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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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JACOBY, SANFORD M. "Employee Attitude Surveys in Historical Perspective." Industrial Relations: A Journal of Economy and Society 27, no. 1 (January 1988): 74–93. http://dx.doi.org/10.1111/j.1468-232x.1988.tb01047.x.
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Yondonrenchin, Munkhdemberel, and Altanchimeg Zanabazar. "Relationship between Multiplier, Employee Job Attitude, and Employee Engagement." Archives of Business Research 11, no. 7 (July 19, 2023): 70–82. http://dx.doi.org/10.14738/abr.117.15045.
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Nowadays, with the rapid development of the business sector and increasing competition, the significance of effective leadership in managing business organizations has escalated significantly. In this fiercely competitive environment, it is imperative for leaders to recognize and respond to the emotions of their employees. Consequently, they need to place great emphasis on employee attitudes, satisfaction, loyalty, and engagement. This study aims to examine the correlation between the multipliers which is a new style of modern leadership, employee job attitudes, and employee engagement. The research encompassed a survey administered to employees of a well-established trade and services company with over two decades of operational experience. Quantitative data were processed using software tools such as SPSS 23.0 and Smart PLS 4.0, which are extensively employed in social science research. A total of 85 employees participated in the study, and for verification and testing the proposed hypothesis in the study, we conducted various statistical analyses inclusive of factor analysis, reliability analysis, correlation analysis, and structural equation models (SEMs). According to the results of the analysis, it was shown that a significant and positive influence of multiplier on both employee job attitude and employee engagement. Furthermore, employee job positive attitude leads to an increase in employee engagement. Additionally, the study's results indicate a noteworthy finding: it was observed that employee job attitude plays a mediating role in the relationship between the multiplier and employee engagement.
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Scridon, Mircea-Andrei. "Internal Branding: Antecedents of Employee Attitudes, Satisfaction, and Organizational Loyalty." Studia Universitatis Babes-Bolyai Oeconomica 65, no. 3 (December 1, 2020): 27–38. http://dx.doi.org/10.2478/subboec-2020-0013.
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Abstract As competition between employers has become more intense in recent years, employee-based differentiation has become one of the strategic solutions for many organizations. The objective of this paper is to test a nomological model between internal branding, attitude, satisfaction, and loyalty. Data were collected through a survey among employees of a leading electronics conglomerate from Romania. While the relationship between attitudes and loyalty is partially mediated by satisfaction, the relationship between internal branding and satisfaction is indirect, with full mediation by attitudes being detected. The results of the study agree with previous studies, which suggested that internal branding influenced certain employee behaviors, such as positive attitudes, satisfaction, or loyalty.
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Prien, Kristin O., and Erich P. Prien. "A Prescribed Employee Fitness Program and Job-Related Attitudes." Psychological Reports 93, no. 1 (August 2003): 153–59. http://dx.doi.org/10.2466/pr0.2003.93.1.153.
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A prescribed physical fitness exercise program was initiated in a small furniture manufacturing plant. The present purpose was to investigate the effect of an intervention to change employees' attitudes and sense of well-being. The objective was to evaluate the changes in employees' attitudes (well-being) attributable to the exercise program. The method of evaluation was the survey administered to a treatment ( n = 22) and a mixed ( n = 30) control group. A multidimensional attitude survey questionnaire was administered to assess effects over a 6-mo. period. While some changes in job attitudes were observed for the treatment group, those were not the expected changes. Possible explanations for the findings are discussed.
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Kaman, Vicki S., and Jodie Barr. "Employee Attitude Surveys for Strategic Compensation Management." Compensation & Benefits Review 23, no. 1 (January 1991): 52–65. http://dx.doi.org/10.1177/088636879102300106.
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Muguna, Andrew T., Isaac N. Micheni, James M. Kilika, and Catherine Kaimenyi. "How Do Employee Attitude Surveys Contribute to Staff Turnover Intentions in a University Setting?" International Journal of Business Administration 13, no. 2 (February 27, 2022): 79. http://dx.doi.org/10.5430/ijba.v13n2p79.
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This study aimed to determine the effect of employee attitude surveys on academic staff turnover intentions in chartered universities in Kenya. The specific objectives were; to determine the extent of employee attitude surveys practices among universities in Kenya; assess the level of turnover intentions among academic staff in chartered universities in Kenya, and determine the effect of employee attitude surveys practices on turnover intentions among academic staff in chartered universities in Kenya. The study was anchored on the Universalistic theory and the Unfolding model of voluntary turnover. A positivism research philosophy guided the study, and a descriptive cross-sectional survey design was used. The study obtained primary data from a representative sample of 364 academic staff members drawn from 15 chartered universities in Kenya. The study found that employee attitude surveys have been practized to a low extent and produced correspondingly low staff turnover intentions. Two dimensions of employee attitude surveys significantly negatively affect staff turnover intentions. The study called on future research to apply more robust statistical techniques anchored on mixed methods design for a more comprehensive explanation of the direction of the causal effects of attitude surveys on staff turnover intentions.
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Taylor, Philip E., and Alan Walker. "The Ageing Workforce: Employers' Attitudes towards Older People." Work, Employment and Society 8, no. 4 (December 1994): 569–91. http://dx.doi.org/10.1177/095001709484005.
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This article reports the results of a national postal survey of employers' attitudes and policies towards older workers supported by the ESRC. The survey's key findings are discussed in the context of the declining labour force participation of older people over the last twenty years and the recent turnaround in official and some employer attitudes towards this group. Findings of particular importance are those relating to the sectoral differences in employers' orientations towards older workers, such as the larger proportion of those in the production and construction than in the service sectors who were using early retirement schemes and the differences in strategic responses to the ageing workforce, with the service sector leading production, construction and manufacturing; the impact of employers' perceptions of older workers' lack of appropriate skills which, when coupled with figures illustrating the lack of access of older people to both official and employer training programmes, suggests a self-fulfilling prophecy; and the surprising support given by employers for anti-age discrimination legislation. Data from the survey are also used to test the model put forward by Atkinson (1989) suggesting that employers' policies develop incrementally. The article concludes by arguing that the educative approach favoured by the government is not likely to have a significant impact on the employment prospects of older workers. Therefore this group is likely to be increasingly confined to a choice between low-skill/low-wage jobs in the service sector or non-employment.
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Sharifah, Nakayenga, Farid Wajdi, Ihwan Susila, and Nur Achmed. "The Impact of Algorithm Management on Employee Job Satisfaction: Exploring the Mediating Role of Job Autonomy and the Moderating Effect of Employee Attitude: A Case Study on Two Premier Universitas Muhammadiyah (UMS and UMY)." Journal of Business and Management Studies 6, no. 3 (June 12, 2024): 233–51. http://dx.doi.org/10.32996/jbms.2024.6.3.20.
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This study delves into the intricate relationships among algorithm management, job autonomy, employee attitudes, and job satisfaction in the higher education landscape of Universitas Muhammadiyyah in Indonesia (UMS and UMY). Employing a quantitative methodology with a sizable sample of 550 individuals, comprising 250 respondents, and data collection encompassed surveys and interviews, yielding 215 responses. Ensuring the reliability of survey tools through test-retest and Cronbach's alpha analysis utilized Microsoft Excel, SPSS, and Smart PLS. Key hypotheses were tested, highlighting the positive impact of algorithm management on job autonomy. Additionally, the study explored job autonomy's positive effect on employee job satisfaction and its mediating role in the relationship between algorithm management and Job satisfaction. Employee attitudes were scrutinized as moderators of these relationships, and their positive influence on job satisfaction was established. The findings reveal the significant implications of algorithm management on both job autonomy and job satisfaction. Job autonomy was found to empower employees, leading to increased satisfaction and reduced stress, and employee attitude has no connection between algorithms management and job satisfaction. Therefore, these findings illuminate the intricate interplay between algorithm management, job autonomy, employee attitudes, and job satisfaction in the context of higher education.
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Bennett, Joel B., and Wayne E. K. Lehman. "Employee Attitude Crystallization and Substance Use Policy: Test of a Classification Scheme." Journal of Drug Issues 26, no. 4 (October 1996): 831–64. http://dx.doi.org/10.1177/002204269602600407.
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Previous research suggests that employees are often unaware of or ambivalent toward substance abuse policies. These studies focus on one policy component-drug-testing-and fail to distinguish employees with clear (or crystallized) from unclear attitudes. The current study explored a broader view of policy and examined both personal and situational factors that may determine attitudes. Survey data from employees in three municipalities support a distinction among five attitude categories; those who are: (a) dissatisfied with efforts to control employee abuse, (b) satisfied, (c) anti-policy, (d) pro-policy, and (e) uninformed. Discriminant analyses suggest that different profiles characterize these attitude groups. For example, dissatisfied employees report low personal alcohol use, high co-worker alcohol use, and low self-referral whereas anti-policy employees report high personal drug use, high co-worker use, and low job identity. Discussion focuses on policy as a social construction and the implications of attitude distinctions for employee training.
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Wang, Guifang, Zuraina Dato Mansor, and Yee Choy Leong. "Fostering Digital Excellence: A Multidimensional Exploration of the Collective Effects of Technological Adaptability, Employee Competitiveness, and Employee Dynamic Capabilities on Employee Digital Performance in Chinese SMEs." International Journal of Social Science Research 12, no. 1 (March 14, 2024): 116. http://dx.doi.org/10.5296/ijssr.v12i1.21774.
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This study is grounded in a specific Eastern cultural region, undertaking a multidimensional exploration. We meticulously examined the intricate interplay between employee competitive attitudes (ECA) and behaviors (ECB), employee dynamic capability (EDC), and Competitive climate (CC), converging these factors to redefine the contours of Employee Digital Performance (EDP). The survey data for this study were collected from SMEs in four Chinese provinces: Shanghai, Guizhou, Guangdong, and Anhui. The analysis was conducted utilizing CB-SEM (AMOS) to analyze the newly conceptualized framework. The research findings unveil a profound reality: in the digital era, Technological Adaptability (TA), Employee Competitive Attitudes, Employee Competitive Behaviors, and Employee Dynamic Capabilities all exert positive influences on Employee Digital Performance. The study indicates that technological adaptability, as a forward variable of employee competitive attitude and employee competitive behavior, positively influences employees' competitive attitudes and behaviors. Employees possessing competitive attitudes and behaviors enhance their dynamic capabilities, thereby promoting employee digital performance. Furthermore, the research indicates that the Competitive Climate moderates Employee Competitive Behaviors, and Employee Competitive Attitudes drive Employee Dynamic Capabilities, enhancing Employee Digital Performance. In the process of Chinese SMEs striving for digital advantages, this research provides a distinctive perspective. It offers actionable insights into harnessing employees’ traits and capabilities within the continually evolving digital ecosystem.
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Zaleśna, Aleksandra. "Corporate Social Responsibility and Expectations of Prospective Employees Towards Employers." Kwartalnik Ekonomistów i Menedżerów 47, no. 1 (March 15, 2018): 175–89. http://dx.doi.org/10.5604/01.3001.0012.1426.
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The study investigates the expectations of prospective employees towards employers from the corporate social responsibility (CSR) perspective. A survey of 153 students of a university in Warsaw was used. First of all, respondents expect fairness in the employee evaluation process, work–life balance, preventing discrimination in employees’ compensation and promotion, support for employees acquiring additional education, and a company to be trustworthy. The reduction of the amount of energy and materials wasted as well as giving contributions to charities has gained lowest scores among respondents. Their knowledge on corporate social responsibility does not affect their attitude towards prospective employers. The managerial implications of the research are mentioned.
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Špoljarić, Anja, and Ana Tkalac Verčič. "Internal communication satisfaction and employee engagement as determinants of the employer brand." Journal of Communication Management 26, no. 1 (October 1, 2021): 130–48. http://dx.doi.org/10.1108/jcom-01-2021-0011.
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PurposeThis study aims to contribute to the understanding of internal communication and its connections to engagement and employer brands. The authors wanted to test the relationship between the three variables and explore if employees' perception of employer brands is affected by internal communication satisfaction and engagement. Creating a desirable employer brand can have significant benefits for organizations, such as higher employee satisfaction, employee engagement and retention. It is crucial to have a clear grasp of how the determinants of these relationships affect each other.Design/methodology/approachA total of 1,805 employees participated in a large communication survey that measured internal communication satisfaction, employee engagement and perception of employer brand (operationalized as employer attractiveness). To test the relationship between variables, the authors used multiple regression analysis.FindingsThe results show internal communication satisfaction and employee engagement as significant predictors of employer brand. All of the internal communication satisfaction dimensions and two out of three employee engagement dimensions have been identified as determinants of at least two employer attractiveness dimensions.Research limitations/implicationsLimitations include using a cross-sectional dataset, which reduces the possibility of determining causality, using self-reports and a common source bias.Originality/valueThe authors added to the body of knowledge by analyzing the effects of workplace attitudes on attitudes toward the organization. The authors found that both internal communication satisfaction and employee engagement significantly shape the perception of employer brands.
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Bayu Pratama Azka, Robby Dharma, and Tito. "Pengaruh Sikap Religius Dan Gaya Kepemimpinan Terhadap Kinerja Karyawan Dengan Kepuasan Kerja Sebagai Variabel Intervening Pada PT. Transco Dharmasraya." Journal of Science Education and Management Business 1, no. 1 (January 20, 2022): 30–37. http://dx.doi.org/10.62357/joseamb.v1i1.43.
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This study aims to examine the effect of religious attitudes, leadership styles, on employee performance through job satisfaction at PT Transco Dharmasraya. The method of collecting data is through surveys and distributing questionnaires, with a sample of 90 respondents. The data analysis method used is path analysis using computer assistance with the SPSS version of the software program is 21. The results obtained based on the t test (partial test) obtainedPartially Religious Attitude (X1) has a significant effect on Job Satisfaction (Z), Partially Leadership Style (X2) has no significant effect on Job Satisfaction, Partially Religious Attitude (X1) has a significant effect on Employee Performance (Y), Partially Leadership Style (X2) has an insignificant effect on employee performance (Y), partially job satisfaction (Z) has a significant effect on employee performance (Y), the direct influence of religious attitudes (X1) is greater than the indirect influence of religious attitudes (X1) on Employee Performance (Y) through Job Satisfaction (Z), The direct influence of Leadership Style (X2) is greater than the indirect influence of Leadership Style (X2) on Employee Performance (Y) through Job Satisfaction (Z), Contribution of the independent variable contribution Attitude Religion (X1) and Leadership Style (X2) on the dependent variable Job Satisfaction (Z), the contribution of the independent variable Religious Attitude (X1 ), Leadership Style (X2) and Job Satisfaction (Z) on the dependent variable Employee Performance (Y).
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Alhammadi, Abdulaziz. "The Role of Employees’ Attitude Towards Quality Improvement Through the Mediating Effect of Leadership." Journal of Law and Sustainable Development 12, no. 1 (January 22, 2024): e2311. http://dx.doi.org/10.55908/sdgs.v12i1.2311.
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Purpose: This study investigates the intricate relationships among employee attitude, leadership, and quality improvement within organizational contexts. Leveraging a robust analytical framework, the research examines the mediating effect of leadership between employee attitudes and quality improvement. Theoretical reference: The resource-based view serves as a managerial framework employed to identify the strategic resources that a company can leverage to attain a lasting competitive advantage. Methods: Applying a cross-sectional survey methodology, structured questionnaires were distributed to employees within the private sector of Saudi Arabia. The data analysis was conducted utilizing the PLS-based structural equation modeling method. Results and conclusion: The findings affirm the hypothesis that positive employee attitudes significantly shape effective leadership. Moreover, the study illuminates the influential role of employee attitudes in steering quality improvement initiatives. The interconnectedness of these constructs underscores the importance of cultivating a positive workplace culture to foster both effective leadership and continuous quality enhancement. Implications of research: This study contributes valuable insights to the understanding of organizational dynamics, emphasizing the pivotal role of positive employee attitudes in shaping effective leadership and driving quality improvement efforts. Practical implications extend to human resource management, leadership development, and organizational policy formulation. Originality/value: The study offers actionable insights for creating a workplace environment conducive to organizational excellence.
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Shinde, Dr Sandip, Qais Al Balushi,, Al Yaqdhan Al Rashdi, Majid Adam Al-Zadjali, and Abdul Hameed Al Shabibi. "Employer expectations on the performance of graduates through KSA (knowledge, skills and attitudes) with reference to banking sector in Muscat, Sultanate of Oman." International Journal of Scientific Research and Management 10, no. 04 (April 30, 2022): 3344–52. http://dx.doi.org/10.18535/ijsrm/v10i4.em12.
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The purpose of this study is to find out the gap between employer expectations and performance of graduates through KSA (Knowledge, skills and attitude) approach in banking sector in Muscat, Sultanate of Oman. The main area which has been covered in this research is related to expectations and performance of graduates through knowledge, skills and attitude. Questionnaire for the survey was designed to find out the gap between expected and actual performance of graduates through KSA. To analyze the findings, descriptive and correlation analysis has been used. The results of the analysis are very important and significant for employers, graduates who have recently joined the banking sector and educational institutions. Firstly, Educational institutions should work on scaling up the skills of the graduates. Secondly, organizations should scale down the expectations from the new employees and also should work on enhancing their capabilities. Thirdly, graduates who have recently joined banking sector should work on enhancing their knowledge, skills and attitude required for the organization.
The conclusion leads to recommendations to the educational institutions as well as employer to modify their curriculum and training programs to enhance the capabilities of the new employees.
Keywords: KSA, Knowledge, Skills, Attitudes, Employer expectations.
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Brohan, Elaine, Claire Henderson, Kirsty Little, and Graham Thornicroft. "Employees with mental health problems: Survey of UK employers' knowledge, attitudes and workplace practices." Epidemiology and Psychiatric Sciences 19, no. 4 (December 2010): 326–32. http://dx.doi.org/10.1017/s1121189x0000066x.
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SUMMARYAim– To investigate whether employers who have experience of hiring people with mental health problems differ significantly from those without such experience in terms of knowledge, attitudes and behaviours regarding mental health in the workplace, and the concerns which they report about employing people with mental health problems. We also examine whether non-workplace social contact is associated with the above variables.Methods– A telephone survey was conducted with a randomly selected sample of British employers. The sample included a similar number of human resource managers and managers/executive employees in other roles.Results– 502 employers took part. Having employed someone with a mental health problem was associated with closer non-workplace social contact. Those with experience of employing applicants with mental health problems had significant differences in knowledge (regarding the law), and behaviour (having a policy on hiring applicants with disabilities) but not in attitudes.Conclusions– Non-workplace social contact may be useful to consider in understanding hiring practices. The nature of social contact at work and possible lack of impact of this contact on employer attitudes and concerns warrants further study. Greater support is needed for employers to understand the law regarding mental health problems in the workplace.Declaration of Interest:The study was part funded by Big Lottery and Comic Relief through their funding of the Time to Change programme. The study was also supported by the National Institute for Health Research (NIHR) applied programme grant awarded to the South London and Maudsley NHS Foundation Trust. The authors report no conflict of interest in the preparation of this manuscript.
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Giancola, Frank L. "Are Employee Benefit Programs Being Given Enough Credit for Their Effect on Employee Attitudes?" Compensation & Benefits Review 44, no. 5 (September 2012): 291–97. http://dx.doi.org/10.1177/0886368712464471.
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Over the past 10 years, human resources (HR) professionals have shown a tendency to underestimate the importance that employees place on employee benefit programs in terms of job satisfaction and employee attraction. Surveys show that employees value benefits over most other HR programs and that HR professionals are not in tune with those preferences. Possible reasons for the difference in opinion are that HR professionals are unaware of employee survey findings, the lack of respect sometimes given to benefit programs by HR professional associations and consultants and outdated job satisfaction studies cited in human resource and organizational behavior textbooks.
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Pager, Devah, and Lincoln Quillian. "Walking the Talk? What Employers Say Versus What They Do." American Sociological Review 70, no. 3 (June 2005): 355–80. http://dx.doi.org/10.1177/000312240507000301.
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This article considers the relationship between employers' attitudes toward hiring exoffenders and their actual hiring behavior. Using data from an experimental audit study of entry-level jobs matched with a telephone survey of the same employers, the authors compare employers' willingness to hire black and white ex-offenders, as represented both by their self-reports and by their decisions in actual hiring situations. Employers who indicated a greater likelihood of hiring ex-offenders in the survey were no more likely to hire an ex-offender in practice. Furthermore, although the survey results indicated no difference in the likelihood of hiring black versus white ex-offenders, audit results show large differences by race. These comparisons suggest that employer surveys-even those using an experimental design to control for social desirability bias-may be insufficient for drawing conclusions about the actual level of hiring discrimination against stigmatized groups.
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Kadefors, Roland, and Jan Johansson Hanse. "Employers’ Attitudes Toward Older Workers and Obstacles and Opportunities for the Older Unemployed to Reenter Working Life." Nordic Journal of Working Life Studies 2, no. 3 (August 30, 2012): 29. http://dx.doi.org/10.19154/njwls.v2i3.2362.
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The present study aimed at identifying the attitude-related barriers that older unemployed, jobseeking workers (50+) face when they endeavor to reenter the labor market and to investigate employers’ attitudes and perceptions of older workers. Two studies were conducted. In study 1, interviews were undertaken with 26 unemployed persons and 24 representatives of other stakeholders, including social partners and officials representing the Social Insurance Agency (FK) and the Public Employment Service (AF). In study 2, the attitudes among private sector employers were studied by carrying out a questionnaire survey (N = 147). The interview results showed that many unemployed job seekers had experienced negative age-related attitudes among employers. This observation was supported by other stakeholders. Perceived attitudes to older workers and lack of updated competence were considered crucial. The questionnaire study showed a mixed picture concerning employer attitudes. There was a statistical difference between older (>50 years) and younger employers; older employers believed that older women wanted competence development to a greater extent. There was also a significant difference between female and male employers’ opinions; female employers, in particular the older ones, assessed that older women wished competence development to a greater extent. These differences were not found with respect to views on older men. About half (52%) of the employers had the opinion that there was no difference between older and younger employees with respect to the ability to cope with changes or learning new things. However, younger female employers (but not older female employers) considered that older employees had greater difficulties with changes or learning new things. It is concluded that negative attitudes to older workers with respect to competence development tend to be most common among younger employers.
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Heathman, Leslie, Crystal Clark Douglas, and Simone P. Camel. "Relationship among Breastfeeding Exposure, Knowledge, and Attitudes in Collegiate Males Residing in East Texas." Journal of Human Lactation 35, no. 4 (December 13, 2018): 782–89. http://dx.doi.org/10.1177/0890334418817516.
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Background: Researchers exploring breastfeeding attitudes and knowledge among women suggest the decision to breastfeed is influenced by the male partner, yet few studies address males. Because collegiate males will soon enter fatherhood, assessment of their attitudes and knowledge may inform interventions aimed at increasing intention to breastfeed. Research aim: This study aimed to describe collegiate males’ exposure to, attitude toward, and knowledge about breastfeeding. Methods: A cross-sectional online survey was used with males ≥ 18 years of age enrolled at a Texas public university. Attitude indices measured included social limitations, public displays of breastfeeding, and employer accommodations. Descriptive statistics, correlational and regression analyses were employed. Results: The participants’ ( N = 949) average age was 25.48 years; > 80% reported not being fathers. Exposure to breastfeeding was high; > 80% witnessed breastfeeding and/or had someone close breastfeed. High attitude scores indicated social acceptability of breastfeeding. Knowledge appeared limited: only 16% identified the recommendation of exclusive breastfeeding for the first 6 months of life; > 50% overlooked the reduced risk for overweight/obesity, ear infections, diarrhea, or food allergies. Correlations between knowledge, exposure, total attitude, and index scores were positive ( p < .01) except for the public displays index. Stepwise multiple regression determined that breastfeeding exposure, knowledge scores, and father’s educational level predicted total attitude score, ( R2 = 0.13, F (3,851) = 44.02, p < .01). Conclusion: The positive attitudes outcome among this male population is promising for breastfeeding support and advocacy. Education efforts improving knowledge will likely increase behavioral intention, resulting in increased breastfeeding rates and duration.
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Fauth, Thorsten, Kate Hattrup, Karsten Mueller, and Brandon Roberts. "Nonresponse in Employee Attitude Surveys: A Group-Level Analysis." Journal of Business and Psychology 28, no. 1 (April 18, 2012): 1–16. http://dx.doi.org/10.1007/s10869-012-9260-y.
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Sahi, Robert J. "Using tailored employee attitude surveys to measure HR's effectiveness." Employment Relations Today 23, no. 3 (September 1996): 55–63. http://dx.doi.org/10.1002/ert.3910230307.
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Osei-Bonsu, Noble. "THE IMPACT OF CHANGE MANAGEMENT ON JOB SATISFACTION OF EMPLOYEES IN GHANA’S BANKING SECTOR." Problems of Management in the 21st Century 9, no. 2 (September 5, 2014): 140–49. http://dx.doi.org/10.33225/pmc/14.09.140.
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Employee job satisfaction is pertinent and critical in the change management process of contemporary organizations. The objectives of this study are to assess the extent of employee involvement in the change management processes, assess the impact of change management on employee job satisfaction and thirdly, attitude of employees after organizational change. A descriptive survey research design was employed to administer a self-designed questionnaire consisting of open and closed- ended items to one hundred and forty respondents using simple random sampling. Closed-ended items were measured on a five-point Likert scale. Data was analysed using SPSS and presented in descriptive form. The main findings indicate that employees’ involvement in the process was limited to provision of adequate information. It was also revealed that generally, the change had a positive impact on employees’ job satisfaction. Finally, employee attitudes after the change were found to be positive. Interestingly, respondents disagreed with the issue of high level of trust after the change process. In view of the findings, it is recommended that management should encourage employees’ maximum participation in the process through adequate representation on change management committees. Key words: attitude, change management, employee involvement, job satisfaction, organizational change.
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Fink, Ross L., Robert K. Robinson, and William B. Rose. "Reducing Employee Resistance to Robotics: Survey Results on Employee Attitudes." International Journal of Manpower 13, no. 1 (January 1992): 59–63. http://dx.doi.org/10.1108/eb045295.
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Jang, Ryeojin, Won Seok Lee, and Joonho Moon. "Determinants of Attitude and the Intention to Stay of Employees in Low-Cost Carriers: Using Justice Theory." Sustainability 15, no. 11 (May 31, 2023): 8895. http://dx.doi.org/10.3390/su15118895.
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The purpose of this research is to examine the influential attributes of employees’ attitudes and intentions to stay in the domain of human resources management in a low-cost carrier business. Using justice theory as a theoretical underpinning, financial compensation, nonfinancial compensation, coworker relationships, and procedural fairness were derived. The explained attributes of this research were attitude and intention to stay. This study used a survey and collected data on 233 employees in low-cost carriers as survey participants. To test the hypotheses, this study employed structural equation modeling. The results showed that attitude was positively impacted by financial compensation, nonfinancial compensation, coworker relationships, and procedural fairness. The results also revealed the positive effect of coworker relationships and attitudes on the intention to stay. This study sheds light on the literature by ensuring the explanatory power of justice theory in the area of low-cost carrier business.
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Rasmussen, Erling, Barry Foster, and Deirdre Farr. "The battle over employers’ demand for “more flexibility”." Employee Relations 38, no. 6 (October 3, 2016): 886–906. http://dx.doi.org/10.1108/er-12-2015-0226.
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Purpose The purpose of this paper is to place empirical research on New Zealand employers’ attitudes to collective bargaining and legislative change within the context of the long running debate of flexibility. Design/methodology/approach A cross-sectional survey design using a self-administered postal questionnaire, covering private sector employers with ten or more staff and including employers within all 17 standard industry classification. To explore particular issues, an additional in-depth interviews were conducted of 25 employers participating in the survey. Findings It is found that employers support overwhelmingly recent legislative changes though there are variations across industries and firm sizes. There is also considerable variation in terms of which legislative changes are applied in the workplace. Despite fewer constraints on employer-determined flexibility, there was a rather puzzling finding that most employers still think that employment legislation is even balanced or favouring employees. Originality/value Cross-sectional survey findings of New Zealand employer attitudes to legislative changes are few and provide valuable data for policy makers, unions, employers and employment relations researchers. The paper also contributes to a more comprehensive understanding of pressures to increase employer-determined flexibility in many western countries.
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Lombardi, Sara, Sara Sassetti, and Vincenzo Cavaliere. "Linking employees’ affective commitment and knowledge sharing for an increased customer orientation." International Journal of Contemporary Hospitality Management 31, no. 11 (November 11, 2019): 4293–312. http://dx.doi.org/10.1108/ijchm-03-2018-0261.
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Purpose Building on the attitude–behavior relationship model, this study aims to contribute to customer orientation literature by suggesting that service employees’ commitment (i.e. personal attitude) affects their customer orientation via the effect of their participation in knowledge sharing with colleagues (i.e. employees’ behavior). Design/methodology/approach The empirical analysis has been developed around survey data, collected from 165 service workers of Italian museums. The hypotheses are tested through the SPSS PROCESS macro plugin. Findings Drawing on the importance of human capital to tourism organizations, this study illustrates that affective commitment has a positive and significant influence on employees’ customer orientation, and that this relationship is fully mediated by knowledge-sharing behaviors. Practical implications As attitudes are more stable than behaviors, the findings suggest that managers of tourism organizations implement appropriate selection and recruitment techniques, together with adequate involvement and empowerment activities, to identify and support individuals whose attitudes fit the organizational goals. Originality/value Acknowledging the contribution that workers can give to service organizations’ success, this paper enriches the understanding of the mechanisms that underlie the relationship between employees’ attitudes and their orientation toward the customer. Building on the cognitive dissonance theory, it adds to extant research on the individual antecedents of employees’ customer orientation by shedding light on the attitude–behavior relationship in tourism organizations.
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K, Thezasvini Jyothi, Karthikeyan A, and Manikandan R. "A study on employees’ attitude towards the organization and job satisfaction of employees in textile industry, tiruppur district, tamilnadu." Journal of Management and Science 8, no. 3 (December 30, 2018): 230–42. http://dx.doi.org/10.26524/jms.2018.23.
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The analysis has been focused on the primary data that is by the employees’ opinion survey method. For this a sample size of 223 was taken and the stratified random sampling method has been used to select the samples from the total population. The study reveals the employees opinion about all the human resource functions of textile industries in Tirupur and identifies the three major gaps between human resource practice and the systematic research in the area of employee attitudes in thrust and the most focal employee attitude in ie. satisfaction of job. The impacts of employee attitudes, the outcomes of positive or negative opinion job satisfaction, and how to measure and influence employee attitudes, employment conditions, wages and incentives, interpersonal relationship, working conditions, management practices, etc. Percentage analysis and Chi-Square test is used to reveal that there is relationship between income and experience of the respondents, and there is relationship between age and experience are positively correlated
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Shrestha, Arjun Kumar. "Workplace Spirituality and Employee Attitudes: Moderating Role of Organizational Politics." Journal of Business and Management Research 2, no. 1-2 (October 8, 2017): 33–51. http://dx.doi.org/10.3126/jbmr.v2i1-2.18150.
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There is growing interest in examining the influence of workplace spirituality (WPS) on employee attitudes. However, there is still lack of studies that examine the relationships between WPS and employee attitudes and moderating effect of other variables on these relationships. This study examined the relationships between WPS and two job attitude variables – job satisfaction and job involvement. It also examined the moderating effect of perceptions of organizational politics (POP) on these relationships. Survey questionnaire was used to collect data from 500 employees working in two Nepali organizations, of which 480 questionnaires were used for further analysis. Structural equation modeling and multiple moderated regression analyses were used to test the hypothesized relationships. Results indicated that WPS is significantly positively related to job satisfaction and job involvement and POP moderates the relationship between WPS and job involvement. Research implications are discussed and limitations of the study are highlighted.
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Valentine, Sean, and Lynn Godkin. "Ethics policies, perceived social responsibility, and positive work attitude." Irish Journal of Management 35, no. 2 (December 30, 2016): 114–28. http://dx.doi.org/10.1515/ijm-2016-0013.
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AbstractEmployers that emphasise ethics often encourage a variety of positive work-related outcomes, yet the manner inwhich different ethics policies and corporate social responsibility (CSR) enhance employee attitudes is still subject toinvestigation. Consequently, this study explored how ethics training and an ethics code work with perceived social responsibility to encourage positive feelings about work. Using survey data collected from 781 individuals employed in an education-based health science centre, the results indicated that hours of ethics training and a shared ethics code operated through perceived social responsibility to enhance a positive work attitude, measured as job satisfaction and an intention to stay. Creating an ethical environment and emphasising socially responsible business practices should encourage employees to respond more favourably to the workplace. In particular, companies should use ethics codes and training to emphasise CSR, thus enhancing employees’ work attitudes.
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Waseem, Naureen, Aaqiba Rasheed, Maria Gill, Ayesha Asad, Muhammad Omar Shamim, and Fatima Waseem. "THE ATTITUDES OF MEDICAL STUDENTS TOWARDS CLINICAL RELEVANCE OF HISTOLOGY." PAFMJ 71, no. 1 (February 25, 2021): 351–56. http://dx.doi.org/10.51253/pafmj.v71i1.3756.
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Objective of Study:
The objective of this study is to have an insight on student’s attitudes regarding histology’s clinical relevance in public and private sector medical college.
Methodology: A cross sectional survey for attitude analysis towards histology’s clinical importance was carried out among 200 third year medical students from private and public sector medical college. Thurdstone and Chave attitude analysis questionnaire was employed to find the attitude score.
Results: Students of both public and private sector medical college show scepticism towards the clinical importance of histology. There was no marked difference in the attitudes of students of public and private sector medical college. Most data remained on the borderline of the attitude scale employed.
Conclusion: This study provided useful information for the teachers that students do not appreciate the clinical importance of histology much. Teachers need to devise strategies and to work on the students helping them comprehend the importance of histology.
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SARAÇ, Ömer. "Differences in career planning attitudes of hotel employees by gender and age." Journal of Tourism Theory and Research 9, no. 1 (January 31, 2023): 8–14. http://dx.doi.org/10.24288/jttr.1171130.
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The aim of this study is to identify the career planning attitudes of hotel workers and to determine whether these attitudes vary in accordance with the gender and age of the workers. The data were attained from the hotel workers in the Taksim Talimhane region in Istanbul by benefitting from the survey technique, and 564 participants were reached. A statistical package program was used in the data analysis, and frequency, percentage, t-test, and factor analysis were applied. As a consequence of the analyzes conducted, the career planning attitude levels of the hotel workers have a high average. While the career planning attitudes of the hotel workers did not vary according to gender, a statistically significant difference was obtained in terms of age.
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Wolf, Marvin. "Shared Leadership and Employee Satisfaction in China: A Multiple Correspondence Analysis of Gender and Education Aspects of Participative Leadership Models." Business Ethics and Leadership 7, no. 4 (December 31, 2023): 37–45. http://dx.doi.org/10.61093/bel.7(4).37-45.2023.
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The relevance of researching on modern management approaches is today´s dynamic labor market’s demand for flexible leadership models, such as shared leadership, to attract talents in companies by meeting employee´s requirements of more participation in management tasks. This paper aims for the investigation of gender and education level related influences on attitudes toward shared leadership and employee satisfaction in a Chinese cultural context for a better understanding of possible limitations of shared leadership. Shared leadership is mainly explored with a focus on its origins in North America, the study of shared leadership in the Chinese culture is underrepresented. This quantitative research is conducted through an online survey, distributed by WeChat, involving 103 Chinese employees, with 39 women and 64 men, 34 years old on average, in a manufacturing work environment to approve the industry relevance. The convenience sampling ensures a high level of trust and data quality of the respondents regarding sensitive information about employee satisfaction and attitude toward shared leadership. Only existing, validated questionnaires were used. The survey regarding employee satisfaction is based on Spector (1985). The survey regarding attitude toward shared leadership is based on Small (2007). The results are evaluated by their means, standard deviations, correlation analysis and multiple correspondence analysis. Statistical analysis is performed by XLSTAT. The first hypothesis (H1), suggesting a clustering effect by gender and education level on shared leadership’s scope, is not significantly confirmed by the correlation analysis. The multiple correspondence analysis raises suspicions about men exhibiting higher employee satisfaction and a more negative attitude toward shared leadership than women. Individuals with a bachelor’s degree tend to display ambivalent attitudes toward shared leadership. The second hypothesis (H2), proposing a positive correlation between attitude toward shared leadership and employee satisfaction, is not confirmed by the correlation analysis. No significant correlation is found among the variables for the entire sample of Chinese respondents. The third hypothesis (H3), proposing an ambivalent attitude of Chinese employees toward shared leadership, is confirmed by the calculated mean score within the survey by Small (2007). There are potential reasons for this ambivalence, e.g. suggesting a conflict between traditional and modern values in China. This paper recommends a deeper understanding of ambivalent employee satisfaction at work to enhance the effectivity and efficiency of planned leadership changes. Tailored leadership training should be designed to align with the preferences of these specific target groups. Future research directions could focus on strategies for persuading team members to embrace a shared leadership approach. Additionally, exploring the reasons behind negative attitudes toward shared leadership paves the way for further research, such as examining potential connections with hierarchical power structures.
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SCHNEIDER, BENJAMIN, STEVEN D. ASHWORTH, A. CATHERINE HIGGS, and LINDA CARR. "DESIGN, VALIDITY, AND USE OF STRATEGICALLY FOCUSED EMPLOYEE ATTITUDE SURVEYS." Personnel Psychology 49, no. 3 (September 1996): 695–705. http://dx.doi.org/10.1111/j.1744-6570.1996.tb01591.x.
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Nakra, Rashmi. "Employee Attitude Surveys: a Powerful Tool for Enhancing Organizational Effectiveness." Ushus Journal of Business Management 4, no. 2 (June 10, 2005): 46–52. http://dx.doi.org/10.12725/ujbm.6.6.
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One of the cardinal rules of business is, "Listen to your customers". The notion that success also depends on listening to your employees is just as basic. All organizations that strive to improve performance and effectiveness are constantly faced by questions such as: 'Are our methods, working?" "Are our products and services meeting the market's expectations?" or "Why weren't we the first to launch the latest version of the product?" One of the most cost effective sources of advice is close at hand: THE WORKFORCE.
Apart from asking employees as to what is working and what isn't, managements are also acutely aware of the relationship between employee satisfaction levels and customer satisfaction. This link has been validated by research studies as well as experienced by each one of us in everyday life. Most of us can vividly recall our feelings of apprehension whenever we have to visit an organization, be it a bank, a retail outlet or a restaurant where the employees look miserable and unhappy in their jobs. Each time we enter such an organization, we get an uncomfortable feeling that its employees are annoyed at us for walking in and causing them to do work.
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Farashah, Ali Dehghanpour, and Tomas Blomquist. "Exploring employer attitude towards migrant workers." Evidence-based HRM: a Global Forum for Empirical Scholarship 8, no. 1 (November 22, 2019): 18–37. http://dx.doi.org/10.1108/ebhrm-04-2019-0040.
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Purpose Migrants play an essential role in economic and societal outcomes of the host society, both as members of the workforce and as citizens. However, integration and finding employment after migration remain critical issues. The purpose of this paper is to employ an evidence-based quantitative approach to identify migrant workers’ most important qualifications from an employer perspective and to explore factors that influence employer perception of migrants. Design/methodology/approach This study uses European Social Survey data that contain responses from managers in European countries in 2014 (n=2,828) and 2016 (n=3,014). Confirmatory factor analysis and structural equation modelling are used to analyse the data. Findings For managers, migrants’ commitment to the host country’s way of life is more important than their job skills, educational level and language proficiency. The effects of managers’ individual characteristics, including demographics, expectancies and personal values, on their general attitude towards migrants are also quantified. Practical implications The study’s outcomes can assist migrants to develop the qualifications most valued by employers, and allow policymakers to integrate the organizational perspective into policies and initiatives for integration of migrant labour. Originality/value Through HR practices, organizations significantly affect migrants’ career outcomes. Yet research on migrant workers from an organizational and managerial perspective is limited. This study identifies migrant workers’ most important qualifications from an employer perspective. It also explores which individual characteristics most influence organizational decision-makers’ perception. Utilizing a cross-cultural and longitudinal data set provides a unique opportunity to generate generalizable findings.
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Talent & Technology, _. "SPE Survey Rates Employee Job Satisfaction." Talent & Technology 01, no. 01 (December 1, 2007): 17–19. http://dx.doi.org/10.2118/0101-17-tt.
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Talent & Technology, _. "SPE Survey Rates Employee Job Satisfaction." Talent & Technology 01, no. 01 (December 1, 2007): 17–19. http://dx.doi.org/10.2118/0101-17-tt.
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NISA, NOOR UN, MUHAMMAD NAWAZ, and TAYYABA RAFIQUE MAKHDOOM. "The Role of Organizational Politics, its Impact on Employee Job Attitude and Creativity: Exploration and Implications for the Higher Education Institutions." International Review of Management and Business Research 10, no. 1 (March 8, 2021): 183–91. http://dx.doi.org/10.30543/10-1(2021)-14.
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The aim of this study to put a light on basics of organizational politics and its negative and positive effects on the employee work related attitudes, more specifically in education sector. In universities administration and faculty are busy in dirty political games rather to pay more attention towards facilitating students for their educational purposes. In universities politics is considered as a dangerous element as the ultimate victim of this politics will be students. Although some studies claimed that politics could be a positive element in organizational growth and development. But, the negative side is heavier than imagination that needs more consideration. A survey has been conducted through a well-structured questionnaire among 100 respondents as well as teaching and administrative staff from different public universities of Sindh Province. The study concluded some significant work related attitudes and outcomes of politics. The main effects of analysis have also revealed that perceptions of politics have significant its impact on employee job attitude and creativity. Keywords: Organizational Politics, Job Attitude, Creativity, Work Related Attitude, Higher Education.
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He, Mingwei, Yi Fei, and Min He. "Exploring the Factors Associated with Car Use for Short Trips: Evidence from Kunming, China." Journal of Advanced Transportation 2020 (February 1, 2020): 1–10. http://dx.doi.org/10.1155/2020/3654130.
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The purpose of this study is to explore the factors associated with car use for short trips. Using the data collected from a travel survey conducted with car users in Kunming, the structural equation model is employed to explore the structural relationships between car use for short trips, attitudes toward cars and alternative travel modes, sociodemographics, and the built environment. The results show that instrumental and symbolic attitudes toward cars are positively related to the affective attitude, and these three attitudes have a significant effect on car use for short trips. The symbolic attitude of drivers is negatively associated with their walking and cycling attitudes. Drivers with a better cycling attitude use a car less frequently for short trips. Concurrently, the effects of sociodemographics and the built environment on the attitudes and car use for short trips are also identified. The findings may contribute to understanding the car use behavior and help policy makers to identify methods for reducing car use more clearly.