Tamila Turmanidze. "Investments in human capital and its effectiveness." In 24th International Scientific Conference. “Economic Science for Rural Development 2023”. Latvia University of Life Sciences and Technologies. Faculty of Economics and Social Development, 2023. http://dx.doi.org/10.22616/esrd.2023.57.029.

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Modern global and innovative world, effective use of the workforce is a necessary factor for the development of a competitive economy and high rates of economic growth. This is impossible without the development and improvement of human capital and modern education system. Advancement of science, technology, medicine and other fields requires appropriate development of human capital. We consider particularly important the investments made in human capital according to different (especially tourism and agricultural) sectors and the study of their effectiveness. The purpose of our study is to justify the need to invest in human capital and to investigate its effectiveness, for which we conducted a survey of employers and employees in the field of agriculture and tourism about their attitude towards professional growth measures (training/seminars); the role of the state in this direction is also important. In the research process, we used statistical analysis and qualitative research methods. The conducted research showed us that. Holding of training/seminars for improving the qualifications of employees is without compromise, but it is becoming difficult to find funding. There is a mixed attitude on the part of the state and employees, while 57% of these measures are financed by employers. The investment made in this direction has an economic and social effect. Increases employee motivation and productivity, which has a positive impact on both the company's and employee's income. Effective management of investment in human capital contributes to the development of creative social actions. Based on the actual data of the developed countries, it was found that there is a direct relationship between the expenditure on education and the economic growth in the long term. As a result of acquired knowledge and experience, in the presence of highly developed human capital, productivity and profitability increase. International indices and rankings are one way to measure a country's progress in various directions; however, it should be noted that they do not accurately reflect the current situation in the country. The human capital index (0.57) is considered a good level, however, in reality; the quality of the databases used in their calculation reduces the accuracy of the indices and ratings.
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Petrić, Marin, and Marko Hell. "Employees’ and Students’ Attitudes of Business Process Orientation Usefulness in Croatia." In Seventh International Scientific-Business Conference LIMEN Leadership, Innovation, Management and Economics: Integrated Politics of Research. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2021. http://dx.doi.org/10.31410/limen.2021.185.

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Considering the growing competition in the market, each com­pany strives to operate in accordance with the time in which it exists and following modern techniques of business system management. One of such techniques is manifested in designing and managing business processes in organizations. The authors investigated two groups of respondents. The first group consists of employees of different organizations in Croatia. The second group of respondents are students of higher years of economic fac­ulties in Croatia. The perception of these two groups on the importance of the company’s business process orientation was examined. The two groups were examined for an overview of the current situation with the help of em­ployees and the future through the prism of future employees – current stu­dents. This paper aims to assume future trends of BPO use in organizations taking into account the perception of the participants surveyed.
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Schlichtherle, Fabian, and Wolfram Remlinger. "Enhancing User Acceptance of Shared Automated Vehicles – An exploratory Study on Mobility Behavior and Attitude towards Automated Mobility Concepts." In 14th International Conference on Applied Human Factors and Ergonomics (AHFE 2023). AHFE International, 2023. http://dx.doi.org/10.54941/ahfe1003797.

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Shared automated vehicles (SAVs) own the potential to contribute significantly to a reduction in urban traffic by reducing the share of motorized private transport in the modal split. Due to high traffic loads in cities, rapid introduction of SAVs is highly desirable. In order to enable the introduction of new, automated mobility concepts successfully, understanding mobility behavior as well as user needs is crucial. As part of the research project SAVeNoW, funded by the German Federal Ministry for Digital and Transport, this work aims to identify relevant patterns in mobility behavior as well as attitudes towards automated mobility concepts. Therefore, we conducted an online survey in the city of Ingolstadt.The promising effects of shared automated mobility concepts only hold true, if they are able to attract users from the motorized private transport sector. Otherwise, there is a high risk of pure cannibalization of public transportation by SAVs. It is therefore of utmost importance to precisely understand user needs and requirements long before the implementation of shared mobility services. This paper offers insights from an online-based survey on the aforementioned issues. Previous studies already investigated users' perspectives on shared automated mobility. The presented sample however stands out due to having been obtained in the city of Ingolstadt, which has an unusual high private car density. Results from this sample are crucial to understanding the desires of a car centric community regarding automated mobility concepts.An online survey was chosen as method to obtain relevant mobility data. The online link to the survey was distributed via e-mail and reached students and employees from the Technical University Ingolstadt of Applied Sciences as well as a group of senior citizens who gave their consent to participate in scientific studies. Furthermore, posters and flyers promoting the survey’s QR code were placed in the city’s public parking garages as well as in the public transport busses in order to generate a diverse sample of participants. The online-questionnaire took roughly 20 minutes to complete and included four sections: demographic data, mobility demographic data, mobility behavior and attitude towards autonomous driving and future mobility concepts.N = 85 participants completed the questionnaire. The assumption of strong car ownership was confirmed. Notable reasons for car ownership were higher flexibility as well as shorter trip duration. This falls in line with previous research. Stated reasons against the use of public transport like high prices and low availability could be overcome with SAVs. Generally, participants are strongly willing to use automated shuttle busses. Readiness to share rides with others is most firmly influenced by familiarity with fellow riders, followed by sharing the same employer or neighborhood i.e. destination. Besides ticket price, general availability and route network, interior related features like privacy, cleanliness and availability of seats as well as WiFi and itinerary information can be considered as important factors towards the decision to use such mobility concepts. Results indicate that SAVs are a welcome mobility alternative, but may need to be reconsidered in their current design.
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Reports on the topic "Employer attitude surveys"

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Lane, Vanessa R., Ken Cordell, Stanley J. Zarnoch, Gary T. Green, Neelam Poudyal, and Susan Fox. The Forest Service Safety Survey: results from an employee-wide safety attitude survey. Asheville, NC: U.S. Department of Agriculture, Forest Service, Southern Research Station, 2014. http://dx.doi.org/10.2737/srs-gtr-191.

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Lane, Vanessa R., Ken Cordell, Stanley J. Zarnoch, Gary T. Green, Neelam Poudyal, and Susan Fox. The Forest Service Safety Survey: results from an employee-wide safety attitude survey. Asheville, NC: U.S. Department of Agriculture, Forest Service, Southern Research Station, 2014. http://dx.doi.org/10.2737/srs-gtr-191.

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Keefer, Philip, Sergio Perilla, and Razvan Vlaicu. Research Insights: Public Sector Employee Behavior and Attitudes during a Pandemic. Inter-American Development Bank, July 2021. http://dx.doi.org/10.18235/0003388.

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New data on public sector employees from 18 Latin American countries shed light on the role of trust in the performance of government agencies. An original survey conducted during the first COVID-19 wave includes randomized experiments with pandemic-related treatments. Individual-level trust in coworkers, other public employees, and citizens is positively related to performance-enhancing behaviors and policy attitudes. High-trust and low-trust respondents report different assessments of their main work constraints. Also, they draw different inferences and prefer different policy responses when exposed to data-based framing treatments about social distancing outcomes in their countries.
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Vlaicu, Razvan. Trust, Collaboration, and Policy Attitudes in the Public Sector. Inter-American Development Bank, May 2021. http://dx.doi.org/10.18235/0003280.

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This paper examines new data on public sector employees from 18 Latin American countries to shed light on the role of trust in the performance of government agencies. We developed an original survey taken during the first COVID-19 wave that includes randomized experiments with pandemic-related treatments. We document that individual-level trust in coworkers, other public employees, and citizens is positively related to performance-enhancing behaviors, such as cooperation and information-sharing, and policy attitudes, such as openness to technological innovations in public service delivery. Trust is more strongly linked to positive behaviors and attitudes in non-merit-based civil service systems. High-trust and low-trust respondents report different assessments of their main work constraints. Also, they draw different inferences and prefer different policy responses when exposed to data-based framing treatments about social distancing outcomes in their countries. Low-trust public employees are more likely to assign responsibility for a negative outcome to the government and to prefer stricter enforcement of social distancing.
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Benkraouda, Ouafa, Lindsay Braun, and Arnab Chakraborty. Policies and Design Guidelines to Plan for Connected and Autonomous Vehicles. Illinois Center for Transportation, August 2022. http://dx.doi.org/10.36501/0197-9191/22-012.

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This report chronicles the work undertaken by researchers at the University of Illinois Urbana Champaign to identify policies and design guidelines to plan for connected and autonomous vehicles (CAVs) in mid-sized regions in Illinois. The report starts with the goals of this work followed by a review of existing literature. The review addresses CAV technologies and scenario planning, including academic research articles, policies and guidance documents from federal and state agencies, and recent long-range transportation plans. The review findings are organized into three categories—drivers, levers, and impacts—to facilitate scenario-based planning and included key factors and trends in technology development and adoption (drivers), mechanisms that planners and policymakers may employ to intervene in or prepare for CAV futures (levers), and community-level outcomes of different plausible CAV futures (impacts). Primary research was undertaken first by interviewing practitioners in six mid-sized regions of Illinois to collect inputs about their needs and obstacles to planning for CAVs, as well as to understand their sense of their community’s preparedness for CAVs. The research team then conducted a detailed survey of over 700 residents from the Greater Peoria region to understand their would-be travel behavior and residential location decisions in a CAV future and general attitude toward self-driving cars. These inputs helped identify the key drivers, levers, and impacts to be employed in creating scenarios, a list of selected policies and design, and a framework to select appropriate responses based on the needs and desires of a community. The detailed scenarios are as follows: (1) continuation of the status quo, (2) private multimodal future, and (3) shared multimodal future. The policies and design guidelines are identified for each scenario and are categorized into six sets of action items: general, data and digitization, mobility and traffic, street design, infrastructure, and planning. Specific details of each action item are organized in a format that allows the user to consider each item carefully and to assess its feasibility in a specific region or city. The appendices include background documents related to primary research and, importantly, a handbook for practitioners.
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Kangave, Jalia, Ronald Waiswa, and Nathan Sebaggala. Are Women More Tax Compliant than Men? How Would We Know? Institute of Development Studies, March 2021. http://dx.doi.org/10.19088/ictd.2021.006.

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Most research on tax compliance, including research on gender differences in compliance, is based on one of two problematic sources of data. One is surveys enquiring about attitudes and beliefs about taxpaying, or actual taxpaying behaviour. The other is experiments in which people who may or may not have experience of paying different types of taxes are asked to act out roles as taxpayers in hypothetical situations. Much more accurate and reliable research is possible with access to ‘tax administrative data’, i.e. the records maintained by tax collection organisations. With tax administrative data, researchers have access to tax assessments and tax payments for specific (anonymised) individual or corporate taxpayers. Further, tax administrative data enables researchers to take account of a phenomenon largely ignored in more conventional compliance research. Tax payment is best understood not as an event, but as part of a multi-stage process of interaction between taxpayers and tax collectors. In particular, actually making a tax payment typically represents the culmination of a process that also involves: registering with the tax collecting organisation; filing annual tax returns; filing returns that indicate a payment liability; and receiving an assessment. The multi-stage character of this process raises questions about how we conceptualise and measure tax compliance. To what extent does ‘compliance’ refer to: registration, filing, accurate filing, or payment? The researchers employed this framework while using tax administrative data from the Uganda Revenue Authority to try to determine gender differences in compliance. The results are sensitive to the adoption of different definitions of compliance and subject to year-to-year changes. Finding robust answers to questions about gender differences in tax compliance is more challenging than the research literature indicates.
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Tapia, Carlos, Nora Sanchez Gassen, and Anna Lundgren. In all fairness: perceptions of climate policies and the green transition in the Nordic Region. Nordregio, May 2023. http://dx.doi.org/10.6027/r2023:5.1403-2503.

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The survey presented in this report reveals that Nordic citizens are concerned about climate change. Many people are willing to increase efforts to fight climate change, even if this entails a personal contribution in terms of higher taxes or behavioural change. The survey shows that different social groups perceive the impacts of climate change and climate mitigation policies in different ways. In general, attitudes towards climate policies and perceptions regarding their fairness are conditioned by socio-demographic factors such as gender, age, employment status, type of housing and transport behaviour. General attitudes towards climate change and climate policies The first part of this report explores general attitudes towards climate change and climate policies. This section shows that seven in ten (71%) respondents think that climate change is a serious or very serious problem, particularly among the youngest age group (18-29 years). Three in four (74%) interviewed persons in this group share this view. Those with a university degree are more concerned about climate change (83%) than those with primary or secondary education (57% and 62%, respectively). Approximately half (48-51%) of respondents in all age groups agree that more financial resources should be invested in preventing climate change, even if this would imply an increase in taxes. The survey results show that women in the Nordic Region are more concerned about climate change than men (79% compared to 64%). It also reveals that people living in urban areas are more worried about climate change (82%) than those who live in towns and suburbs (68%) or in rural areas (62%). Urban dwellers are also more positive about investing more resources in preventing climate change (59%) than those who live in rural areas (39%) and in towns and suburbs (46%). More than half of the respondents (52%) agree that taking further action on climate change would be beneficial for the economy. Students, unemployed and retired people are more likely to agree with this view (55%, 57% and 55%, respectively) than those currently in employment, including the self-employed (50%). Those employed in carbon-intensive sectors are less positive about the expected economic impact of climate policies than those who work in other economic sectors (41% compared to 55%). They are also more concerned about the risk of job losses during the transition to a low-carbon economy than those employed in sectors with lower carbon intensity (37% compared to 24%). Concerns about this issue are also higher among those who live in rural areas (31%) or towns and suburbs (30%) compared to those who live in cities (22%). Present and future effects of climate change mitigation policies on individuals and households The central part of the survey explores perceptions regarding the present and future impacts of climate policies. Such challenges are perceived differently depending on specific sociodemographic conditions. Nearly one fourth (23%) of respondents state that high energy costs mean they are struggling to keep their homes at a comfortable temperature. Those living in houses report being more impacted (27%) than those living in apartments (18%), and those using fossil fuels to heat their homes are most affected (44%). The risk of energy poverty is also higher among non-EU immigrants to the Nordic Region. Those who say they are struggling to keep their homes at a comfortable temperature range from 23% among Nordic-born citizens to 37% among non-EU immigrants. Nearly three in ten respondents (28%) have modified their transportation behaviour during the last year due to high fuel costs. This proportion is substantially greater among those living in towns and suburbs (32%) compared to those who live in rural areas (29%) or cities (23%). The majority of the Nordic population (52%) states that current climate policies have a neutral effect on their household economies. However, 28% of respondents say they are negatively impacted by climate policies in economic terms. Men report being negatively affected more frequently than women (33% vs 22%, respectively). People who live in houses are more likely to claim they are being negatively impacted than people who live in apartments (31% and 23%, respectively). Nearly half (45%) of the respondents in the Nordic Region agree that climate initiatives will improve health and well-being, and half of the respondents (50%) think that climate change initiatives will lead to more sustainable lifestyles in their area. However, half (51%) of the Nordic population expect to see increases in prices and the cost of living as a consequence of climate policies, and those who believe that climate policies will create jobs and improve working conditions in the areas where they live (31% and 24%, respectively) are outnumbered by those who believe the opposite (35% and 34%, respectively). Fairness of climate policies The last section of the report looks at how the Nordic people perceive the fairness of climate policies in distributional terms. In the survey, the respondents were asked to judge to what extent they agree or disagree that everyone in their country or territory is equally affected by initiatives to fight climate change regardless of personal earnings, gender, age, country of origin and where they live – cities or rural areas. The results show that the Nordic people believe climate change initiatives affect citizens in different ways depending on their demographic, socioeconomic and territorial backgrounds. More than half of the respondents (56%) disagree that everyone is equally affected by initiatives to fight climate change regardless of earnings. Only 22% agree with this statement. Younger age groups are more pessimistic than older age groups on this point (66% in the 18-29 age group compared to 41% in the 65+ group). Almost half of respondents (48%) agree that climate policies are fair from a gender perspective, while 25% disagree with this statement and 23% are neutral. Roughly one in three (30%) respondents in the Nordic Region agree that people are equally affected by climate change initiatives regardless of age, 41% disagree with this statement and 25% are neutral. More than one third (35%) of the Nordic population agree that everyone is equally affected by initiatives to fight climate change regardless of the country of origin, while 34% of them disagree. More than half of respondents (56%) think that the impact of climate initiatives differs between rural and urban areas, while only 22% think that all areas are equally affected. Respondents who live in cities are more likely to respond that climate policy impacts differ between rural and urban areas (60%) than respondents who live in rural areas (55%) and towns and suburbs (53%). One third (33%) of respondents in the survey think that the Sámi population is affected by climate change initiatives to the same extent as the rest of the population. In Greenland, a majority of the population (62%) agrees that the indigenous population in Greenland is equally affected by measures to combat climate change. The results from this survey conducted in the autumn of 2022, show that the population in the Nordic Region perceive the impacts of climate mitigation policies in different ways. These results can raise awareness and stimulate debate about the implementation of climate mitigation policies for a just green transition.
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