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Strenitzerová, Mariana, and Karol Achimský. "Employee Satisfaction and Loyalty as a Part of Sustainable Human Resource Management in Postal Sector." Sustainability 11, no. 17 (August 23, 2019): 4591. http://dx.doi.org/10.3390/su11174591.
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The labor market situation in the postal and logistics sector has led to sustainable human resource management becoming increasingly important at the strategic level of each postal operator. This study proposes a new perspective of employee satisfaction assessment that not only quantifies total satisfaction but identifies job attributes and socio-demographic characteristics affecting employee satisfaction and loyalty as a key concern for sustainable human resource management. Findings of 1775 survey questionnaires of employees in Slovak Postal enterprise revealed that employee satisfaction is on average. The greatest dissatisfaction was related to the financial reward of employees and the employer’s lack of interest in the views and attitudes of employees. The use of regression and correlation analysis pointed to the fact that not only their satisfaction, but also the situation on the labor market in the region, the age of the employee, the job position and the length of employment have a strong influence on employee loyalty.
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Malhotra, Manoj K., Larry P. Ritzman, W. C. Benton, and G. Keong Leong. "A model for scheduling postal distribution employees." European Journal of Operational Research 58, no. 3 (May 1992): 374–85. http://dx.doi.org/10.1016/0377-2217(92)90068-k.
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Strekalova, Natalya V., and Sergey V. Shcherbakov. "Employees of communications institutions of the Tambov Governorate in the second half of the 19th – early 20th centuries: number, staff, professional mobility." Tambov University Review. Series: Humanities, no. 188 (2020): 164–75. http://dx.doi.org/10.20310/1810-0201-2020-25-188-164-175.
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The role and importance of information and communication infrastructure in the modern world is growing, which increases the relevance of studying the history of the formation and development of postal, telegraph and telephone communications in Russia, primarily regional features of the social component of this process. Based on interdisciplinary approaches, involving a wide range of historical sources, the work explores the problems of the postal, telegraph and telephone service in the Tambov Governorate in the second half of the 19th – early 20th centuries. The issues of the number and staff of employees in communication institutions (post office, telegraph, telephone) of the Tambov Governorate are studied. We reveal the peculiarities and problems of the development of institutions staff of the postal and telegraph department. The problems of professional mobility of postal and telegraph employees are analyzed; the requirements for them, their official duties are described. In the second half of the 19th – early 20th century in the social and economic life of the Russian province, the information and communication component began to play a prominent role, which was reflected in the increase in the number of communica-tion institutions in the Tambov Governorate and employees in them. There were acute issues of human resourcing, first of all, qualified specialists. At the beginning of the 20th century the pro-portion of women who served in the institutions of the postal and telegraph department of the go-vernorate increased.
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Emmywati, Emmywati, Noneng R. Sukatmadiredja, and Bambang Sri Wibowo. "JOB CRAFTING, WORK ENGAGEMENT AND SUSTAINABLE FOR EMPLOYEE PERFORMANCE IN DIRECTORATE OF TELECOMMUNICATIONS DIRECTORAT GENERAL OF POSTAL AND INFORMATICS IMPLEMENTATION IN JAKARTA." Media Mahardhika 18, no. 2 (January 30, 2020): 179. http://dx.doi.org/10.29062/mahardika.v18i2.146.
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This study discusses the direct relationship between job crafting, work engagement and sustainable on employee performance at the Telecommunications Directorate of the Directorate General of Postal and Information Technology in Jakarta. job crafting, work engagement and sustainable can be considered as proactive work from work to change their work and work resources to make their work more useful, satisfying, and interesting. job crafting, work engagement and sustainable will have a positive impact on work in a company, one of the impacts is to improve performance, which is one important part of a company. In this study, there were 60 employees and all employees were used as research samples. By using regression analysis, correlation, F-test and T-test. This study shows that employee research is significant with the level of craft work and work results. And employees will truly succeed or survive in the companies that compose them to ensure the safety, health and welfare of their workers. This is evidenced by the results of SPSS calculations which show that the value of the regression coefficient for job crafting (X1) is 0.553, work engagement (X2) is 0.288 and sustainable (X3) is 0.231 meaning that if there is an increase in employee performance (Y) also will increase for X1 is 0.553, X2 is 0.288 and X3 is 0.231. So it can be concluded that the job crafting, work engagement and sustainable will affect the performance of employees in the Telecommunications Directorate at the Directorate General of Postal and Information in Jakarta.
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Shcherbakov, S. V. "Working conditions of postal and telegraph employees of the Tambov province in the second half of the XIX – early XX century." History: facts and symbols, no. 3 (September 26, 2023): 30–43. http://dx.doi.org/10.24888/2410-4205-2023-36-3-30-43.
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Introduction. The article deals with the problems of working conditions of postal and telegraph employees in the Tambov governorate in the second half of the XIX - early XX century. The relevance of the study is determined by the significant role of communication tool in the life of society and the state.Materials and methods. The research is based on a wide range of archival and published sources. The research is based on the materials from the funds of the State Archive of the Tambov region. A significant part of the archival documents used in the work is being introduced into scientific circulation for the first time. The following methods of scientific research were used: comparative-historical, statistical, analysis, synthesis etc.Results. We study the material position of postal and telegraph employees, content of professional duties, working hours, the system of fines and benefits. The influence of working conditions on the revolutionary activity of communication workers is considered. The author comes to the conclusion that during the period under study, the socio-economic position of postal and telegraph employees was not easy. A long working day, a large number of work duties, the absence of leave for a number of categories of employees, the wage system – all this contributed to the involvement of signalmen in revolutionary activities. Nevertheless, even during the revolution of 1905-1907, the majority of postal and telegraph workers of the Tambov governorate as a whole remained loyal to the state authorities.
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Zaharov, D., and YEkatyerina Kashtanova. "The Order of Organization and Registration of Remote Work of the Employee." Management of the Personnel and Intellectual Resources in Russia 10, no. 3 (July 22, 2021): 73–77. http://dx.doi.org/10.12737/2305-7807-2021-10-3-73-77.
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This article discusses the features of the organization and design of remote work of an employee. The general provisions of registration of employees are defined. The forms of the necessary organization of interaction between the employee and the organization are described in the form of electronic document management with the use of an enhanced qualified electronic signature, an enhanced unqualified electronic signature, a simple electronic signature, as well as with the use of postal (courier) communication, depending on the types and forms of documents sent. The issues of ownership of the intellectual results of employees 'activities, as well as the possibility and legality of compensation of employees' expenses for necessary equipment and office supplies during work at home are considered. The rules of the organization of work of employees who are on remote work are defined.
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Lobo, Charles. "A Case for Improving Postal Security in the Department of Posts, India." Indian Journal of Public Administration 66, no. 4 (December 2020): 578–84. http://dx.doi.org/10.1177/0019556120983073.
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The term ‘postal security’ as used here broadly refers to the measures taken by the Post Organization (Department or Company) for the safe transmission of letters and parcels of the customers from the origin to its destination. It refers to measures to protect letters and parcels from untrustworthy employees and other criminal elements. The safety and security of postal property can also be added under this definition. This article attempts to examine the postal security aspects from a narrow scope limited to the postal articles in transmission by post. It does not cover safety measures to protect postal property or banking frauds. The focus is on the customer and the protection of his consignments entrusted to the post office for transmission.
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Poell, Rob F., Henriette Lundgren, April Bang, Sean B. Justice, Victoria J. Marsick, SeoYoon Sung, and Lyle Yorks. "How do employees’ individual learning paths differ across occupations?" Journal of Workplace Learning 30, no. 5 (July 9, 2018): 315–34. http://dx.doi.org/10.1108/jwl-01-2018-0019.
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Purpose Employees are increasingly expected to organize their own human resource development activities. To what extent and how exactly employees in various organizational contexts manage to shape their individual learning paths however remains largely unclear. The purpose of this present study is to explore, leaning on the empirical Learning-Network Theory (LNT) research and its findings, how employees in different occupations create learning paths that are attuned to their specific work context. Design/methodology/approach The paper reviews 23 MSc theses based on 14 distinct data sets collected between 2005 and 2015, containing approximately 1,484 employees from some 45 organizations and across various professions. The teachers, nurses, postal, software, telecom, railway and logistics company employees were mostly based in the Netherlands. The analysis focuses on learning-path types and learning-path strategies found in the 23 studies. Findings Motives, themes, activities, social contexts and facilities were found to be instrumental in explaining differences among individual learning paths. A total of 34 original learning-path types and strategies were found to cluster under 12 higher-order labels. Some of these were based on learning motive, some on learning theme, some on core learning activities, some on social learning context and a few on a combination of these elements. Overall, the socially oriented learning-path strategy was the most prevalent, as it was found among nurses, employees of software/postal/telecom, railway and logistics company employees, as well as teachers in two schools. Originality/value The paper presents the first overview of empirical studies on employee learning path(s) (strategies). In addition, it strengthens the empirical basis of the LNT.
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Jones, Stephanie, and Ahmad Ahmad. "The perception of employer value propositions and the contrast between Dutch and Chinese graduates: A case study of TNT." Emerald Emerging Markets Case Studies 1, no. 1 (January 1, 2011): 1–9. http://dx.doi.org/10.1108/20450621111117125.
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Subject area HRM; recruitment; managing cultural expectations in business; leadership. Study level/applicability Undergraduate management courses; MBA and MSc. Case overview This case focuses on recruitment problems in Europe with an Asian dimension. A young Dutch and a young Chinese graduate are considering a career with postal, courier and logistics firm TNT – what are their concerns as graduating students in looking for a job? From the opposite perspective, the case considers how employers attract graduate recruits. The case encourages students of a wide range of cultural backgrounds to question if they are following their cultural norms, or their own personal needs, regardless of their culture. It introduces students to the concept of perceptions of employer value propositions (EVPs) and how employers can “market” themselves to employees. The case is appropriate for courses in leadership, human resource management, corporate social responsibility (CSR), managing culture, also job hunting and career workshops. Expected learning outcomes This case is aimed at projecting the importance of career choice criteria from both graduate and employer perspectives. The case examines issues of national culture and associated differences in employee and organizational expectations. The case also examines the role of CSR in attracting employees; and the particular concerns of Generation Y employees. Supplementary materials Teaching note.
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Hladkykh, D. M. "Postal Bank in Ukraine: The Need and Risks of Creation." Business Inform 6, no. 521 (2021): 228–34. http://dx.doi.org/10.32983/2222-4459-2021-6-228-234.
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The article is aimed at substantiating the feasibility of creating a specialized postal bank in Ukraine, to define the list of related risks and possible directions for their reduction. The following key risks that hinder the establishment of a postal bank in Ukraine are identified: risk of lack of full control over the directions of investment of accumulated deposits of the population on the part of the NBU; liquidity risk; risk of non-compliance by the postal operator with economic standards that are mandatory for banking institutions; risk of capital deficit; risk of inability to support the postal operator with refinancing; risk of mass withdrawal of deposits by customers; risk of insufficient competence of «Ukrposhta» employees to comply with the requirements of financial monitoring; risks associated with the collection of large amounts of cash; risk of further growth of the share of the State-owned institutions in the banking market; risk of shortage of funds to close the agreement on the purchase of «Ukrposhta» by an already operating bank. Possible directions of minimization of these risks are proposed, in particular: implementation of key elements of successful experience in the banking services market of JSPPB «Aval»; defining as the target segment of clients of the new postal bank of the pensioners, who are currently customers of post offices, and as the basis of its resource base – the future pension and current accounts of individuals; use by «Ukrposhta» of the so-called «agency» model of financial services provision; association of «Ukrposhta» and «Oschadbank» into the State-owned Postal Bank; development of a list of key performance indicators for employees and branches of the new postal bank; development of a list of measures directed towards significantly improving the level of qualification of personnel of «Ukrposhta» branches; installation of POS-terminals and payment terminals in all post offices located in rural areas; establishment of individual economic standards for the new postal bank for the period of its full adaptation to activities in the banking market.
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Kanste, Outi, Nina Halme, and Marja-Leena Perälä. "The Collaboration Management and Employee Views of Work and Skills in Services for Children and Families in Finnish Municipalities: The Collaboration Management and Employee Views of Work and Skills." Nordic Journal of Working Life Studies 6, no. 1 (March 25, 2016): 61. http://dx.doi.org/10.19154/njwls.v6i1.4910.
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The study explored how collaboration management is connected with employee views of work and skills in the health care, social welfare, and education sectors that provide services for children and families in municipalities. Collaboration management in children and family services involves increasing awareness of services, organizing agreed collaboration practices, overcoming barriers to collaboration, managing difficult relationships with coworkers, and contributing purposively to the functionality of collaboration. Data were gathered using a postal survey. The sample consisted of 457 employees working in the health care, social welfare, and educational settings in Finnish municipalities. Overall, the results suggested that collaboration management is related to employees’ positive views of work and versatile skills. Good awareness of services, well agreed-upon collaboration practices, and wellfunctioning collaboration were associated with employees’ influence over their own work, social support being received from managers, a perception of leadership justice, employee collaboration skills, and employee retention. On the other hand, barriers to collaboration seemed to reduce employees’ influence over their own work, social support, perceptions of leadership justice, collaboration skills, and employee retention. The findings indicate the need for effective collaboration management in multidisciplinary environments between the health care, social welfare, and education sectors that provide services for children and families to achieve employees’ positive views of work and versatile skills.
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Topal, Ali. "INVESTIGATION OF THE EFFECT OF DEMOGRAPHIC CHARACTERISTICS OF DECOMPOSİTİON, DİSPATCH AND DISTRIBUTION EMPLOYEES IN POSTAGE WORKS ON LEVELS OF ORGANIZATIONAL COMMITMENT." International Journal of Research -GRANTHAALAYAH 9, no. 9 (September 30, 2021): 117–32. http://dx.doi.org/10.29121/granthaalayah.v9.i9.2021.4253.
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The aim of the research is to determine the demographic characteristics of the employees who make decomposition, dispatch and distribution in the postal works; is to determine at what level it affects organizational commitment levels. The population of the research consists of 2703 people who make decomposition, dispatch and distribution in postal works in Ankara province. The sample consists of 238 volunteers, 122 of whom are male and 116 are females. Data and information were collected by applying the organizational commitment scale developed by Meyer, Allen, and Smith and the questionnaire with 7 demographic questions in October, November and December 2018, and in January, February and March 2019. There is one main hypothesis and seven sub-hypotheses in the research.
Normality, skewness and kurtosis test, t test from hypothesis tests and ANOVA test from variance analysis techniques were used in the research. As a result of the analyzes applied, it has been seen that the demographic characteristics of the employees who make decomposition, dispatch and distribution in the postal works play an effective role on organizational commitment.
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Dobrodolac, Momčilo, Libor Švadlenka, Marjana Čubranić-Dobrodolac, Svetlana Čičević, and Bojan Stanivuković. "A model for the comparison of business units." Personnel Review 47, no. 1 (February 5, 2018): 150–65. http://dx.doi.org/10.1108/pr-02-2016-0022.
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Purpose The purpose of this paper is to propose a methodology for the comparison of business units and to illustrate its implementation. Job stress is introduced as a mediator variable. A postal company is taken as a case study and its three business units are compared. The units (i.e. employees who have direct contact with customers) analyzed are postal clerks, couriers and call center operators. Design/methodology/approach Quantitative data were collected using two questionnaires: the first to assess the state of predefined organizational parameters, and the second to measure the stress levels of employees. The χ2 test of independence (χ2 test) and Fisher’s exact test are used to calculate correlation. Work stress score and stress distribution index, which are proposed in this study, are used to quantify the levels of stress, the state of organizational parameters and possible improvement points, as well as to compare the business units. Findings According to the results, the most demanding job is that of couriers, followed by postal clerks and call center operators. Originality/value The proposed model could be used to assess and improve businesses and to reduce the stress levels of employees. Further, a model for the comparison of business units might be a useful tool for managers in defining working hours, breaks, length of holiday periods and even in creating a wage structure.
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Ivanova, Svetlana, and Sergey S'emschikov. "ANALYSIS OF INDUSTRIAL INJURIES IN UFPS OF IRKUTSK AREAS." Modern Technologies and Scientific and Technological Progress 2018, no. 1 (March 23, 2020): 178–79. http://dx.doi.org/10.36629/2686-9896-2020-2018-1-178-179.
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Boxer, Marilyn J., and Susan Bachrach. "Dames Employees: The Feminization of Postal Work in Ninetenth-Century France." American Historical Review 90, no. 2 (April 1985): 428. http://dx.doi.org/10.2307/1852729.
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Matani, Mehrdad, and Gholamreza Asadi Bidmeshki. "The Role of Burnout on Reducing Employees' Performance." Journal of Management and Accounting Studies 6, no. 02 (September 29, 2020): 39–46. http://dx.doi.org/10.24200/jmas.vol6iss02pp39-46.
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Objective: In this research, we are looking for an appropriate answer to the question of whether job burnout can be considered as a factor in reducing job performance for employees. The purpose of this study was to measure burnout components and to investigate its relationship with employees' performance components in the postal area 13 of Tehran. Methodology: This research is a descriptive-survey method. Using a suitable sampling method, a sample of 200 individuals was selected. The collected data were analyzed using correlation test. Results: The results show that in general, job burnout has a significant effect on reducing employees' performance. Performance factors that affect burnout are: ability level, level of perception, motivation, evaluation, performance, perceived environmental fitness; also, various components of burnout, including emotional exhaustion, isolation and individual failure, also affect the performance of employees. Of course, the effect of burnout on perceived organizational components and credibility was not confirmed. Conclusion: Finally, employee perceptions of environmental conditions are improved through the implementation of programs to reduce burnout.
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Heikkinen, Anne M., Gustav J. Wickström, Helena Leino-Kilpi, and Jouko Katajisto. "Privacy and Dual Loyalties in Occupational Health Practice." Nursing Ethics 14, no. 5 (September 2007): 675–90. http://dx.doi.org/10.1177/0969733007077891.
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This survey set out to explore occupational health professionals' courses of action with respect to privacy in a situation of dual loyalty between employees and employers. A postal questionnaire was sent to randomly selected potential respondents. The overall response rate was 64%: 140 nurses and 94 physicians returned the questionnaire. Eight imaginary cases involving an ethical dilemma of privacy were presented to the respondents. Six different courses of action were constructed within the set alternatives proposed. The study indicated that privacy as an absolute value is not in the interest of either employees or employers. It also showed that, where dual loyalty is concerned, the most valid course of action in dealing with sensitive subjects such as drug and work community problems, sexual harassment and sick leave is to rely on tripartite co-operation. If they maintain their professional independence and impartiality, health professionals are well placed to succeed in this challenging task; if not, there are bound to be severe violations of privacy.
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Lowe, Graham S., and Herbert C. Northcott. "Stressful Working Conditions and Union Dissatisfaction." Articles 50, no. 2 (April 12, 2005): 420–42. http://dx.doi.org/10.7202/051018ar.
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This paper examines the relationship between stressful working conditions, social support at work, employee distress, and union members' (dis)satisfaction with their union. It might be assumed that under stressful working conditions, unionized workers would turn to their union to seek better working conditions and would have a positive orientation toward their union. However, it is also possible that stressful working conditions and distressed, alienated employees will become dissatisfied not only with their job but also with their union. The data for this study corne from a survey of unionized postal workers employed by Canada Post Corporation in Edmonton in 1983.
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Drašković, Darko, Petr Průša, Svetlana Čičević, and Stefan Jovčić. "The Implementation of Digital Ergonomics Modeling to Design a Human-Friendly Working Process in a Postal Branch." Applied Sciences 10, no. 24 (December 21, 2020): 9124. http://dx.doi.org/10.3390/app10249124.
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In today’s business world, there are two very important health issues that the employees in the service sector are faced with: Spinal disease, especially in the lower back, and carpal tunnel syndrome. These are well-known musculoskeletal disorders. To preserve the health of its employees and prevent professional illnesses, and to thus maximize their efficiency, companies must use knowledge from the field of ergonomics. This study aims to examine the work-related health problems that the workers in transportation companies are faced with. As a case study, a postal company from Serbia is considered, with particular attention paid to the counter clerks. The research was carried out in one branch of the postal operator. All six postal clerks working at the considered branch were subjects of the study. The workers were observed visually by the researchers and recorded while performing their job tasks. Based on the analysis of their movements and body positions, the evaluation of their level of risk exposure was determined using the Ergo Fellow software, specifically with five packages within this program (Rapid Upper Limb Assessment, Rapid Entire Body Assessment, Ovako working posture analysis system, Moore and Garg, and Suzanne Rodgers). As a result of the implemented tools, the analysts are in a position to conclude what should be changed in the work organization.
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Mwita, Kelvin M., Eliza Mwakasangula, and Oscar Tefurukwa. "The Influence of Leadership on Employee Retention in Tanzania Commercial Banks." International Journal of Human Resource Studies 8, no. 2 (May 6, 2018): 274. http://dx.doi.org/10.5296/ijhrs.v8i2.12922.
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Leadership is one of important aspects in any form of activity that involves people. Leadership may make employees either stay or leave the organisation hence it becomes one of factors that influence employee retention. Organisations spend and invest a lot in their employees and this starts from recruitment and selection, training and development, compensation and other Human Resource Management functions. This entails that letting an employee leave your organisation is a costly decision one can ever make. Various studies done in Tanzania have been investigating employee retention by associating it with other factors such as salaries, working hours, training and development, working environment and promotion among others. This study examined the link between leadership and employee retention. The study used Akiba Commercial Bank (Buguruni Branch) and Tanzania Postal Bank (Morogoro Branch) as the study cases and data were collected using questionnaires. Linear regression analysis was employed to examine the relationship between the variables. It was found that there is significant linear relationship between leadership and employee retention in Tanzania commercial banks. The study recommends provision of training to bank managers and supervisors on leadership skills since managing and leading go hand in hand. It further reminds managers and supervisors to seek for feedback from their subordinates on how they perceive leadership styles used in respective banks and make improvements before the employees decide to leave.
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Strenitzerova, Mariana. "Innovation Trends in the Transport, Logistics and Postal Services Sector with Impact on Human Resources in the Slovak Republic." LOGI – Scientific Journal on Transport and Logistics 14, no. 1 (January 1, 2023): 98–109. http://dx.doi.org/10.2478/logi-2023-0010.
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Abstract The innovations that characterize this digital age significantly affect the situation in the labor market. Digital development also has a fundamental impact on the future of transport and postal services. The aim of this contribution is to approximate the impact of innovations on human resources management in the transport, logistics and postal services sector. Secondary research was focused on the analysis of the current state of human resources, and factors influencing the situation in the labor market in this sector. The forecast for the development of the sector is based on the Strategy of Human Resources Management in the Transport, Logistics and Postal Services Sector until 2030. Innovative trends are identified through a comprehensive investigation, and their impact on individual jobs in the transport, logistics and postal services sector is determined. New methods and work procedures are expected, which require an educated workforce with new professional knowledge. The COVID-19 pandemic had a fundamental impact on the development of innovations, which accelerated the digitalization process in many areas. The pandemic has also fundamentally changed the working life of employees working in this sector, whether it concerns working remotely or developing their digital skills.
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Geldart, Sybil, Lacey Langlois, Harry S. Shannon, Lilia M. Cortina, Lauren Griffith, and Ted Haines. "Workplace incivility, psychological distress, and the protective effect of co-worker support." International Journal of Workplace Health Management 11, no. 2 (April 3, 2018): 96–110. http://dx.doi.org/10.1108/ijwhm-07-2017-0051.
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Purpose Previous in-depth focus groups found that postal workers employed by a crown corporation in Canada identified a lack of respect in the workplace. A lack of respect or discourteous behavior might be better understood as a phenomenon of workplace incivility. The purpose of this paper is to report a larger cross-sectional survey to determine: the magnitude of workplace incivility among Canadian postal workers; any association between incivility and indicators of worker well-being; and, the potential buffering benefits of social support from co-workers. Design/methodology/approach Questionnaire packages were mailed to nearly 2,000 employees of Canada Post Corporation, asking for anonymous responses to questions about their job, demographics, satisfaction and commitment, treatment in the workplace, and well-being. Findings More than 82 percent of 950 respondents reported at least some workplace incivility. After controlling for demographic and work factors, incivility explained significant variation in worker burnout, anxiety, depression, and hostility (i.e. adjusted R2 values ranged from 5 to 46). In addition, the association between incivility and worker anxiety, depression, and hostility was reduced when workers reported greater social support from co-workers. Research limitations/implications Incivility is more than just a minor or infrequent source of psychological distress for people working in service. However, a positive outcome is that co-worker support helps reduce the adverse effects of rude and discourteous behavior. Originality/value To our knowledge, this was the first large-scale survey exploring workplace incivility in the public postal service. The data from a large sample of postal workers across Canada suggest that the treatment of employees is an ongoing problem at this organization. This research is relevant for understanding workplace interactions and health in the service sector in Canada, though the authors expect it is germane also to other occupations worldwide.
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Munap, Rudzi, Siti Nor Bayaah Ahmad, Sofhinaz Abdul Hamid, and Mirza Fareed Beg MM Talib Beg. "The Influence of End User Computing System (EUCS) on User Satisfaction: The Case of a Logistic and Courier Service Company." International Journal of Social Sciences and Humanities Invention 5, no. 12 (December 7, 2018): 5103–10. http://dx.doi.org/10.18535/ijsshi/v5i12.03.
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In any service and product delivery organizations, front-line employees play a key role in interacting with customers. The organization seek information from the customers; make sense of the information and by using an information system provided they further take action to meet customer demands. The interactions between front-line employees and customers influence the overall perception of the service quality and ultimately, customer satisfaction within the services context. This is because services are characterized by inseparability and intangibility, and it is often the employees themselves who deliver the service and act as a communication channel. Since satisfied employees are likely to treat customers better and offer an improved service, therefore it is vital for an organization to understand the needs and expectations of their employees to increase their level of satisfaction. The present study was using one of the main logistic and courier services in Malaysia by evaluating the effectiveness and efficiency of its over-the-counter system. Using the original model Doll and Torkzadeh (1988), self-administered questionnaires were distributed to 234 employees located at selected branches in Klang Valley, Malaysia. Findings indicated that among the five dimensions of users’ satisfaction namely content, accuracy, format and timeliness; show positive significant relationship with the user’s satisfaction. Only ease-of-use indicated no significant relationship. It has proven that front-line employees play a significant role in the overall service rating, organizations should be more considerate and provide attention in managing their performance. The findings of the study can provide valuable information to postal organizations that have adopted or are thinking about adopting a new retail system. These postal organizations will have better opportunity to gain insights in order to make the adoption successful as they get to know how end users perceive content, accuracy, format, ease of use and timeliness of the system.
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Eposi, Elsie Mbua. "Evaluation of Customers’ Expectations and Perceptions of Service Quality Dimensions: A Study of South African Post Office in the North-West Province." International Review of Management and Marketing 13, no. 6 (November 10, 2023): 29–42. http://dx.doi.org/10.32479/irmm.14876.
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The study seeks to measure customers' expectations of service quality provided by managers and frontline employees against their perceptions of service quality in Post offices in the North-West Province of South Africa and to determine the gap between customers ‘expectations and their perceptions of service quality using the five service quality dimensions. Data were collected by SERVQUAL questionnaire to examine the areas of tangibility, reliability and responsiveness, assurance, and empathy from 384 post office customers. To select respondents for this study, non-probability sampling techniques were used, mostly convenient approaches. Using factor analysis, five characteristics of service quality were identified: tangibility, reliability and responsiveness, assurance, and empathy. According to the study's findings, A negative gap was observed in consumer expectations and perceptions of the quality of postal services delivered to consumers. This means that the quality of services delivered to postal consumers in the five-post offices was less than what they expected. The highest gap was related to tangibles and assurance. Therefore, it is mandatory for management to focus on tangibles and assurance in order to improve postal services. The study argues that managers should strive to improve the frontline employee’s willingness to help, respond quickly to queries, competence in providing efficient services, making customers feel secure when receiving services, schedule appointments on time, having customers' best interests at heart, and be of good behaviour. These qualities instils confidence in customers. These qualities that need to be renewed are categories under the post office's reliability, tangibility, responsiveness, and assurance characteristics.
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Mundia, Lawrence. "Assessment of Work-related Stress in Brunei Public and Private Sector Employees." Journal of Public Administration and Governance 9, no. 4 (December 23, 2019): 221. http://dx.doi.org/10.5296/jpag.v9i4.16100.
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The aim of the present study was to investigate the prevalence of stress in work situations for 860 randomly selected Brunei public and private sector employees of both genders. A quantitative field survey was used to probe the problem. This strategy’s main difference and advantage compared to postal, telephone and online survey procedures was that it enabled an immediate collection of data onsite. Work-related stress was prevalent in Brunei public and private sector employees. Employees with low and middle level education were the most affected by work stress. In addition, workers who lived with parents and the chief income earners in the households were also distressed. Incorporation of an interview component would have helped in triangulation and interpretation of the survey findings. Prolonged and untreated work-related stress poses a high likelihood risk of lowering the quantity and quality of productivity in any work environment. Appropriate individual and group interventions (educational, counseling and psychotherapy) for vulnerable employees at risk of developing work-related stress problems were recommended. In addition, further research with interview probes was also desired to address the problem. To promote holistic employee mental health well-being, the labor force needs to operate in none-stressful work-places and live in stress-free contexts.
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Mittal, Dr Monika, and Dr Meenu Rattan. "Analysis of Employees Perception and Job Satisfaction: A study of HRM practices in Post Offices." INTERNATIONAL JOURNAL OF MANAGEMENT & INFORMATION TECHNOLOGY 5, no. 3 (September 15, 2013): 643–47. http://dx.doi.org/10.24297/ijmit.v5i3.4230.
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Satisfying employees at work places has ever been a crucial task before any of the organizations to ensure the success of the organization. Further, the level of job satisfaction is affected by a wide range of variables relating to individual, social, cultural, organizational and environmental factors. The present study examines the level of satisfaction of employees of post offices around the Tricity (Chandigarh, Panchkula and Mohali). The study highlights various factors determining the employees satisfaction with the job and some recommendations have also been made to enhance their satisfaction level. Data are obtained from postal assistants through structured questionnaire and used to illustrate their perception towards their organization with the help of factor analysis.
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Grgurović, Biljana, and Jelena Milutinović. "Terminological ambiguities in the area of postal services with a special focus on the CEP industry." Tehnika 76, no. 1 (2021): 81–87. http://dx.doi.org/10.5937/tehnika2101081g.
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The paper addresses the problem of understanding and interpreting professional terminology in the field of postal services (with a special focus on the CEP industry) which abounds in specific words and phrases that are sometimes difficult to pinpoint in terms of meaning or difference between them. The paper is mainly based on relevant bibliography, rulebooks, and professional debates in which the authors have participated or which they have observed. The main emphasis is put not only on the meaning of terms, but on the importance of the context in which they are used. The findings should help all interested parties: both employees in the field and young people studying to become professionals in this sector, as well as users of postal services. Since professionals in this area, and especially those in educational institutions, explain and approach certain terminology differently, the paper points out the necessity of interpreting in accordance with theoretical framework and the context of a specific term. This approach could result in higher precision and unambiguity in interpreting, explaining, and comparing different events in the postal sector. Keeping in mind that there are no previously published papers or studies tackling this problem, the idea of the authors was to identify and explain in detail some of the most commonly used terms with varied interpretations which describe services, the market, technology known as postal, whether that is entirely correct or not.
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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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Cordis, Adriana, and Jeffrey Milyo. "A Replication of “Weathering Corruption” ( Journal of Law and Economics, 2008)." Public Finance Review 49, no. 4 (July 2021): 589–626. http://dx.doi.org/10.1177/10911421211028835.
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Previous research using data on convictions for corruption-related crimes from the Public Integrity Section (PIN) of the Department of Justice points to a positive correlation between the amount of corruption in a state and the amount of federal funds provided to the state for natural disaster relief. We take a closer look at the relationship between public corruption and disaster assistance and find little support for the hypothesis that the provision of federal disaster aid increases public corruption. Our analysis suggests instead that prior evidence of such a link arises from an unexplained correlation during the 1990s between disaster aid and convictions of postal employees for crimes such as stealing mail. Convictions for postal service crimes appear to account for a large fraction of the total federal convictions reported by PIN, which could have far-reaching implications, given that the PIN data have been used so extensively in the corruption literature.
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Batliboi, Shara M., and Suhas Tambe. "Conceptualizing a Model for Improving Access to Medicines in Rural India." Journal of Health Management 16, no. 4 (November 26, 2014): 547–61. http://dx.doi.org/10.1177/0972063414548556.
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India’s health care infrastructure has not kept pace with the economy’s growth. Today only 25 per cent of the Indian population has access to allopathic medicine, practiced mainly in urban areas. Rural India’s health is supported, not always adequately, by the government’s National Rural Health Mission (NRHM). This study proposes a model for distributing free medicines to villages. Medicines, a few months before their expiry dates, normally wasted, would be obtained from urban stockists/chemists. Pharmaceutical companies, by giving their consent, could partner with the model. The transfer of drugs to rural India would be via the widespread Indian postal network. Non-governmental organizations (NGOs), postal employees and trained NRHM personnel would mobilize the model. Such a public–private partnership brings together members of civil society (e.g., NGOs), public sector (e.g., government agencies) and private sector (e.g., pharmaceutical companies) to fund, coordinate and drive the model, addressing the gaps in rural access to health care.
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Jones, H. S. "Civil Rights for Civil Servants? The Ligue Des Droits De L'Homme and the Problem of Trade Unionism in the French Public Services, c. 1905–1914." Historical Journal 31, no. 4 (December 1988): 899–920. http://dx.doi.org/10.1017/s0018246x00015569.
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The law of 21 March 1884, which legalized the formation of syndicats for the defence of ‘economic, industrial, commercial and agricultural interests’, was not intended to apply to civil servants. They were not thought to have such interests. There was, it is true, some dispute as to which categories of public employees were covered by this legal prohibition, and the Chamber of Deputies maintained in 1894 that the law applied to workers in industrial enterprises run by the state. But governments steadfastly refused to allow postal officials or schoolteachers, for instance, the right to form syndicats. They did not, however, contest their right to form associations under the law of 1 July 1901, and conflict became acute in the period after 1905 as these associations began to transform themselves into syndicats or to claim rights associated with the syndicat The postal strikes in Paris in 1909 and the rail strike of 1910 were particular causes célèbres
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Novia, Astri, Asita Rahmadhayanti, Ahmad Ramadhan Simatupang, Ahmadi, Tengku Ahmad Helmi, and Eddi Suprayitno. "The Influence of Workload, Work Motivation, and Job Satisfaction on Employee Performance at the Lubuk Pakam Pratama Tax Services Office." Jurnal EMT KITA 8, no. 1 (January 30, 2024): 523–31. http://dx.doi.org/10.35870/emt.v8i1.2172.
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This study aims to assess the influence of responsibility, work motivation, and job satisfaction individually and collectively on employee performance at the Lubuk Pakam Pratama Tax Services Office. The research was conducted at the Lubuk Pakam Pratama Tax Services Office, located at Jalan P. Diponegoro Number 30A, Medan, North Sumatra Region, postal code 20152, with a population of 122 individuals and a sample size of 55 individuals. Data collection involved interviews, surveys, and documentation. The data were analyzed using version 24 of the IBM Statistics for Product and Service Solution (SPSS) software, employing multiple regression analysis. Based on the findings of the study, it was observed that responsibility had a negative impact on the performance of employees at the Lubuk Pakam Pratama Tax Services Office. This was supported by the results of the t-test analysis (-3.528 < 2.008) at n = 55 with a significance level of 95%. Work motivation influenced the performance of employees at the Lubuk Pakam Pratama Tax Services Office, as evidenced by the t-test analysis (8.587 > 2.008) at n = 55 with a significance level of 95%. Job satisfaction also affected the performance of employees at the Lubuk Pakam Pratama Tax Services Office, as indicated by the t-test analysis (2.065 > 2.008) at n = 55 with a significance level of 95%. The F-test value (F-count > F table) of 36.178 > 2.79 indicates that collectively, there is a positive and significant impact of responsibility, work motivation, and job satisfaction on the performance of employees at the Lubuk Pakam Pratama Tax Services Office.
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Dutta, Payal, and Ashima Sharma Borah. "A Study on Role of Moderating Variables in Influencing Employees’ Acceptance of Information Technology." Vision: The Journal of Business Perspective 22, no. 4 (December 2018): 387–94. http://dx.doi.org/10.1177/0972262918803467.
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Penetration of information technology (IT) in almost every sector of the Indian economy is occurring at a very rapid pace. This has brought about a great transformation from a paper world to a digital world. Employees face new technological changes in their workplace almost every day. Some employees welcome the changes brought about by technology while others resist it and become defensive. These differences in employees’ reactions are influenced by a host of moderating variables existing in the environment. For the purpose of the present study, the researchers have adopted three moderating variables, namely, age, gender and experience (from the unified theory of acceptance and use of technology [UTUAT] model of Venkatesh, Morris, Davis, and Davis (2003, MIS Quarterly, 27, 3, 425–478). Hence, the article attempts to study the influence of the aforementioned moderating variables on the employees’ acceptance of IT at their workplace. The study has been conducted in the post offices falling under the Nalbari-Barpeta division of the Assam postal circle. The study is based on both the primary and secondary data.
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Partridge, Robert, John Alexander, Tom Lawrence, and Selim Suner. "Medical counterbioterrorism: The response to provide anthrax prophylaxis to New York city US postal service employees." Annals of Emergency Medicine 41, no. 4 (April 2003): 441–46. http://dx.doi.org/10.1067/mem.2003.105.
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Lazarević, Dragan, Momčilo Dobrodolac, Libor Švadlenka, and Bojan Stanivuković. "A MODEL FOR BUSINESS PERFORMANCE IMPROVEMENT: A CASE OF THE POSTAL COMPANY." Journal of Business Economics and Management 21, no. 2 (April 1, 2020): 564–92. http://dx.doi.org/10.3846/jbem.2020.12193.
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The aim of this paper is to propose a management model which would assess the state of the business and indicate the improvement points, as well as to demonstrate the applicability of the model in a case of the postal company. An A’BA model is proposed which represents a combined application of Analytic Hierarchy Process – AHP method as a multi-criteria decision making tool and theory of business areas. The research consists of two parts. To define the most important influencing factor on business performance, the experts are interviewed. A new concept is proposed and applied in the process of aggregating experts’ assessments based on their mapping in a plane. This creates the appropriate surface, and the position of its centroid in relation to the Saaty’s scale defines the final score of pairwise comparison - an indicator of the relationship between two elements that are compared. In the second part, additional experts from the determined area are involved to define an approach for detailed analysis of the most important factor. In this case, the approach included a survey of employees based on the specialized questionnaire. The guidelines for business performance improvement are obtained.The aim of this paper is to propose a management model which would assess the state of the business and indicate the improvement points, as well as to demonstrate the applicability of the model in a case of the postal company. An A’BA model is proposed which represents a combined application of Analytic Hierarchy Process – AHP method as a multi-criteria decision making tool and theory of business areas. The research consists of two parts. To define the most important influencing factor on business performance, the experts are interviewed. A new concept is proposed and applied in the process of aggregating experts’ assessments based on their mapping in a plane. This creates the appropriate surface, and the position of its centroid in relation to the Saaty’s scale defines the final score of pairwise comparison - an indicator of the relationship between two elements that are compared. In the second part, additional experts from the determined area are involved to define an approach for detailed analysis of the most important factor. In this case, the approach included a survey of employees based on the specialized questionnaire. The guidelines for business performance improvement are obtained.
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Psoinos, Anna, Thomas Kern, and Steve Smithson. "An Exploratory Study of Information Systems in Support of Employee Empowerment." Journal of Information Technology 15, no. 3 (September 2000): 211–30. http://dx.doi.org/10.1177/026839620001500304.
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The notion of employee empowerment in today's organizations is becoming increasingly important with the growing degree of responsibility individual employees hold. This paper presents the findings of a longitudinal study which examined the relationship between computer-based information systems (IS) and empowerment in detail drawing heavily on empirical work carried out in the British manufacturing industry. The paper elaborates and discusses the conceptual issues which are relevant to the idea of empowerment and its relationship with IS, before determining empowerment to be in essence the decentralization of decision-making authority to lower levels of the organization. The lack of any research on this topic led us to carry out a combination of empirical research. A large-scale postal survey of 450 UK manufacturing companies followed by a series of 20 in-depth interviews in 18 top UK manufacturing organizations formed the basis for this paper. The findings confirmed that empowerment is indeed pursued by many UK manufacturing organizations within their various efforts at improving their organization of work. The research participants viewed IS as an important enabling tool for empowerment offering many opportunities, but clearly noted that the role of IS in this is supportive rather than initiating; IS do not lead to employees becoming empowered. However, the interviews revealed that manufacturing organizations are facing a wide range of problems and difficulties with their existing IS raising a number of constraints. The paper concludes with a number of practical suggestions for using IS as a supportive means for empowering employees.
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von Thiele Schwarz, Ulrica, Karina M. Nielsen, Terese Stenfors-Hayes, and Henna Hasson. "Using kaizen to improve employee well-being: Results from two organizational intervention studies." Human Relations 70, no. 8 (December 1, 2016): 966–93. http://dx.doi.org/10.1177/0018726716677071.
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Participatory intervention approaches that are embedded in existing organizational structures may improve the efficiency and effectiveness of organizational interventions, but concrete tools are lacking. In the present article, we use a realist evaluation approach to explore the role of kaizen, a lean tool for participatory continuous improvement, in improving employee well-being in two cluster-randomized, controlled participatory intervention studies. Case 1 is from the Danish Postal Service, where kaizen boards were used to implement action plans. The results of multi-group structural equation modeling showed that kaizen served as a mechanism that increased the level of awareness of and capacity to manage psychosocial issues, which, in turn, predicted increased job satisfaction and mental health. Case 2 is from a regional hospital in Sweden that integrated occupational health processes with a pre-existing kaizen system. Multi-group structural equation modeling revealed that, in the intervention group, kaizen work predicted better integration of organizational and employee objectives after 12 months, which, in turn, predicted increased job satisfaction and decreased discomfort at 24 months. The findings suggest that participatory and structured problem-solving approaches that are familiar and visual to employees can facilitate organizational interventions.
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Wu, Nan, Hao Wu, and Feiyan Zhang. "Evaluation of the Construction of a Data Center-Driven Financial Shared Service Platform From the Remote Multimedia Network Perspective." International Journal of Information Technologies and Systems Approach 16, no. 3 (March 17, 2023): 1–15. http://dx.doi.org/10.4018/ijitsa.320178.
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The financial shared service (FSS) platform under the remote multimedia network perspective is a newly proposed accounting and reporting business management mode in recent years that plays a good role in the operation of enterprises. The multimedia technology in the health cloud biological authentication and data management system can be applied to the construction of the data center-driven FSS platform. This study used multimedia in the data management system to build a data center-driven FSS platform to maintain the normal operation of the enterprise. Moreover, the study analyzed from the perspective of employee satisfaction, work efficiency, enterprise cost, and work continuity and drew a conclusion. The survey of employee satisfaction showed that the satisfaction of employees after modeling had been greatly improved compared with that before modeling. Moreover, according to the survey of work efficiency, the work efficiency of employees in the five enterprises after modeling has been greatly improved compared with that before modeling. Furthermore, in the survey of enterprise cost, the cost reduction effect of postal enterprises is best after using multimedia technology to model the data center-driven FSS platform. Then, according to the survey on work continuity, the work continuity of the five enterprises has been improved to varying degrees after the establishment of the FSS platform. Among them, the work continuity of Enterprise 2 has been improved by 11%, with the best effect. The multimedia modeling in the health cloud biological authentication and data management system plays a role in promoting the development of enterprises.
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Neupane, Subas, Saila Kyrönlahti, Prakash K.C., Anna Siukola, Hanna Kosonen, Kirsi Lumme-Sandt, Pirjo Nikander, and Clas-Håkan Nygård. "Indicators of Sustainable Employability among Older Finnish Postal Service Employees: A Longitudinal Study of Age and Time Effects." Sustainability 14, no. 9 (May 9, 2022): 5729. http://dx.doi.org/10.3390/su14095729.
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We first clarify the definition of sustainable employability, and then we study how the indicators of sustainable employability among older Finnish postal service employees have changed over time. Finally, we estimate the effect of age on these indicators in a two-year follow up. A questionnaire survey among the Finnish postal service employees was conducted in 2016, and a follow-up was conducted in 2018. We analyze data from 1262 subjects who replied to both the baseline and the follow-up surveys. Sustainable employability is defined as a multidimensional construct using nine indicators and covering three domains (health, well-being and employability) based on Fleuren and colleagues’ model. Measurement time (repeated measure) is used as a within-subjects factor, and age is used as a between-subjects factor. The estimated marginal means of the indicators of sustainable employability at the baseline and the follow-up by age in years are calculated. No significant change is found in eight indicators (work ability, time and resources, recovery after work, job satisfaction, motivation, perceived employment, enough training on the job and relevance of work) of sustainable employability after the two-year follow-up. We find a statistically significant effect of time on self-rated health (F = 6.56, p = 0.011). Six out of nine indicators (self-rated health, work ability, time and resources, recovery after work, job satisfaction, and perceived employment) have a statistically significant effect of age between subjects. Partial Eta Squared (ŋ2p) shows a very small difference in the indicators of sustainable employability during the follow-up, indicating that the employability of the workers was sustained throughout. We used the Fleuren model as the basis for our definition of sustainable employability. Although they are based on single items, these indicators of sustainable employability remain stable after the two-year follow-up. Significant effects of age between subjects are found for six out of nine indicators. The results suggest that age may be an important determinant of sustainable employability.
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Moumita, Nishat, and Laila Zaman. "An Analysis of Global Training and Experience Sharing in Multinational Companies." American Journal of Business and Management 2, no. 1 (May 30, 2013): 75. http://dx.doi.org/10.11634/216796061706274.
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Global training programs are the training programs which are provided globally to the employees of a multinational company for the purpose of developing the employees’ skills, and find the appropriate leader from a pool of talent. Unilever an Anglo–Dutch multinational consumer goods company with a mission to help people feel good, look good and get more out of life with brands and services arrange global training for those employees who have the most potential and leadership quality for the company. Through this study the researcher has tried to identify the perspective of global training program of Unilever i.e. importance, cost benefit and worthiness. The methods used to collect data are personal interview, postal service, and telephone interview. It has found that Unilever wants to share all its best practises, ideas and all other skills with all the members of the company across the world. These training programs help the employees to have specialised knowledge of a subject. By taking these training, the employees meet new people from different countries, know about different culture and they learn to adjust with people. This also helps them to do business successfully anywhere in the world. But the flip side of this training program is that the process is very expensive and time consuming. Most of the time the employees decide to leave the job after they come back from the training program. In spite of having some negative opinions most of the managers, management trainees and the HR managers believe that global training programs are very important and worth doing.
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Fedorchenko, Oleh, and Olena Kaminskaya. "Forgotten officials: social and cultural characteristics of junior employees оf Odesa postal‑telegraphic districtаt at the end of the 19th – the beginning of the 20th century." Universum Historiae et Archeologiae 4, no. 1 (December 3, 2021): 5. http://dx.doi.org/10.15421/26210405.
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The aim: based on archival statistical materials, to create a socio-cultural portrait of lower employees of post and telegraph offices of Tavriya and Kherson provinces: class and group affiliation, educational level, age, religion, and dynamics of social-cultural portrait changes. Research methods: historic-genetic, historic-systemic, comparative. Main results: The dynamics of changes in the constituents of the socio-cultural characteristics of the lowest level employees of the Post department is analyzed. It is noted that, contrary to the government’s desire to form a generation of agents, the corps of the lowest level employees was formed, first of all, from peasants and burghers, who were attracted by the opportunity to get a rank and rise in the hierarchy of the Russian Empire. The educational level of the guards was increased at the expense of women, who, from 1916 were allowed to occupy positions of the lowest level employees. The educational indicators of postmen declined as the administration of post offices gave preference to physically fit people. Considering the religiosity of the society of the Russian Empire, most of the messengers were Orthodox. More than half of the messengers were married, which ensured a stable staff of lower-level employees. The practical significance lies in the creation of a systematic, factual basis for the reconstruction of the history of the Post office in Ukraine at the end of the 19th – beginning of the 20th centuries, in particular, the study of the ”human factor” of the Post department functioning. The originality of the research lies in the use of a wide range of unpublished archival sources and their comprehensive analysis. Scientific novelty: the main characteristics of the composition of the lower employees of the post and telegraph offices of Tavriya and Kherson provinces are comprehensively presented for the first time. Age, status, educational, family components and their changes are analyzed. Type of article: descriptive and analytical.
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Matsumura, Ella Mae, and Jae Yong Shin. "An Empirical Analysis of an Incentive Plan with Relative Performance Measures: Evidence from a Postal Service." Accounting Review 81, no. 3 (May 1, 2006): 533–66. http://dx.doi.org/10.2308/accr.2006.81.3.533.
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Using 1997–1999 annual performance evaluation data of 214 postal stores in Korea, we find that financial performance improves following the implementation of an incentive plan that includes relative performance measures, and that under this incentive plan, the degree of common uncertainty is positively associated with store profitability. We also find evidence that the incentive effect of the plan is mitigated in stores at which the employees' perceived unfairness is likely to be high. Finally, we find that the net benefits of introducing the incentive plan may be conditional on the degree of common uncertainty, which appears to be inversely related to the perceived unfairness attributable to the introduction of the contract with relative performance measures.
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K.C., Prakash, Jodi Oakman, Clas-Håkan Nygård, Anna Siukola, Kirsi Lumme-Sandt, Pirjo Nikander, and Subas Neupane. "Intention to Retire in Employees over 50 Years. What is the Role of Work Ability and Work Life Satisfaction?" International Journal of Environmental Research and Public Health 16, no. 14 (July 13, 2019): 2500. http://dx.doi.org/10.3390/ijerph16142500.
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Background: We investigated work ability and trajectories of work life satisfaction (WLS) as predictors of intention to retire (ITR) before the statutory age. Methods: Participants were Finnish postal service employees, who responded to surveys in 2016 and 2018 (n = 1466). Survey measures included ITR, work ability and WLS. Mixture modelling was used to identify trajectories of WLS. A generalized linear model was used to determine the measures of association (Risk Ratios, RR; 95% Confidence Intervals, CI) between exposures (work ability and WLS) and ITR. Results: Approximately 40% of respondents indicated ITR. Four distinct trajectories of WLS were identified: high (33%), moderate (35%), decreasing (23%) and low (9%). Participants with poor work ability (RR 1.79, 95% CI 1.40–2.29) and decreasing WLS (1.29, 1.13–1.46) were more likely to indicate an ITR early compared to the participants with excellent/good work ability and high WLS. Job control mediated the relationship between ITR and work ability (9.3%) and WLS (14.7%). Job support also played a similar role (14% and 20.6%). Conclusions: Work ability and WLS are important contributors to the retirement intentions of employees. Ensuring workers have appropriate support and control over their work are mechanisms through which organisations may encourage employees to remain at work for longer.
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Peat, M. A. "Financial viability of screening for drugs of abuse." Clinical Chemistry 41, no. 5 (May 1, 1995): 805–8. http://dx.doi.org/10.1093/clinchem/41.5.805.
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Abstract Urine drug testing is now a common practice in the American workplace; a recent survey indicated that > 90% of companies with > 5000 employees have some type of testing program. These programs have indeed reduced the rate of drug-positive test results; for example, recent data from the Federal Aviation Agency show that the rate for 1993 was 0.82% compared with 0.95% for 1992. Many corporations have stated that urine drug testing, as a component of a substance abuse policy, results in significant savings, e.g., from decreased absenteeism and turnover. The United States Postal Service recently completed a longitudinal study on the economic benefits and found that, over the average tenure of an annual intake of employees, there were savings of more than $100 million. Although this study clearly demonstrates the financial benefits of preemployment drug testing, the decision to test is not based solely on this but also on the regulatory environment and on the potential impact of a major accident attributable to the use of drugs or alcohol in the workplace.
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Yulianto, Muhamad Sawir, and Soesilo Wibowo. "The Impact of Complete Aviation Services on Airport Service Performance at Class III Numfor Airport." Britain International of Humanities and Social Sciences (BIoHS) Journal 5, no. 1 (February 21, 2023): 59–72. http://dx.doi.org/10.33258/biohs.v5i1.848.
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This study aims to analyze the development and use of Numfor Airport facilities, their impact on the performance of Numfor Airport, and the prioritized development and use of facilities at Numfor Airport. The research used mixed methods with the primary reliance on qualitative and quantitative data. While the qualitative data were obtained from interviews, the quantitative data were obtained from distributed questionnaires. The research participants and samples in this study amounted to 30 people, who were Numfor Airport employees, airline employees, and the public passengers. Quantitative data were processed using simple linear regression analysis. The results of the study show that 1) The development and utilization of facilities at Numfor Airport was far from optimal. 2) The development and utilization of facilities had a positive and significant effect on the performance of Numfor Airport. 3) It is necessary to prioritize the development and use of facilities at Numfor Airport for standardization of basic service facilities, procurement of the unavailable facilities, utilization of communication facilities, as well as procurement of special costs for transportation, postal and giro.
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Kriswanto Remetwa, Michael Gerrits, Yusaq Tomo Ardianto, and Nanik Sisharini. "Analisis Strategi dan Sistem Informasi Manajemen dengan Menggunakan Strengths, Weaknesses, Opportunities, Threats (SWOT) Pada Kantor Pos Malang 65100." Jurnal Riset Inspirasi Manajemen dan Kewirausahaan 2, no. 1 (March 1, 2018): 38–45. http://dx.doi.org/10.35130/jrimk.v2i1.34.
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This study analyzes the strengths, weaknesses, opportunities and threats posed by Post Office Malang 65100 to achieve maximum results in services offered by PT. Pos Indonesian, by identifying all the resources and supporting services of PT. Pos Indonesia and analyze the strategic plan that must be done Post Office Malang 65100 in achieving organizational goals that have been specified. The research categorized as qualitative descriptive uses researchers as a key instrument in this study. Data collection techniques used include interview techniques and documentation of archives and other secondary data published by PT. Pos Indonesian.The result of data analysis with external internal matrix has illustrated the position of Post Office Malang 65100 in position of growth and stability and in SWOT quadrant diagram assessed that Post Office Malang 65100 has opportunity and strength which means can support aggressive growth policy so that it is possible that postal service offered can be expanded its market share, especially to start taking into account the growing development of micro, small and medium enterprises as a new market share of postal services. Capacity building of the employees as one of the main elements for the company and inter-institutional cooperation relationships that have been done or will be done need special attention to maximize the performance of Post Office Malang 65100
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Eposi, Elsie Mbua, and Marius Potgieter. "Service Quality Strategy Challenges for Managers and Frontline Employees in the South African Post Office in the North West Province." International Journal of Financial Research 12, no. 5 (June 10, 2021): 89. http://dx.doi.org/10.5430/ijfr.v12n5p89.
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This paper addresses the possible factors that hamper service quality strategy implementation by managers and frontline employees and thus hindering consumer satisfaction with the South Africa Post Office (SAPO) in the North West province of South Africa. This study was grounded on the contingency theory which emphasises the need for management, managers and frontline employees to utilise various methods for resolving problems that may obstruct strategy implementation. This study adopted a qualitative research approach with semi-structured interviews to obtain data from selected participants. Data was collected from three post office branch managers, one area manager and ten frontline employees, making a total of fourteen participants and the data were analysed using Atlas-ti (Version 8.1). The results obtained indicate that post offices struggle to implement their specific strategies due to factors such as vision barrier, management barrier, resource barrier, issues with organisational leadership and commitment, lack of proper implementation of plans, inability to communicate effectively as a challenge to strategy implementation, technological barriers as a challenge to strategy implementation and culture, environment, and change management. The study recommends that post offices should allocate adequate resource and funding during the implementation process and deploy skilled personnel to improve strategy implementation. It is further recommended that managers consider strategy implementation as a priority, as well as the need to include frontline employees as part of strategic planning. Effective collaboration with management, managers and frontline employees, high leadership commitment, improved technological advancement and considering the environmental factors will improve high service quality. All this is in an endeavour to facilitate strategy implementation to accomplish reasonable service delivery to all postal consumers in South Africa.
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Wittmer, Jenell L. S., Agnieszka K. Shepard, and James E. Martin. "Schedule preferences, congruence and employee outcomes in unionized shift workers." American Journal of Business 30, no. 1 (April 7, 2015): 92–110. http://dx.doi.org/10.1108/ajb-01-2014-0001.
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Purpose – Employees working nonstandard schedules outside the daytime hours of the Monday-Friday work week are increasing. Using Social Exchange Theory (SET), the purpose of this paper is to hypothesize relationships between scheduling preferences, attitudes, and retention indicators. Design/methodology/approach – Survey data were collected from 343 US Postal Service mail processors (day, evening, or night shift; all shifts working weekends) from three cities. Multivariate analysis of covariance and multiple linear regression were used to test hypotheses related to participants’ perceptions of scheduling preferences and attitudes. Findings – The authors found that preferences and attitudes toward shift worked had stronger relationships with each other and employee retention indicators for the night and evening shifts than the day shift, and these same relationships were stronger for the day shift when focussing on days of the week worked. Research limitations/implications – Although limited by generalizability concerns, this study provides a distinctive application of SET to work schedules and offers a unique perspective on how working nonstandard days and nonstandard times, individually, impact the employment relationship. Practical implications – Better work schedule management, with increased flexibility and control, may be one way of reducing negative employee reactions to nonstandard schedules. Originality/value – This study goes beyond the typical examinations of standard vs nonstandard shifts, to study multiple nonstandard shifts and examines the relationships of these schedules on employee retention variables, focussing on both shift and weekend work.
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Ishihara, Reiko, Akira Babazono, Ning Liu, and Reiko Yamao. "Impact of Income and Industry on New-Onset Diabetes among Employees: A Retrospective Cohort Study." International Journal of Environmental Research and Public Health 19, no. 3 (January 19, 2022): 1090. http://dx.doi.org/10.3390/ijerph19031090.
Full textAbstract:
The purpose of this study was to investigate the impact of income and industry type on the risk of developing diabetes among Japanese workers, including how this impact is affected by sex. A total of 24,516 employees at small- and medium-sized enterprises in Japan aged 40–74 years who underwent health examinations in fiscal years 2010–2015 were included in this retrospective cohort study. Generalized linear regression models were used to assess the association between new-onset diabetes and income and industry. In men, the cumulative incidence rate was significantly higher in the low-income group; it was highest in the transportation and postal service industries. Although income and industry were independent risk factors for developing diabetes in men, an interaction was found between income and industry, which was affected by participants’ sex: in specific industries (i.e., lifestyle-related, personal services, and entertainment services), men had a significantly higher risk of developing diabetes in the high-income group, and women had a significantly higher risk of developing diabetes in the low-income group. These findings highlight important factors to consider in assessing diabetes risk and suggest that efficient primary and secondary prevention should be encouraged in industries where workers have a high risk of diabetes.
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Trabelsi, Ramzi. "Operational risk management in the postal sector: A case study of a developing country." Corporate Governance and Organizational Behavior Review 5, no. 1 (2021): 37–45. http://dx.doi.org/10.22495/cgobrv5i1p4.
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The Tunisian Post is a multi-business organization and operates in a changing environment; it faces risks, internal or external. The Tunisian Post has taken a step in this new area of expertise, which is reflected in the establishment of an Operational Risk Management Unit. The main purpose of this article is to present the first experience of the Tunisian Post in this area of expertise. A survey was conducted by the risk management unit (RMU) on a sample of 65 postal offices in the period between 2015 and 2017. The survey covers almost all of the Tunisian territory. A database containing all the probable risks was sent to the post managers at the regional level to give their assessment in terms of frequency and impact of each type of risk on their structures. More than 40 executives and employees at the regional and central levels participated in the brainstorming for the development of recommendations and the establishment of a road map. The results showed that the risks related to IT risks are more frequent and critical, which can deter the quality of the services at the regional level. Despite the increasing attention to risk management in the public sector, more research is required, especially in the postal sector. Operational risk management is the unrevealed black box (Bracci, Tallaki, Gobbo, & Papi, 2021). So, this paper presents a practical and professional manner to analyze better the entities’ function at the regional level.