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Letteratura scientifica selezionata sul tema "Employee attitude surveys"

Autore: Grafiati

Pubblicato: 4 giugno 2021

Ultima modifica: 31 luglio 2024

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Articoli di riviste sul tema "Employee attitude surveys"

Rogelberg, Steven G., Alexandra Luong, Matthew E. Sederburg e Dean S. Cristol. "Employee attitude surveys: Examining the attitudes of noncompliant employees." Journal of Applied Psychology 85, n. 2 (aprile 2000): 284–93. http://dx.doi.org/10.1037/0021-9010.85.2.284.

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Moore, David G. "Employee Attitude Surveys in the United States". Relations industrielles 11, n. 3 (19 febbraio 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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JACOBY, SANFORD M. "Employee Attitude Surveys in Historical Perspective". Industrial Relations: A Journal of Economy and Society 27, n. 1 (gennaio 1988): 74–93. http://dx.doi.org/10.1111/j.1468-232x.1988.tb01047.x.

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Kaman, Vicki S., e Jodie Barr. "Employee Attitude Surveys for Strategic Compensation Management". Compensation & Benefits Review 23, n. 1 (gennaio 1991): 52–65. http://dx.doi.org/10.1177/088636879102300106.

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Muguna, Andrew T., Isaac N. Micheni, James M. Kilika e Catherine Kaimenyi. "How Do Employee Attitude Surveys Contribute to Staff Turnover Intentions in a University Setting?" International Journal of Business Administration 13, n. 2 (27 febbraio 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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Fauth, Thorsten, Kate Hattrup, Karsten Mueller e Brandon Roberts. "Nonresponse in Employee Attitude Surveys: A Group-Level Analysis". Journal of Business and Psychology 28, n. 1 (18 aprile 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, n. 3 (settembre 1996): 55–63. http://dx.doi.org/10.1002/ert.3910230307.

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Nakra, Rashmi. "Employee Attitude Surveys: a Powerful Tool for Enhancing Organizational Effectiveness". Ushus Journal of Business Management 4, n. 2 (10 giugno 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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SCHNEIDER, BENJAMIN, STEVEN D. ASHWORTH, A. CATHERINE HIGGS e LINDA CARR. "DESIGN, VALIDITY, AND USE OF STRATEGICALLY FOCUSED EMPLOYEE ATTITUDE SURVEYS". Personnel Psychology 49, n. 3 (settembre 1996): 695–705. http://dx.doi.org/10.1111/j.1744-6570.1996.tb01591.x.

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Sharifah, Nakayenga, Farid Wajdi, Ihwan Susila e 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, n. 3 (12 giugno 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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Tesi sul tema "Employee attitude surveys"

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

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Wong, Man-kit Bernard. "An evaluation study of hearing conservation measures and the effects of industrial noise in Hong Kong /". Hong Kong : University of Hong Kong, 2002. http://sunzi.lib.hku.hk/hkuto/record.jsp?B25436065.

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Kelvin, William F. "Competing Identifications Among a Newspaper's Journalists and Advertising Salespeople". [Chico, Calif. : California State University, Chico], 2009. http://csuchico-dspace.calstate.edu/xmlui/handle/10211.4/170.

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Van, der Linde Marzanne. "The psychometric properties of an employee attitude survey for a South African Automotive Manufacturing Organization". Pretoria : [s.n.], 2009. http://upetd.up.ac.za/thesis/available/etd-04292009-121003/.

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

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Bryant, Melanie. "From organisational change to org. talk : a study of employee narratives". Monash University, Dept. of Management, 2003. http://arrow.monash.edu.au/hdl/1959.1/5725.

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Tse, Chi-tai Willie. "Developing a norm of organizational climate in Hong Kong /". [Hong Kong : University of Hong Kong], 1990. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12792664.

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Lee, Ying-tong Sanna. "Work motivation in Japanese banks : a Hong Kong study /". Click to view the E-thesis via HKUTO, 2001. http://sunzi.lib.hku.hk/hkuto/record/B42575941.

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Altman, Michael A. "Attitudes towards giving quality service : a comparison between Las Vegas and Windsor Casino employees /". Online version of thesis, 1994. http://hdl.handle.net/1850/11109.

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

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Libri sul tema "Employee attitude surveys"

Services, Incomes Data, a cura di. Employee attitude surveys. London: IDS, 1990.

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Services, Incomes Data, a cura di. Employee attitude surveys. London: Incomes Data Services, 1993.

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Services, Incomes Data, a cura di. Employee attitude surveys. London: IDS, 2001.

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Services, Incomes Data, a cura di. Employee attitude surveys. London: IDS, 1998.

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

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Kruse, Douglas. Employee ownership, employee attitudes, and firm performance. Cambridge, MA (1050 Massachusetts Avenue, Cambridge, MA 02138): National Bureau of Economic Research, 1995.

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Wiley, Jack. Strategic employee surveys. San Francisco, CA: Jossey-Bass, 2010.

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King, S. Janine. 2003 employee attitude survey: Analysis of employee comments. Washington, D.C: Office of Aerospace Medicine, Federal Aviation Administration, 2005.

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Rōdō Seisaku Kenkyū Kenshū Kikō. Rōdōsha no hataraku iyoku to koyō kanri no arikata ni kansuru chōsa. Tōkyō: Rōdō Seisaku Kenkyū Kenshū Kikō, 2004.

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Kawada, Hiroaki. Seika shugi to hataraku koto no manzokudo: 2004-nen JILPT "Rōdōsha no hataraku iyoku to koyō kanri no arikata ni kansuru chōsa" no saishūkei ni yoru bunseki. Tōkyō: Rōdō Seisaku Kenkyū Kenshū Kikō, 2005.

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Capitoli di libri sul tema "Employee attitude surveys"

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

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AbstractOne of the important aspects of human resource management is measuring employee job satisfaction. Job satisfaction is an individual’s general attitude towards his job. This study analyzes the influence of workload, employee placement, and employee engagement on employee job satisfaction at Medan Customs and Excise Office. The study was conducted on 71 employees of Medan Customs and Excise Office. Data collection technique using a survey method was used by distributing questionnaires and processed by SPSS. The study results show that workload, employee placement, and employee engagement simultaneously influence employee job satisfaction; the workload has a significantly negative influence on employee job satisfaction, employee placement has a significantly positive influence on employee job satisfaction, and employee engagement has a significantly positive influence on employee job satisfaction. This study can provide input and consideration for the Medan Customs and Excise Office on the influence of workload, employee placement, and employee engagement on employee job satisfaction.

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Winkle, Thomas. "Qualitative Interviews with Developers". In Product Development within Artificial Intelligence, Ethics and Legal Risk, 125–38. Wiesbaden: Springer Fachmedien Wiesbaden, 2022. http://dx.doi.org/10.1007/978-3-658-34293-7_5.

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

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Brylska, Patrycja, Cihan Cobanoglu e Seden Dogan. "Users Versus Non-users: The Impact of Experience on Hotel Guests’ Attitudes Towards Service Robots in Hotels". In Information and Communication Technologies in Tourism 2022, 55–66. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-94751-4_5.

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AbstractThe use of robotics and artificial intelligence have created a shift in the ways the service-based hospitality and tourism industry can fulfill the needs and wants of consumers that were earlier fulfilled only by humans. Robots have added the automation and self-service experience that play a vital role in the improvements of efficiency, speed, and the overall experience for the guests using technology. While there are many benefits of using robots in the industry, there are also risks associated with the excessive usage of robots on guest experience. As a result of the pros and cons on the topic, it is very important to gather data and analyze the results to further investigate and understand what the outcomes will be for the industry, its employees, and its customers. The purpose of this study is to examine the perceptions of the use of robots in the hotels as perceived by hotel guests who used a service robot and who did not. A self-administered survey was developed, and 939 usable responses were collected from hotel guests. Factor analysis showed that five factors emerged in the study: Advantages, Attitudes, Disadvantages, Pandemic Related, and Fear. Guests recognize the opportunities that service robots are bringing to their experience while voicing their concerns and fears about the use of them. Findings also showed that there are significant differences between users and non-users.

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Eriksson, Elina, Maria Wolrath Söderberg e Nina Wormbs. "Exceptionalism and Evasion: How Scholars Reason About Air Travel". In Academic Flying and the Means of Communication, 159–83. Singapore: Springer Singapore, 2022. http://dx.doi.org/10.1007/978-981-16-4911-0_7.

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

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"10. Employee Attitude Surveys". In Researching the World of Work, 157–70. Cornell University Press, 2018. http://dx.doi.org/10.7591/9781501717710-013.

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Saari, Lise M., e Charles A. Scherbaum. "From Identified Surveys to New Technologies". In Employee Surveys and Sensing, 391–406. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780190939717.003.0024.

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Employee surveys and privacy issues have become increasingly complex with the movement toward identified surveys, integrated databases, expanded analytics, the advancement of technology, and changing regulations. The purpose of this chapter is to review and provide recommendations on data privacy and ethical considerations related to employee attitude measurement, including new technologies. This is followed by a review of the ethical considerations related to employee surveys, including the ever-changing legal landscape. The authors then summarize select new technologies that collect employee attitude data and discuss the challenges they pose. They close with recommendations for the use of employee surveys and evolving technologies.

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

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Although employee surveys have been around for decades with well-established frameworks and best practices, there has been a recent influx of experimentation. Given advances in technology and the need for business leaders to make rapid, evidence-based decisions, organizations are rethinking their traditional survey approach. However, very little has been published describing the prevalence of these new survey practices. The purpose of this study was to understand current and future/planned states of employee surveys within organizations from the perspective of employee survey practitioners. This chapter is based on responses from 57 large, typically multinational organizations with established employee survey programs. The results focus on how and whom organizations survey today and other program design elements including the type of surveys being administered, survey cadence, reporting options, and data privacy. The chapter concludes with program owner attitudes toward the effectiveness of various survey program elements.

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Harter, James K., e Denise R. McLain. "Managing Workplace Job Attitudes and Performance in Organizations with Labor Unions". In Employee Surveys and Sensing, 407–22. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780190939717.003.0025.

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While union membership has been in decline in recent decades, still 11% of the US workforce belong to unions. The job attitudes of both union and non-union employees are important to organizational success. Various studies suggest that union employees are as satisfied as non-union employees with benefits, wages, and job security. Non-union employees have more favorable attitudes toward the type of work they’re asked to do, autonomy, opportunities for advancement, and supervision. But job attitudes for both union and non-union employees vary widely by the team they are on, according to a summary of Gallup’s employee engagement global database. In this chapter, the authors summarize opinions from within highly unionized organizations, including 239,459 union-member and 42,053 non-union-member employees. They outline key challenges in engaging unionized employees and practical advice compiled from the study of successful organizations across industries.

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Del Duco, Shawn M., Patrick K. Hyland, David W. Reeves e Anthony W. Caputo. "Linkage Analysis". In Employee Surveys and Sensing, 272–87. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780190939717.003.0017.

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Linkage analysis is a framework for determining the impact that employee attitudes, as measured by organizational surveys, have on business outcomes. Linking employee attitudes to outcomes such as employee turnover and performance provides a compelling business case for executives to invest both emotionally and financially in employee surveys. The current chapter reviews the large body of research supporting the linkage analysis framework, as well as common approaches and challenges. Three case studies from the field are also presented, along with practical recommendations for translating linkage results into meaningful actions that organizations can take. The authors conclude by sharing the implications of linkage analysis in an era of big data.

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Jolton, Jeffrey A., e Cameron Klein. "Exploring the Universe of Pulse Surveys and Continuous Listening Opportunities". In Employee Surveys and Sensing, 53–67. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780190939717.003.0004.

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

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Atti di convegni sul tema "Employee attitude surveys"

Oikawa, Takahiro, e Yusaku Okada. "Study on Safe Activity Activation Based on the Attitude Survey About the Safe Activity of the Employee". In Applied Human Factors and Ergonomics Conference. AHFE International, 2018. http://dx.doi.org/10.54941/1008.

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The manager must review whether there is not activity developing whether an employee can feel a merit to oneself for current security activity without an employee understanding. Therefore the manager clarifies what kind of thought an employee has for safe activity carrying out now, and it is necessary for dissatisfaction and understanding to grasp whether there is an insufficient point concretely where. And a manager shows the guidance so that activity keeps canceling them smoothly, and it is important that an employee carries it out.Therefore, in this study, I perform the safe attitude survey to an employee and clarify a thought, consciousness for the safe activity of the employee. And I plan activation of the safe activity based on it. For example, I suggest the action guidance that aimed to improvement of the quality of the example that felt a chill and at understanding to safe activity and the improvement of the will. I grasp it about the consciousness in the depths of the employee who is not cooperative with the basic problem and activity that are not seen only in one investigation versatilely by carrying out plural attitude surveys, and putting the result together and allow you to show the action guidance that met the present conditions more on this occasion. (see Figure 1 )Figure 1 Image of the action guidance choice process

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Falah, Aziz Saeful, e Widyapuri Prasastiningtyas. "THE EFFECT OF LEADERS' INTERPERSONAL COMMUNICATION ON EMPLOYEES' ATTITUDES IN CONVECTION UNLIMITED BANDUNG". In Seminar Sosial Politik, Bisnis, Akuntansi dan Teknik (SoBAT) ke-3. LPPM USB YPKP, 2021. http://dx.doi.org/10.32897/sobat3.2021.35.

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

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

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Practice of higher education institutions reveals that many students start working during their studies and some of them enter higher education institutions already being employed. The vast majority of pre-school education students who study in part-time studies have been already working since the first year of their studies or are already in practice. In the process of combining studies with the work there is a need to find out the problems that students face while entering the world of work trying to combine studies and work, and to determine the employers’ attitude towards the studying employees revealing the essential characteristics of working students. The research was carried out in two stages. In the first stage of the research the studying conditions in higher education system of Lithuania, the experience of students in the labor market and good practices of applying student-friendly measures in combining studies and work in the European Union were discussed. The second part of the work presents the data and the results. The study revealed that half of the students who participated in the study were employed and that most of the students start working in the first year of their studies. Research problem – what is employers’ attitude towards the pre-school education students’ ability to combine studies and work? Research aim – to reveal employers’ attitude towards students’ possibilities to combine studies and work. Research objectives: to determine employers’ attitude towards studying employees. To substantiate possibilities of combining studies and work. To reveal the essential employees’ characteristics required for a working student. Research methods: document analysis and a questionnaire/ survey. The results of the research revealed that the employers’ attitude towards studying employees is favorable.

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

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

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Gigauri, Iza. "UNDERSTANDING THE EXPECTATIONS OF YOUNG EMPLOYEES TOWARDS LEADERSHIP IN ORGANIZATIONS". In Proceedings of the XXVIII International Scientific and Practical Conference. RS Global Sp. z O.O., 2021. http://dx.doi.org/10.31435/rsglobal_conf/25042021/7521.

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The presented research explores the expectations of young employees to leadership and reveals their attitude towards leaders in organizations. The study elaborates on leadership styles, traits, and behaviors the new generation anticipates from the leaders. Additionally, the research analyzes the similarities and differences of male and female leaders in young workers' views. The research was based on a quantitative approach, and a survey method was used to gather primary data in Georgia. The study results emphasize the preferences of young employees towards leaders, which can be used by organizations to develop leadership styles accordingly, and attract and retain employees as a consequence.

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Trávníčková, Hana, e Kateřina Maršíková. "Non Provision of Training and Sustainability: Small-Sized Companies in the EU Context". In Liberec Economic Forum 2023. Technical University of Liberec, 2023. http://dx.doi.org/10.15240/tul/009/lef-2023-62.

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Investing in human capital is one of the critical decisions of a company. The company's competitiveness and organisational, social and environmental sustainability is influenced by corporate training. This paper explores the relationship between sustainability and the non-provision of employee training in enterprises. The introduced topic is based on a systematic literature review and a secondary data analysis of Continuing Vocational Training Survey (CVTS), which provides comparable data from 29 European countries in reference years 2005, 2010, 2015 and 2020 with a net sample of 113,000 enterprises. The paper focuses on small enterprises with 10 to 49 employees, representing over 20 million people in more than 1.3 million European business units. Recently aggregated data illustrate the European companies' attitude to corporate training and its barriers. Once the main obstacles to employee training are identified and removed, an organisation can increase the training and development of its employees. The more training and development activities is provided, the more it impacts its competitiveness and the company's sustainability. This paper examines the EUs small enterprises, emphasising specific situations in the last decade in the Czech Republic. It brings a new attitude to the connection between corporate training in small companies in the EU and sustainability.

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SAVIĆ, Branko, Žarko BOJIĆ e Vesna PETROVIĆ. "PROTECTION ENGINEERING AS A RESPONSE TO THE REQUIREMENTS OF THE INDUSTRY". In Bezbednost i zdravlje na radu sa zdravstveno-medicinskog i tehničko-bezbednosnog aspekta, ekologije i zaštite od požara. Udruženje za promociju bezbednosti i zdravlјa na radu, ekologije, zaštite od požara, fizičko tehničko obezbeđenje, zaštite od jonizujućih zračenja profesionalno izloženih lica, 2024. http://dx.doi.org/10.46793/hse24.114s.

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

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Petrić, Marin, e Marko Hell. "Employees’ and Students’ Attitudes of Business Process Orientation Usefulness in Croatia". In Seventh International Scientific-Business Conference LIMEN Leadership, Innovation, Management and Economics: Integrated Politics of Research. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2021. http://dx.doi.org/10.31410/limen.2021.185.

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Considering the growing competition in the market, each company strives to operate in accordance with the time in which it exists and following modern techniques of business system management. One of such techniques is manifested in designing and managing business processes in organizations. The authors investigated two groups of respondents. The first group consists of employees of different organizations in Croatia. The second group of respondents are students of higher years of economic faculties in Croatia. The perception of these two groups on the importance of the company’s business process orientation was examined. The two groups were examined for an overview of the current situation with the help of employees and the future through the prism of future employees – current students. This paper aims to assume future trends of BPO use in organizations taking into account the perception of the participants surveyed.

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Jandrić Nišević, Anita, Željka Bagarić e Barbara Vargić. "EMPLOYABILITY OF FORMER PRISONERS IN THE REPUBLIC OF CROATIA: A SURVEY ON EMPLOYERS’ ATTITUDES". In 14th annual International Conference of Education, Research and Innovation. IATED, 2021. http://dx.doi.org/10.21125/iceri.2021.1914.

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Zheng, Xuan, e Scarlett R. Miller. "Risky Business: The Driving Factors of Creative Risk Taking Attitudes in Engineering Design Industry". In ASME 2017 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2017. http://dx.doi.org/10.1115/detc2017-67799.

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Designing breakthrough products comes at a great cost to the design industry due to the risk and uncertainties associated with creative ideas. However, without creative ideas, there is no potential for innovation. As such, companies need to appropriately embrace the risk associated with creative concepts in the fuzzy front end of the design process in order to build their value. While previous research has linked risk taking attitudes to creative idea generation and selection in engineering design education, there has been limited research focused on engineering design professionals’ creative risk taking attitude and the corresponding driving factors. This is problematic because without this knowledge we do not know what factors inhibit or promote the flow of creative ideas in engineering design industry. In order to address this gap, a preliminary online survey was conducted with 46 design professionals from a global manufacturing company to understand the potential driving factors of creative risk taking, including educational training, job type (R&D, applied engineering, or management), and years of experience. The results suggest that there is a relationship between employee education level and years of experience and an engineering employee’s willingness to take risks on creative ideas in the fuzzy front end of the design process. Interestingly, the results also show that those individuals primarily responsible for the development (R&D) and selection (management) of creative ideas tend to be more financially risk averse than individuals in traditional engineering positions. These results contribute to the prediction of professionals’ design behaviors and have implications for the management of creative ideas in the early conceptual design stages of engineering design industry.

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Rapporti di organizzazioni sul tema "Employee attitude surveys"

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

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

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New data on public sector employees from 18 Latin American countries shed light on the role of trust in the performance of government agencies. An original survey conducted during the first COVID-19 wave includes randomized experiments with pandemic-related treatments. Individual-level trust in coworkers, other public employees, and citizens is positively related to performance-enhancing behaviors and policy attitudes. High-trust and low-trust respondents report different assessments of their main work constraints. Also, they draw different inferences and prefer different policy responses when exposed to data-based framing treatments about social distancing outcomes in their countries.

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Vlaicu, Razvan. Trust, Collaboration, and Policy Attitudes in the Public Sector. Inter-American Development Bank, maggio 2021. http://dx.doi.org/10.18235/0003280.

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This paper examines new data on public sector employees from 18 Latin American countries to shed light on the role of trust in the performance of government agencies. We developed an original survey taken during the first COVID-19 wave that includes randomized experiments with pandemic-related treatments. We document that individual-level trust in coworkers, other public employees, and citizens is positively related to performance-enhancing behaviors, such as cooperation and information-sharing, and policy attitudes, such as openness to technological innovations in public service delivery. Trust is more strongly linked to positive behaviors and attitudes in non-merit-based civil service systems. High-trust and low-trust respondents report different assessments of their main work constraints. Also, they draw different inferences and prefer different policy responses when exposed to data-based framing treatments about social distancing outcomes in their countries. Low-trust public employees are more likely to assign responsibility for a negative outcome to the government and to prefer stricter enforcement of social distancing.

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Benkraouda, Ouafa, Lindsay Braun e Arnab Chakraborty. Policies and Design Guidelines to Plan for Connected and Autonomous Vehicles. Illinois Center for Transportation, agosto 2022. http://dx.doi.org/10.36501/0197-9191/22-012.

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

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Kangave, Jalia, Ronald Waiswa e Nathan Sebaggala. Are Women More Tax Compliant than Men? How Would We Know? Institute of Development Studies, marzo 2021. http://dx.doi.org/10.19088/ictd.2021.006.

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

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Tapia, Carlos, Nora Sanchez Gassen e Anna Lundgren. In all fairness: perceptions of climate policies and the green transition in the Nordic Region. Nordregio, maggio 2023. http://dx.doi.org/10.6027/r2023:5.1403-2503.

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

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