Готові списки джерел за темами / Industrial and employee relations

Добірка наукової літератури з теми "Industrial and employee relations"

Автор: Grafiati
Опубліковано: 10 грудня 2022
Оновлено: 13 вересня 2024

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Статті в журналах з теми "Industrial and employee relations"

1

Balaji, Ramprakash, and Harini S. "Study on Industrial Relations." International Journal for Research in Applied Science and Engineering Technology 10, no. 12 (December 31, 2022): 772–79. http://dx.doi.org/10.22214/ijraset.2022.48015.

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Abstract: All industrial civilizations share the fundamental trait of widespread wage employment. Workers/employees and employers/management are two separate categories of people who are looking for wage employment, respectively. Known variously as labour-management relations, labour relations, industrial relations, or employer-employee relations, these two groups' relationships are structured. With the exception of the first, these definitions indicate that the relations are at minimum inclusive on the part of the employees. In regards to all problems that concern its members, the labour union negotiates with employers and management. Consequently, the two groups' relationships are structured.
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2

D R, Nagaraj. "Industrial Relations then & Employee Relations Now." NHRD Network Journal 4, no. 1 (January 2011): 18–29. http://dx.doi.org/10.1177/0974173920110104.

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3

Venter, Dirk, and Bosman Olivier. "How the industrial journalist can promote good relations." Communicare: Journal for Communication Studies in Africa 3, no. 2 (November 21, 2022): 82–89. http://dx.doi.org/10.36615/jcsa.v3i2.2156.

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The industrial journalist has a basic responsibility to promote good relationships between employer and employee. Efficient two-way communication through the house journal is of vital interest to the modern company or organisation to ensure mutual understanding goodwill and appreciation. Managements must inform and motivate their employees at all times, drawing them closer to the heart of the company or organisation through messages conveyed by management supporting their job security, remuneration and recognition and increasing their insight and knowledge of the total work environment. Managements should also be susceptible to their fears or desires in the labour context, allowing the employee to express his views and opinions in a responsible, loyal fashion to his fellow-employees and to management. Silence in the work situation no longer implies consent.
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4

Roz, Kenny, and Bambang Widagdo. "PENGARUH HUBUNGAN INDUSTRIAL TERHADAP KINERJA KARYAWAN DENGAN GAYA KEPEMIMPINAN TRANSFORMASIONAL DAN KOMPENSASI SEBAGAI VARIABEL PEMODERASI." Journal of Innovation in Business and Economics 7, no. 1 (January 3, 2016): 23. http://dx.doi.org/10.22219/jibe.vol7.no1.23-30.

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This research purpose to examine the influence of industrial relations to employee performance, the role of transformational leadership and compensation under the influence of industrial relations to employee performance, and the CV. In order Sari Jaya Karangploso Malang. This research is explanatory. Samples in this study using saturated sample of 80 respondents employees working on the CV. In order Sari Jaya Karangploso Malang. Results of analysis Partial Least Square (PLS) This study shows that industrial relations positive and significant effect on employee performance, strengthen the influence of transformational leadership style industrial relations to employee performance, and compensation for strengthening the influence of industrial relations to kienerja employees at CV. Agar Sari Jaya Karangploso Malang.
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5

Schmidt, Werner, and Andrea Müller. "Social Integration and Workplace Industrial Relations." Articles 68, no. 3 (September 24, 2013): 361–86. http://dx.doi.org/10.7202/1018432ar.

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This paper tackles the question of how social integration of migrant and native employees takes place in German industry and what role workplace industrial relations play in it. Three company case studies in manufacturing based on expert interviews with management representatives and works councillors, interviews and group discussions with employees of different origin, employee surveys, as well as company statistics, were used to explore this issue. The paper analyzes the social structure of the investigated companies, examines the interaction of employees of different origin and the role workplace industrial relations play in fostering cooperation and social integration. The case studies show that migrants are more likely to be positioned in the lower ranks of the companies’ social structure. Findings suggest, however, that this is primarily a consequence of the migrants having insufficient vocational training, which is probably the result of discrimination outside and at the threshold of the companies rather than a sign of direct discrimination within the companies. Nevertheless, the interviews and surveys show that there is employee resentment against people of different origin. There is a coexistence of resentment on the one hand and good cooperation on the other. Work requirements and the works councils’ and managements’ “internal universalism” (i.e. an orientation towards equal treatment of employees and the interdiction of discrimination within the companies) foster collegial cooperation among employees. German co-determination favours an employee model of interest representation which encourages individuals to choose a work-related identity and labour solidarity to assert their interests rather than identities related to ethnic groups. It is argued that this framework and the daily interaction of the employees eventually evoke feelings of collegiality and foster social integration.
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6

Jiang, Yongzhong, and Yi Yao. "Industrial relations climate and employee intention to quit: The roles of voice and silence." Social Behavior and Personality: an international journal 48, no. 8 (August 4, 2020): 1–13. http://dx.doi.org/10.2224/sbp.9235.

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Using social influence theory, we examined a model regarding the mediating effects of voice and silence in the relationship between industrial relations climate and employee intention to quit. Data were collected at 2 time points from 536 frontline employees at firms in an industrial park in China. We tested the hypothesized relationships using multiple mediation structural equation modeling and bootstrapping analysis. The results demonstrate that harmonious industrial relations climate reduced intention to quit by increasing employee voice, and hostile industrial relations climate increased intention to quit by increasing employee silence. Our findings highlight the importance of the roles of employee voice and silence in the relationship between industrial relations climate and employee intention to quit.
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7

Sova, V. "Legal relations in the field of labor and employment related to the creation and use of intellectual property objects." Analytical and Comparative Jurisprudence, no. 6 (February 18, 2023): 156–60. http://dx.doi.org/10.24144/2788-6018.2022.06.28.

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The article is devoted to clarifying the current scope and structure of legal relations in the field of labor and employment, within the framework of which an employee creates and uses intellectual property objects. It is established that these relationships are divided into two main types. Firstly, such relations are labor relations, such as the relationship between an employee and an employer, in which employees create and use intellectual property objects. It is proven that individual labor relations are the main legal context in which intellectual property objects are created and/or used by an employee. As for collective labor relations, they are derived from individual legal relations and affect the process of regulating such relations at the local level. Secondly, a separate type of legal relations under consideration are relations of an organizational, industrial, and managerial nature, involving the creation and/or use of an object of intellectual property in labor relations. This type of legal relationship is also derived from individual labor relations and is divided into three main subtypes. First of all, it is the relationship between the employees who make up the group that creates and/or uses the intellectual property object. In addition, it is the relationship between the employees who make up the group that produces and/or uses the intellectual property object and the employer. It is also a relationship between a representative of the employer and a group of employees who create and/or use an intellectual property object and the employer's client. In the article's conclusion, it is stated that the relationships in which intellectual property objects are created and/or used by an employee have two main practical manifestations. First, there are the most basic relations – individual labor relations (between an employee and an employer). Secondly, these are derivative relations – other legal relations that condition, complement, and contribute to the proper implementation of individual labor relations in which an employee independently (or jointly with other employees) creates and uses intellectual property objects.
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8

Pillai, Mala. "A study on significance of Employees-Employer relations and its effects on organizational development with special reference to steel Industrial units in Trichy." Pacific International Journal 4, no. 2 (December 31, 2021): 36–42. http://dx.doi.org/10.55014/pij.v4i2.9.

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The study was carried out to establish the effect of employee relations on organization development. The findings of the study indicated that to a great extent Trichy Steel Roll mills organization practices employee relations. This study shows that Some Components of employee relations in this organization were identified. Finally, the researcher found out that employee relations strategies improve organizational development. Employees are ever ready to make an extra effort if they are satisfied with strategic decisions of their organizations. Employees give importance to employers for their communication procedures that affect their efficiency and motivation level. Employee relations create competitive advantage over competitors. Significance of Employee relations was also discussed in this paper. 100 samples were selected at three categories from sample industry for the study.
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9

Pender, Erica Romero, Patricia Elgoibar, Lourdes Munduate, Ana Belén García, and Martin C. Euwema. "Improving social dialogue: What employers expect from employee representatives." Economic and Labour Relations Review 29, no. 2 (November 10, 2017): 169–89. http://dx.doi.org/10.1177/1035304617739506.

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The model of social dialogue within organisations between management and employees is facing unprecedented challenges, and changing rapidly. In this new context of labour relations, experiences and expectations of each other are key drivers for the primary parties to this social dialogue. There has been little systematic research investigating the conditions for constructive social dialogue, particularly when it comes to ‘soft factors’, such as perceived competences, trust, influence and conflict behaviours. Addressing these issues based on theories of conflict, trust and influence, this article investigates experiences and expectations of employee representatives on the part of human resource managers, their counterparts in social dialogue. The results of surveys conducted in 11 European countries indicate that, overall, employers found a model of structured dialogue with elected employee representatives useful. Furthermore, competences of employee representatives, cooperative conflict behaviours, informal relations and trust promoted the influence of employee representatives on organisational decision-making and the quality of these decisions. We discuss implications for different systems of industrial relations. JEL Code: J50
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10

Boyd, J. B. "The Employer Approach to Industrial Relations Research." Relations industrielles 21, no. 4 (April 12, 2005): 552–60. http://dx.doi.org/10.7202/027731ar.

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In his article, the author shall emphazise that the managers role is to relate technology to human values. Traditionally, the governing value has been productivity in the economic sense. He shall suggest that a wider range of human values must be supported, e.g. the satisfying growth of the individual employee.
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Дисертації з теми "Industrial and employee relations"

1

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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2

Newell, Helen Julia. "Field of dreams : evidence of 'new' employee relations in greenfield sites." Thesis, University of Oxford, 1991. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.315037.

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3

Carter, Danon R. "The influence of servant leadership on employee engagement| A qualitative phenomenological study of restaurant employees." Thesis, University of Phoenix, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3570203.

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Servant leadership is one leadership philosophy, which addresses the concerns of ethics, customer experience, and employee engagement while creating a unique organizational culture where both leaders and followers unite to reach organizational goals without positional or authoritative power. With employees viewed as one of the greatest assets for organizations, maintaining loyal, productive employees while balancing profits becomes a challenge for leaders, and drives the need to understand employee engagement drivers. The experiences of 11 employees and two managers from Celebration Restaurant in Dallas, Texas explored the qualitative phenomenological study of servant leadership and its influence on employee engagement. The modified van Kaam method contributed to data analysis, which examined manager and employee responses for comparison and assessment. The themes that emerged from interviews and focus groups found were:

1. Servant Leader Experience;

2. Why People Stay at Celebration;

3. Servant Leader Traits;

4. Impact of Servant Leadership;

5. Application of Servant Leadership.

The themes revealed servant leadership positively influences employee engagement while contributing to employee loyalty to the workplace. Based on the servant leader experience, participants were more committed, built healthy work relationships, and actively participated in achieving organizational goals.

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4

Nejad, Aaron. "Employee ownership in privatisation : the employee investment decision and industrial relations effects at the National Freight Company." Thesis, London School of Economics and Political Science (University of London), 1986. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.267269.

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5

Skorbinski, Roger. "The impact of performance management processes on employee-employer relationships in a listed telecommunications company." Thesis, Cape Peninsula University of Technology, 2006. http://hdl.handle.net/20.500.11838/2060.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2006.
The performance contract governs the employee-employer relationship and forms the basis of the exchange relationship that exists in organisations today. The exchange relationship has evolved as a result of the turbulent economic environment, and replaced the old psychologicalcontract between employee and employer. The present study looked at the extent to which the performance management process influences employee-employer relations. The. research focused on the impact of performance management on employee behaviour and their subsequent contribution to the success of organisational interventions. The ernplovee-emplover relationship often suffers due to the unsuccessfulor ineffective implementation of performance management systems, negatively affecting the organisational climate for the implementation of organisational interventions
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6

Blewett, Verna. "Workers changing work : the influence of worker power ; a longitudinal case study analysis of workplace change at Moving Metals Limited /." Title page, contents and abstract only, 2000. http://thesis.library.adelaide.edu.au/public/adt-SUA20030815.104708.

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Bibliography: leaves 261-276. Electronic publication; full text available in PDF format; abstract in HTML format. This thesis is about the role that shop floor workers play in organisational change. In particular, it investigates the manner in which a distinct group of worker-level leaders and change agents affected the generation and implementation of change and helped to shape the change process in an organisation undergoing planned change. The data for the thesis were obtained from a three-year, longitudinal case-study of organisational change in a medium-sized automotive components manufacturer, Moving Metals Limited (MML). Electronic reproduction.[Australia] :Australian Digital Theses Program,2001.
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7

Yacobucci, Peter. "Antecedents of employee extra work effort: The importance of employee empowerment and organizational commitment." Diss., The University of Arizona, 2003. http://hdl.handle.net/10150/280336.

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This study uses a survey of a large sample of public and private sector employees in Tucson, Arizona, to reveal the determinants of employee extra work effort. Extra work effort is defined as those actions benefitting their employer performed by employees for which employees are not explicitly compensated. The current literature suggests employee empowerment through the variation of personnel systems to allow for greater employee responsibility and decision-making as a powerful determinant of employee extra work effort. The finding of this research suggests that while the implementation of these personnel systems may increase other positive occupational traits, such as job satisfaction and employee interest, no direct connection can be made between employee empowerment managerial systems and employee extra work effort. Instead, organizational commitment is a more robust determinant of employee extra work effort. Implications of these findings are suggested for the current literature and practical application.
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8

Kwok, Pak-chiu, and 郭柏超. "A study of the staff relations in the Hong Kong Fire Services Department from industrial relations systems perspective." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2011. http://hub.hku.hk/bib/B46783222.

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Du, Toit Jacqueline. "Employee relations in the public service of three Southern African countries : South Africa, Namibia and Botswana." Master's thesis, University of Cape Town, 2006. http://hdl.handle.net/11427/10351.

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Анотація:
Includes bibliographical references.
The aim of this dissertation was to ascertain what type of employee relations system is identifiable in the public services of South Africa, Namibia and Botswana, and to determine what type of voice regulation is in place in the determination of terms and conditions of employment.
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10

Wang, Jason Randle. "Priority time: Employee coping strategies for service delivery to undergraduates." Diss., The University of Arizona, 2000. http://hdl.handle.net/10150/284252.

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Students, faculty, and administrators are favored research subjects when studying colleges and universities. Often ignored are the frontline employees who deliver service directly to students. To students receiving service, these employees are functionally the voice of the University, yet are often not considered by faculty or administrators when making changes that shape the University as a whole. This case study of four departments at one large, public, Research-I University seeks to understand frontline employee perspectives on time, work, and clients, as well as coping strategies for service delivery. The literatures drawn on include, service delivery methods and trends, time use and management, trends in higher education, and human resources management. Policy recommendations are made in the final chapter.
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Книги з теми "Industrial and employee relations"

1

John, Muir, ed. Employee & industrial relations handbook. London: Gee, 1992.

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2

Wallace-Bruce, Nii Lante. Employee relations law. North Ryde, N.S.W: LBC Information Services, 1998.

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3

Gennard, John. Employee relations. London: Institute of Personnel and Development, 1997.

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4

Marsh, Arthur. Employee relations bibliography and abstracts. Oxford: Employee Relations Bibliography and Abstracts, 1987.

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5

Marsh, Arthur. Employee relations bibliography and abstracts. Oxford: Employee Relations Bibliography and Abstracts, 1986.

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6

Marsh, Arthur. Employee relations bibliography and abstracts. Oxford: Employee Relations Bibliography and Abstracts, 1985.

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7

Marsh, Arthur Ivor. Employee Relations bibliography and abstracts. Oxford, OX: Employee Relations Bibliography and Abstracts, 1987.

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8

Marsh, Arthur. Employee relations bibliography and abstracts. Oxford: Employee Relations Bibliography and Abstracts, 1987.

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9

Blyton, Paul. The dynamics of employee relations. Basingstoke: Macmillan, 1994.

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10

Blyton, Paul. The dynamics of employee relations. 3rd ed. Houndmills, Basingstoke, Hampshire: Palgrave Macmillan, 2004.

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Частини книг з теми "Industrial and employee relations"

1

Palmer, Gill. "Trade Unions — Employee Institutions." In British Industrial Relations, 94–126. London: Routledge, 2024. http://dx.doi.org/10.4324/9781003511458-6.

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2

De Spiegelaere, Stan, and Guy Van Gyes. "Employee-Driven Innovation and Industrial Relations." In Employee-Driven Innovation, 230–45. London: Palgrave Macmillan UK, 2012. http://dx.doi.org/10.1057/9781137014764_12.

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3

Brewster, Chris, and Stephen Connock. "Forms of employee involvement." In Industrial Relations: Cost-effective Strategies, 122–39. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003193043-7.

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4

Blyton, Paul, and Peter Turnbull. "The dynamics of industrial Conflict." In The Dynamics of Employee Relations, 280–319. London: Macmillan Education UK, 1998. http://dx.doi.org/10.1007/978-1-349-14314-6_10.

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5

Bean, R. "Employers." In Comparative Industrial Relations, 49–69. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003127727-3.

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Palmer, Gill. "Employees and Workgroups." In British Industrial Relations, 76–93. London: Routledge, 2024. http://dx.doi.org/10.4324/9781003511458-5.

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Palmer, Gill. "Employers' Associations." In British Industrial Relations, 51–75. London: Routledge, 2024. http://dx.doi.org/10.4324/9781003511458-4.

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Kessler, Sid, and Fred Bayliss. "Government as employer and quasi-employer." In Contemporary British Industrial Relations, 110–34. London: Macmillan Education UK, 1992. http://dx.doi.org/10.1007/978-1-349-22027-4_8.

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Kessler, Sid, and Fred Bayliss. "Government as employer and quasi-employer." In Contemporary British Industrial Relations, 123–50. London: Macmillan Education UK, 1995. http://dx.doi.org/10.1007/978-1-349-23907-8_7.

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Kessler, Sid, and Fred Bayliss. "Government as employer and quasi-employer." In Contemporary British Industrial Relations, 132–61. London: Macmillan Education UK, 1998. http://dx.doi.org/10.1007/978-1-349-14805-9_7.

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Тези доповідей конференцій з теми "Industrial and employee relations"

1

Herlinah, Buyung Ramadhoni, Mansur Azis, Miandhani Denniz Yuniar, Yusriadi Yusriadi, Minarti Usman, and Dwi Lindarto Hadinugroho. "The Influence of Human Relations and Communication on Employee Performance Through Work Ethics in Gowa Regency." In 2nd South American Conference on Industrial Engineering and Operations Management. Michigan, USA: IEOM Society International, 2021. http://dx.doi.org/10.46254/sa02.20210892.

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2

Widyanti, A., and W. Larutama. "The relation between performance of lean Manufacturing and employee' mental workload." In 2016 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2016. http://dx.doi.org/10.1109/ieem.2016.7797875.

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3

ALEXE, Cătălin –. George, and Cătălina –. Monica ALEXE. "GAMIFICATION IN RECRUITMENT AND STAFF SELECTION PROCESSES FROM THE PERSPECTIVE OF ENGINEERING STUDENTS AND GRADUATES." In International Conference of Management and Industrial Engineering. Editura Niculescu, 2023. http://dx.doi.org/10.56177/11icmie2023.4.

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The current context of the labor market reflects a significant shortage of engineers, with an impact on the industrial sector. Against the background of the demographic decline and the limitation of the educational offer, there is an increased interest of companies in hiring students and graduates from the engineering area. Hiring young people, attracting them to a professional career, and creating a working environment in companies that motivates and convinces them to invest energy, time and passion in performing professionally as early as possible is not only essential, but also critical. The relations between the employee and the employer are changing, the labor market is in a continuous process of transformation, and the human and the digital part must be included in this process. The use of some innovative, digital tools for recruitment, performance evaluation and learning, such as gamification, is becoming a challenge and a necessity for companies in their desire to create a pleasant experience for the employee from his first contact with the company. The long-term goal is to strengthen their effective involvement in the company's activity, increasing the retention rate of valuable employees. Many companies, especially in the technology industry, give applicants the opportunity to play during the hiring process and, as a result, increase their chances of finding a job according to their skills, qualities and ability. The work includes a qualitative research that followed the degree of familiarization of students and recent graduates of UNSTPB (National University of Science and Technology POLITEHNICA Bucharest) with the concept of gamification in the recruitment and selection processes of personnel, and the understanding of how online applications, developed around this concept, should be designed to be of interest to them.
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4

Lipsova, Vladimira, Viola Pirova, Jana Murza, and Ivana Libalova. "Robotisation of work - what are the experiences among employees in automotive industry company in the Czech republic." In 12th International Conference on Human Interaction and Emerging Technologies (IHIET 2024). AHFE International, 2024. http://dx.doi.org/10.54941/ahfe1005461.

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The appearance of new technologies, such as advanced robotic systems that can closely interact with humans, has led to a revival of the debate on the automation potential of jobs and tasks as well as their consequences on occupational safety and health (OSH). Especially for the automation of physical tasks, industrial robots appear most frequently. The possible associated health effects for the employees has not yet been fully explored. Inadequate robotic task allocation and design can be mostly associated with psychosocial risks like reduced wellbeing, emotional exhaustion, nervousness or irritability. Mechanical robotic failures may cause physical harm. Also the prevalence of information and communication technologies (ICT) is growing rapidly. The digital stress may negatively affect individual physiological wellbeing, user satisfaction or individual performance at work.Purpose: The aim of the qualitative study was to describe experiences with introduction of robots into work activities among employees in automotive industry.Methods: We interviewed 8 employees of automotive industry company in the Czech Republic using a semi-structured guide and subjected the interviews to qualitative content analysis.Results: We summarized 9 themes: General perception; Change; Fear; Problems; Support (training, current support); Social relations and communication; Characteristics of the employee; Physical health and Mental health (stress, fatigue, cognitive function: memory and attention, abuse.Conclusion: Findings from this study suggest the importance of support in terms of adequate and easy to understand training and also supportive leadership. The characteristics of the employee who is collaborating and cooperating with robots in the studied company was unique – not highly educated but very skilled and proactive. It also seems that company culture and managerial support are necessary to create a healthy and successful organization.Supported by Ministery of Health, Czech rep. - RVO (NIPH, 75010330)
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Lipsova, Vladimira, Viola Pirova, Jana Murza, and Ivana Libalova. "Robotisation of work - what are the experiences among employees in automotive industry company in the Czech republic." In 6th International Conference on Human Systems Engineering and Design Future Trends and Applications (IHSED 2024). AHFE International, 2024. http://dx.doi.org/10.54941/ahfe1005534.

Повний текст джерела
Анотація:
The appearance of new technologies, such as advanced robotic systems that can closely interact with humans, has led to a revival of the debate on the automation potential of jobs and tasks as well as their consequences on occupational safety and health (OSH). Especially for the automation of physical tasks, industrial robots appear most frequently. The possible associated health effects for the employees has not yet been fully explored. Inadequate robotic task allocation and design can be mostly associated with psychosocial risks like reduced wellbeing, emotional exhaustion, nervousness or irritability. Mechanical robotic failures may cause physical harm. Also the prevalence of information and communication technologies (ICT) is growing rapidly. The digital stress may negatively affect individual physiological wellbeing, user satisfaction or individual performance at work.Purpose: The aim of the qualitative study was to describe experiences with introduction of robots into work activities among employees in automotive industry.Methods: We interviewed 8 employees of automotive industry company in the Czech Republic using a semi-structured guide and subjected the interviews to qualitative content analysis.Results: We summarized 9 themes: General perception; Change; Fear; Problems; Support (training, current support); Social relations and communication; Characteristics of the employee; Physical health and Mental health (stress, fatigue, cognitive function: memory and attention, abuse.Conclusion: Findings from this study suggest the importance of support in terms of adequate and easy to understand training and also supportive leadership. The characteristics of the employee who is collaborating and cooperating with robots in the studied company was unique – not highly educated but very skilled and proactive. It also seems that company culture and managerial support are necessary to create a healthy and successful organization.Supported by Ministery of Health, Czech rep. - RVO (NIPH, 75010330)
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Zhou, Ming-jian, and Na Liu. "Relations among employees' perceived supervisory support, perceived organizational support, and organizational citizenship behaviors: The moderating role of supervisor's organizational embodiment and organizational embeddedness." In 2013 6th International Conference on Information Management, Innovation Management and Industrial Engineering (ICIII). IEEE, 2013. http://dx.doi.org/10.1109/iciii.2013.6703195.

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CHIRIŢĂ, Rebecca Ana Maria, Cristina-Elena UNGUREANU, Ioana-Alexandra SBÎRCEA, Stefan Adrian CIOBĂNESCU, and Petruţa MIHAI. "THEORETICAL RESEARCH ON THE IMPORTANCE OF HUMAN RESOURCE PERFORMANCE EVALUATION IN ORGANIZATIONAL MANAGEMENT SYSTEM." In International Conference of Management and Industrial Engineering. Editura Niculescu, 2023. http://dx.doi.org/10.56177/11icmie2023.25.

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The topic chosen for this paper is relevant to all small, medium, and large companies as it highlights the importance of human resources. The paper analyzes the level of job satisfaction in relation to the rewards and benefits obtained as a result of the effort made within the organization. The aim is to discuss the theoretical elements regarding the concept of performance and satisfaction in the field of human resources through specialized literature research, in order to understand the importance of developing employee performance evaluation techniques. The authors provide an overview of theoretical findings on the level of job satisfaction, which is reflected in the desire to work. Rewards are established in direct relation to the effort made and the level of performance achieved, and this is an important topic in all companies. The compensation policies in an organization represent cost undertakings, and the compensation system tries to ensure efficient administration and cost control with personnel. Finally, the paper contributes to a deep understanding of the importance of relevant linkage between performance evaluation and motivation of human resources in the organization, thus enabling companies to achieve their established objectives
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Li, Wenwu. "On D Enterprise Employee Relations." In 8th International Conference on Education, Management, Information and Management Society (EMIM 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/emim-18.2018.55.

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Yurjeva, A. S., and Ya A. Korneeva. "Mental regulators of shift employees in diamond mining in the far north." In INTERNATIONAL SCIENTIFIC AND PRACTICAL ONLINE CONFERENCE. Знание-М, 2020. http://dx.doi.org/10.38006/907345-50-8.2020.740.755.

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The article presents an analysis of mental regulators of fly-in-fly-out personnel in diamond mining in the Far North. The study involved 70 fly-in-fly-out workers operating in the diamond mining in Far North. In our study, we relied on the concept of E. A. Klimov, who distinguished three groups of mental regulators of labor: representation of labor object, representation of labor subject, subject-object and subject-subject relations. Research methods are psychophysiological and psychological testing aimed at the diagnosis of mental regulators of labor, as well as questionnaires and projective methods for a qualitative study of mental regulators of labor. We have developed a questionnaire, which included such parameters as the assessment of comfort/discomfort of climatic and geographical, industrial and social conditions; assessment of the degree of danger of various professional situations that may arise during a fly-in; self-assessment of oneself as a professional, one’s professional skills, knowledge and adherence to safety precautions, personal qualities, job satisfaction, “price” of activity. We also developed a method of unfinished sentences. We conducted a content analysis of the results of the method of unfinished sentences, where we identified categories and subcategories related to the representation of labor object, representation of labor subject, subject-object and subject-subject relations. Statistical processing was carried out using multidimensional methods. As a result of the study, the peculiarities of the mental regulators of labor of fly-in-fly-out workers in diamond mining were identified, which must be taken into account when developing more targeted programs for supporting fly-in-fly-out work and selecting personnel in mining companies.
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Hankiewicz, Krzysztof. "The Role of Ergonomics in Knowledge-Based Enterprises." In Applied Human Factors and Ergonomics Conference. AHFE International, 2020. http://dx.doi.org/10.54941/ahfe100427.

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The purpose of the paper is to call attention to the importance of human factors in the activities of knowledge-based enterprises. The role of ergonomics in enterprise success is also presented. This is based on the thesis which states companies that consider their human capital as their most important asset are successful companies.One may consider that in knowledge-based enterprises different ergonomic activities are important. Due to the form of industrial relations and organization, such elements are important: development and testing of integrated management systems according to ergonomic requirements, methods of personnel selection and consideration of stress in work conditions assessment criteria. Due to the form of cooperation in groups and human relations, such elements are important: problems of legal, economic and social responsibilities of team members and autonomy of the employees.
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Звіти організацій з теми "Industrial and employee relations"

1

Freeman, Richard, and Jeffrey Pelletier. The Impact of Industrial Relations Legislation on British Union Density. Cambridge, MA: National Bureau of Economic Research, November 1989. http://dx.doi.org/10.3386/w3167.

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2

Jäger, Simon, Shakked Noy, and Benjamin Schoefer. The German Model of Industrial Relations: Balancing Flexibility and Collective Action. Cambridge, MA: National Bureau of Economic Research, August 2022. http://dx.doi.org/10.3386/w30377.

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3

Kleiner, Morris, Jonathan Leonard, and Adam Pilarski. Do Industrial Relations Affect Plant Performance?: The Case of Commercial Aircraft Manufacturing. Cambridge, MA: National Bureau of Economic Research, November 1999. http://dx.doi.org/10.3386/w7414.

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4

Kleiner, Morris, and Hwikwon Ham. Do Industrial Relations Institutions Impact Economic Outcomes?: International and U.S. State-Level Evidence. Cambridge, MA: National Bureau of Economic Research, January 2002. http://dx.doi.org/10.3386/w8729.

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5

Lee, Gregory. Industrial social work : a review of the literature and an evaluation of an employee assistance program. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.2818.

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6

Dütsch, Matthias, and Ralf Himmelreicher. Characteristics contributing to low- and minimum-wage labour in Germany. Otto-Friedrich-Universität, 2022. http://dx.doi.org/10.20378/irb-54129.

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In this article we examine the characteristics of individuals, companies, and industries involved in low-wage labour in Germany to understand their impact on the risks workers face of earning hourly wages that are below the minimum-wage and low-wage thresholds. To identify these characteristics, we use the Structure of Earnings Survey 2014 (SES). The SES is a mandatory survey of companies which provides information on wages and working hours from about 1 million jobs and nearly 70,000 compa-nies from all industries. This data allows us to present the first systematic analysis of the interaction of individual-, company-, and industry-level factors on minimum- and low-wage working in Germany. Using a descriptive analysis, we first give an overview of typical low-paying jobs, companies, and in-dustries. Second, we use random intercept-only models to estimate the explanatory power of the indi-vidual, company, and industry levels. One main finding is that the influence of individual characteristics on wage levels is often overstated: Less than 25 percent of the differences in the employment situa-tion regarding being employed in minimum-wage or low-wage jobs can be attributed to the individual level. Third, we performed logistic and linear regression estimations to assess the risks of having a minimum- or low-wage job and the distance between a worker’s actual earnings and the minimum- and low-wage thresholds. Our findings allow us to conclude that several determinants related to indi-viduals appear to suggest a high low-wage incidence, but in fact lose their explanatory power once controls are added for factors relating to the companies or industries that employ these individuals.
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7

FONTECAVE, Marc, Sébastien CANDEL, and Thierry POINSOT. Hydrogen today and tomorrow. Académie des sciences, August 2024. http://dx.doi.org/10.62686/8.

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The prospects offered by hydrogen as part of the energy transition and the decarbonization of the energy system are major topical issues. Although sources of natural hydrogen have been identified in various parts of the world, it is not possible to estimate at this time the potential of these sources, nor to assess their exploitation capacities without further exploration. Thus, hydrogen is not a primary energy source but should only be considered as an energy carrier. Most of this hydrogen, produced today from fossil resources mainly for industrial usage (including oil refining and ammonia synthesis), will have to be obtained tomorrow from decarbonized processes and used more widely for other industrial applications (notably to reduce the carbon footprint of steel and cement production) and for heavy mobility. Given that hydrogen production must be guided primarily by the need to reduce greenhouse gas emissions, this report aims to define what is meant by "decarbonized" hydrogen, which must take precedence over all carbon-based hydrogen. The aim of this report is to clarify how hydrogen can be produced with minimal emissions of greenhouse gases, consider the significant needs it will generate in terms of electrical energy production1, on this basis identify the most appropriate uses for it in the future and derive estimates of a reasonable level of hydrogen production and consumption. The production of hydrogen by water electrolysis, which appears to be a key element in terms of carbon dioxide emissions (CO2), is really decarbonized if the electricity employed for its production is low carbon (nuclear or renewable), which is far from being the case in Europe or at a worldwide level. For the time being, the European electricity mix is largely carbon-based, and its use to power electrolyzers would lead to CO2 emissions twice as high as those of the conventional methane synthesis process. With its remarkably low carbon electricity mix, France has a major asset in playing a pioneering role in the deployment of low carbon hydrogen, provided that the new electricity production capacities required are rapidly available and themselves low carbon. The present analysis underlines the importance of the industrial competitiveness challenge of developing electrolyzers with the highest possible performance, in the service of national energy sovereignty. Efforts in this field deserve to be supported by scientific and technological research into the energy efficiency of electrolyzers and fuel cells, issues relating to reducing the environmental footprint of these components, improving their stability and lifespan, and, more generally, all the elements in the value chain (tanks, new materials, materials and molecules for storing and transporting hydrogen, etc.). The report also highlights the need to guide choices and developments through life-cycle analyses carried out across the entire value chain. The safety issues in using hydrogen are of major importance. New scientific and technological knowledge is essential if one wishes to define safe hydrogen applications. For applications envisaged outside industrial areas, one has to ensure that protocols and regulations remain compatible with their dissemination. Analysis of the future uses of carbon-free hydrogen indicates that, applications should initially be mainly in: (i) the industrial field, essentially to defossilize the industrial processes that emit the largest amounts of greenhouse gases (notably steel and cement production) and to replace grey hydrogen in current industrial uses (synthesis of ammonia and methanol); (ii) the field of heavy transport (sea or air), notably by enabling the synthesis of alternative fuels to replace current fossil fuels.
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8

Stadnyk, Vаlentyna, Pavlo Izhevskiy, Nila Khrushch, Sergii Lysenko, Galyna Sokoliuk, and Tetjana Tomalja. Strategic priorities of innovation and investment development of the Ukraine's economy industrial sector. [б. в.], October 2020. http://dx.doi.org/10.31812/123456789/4471.

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The problem of determining the investment priorities of the national economy development has been actuated. It has been argued that the formation of institutional preferences for activation of industry investment processes should be carried out taking into account the potential ability of each sectoral group enterprises to increase the added value. The scientific and methodical approach for sub-sectors investment attractiveness assessment has been formed on the example of the Ukrainian food industry. It has been recommended to use for this substantiated set of relative performance indexes which are duplicated in aggregate statistical state surveys based on the enterprise’s financial statements. It has been formed the recommendations for the investment priorities of food industry development in Ukraine which are based on the appropriate calculations made by the TOPSIS and CRITIC methods. Methods of economic-statistical and comparative analysis were used for structural and dynamic characteristics of the Ukraine industrial enterprises activities. Given that innovation processes should also cover small and medium-sized industrial enterprises, whose resource opportunities are mostly limited, it is proposed to expand them within the framework of a strategic partnership. Graphic modeling methods have been used to visualize the process of building the business structures resource potential on the basis of their strategic partnership. The influence of the motivational environment on the value of organizational relations within the partnership has been formalized.
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9

TITOVA, E. FEATURES OF MIGRATION POLICY IN THE JEWISH AUTONOMOUS REGION. Science and Innovation Center Publishing House, 2021. http://dx.doi.org/10.12731/2077-1770-2021-13-4-2-54-70.

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The article reveals the features of the state mechanism for regulating labor migration in the Jewish Autonomous Region. It is noted that labor migration is an integral part of the economic development of the region. The purpose of the study is the peculiarities of solving the problems of optimizing the mechanisms for regulating labor migration in the Jewish Autonomous Region (JAO). The practical significance of the study is underscored by the growing resource requirements of the Jewish Autonomous Region. The importance of attracting labor migrants from the widest list of countries, to increase the exchange of experience and improve interethnic relations, the organization of programs to increase the flow of willing workers and promising employers, is highlighted. The scientific novelty of the research is in the designation of the latest methods and state programs aimed at improving the efficiency of the labor migration management mechanism. Every year, the number of migrants illegally staying on the territory of Russia is growing, and the authorities of the Russian Federation are trying to improve the methods of control of foreign citizens entering the country, which makes it easier, but at the same time more effective, to exercise control over migrants and distribute it in. areas such as the patent system, employee-to-employer linkage and simplified taxation.
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10

Cortázar, René. Labor Market Institutions in the Caribbean. Inter-American Development Bank, June 2007. http://dx.doi.org/10.18235/0008756.

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The objectives of improving competitiveness and reducing unemployment, in particular among the young and women, are a part of the economic and the political agenda of most Caribbean countries. Labor market institutions play a crucial role. This study analyzes six types of institutions: (i) labor legislation, related to collective bargaining and termination of contracts; (ii) minimum wages (iii) vocational training; (iv) industrial relations; (v) social dialogue, and (vi) the role of the Ministry of Labor, and proposes policies that could contribute to employment and competitiveness. The report adopts a political economy approach and puts forward a characterization of reforms in terms of their potential impact and viability. It concludes that the Caribbean countries have many assets and also some liabilities.
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