Thematische Bibliographien / Employer organisations

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Auswahl der wissenschaftlichen Literatur zum Thema „Employer organisations“

Autor: Grafiati

Veröffentlicht am 29. Juni 2021

Zuletzt aktualisiert am 29. Juli 2025

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Zeitschriftenartikel zum Thema "Employer organisations"

Arasanmi, Christopher N., and Aiswarya Krishna. "Employer branding: perceived organisational support and employee retention – the mediating role of organisational commitment." Industrial and Commercial Training 51, no. 3 (2019): 174–83. http://dx.doi.org/10.1108/ict-10-2018-0086.

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PurposeThe purpose of this paper is to examine the relationship between employer branding attribute of organisational support and employee retention in a government agency in New Zealand.Design/methodology/approachThis study is cross-sectional in design, and an online survey method was used to collect data from 134 research participants. Research participants were recruited from a local council in New Zealand. The Process Macro Regression method was employed to analyse the collected data.FindingsThe main findings from this study are: first, the study shows that perceived organisational support

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Pokhrel, Shree Krishna, Sudha Bhujel, and Laxman Pokhrel. "Employer Branding as a Promoter of Employees’ Organisational Commitment." Journal of Business and Social Sciences Research 8, no. 1 (2023): 1–16. http://dx.doi.org/10.3126/jbssr.v8i1.56574.

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The purpose of the study is to investigate the role of employer branding (EB) on employee organisational commitment (OC) among employees of various service sectors such as banking and financial institutions and health. The paper employed a cross-sectional survey research design consisting of a self-administrated questionnaire for collecting data from 260 employees. Data were collected using purposive sampling. A Partial Least Squares Structural Equation (PLS-SEM) was used to test the hypotheses. The findings show that EB positively and significantly affects affective commitment (AC), continuou

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Chawla, Poonam. "Impact of employer branding on employee engagement in business process outsourcing (BPO) sector in India: mediating effect of person–organization fit." Industrial and Commercial Training 52, no. 1 (2019): 35–49. http://dx.doi.org/10.1108/ict-06-2019-0063.

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Purpose The purpose of this paper is to investigate the impact of employer branding strategy (a mechanism used by organisations to hire and retain competent talent) on employee engagement whilst simultaneously measuring the mediating effect of person-organisation (P-O) fit. Design/methodology/approach The study analyses a sample of 296 employees working in the BPO sector in India. The proposed model is tested with the help of structural equation modelling. Findings The findings of the research highlight that employer branding has an affirmative relationship with P-O fit and employee engagement

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Pinková, Aneta. "Employer Organisations and Business Groups in the Czech Republic." Politics in Central Europe 11, no. 1 (2015): 75–90. http://dx.doi.org/10.1515/pce-2015-0002.

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Abstract This article is a case study focusing on employer organisations and business organisations in the Czech Republic. In legal terms, employer organisations are a specific type of interest group with special regimes of registration and record keeping. Unlike business groups, they are endowed with certain privileges and, in particular, can participate in collective bargaining. This study analyses the relations between these two types of groups. The database originates from a questionnaire-based survey undertaken in 2010 among 91 groups representing businesses and employers. The analysis fo

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Gupta, Bindiya, Shweta Mittal, and Vivek Mittal. "Employer branding and its relation with HR functions of employee recruitment and retention: A review of literature." Marketing Review 19, no. 1 (2019): 85–105. http://dx.doi.org/10.1362/146934719x15633618140792.

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The current recruitment scenario, which is highly dynamic and challenging, calls for the attention of academics and practitioners alike. Recently, several studies were conducted to understand the possible relationship between employer branding and employee retention (Gilani & Cunningham, 2017; Wilden, Gudergan, & Lings, 2010). In the present study, an attempt has been made to explore the impact of employer branding on employee recruitment and retention. A comprehensive literature review of previous studies on this topic was conducted, in an attempt to understand the influence of employ

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Aanchal and Heena Atwal. "Perceived Employer Branding, Employee Engagement and Employee Outcomes: A Proposed Mediation Model." Colombo Business Journal 14, no. 2 (2023): 32–56. http://dx.doi.org/10.4038/cbj.v14i2.156.

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This paper develops a conceptual framework to understand the relationship between perceived employer branding, employee engagement, and desirable attitudinal and behavioural outcomes. This conceptual framework proposes employee engagement as a mediator between perceived employer branding and different attitudes and behaviours such as job satisfaction, organisational commitment, turnover intention, task performance, and organisational citizenship behaviour in accordance with social exchange theory and the job-demand resources model. The paper expanded the research on employer branding by presen

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Zolak Poljašević, Branka. "EMPLOYER BRAND PROMOTION: DOES IT REALLY MATTER IN TRANSITION COUNTRIES?" SCIENCE International Journal 3, no. 1 (2024): 167–73. http://dx.doi.org/10.35120/sciencej0301167z.

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The employer brand refers to the reputation that an organisation has as an employer. The employer brand can be influenced by all the information that the organisation puts out about itself, as well as by all the actions it takes. A positive and strong employer brand has a direct impact on the attraction of quality candidates, their engagement, and retention of current employees. That is why contemporary organisations use all available communication channels to promote their employer brand, i.e. their values and unique culture. In contemporary business environment, the internet and social media

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Demougin, Philippe, Leon Gooberman, Marco Hauptmeier, and Edmund Heery. "Employer organisations transformed." Human Resource Management Journal 29, no. 1 (2018): 1–16. http://dx.doi.org/10.1111/1748-8583.12222.

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Farooq, Baziga, Nabila Mushtaq, Peerzada Munaqib Naseer, and Iqbal Ahmad Hakim. "Impact of Employer Branding on Job Satisfaction: A Conceptual Framework." Asian Journal of Economics, Business and Accounting 24, no. 8 (2024): 87–97. http://dx.doi.org/10.9734/ajeba/2024/v24i81443.

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Purpose: Over the years, organisations have gained an immense realisation that employees are their biggest source of competitive advantage. Apart from attracting, recruiting, and selecting the best employees, organisations need to find ways to motivate and retain them as well. To do so, they need to cater to the needs of both current and prospective employees. The aim of the study is to provide a comprehensive review of the concept of employer branding and its relationship with job satisfaction. Research Method: The study reviewed empirical papers, review studies, and conference papers publish

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Nath, Pramath. "Perspectives on the Changing Face of Employee Development." NHRD Network Journal 15, no. 3 (2022): 337–44. http://dx.doi.org/10.1177/26314541221092253.

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Employee development is arguably the most critical variable impacting organisational effectiveness. It has a direct correlation with the culture of the organisation. It thrives in farsighted organisations whose credo is to develop talent and help them grow. Traditionally, the responsibility of the employer has been to deploy appropriate interventions for developing the skills and shaping the behaviours of the employees. Of late, the paradigm has shifted. It is increasingly becoming incumbent upon the employees to take control of their development and career. The paradigm has shifted from train

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Dissertationen zum Thema "Employer organisations"

Lee, Kuan-Fang. "Organisational commitment : employer expectations in the context of Taiwanese organisations." Thesis, Sheffield Hallam University, 2011. http://shura.shu.ac.uk/19948/.

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The research deals with an alternative view to understanding organisational commitment within the context of Taiwanese organizations, namely organisational demand-side commitment (ODC). ODC is based on an organisational perspective, which renders this study quite distinct from the prior traditional studies. The overarching research aim that guided this study was, "Does an organisation require different degrees of commitment from its employees, and does it have different expectations from its individual employees according to their different position characteristics?" The exploration of the dyn

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Hassan, Fadomo, and Simon Gelin. "The role of employer branding onemployee retention. : A study regarding bank organisations abilities to keep current employees." Thesis, Luleå tekniska universitet, Institutionen för ekonomi, teknik, konst och samhälle, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:ltu:diva-86220.

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The Swedish banking industry is constantly exposed to changes, mainly due to the revolutionof digitalisation. Mobilisation is another factor which affects the industry mainly by challengingemployers. The supply in the labour market has increased markedly and the needs of employeesare ever changing. With a wider range of employers to choose from, the efforts to meet theneeds of employees are more important than ever before. It is, therefore, important thatorganisations find ways to distinguish themselves from its competitors. Handelsbanken is oneof Sweden's largest organisations in the bank ind

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Ilic, Josefin, and Matilda Tranell. "What Influences Employees to Become Digital Advocates? : A Quantitative Study of the Relationship Between Employer Branding and Digital Employee Advocacy in Industrial Organisations." Thesis, KTH, Industriell Marknadsföring och Entreprenörskap, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-230625.

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Since the introduction of social media, the corporate communication landscape has changed significantly, and thus organisations need to find new innovative ways to communicate. One emerging strategy is digital employee advocacy, which ultimately means that employees voluntarily endorse their employers on social media platforms. As of now however, research on how organisations should operate in order to encourage such behaviour is rather unexplored and inadequate, and a stronger understanding of the motivation and underlying mechanisms is needed. One concept that is conceptually identified as a

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Gustafsson, Linda, and Emma Wernersson. "Attraktiva fördelar : - en undersökning om en privat organisations arbete med employer branding, arbetsgivarvarumärke och EVP." Thesis, Högskolan i Halmstad, Sektionen för hälsa och samhälle (HOS), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-25777.

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Ökande konkurrens mellan företag har gjort att det blir allt viktigare att profilera organisationen som en attraktiv arbetsgivare för att på så sätt kunna attrahera kompetent personal så att företaget kan bibehålla positionen på marknaden.Studiens syfte har varit att få kunskap om hur processerna kring arbetsgivarvarumärket bedrivs, vilka fördelar som anställda uppfattar att en anställning i företaget innebär samt vad företaget behöver arbeta med för att attrahera framtida personal. 43 webbaserade enkäter med personalen, 12 enkäter med högskoleklass tillhörande målgruppen, 2 kvalitativa interv

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Berg, Lydia, and Filippa Grankvist. ""Starka varumärken får kraft inifrån" : En kvalitativ fallstudie om internkommunikation kopplat till en organisations arbetsgivarvarumärke." Thesis, Högskolan i Gävle, Avdelningen för humaniora, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-35893.

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Syfte: Syftet med denna uppsats studien är att få djupare förståelse för och kunskap om hur organisationen vi undersökt, hädanefter benämnt som Organisation X kommunicerar internt för att stärka/upprätthålla sitt arbetsgivarvarumärke och hur detta implementeras och i sin tur uppfattas av medarbetarna. Metod: Studien är en fallstudie som tillämpar en kvalitativ forskningsmetod med en tolkande ansats. Den första delen av empirin samlades in genom två stycken semistrukturerade intervjuer med personer som arbetar med kommunikation och HR inom Organisation X. Den andra delen var en kompletterande

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Häll, Tina, and Madelene Åhlstrand. "Det centrala i en decentralisering : Hur en global organisations employer brand upplevs i och med en decentralisering." Thesis, Högskolan i Gävle, Avdelningen för socialt arbete och psykologi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-24730.

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Syftet med denna studie var att på uppdrag av en global industriorganisation undersöka högskole- och universitetsstudenters upplevelse av organisationens externa employer brand vid en decentralisering. Studien byggde på åtta intervjuer med materialvetarstudenter, tillika potentiell framtida arbetskraft. Data analyserades utifrån en kvalitativ tematisk analysmetod. I resultatet framkom sex olika teman som enligt respondenterna är relevanta att ta hänsyn till vid en decentraliseringsprocess. Dessa sex teman är Ekonomi; Organisationsstruktur; Chefer och styrning; Kommunikation; Kultur och klimat

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Carlén, Matilda, and Emma Röös. "Employer Branding : En organisations arbete med att bygga ett starkt arbetsgivarvarumärke och dess medarbetares stora betydelse." Thesis, Karlstads universitet, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-72430.

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Employer branding är idag av stor vikt för organisationer i samband med arbetet att bygga ett starkt arbetsgivarvarumärke som ska öka möjligheten att attrahera, utveckla och behålla medarbetare. Det handlar om att organisationer idag vill positionera sig som första valet för potentiella medarbetare och skapa associationer till sitt varumärke för att på så sätt öka sin attraktionskraft på arbetsmarknaden. Medarbetare ses idag som organisationers viktigaste resurs och har därför en stor betydelse i organisationers arbete med att stärka sitt arbetsgivarvarumärke och öka sin attraktivitet. Detta ä

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Wärefors, Linnea, and Sanna Clewebrink. "Att växa så det knakar : En studie om den organiska tillväxtens påverkan på en organisations identitet." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-376972.

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Denna studie studerar hur organisk tillväxt påverkar en stor organisations identitet och vidare hur den organiska tillväxten påverkar samspelet mellan organisationens identitet och ett företags medarbetarerbjudande. För att undersöka studiens syfte har en fallstudie genomförts på ett stort teknikkonsultföretag som uteslutande vuxit genom organisk tillväxt. Åtta semistrukturerade intervjuer har genomförts med anställda på företaget, detta för att fånga de karaktärsdrag som kan illustrera teknikkonsultföretagets identitet. Empirin visar att följande fem karaktärsdrag: före

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Chiboiwa, Malvern Waini. "The relationship between job satisfaction and organisational citizenship behaviour among selected organisations in Zimbabwe." Thesis, University of Fort Hare, 2009. http://hdl.handle.net/10353/30.

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Contemporary human resources management suggests that organisations which have been able to make it in the business arena have done so through good people management practices. Job satisfaction, through a people centered approach, has not been spared as one of the critical forces used in achieving organisational effectiveness. Traditional thought behind job satisfaction prescribes that satisfied employees tend to be more productive, creative and committed to their jobs; all of which are imperative to ii achieving an organisation’s bottom line. There has been some controversy surrounding the na

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Lester, Daliwonga Byron. "Employee participation in decision making in the mining sector." Thesis, University of the Western Cape, 2014. http://hdl.handle.net/11394/4276.

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Magister Philosophiae - MPhil<br>The main objective of this research is to asses the effectiveness of the channels (collective bargaining and workplace forums) created by the LRA for employee‟s participation in decision making in the mining sector. Problems related to employee participation will be examined to determine whether they are structural or due to shortcomings in the LRA. If it is found that there are shortcomings of the labour legislation in this regard, recommendations on how the shortcoming can be addressed will be made. The significance of this research paper is that it attempts

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Bücher zum Thema "Employer organisations"

H. de J. Van Wyk. Guide to associations, agricultural control boards, co-operatives, and employee/employer organisations in the RSA, 1985. Bureau of Market Research, University of South Africa, 1986.

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Unit, London Housing, ed. Cutting it out: Sexual harassment : a guide for housing organisations as employer and landlord. London Housing Unit, 1991.

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David, Parsons. Employer strategies and investors in people: Findings of the Independent Consortium Project reviewing the take-up and progression of the Investors in people initiative by employing organisations. HOST Consultancy, 1994.

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Geary, John. New forms of work organisation: Implications for employers, trade unions and employees. UCD, Centre for Employment Relations and Organisational Performance, 1995.

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L, Cooper Cary, and Rousseau Denise M, eds. Employee versus owner issues in organisations. John Wiley & Sons, 2001.

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ILO, Training Workshop for Asia-Pacific Employers' Organisations on Managing an Employers' Organisation (1992 Bangkok Thailand). ILO Training Workshop for Asia-Pacific Employers' Organisations on Managing an Employers' Organisation, Bangkok, 25 November-3 December 1992: [proceedings]. ILO Regional Office for Asia and the Pacific, 1993.

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Sharma, Baldev R. Not by bread alone: A study of organisational climate and employer-employee relations in India. Shri Ram Centre for Industrial Relations and Human Resources, 1987.

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Montgomery, Jacqui. Organisational culture, person-culture fit and employee commitment within a small not for profit organisation. The Author), 1998.

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1937-, Littek W., Heisig Ulrich, and Gondek Hans-Dieter 1953-, eds. Organisation von Dienstleistungsarbeit: Sozialbeziehungen und Rationalisierung im Angestelltenbereich. Edition Sigma, 1992.

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Singh, Manjari. Career drivers of new-age employees: Implications for organisational reward and employee development systems. Indian Institute of Management, 2005.

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Buchteile zum Thema "Employer organisations"

Demyen, Suzana. "Importance of Teamwork and Analysis of Employer-Employee Relationship in the COVID-19 Context." In Contributions to Management Science. Springer Nature Switzerland, 2024. http://dx.doi.org/10.1007/978-3-031-60343-3_9.

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AbstractIn the context where there is increasingly intense discussion about the need for a humanistic approach or about people-oriented management, teamwork is more and more encouraged in all aspects of professional life. The coronavirus pandemic has hampered the activity of organisations, raising challenges not thought of until then, but it has also created the opportunity to bring to light individual qualities and team features which had not been exploited before. The question can be asked—how has the period of the last 2 years affected the performance of the teams and how has the employee-e

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van Stolk, Christian, and Marco Hafner. "The Relationship Between Employee Engagement and Organisational Outcomes in the English National Health Service: An Analysis of Employee and Employer Data in 28 Healthcare Organisations." In Connecting Healthcare Worker Well-Being, Patient Safety and Organisational Change. Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-60998-6_8.

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Wikström, Ewa, Karin Allard, Rebecka Arman, Roy Liff, Daniel Seldén, and Roland Kadefors. "Organisational Capability for Delayed Retirement." In International Perspectives on Aging. Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-78063-0_16.

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AbstractThroughout the industrialised world, societies are ageing. These demographic changes have created a political and societal focus on an extended working life. Unfortunately, there is a lack of systematic knowledge about how such changes can be successfully implemented within organisations. In this chapter, we discuss this lacuna and specifically focus on organisational capability. We highlight workplace conditions and practices that may inhibit or promote the retention of workers beyond the previous norm for retirement.The novelty of an organisational capability approach is that it high

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Bauer, Georg F., and Gregor J. Jenny. "Applying Salutogenesis in Organisations." In The Handbook of Salutogenesis. Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-030-79515-3_28.

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AbstractOrganisations influence the health of society through three major paths: the health of their employees through working conditions, the health of their customers through the quality of their products or services and the population’s health at large through their socio-ecological impact. This chapter focuses on the first path of organisations’ impact on employee health through working conditions. It complements the chapter on salutogenic work by expanding the level of analysis to organisational characteristics. The chapter aims to be particularly applicable to for-profit organisations, i

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Wieser, Luisa, Martin Abraham, Claus Schnabel, Cornelia Niessen, and Mauren Wolff. "Employers’ Muted Interest in Electronic Performance Monitoring (EPM)." In Digitalisierung der Arbeitswelten. Springer Fachmedien Wiesbaden, 2024. http://dx.doi.org/10.1007/978-3-658-44458-7_8.

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AbstractAgainst the backdrop of the increasing availability and accessibility of data in firms and organisations (Christl 2021; Eurofound 2020), we investigate supervisors’ interest in using electronic performance monitoring (EPM) systems to monitor their employees at work. While previous research has predominately focused on employees’ reactions to EPM (e.g., Allen et al. 2007; Chen and Ross 2005; Gangwar et al. 2014; Mitrou and Karyda 2006; Ravid et al. 2020; Stanton 2000a, 2000b), this study looks at the employer’s calculations of costs and benefits before implementing surveillance technolo

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Stuken, Tatiana, Tatiana Lapina, and Olga Korzhova. "Digitalization of Manufacturing Enterprises: The Perspective of Employees and Employers." In Lecture Notes in Information Systems and Organisation. Springer Nature Switzerland, 2024. http://dx.doi.org/10.1007/978-3-031-66801-2_21.

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Sasse, M. Angela, Jonas Hielscher, Jennifer Friedauer, and Annalina Buckmann. "Rebooting IT Security Awareness – How Organisations Can Encourage and Sustain Secure Behaviours." In Computer Security. ESORICS 2022 International Workshops. Springer International Publishing, 2023. http://dx.doi.org/10.1007/978-3-031-25460-4_14.

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AbstractMost organisations are using online security awareness training and simulated phishing attacks to encourage their employees to behave securely. Buying off-the-shelf training packages and making it mandatory for all employees to complete them is easy, and satisfies most regulatory and audit requirements, but does not lead to secure behaviour becoming a routine. In this paper, we identify the additional steps employees must go through to develop secure routines, and the blockers that stop a new behaviour from becoming a routine. Our key message is: security awareness as we know it is onl

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Bakhtina, Mariia, Jan Kvapil, Petr Švenda, and Raimundas Matulevičius. "The Power of Many: Securing Organisational Identity Through Distributed Key Management." In Advanced Information Systems Engineering. Springer Nature Switzerland, 2024. http://dx.doi.org/10.1007/978-3-031-61057-8_28.

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AbstractOrganisational Digital Identity (ODI) often relies on the credentials and keys being controlled by a single person-representative. Moreover, some Information Systems (IS) outsource the key management to a third-party controller. Both the centralisation and outsourcing of the keys threaten data integrity within the IS, allegedly provided by a trusted organisation. Also, outsourcing the control prevents an organisation from cryptographically enforcing custom policies, e.g. time-based, regarding the data originating from it. To address this, we propose a Distributed Key Management System

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Mavunda, Nyikiwa Agreement, and Mfazo Cliford Madondo. "Ubuntu Value System in Ethical Human Resource Management Practices." In Advances in Ethical Work Climate and Employee Well-Being. IGI Global, 2025. https://doi.org/10.4018/979-8-3693-8819-8.ch008.

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This chapter explores the Ubuntu value system as key in ethical human resources management (HRM) practices. Organisations in South Africa suffer from HRM with weak ethical practices. The employer-employee relationship is often shaped by unfair recruitment and appraisal processes, discriminatory policies, exclusive decision-making processes, and employee stressful workplaces and spaces. By adopting Ubuntu-inspired ethical HRM practices, organisations create supportive workplaces and spaces for employees' growth. The authors believe this approach strengthens the employer-employee relationship, e

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Jayawardena, Nirma Sadamali, and Darshana Jayawardena. "Conflict Management in Organisations of Emerging Economies." In Advances in Human Resources Management and Organizational Development. IGI Global, 2023. http://dx.doi.org/10.4018/978-1-6684-6567-7.ch008.

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The purpose of this chapter is to provide an overview on conflict management strategies within the emerging economies via a detailed literature review. The study of organisational conflicts in emerging economies is a very rare research topic. This study was able to identify four major gaps in this area. Firstly, the topic organisational conflict research focuses more on organizational behaviour and occupational psychology research with less consideration on human resource management. Secondly, a majority of these studies has been conducted in Western and European countries with less focusing o

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Konferenzberichte zum Thema "Employer organisations"

Magomelo, Munyaradzi, Mohammed Kaosar, Fine Masimba, and Tranos Zuva. "The Impact of Organisational Culture on Employees' Information Security Behaviours." In 2024 4th International Multidisciplinary Information Technology and Engineering Conference (IMITEC). IEEE, 2024. https://doi.org/10.1109/imitec60221.2024.10850965.

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Demyen, Suzana. "The Place and Role of the Employer Brand in Building an Employee’s Career." In 7th International Scientific Conference – EMAN 2023 – Economics and Management: How to Cope With Disrupted Times. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2023. http://dx.doi.org/10.31410/eman.s.p.2023.159.

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The notion of career has been intensely debated in the literature, being an interdisciplinary topic. However, the challenges that organizations currently face are becoming much more numerous and different, as new generations of employees have significantly different characteristics from those of employees from previous generations. Organisations, on the other hand, no longer aim to simply recruit employees; they aim to attract talent, and the image built on the market often decisively influences the recruitment process. However, what is the situation in the Romanian market, what role does it

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WAQAR, Abbiha, Andreea Claudia ȘERBAN, and Çetin BEKTAŞ. "The Influence of Corporate Social Responsibility on Organisational Commitment among Employees in Pakistan." In The International Conference on Economics and Social Sciences. Editura ASE, 2024. http://dx.doi.org/10.24818/icess/2024/083.

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The potential effects of corporate social responsibility (CSR) on employee commitment levels towards their respective organisations represents a very important topic in the current business environment. The purpose of this study was to provide organisations in Pakistan with a means of reducing turnover rates as well as to teach them how to create a strong and reliable workforce that is motivated to serve the organisation's aims. Several CSR dimensions were studied to understand how they impact organisational commitment. The influence of independent variables (Legal CSR,, Economic CSR, Ethical

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Erik, Wiig. "Working Together For Safety: A Project To Identify And Recommend On Use Of Best Practices, Involving Employer&Apo;;S Organisations, Unions And Authorities." In SPE International Conference on Health, Safety, and Environment in Oil and Gas Exploration and Production. Society of Petroleum Engineers, 2004. http://dx.doi.org/10.2118/86591-ms.

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Valantiejiene, Dovile, and Lina Girdauskiene. "Gamification Impact on Agile Team Motivation: Theoretical Framework." In 16th International Conference on Applied Human Factors and Ergonomics (AHFE 2025). AHFE International, 2025. https://doi.org/10.54941/ahfe1006364.

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Contemporary organisations face the challenge of responding to growing requirements and expectations in a modern and dynamic business environment. Moreover, changes in the workforce and modern work culture are leading to an increasing need for complex problem-solving, progressiveness, flexibility and rapid adaptation in the management of organisations. Employees enable the organisation to rapidly sense and respond to unpredicted threats and opportunities through their actions, leveraging them for strategic advantage. Altogether it led to adopting the Agile approach in management, initially cre

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Balanescu, Ramona cristina. "COMMITMENT AT THE WORKPLACE -IMPLICATIONS AT PERSONAL AND ORGANISATIONAL LEVEL." In eLSE 2017. Carol I National Defence University Publishing House, 2017. http://dx.doi.org/10.12753/2066-026x-17-131.

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The concept of commitment at the workplace is one of the concepts raising a wide interest in the field of the human resource management and organisational management. This interest is proven by the evolution the concept has seen in over half a century, starting with Becker (1960) - the one-side-bet theory, Porter (1974) – the affective dependence theory, O'Reilly and Chatman (1986), Meyer and Allen (1984, 1990) - the multidimensional period, and ending with Cohen (2007) - the bidimensional model, and Somers (2009) – a combined theory, each of them making a contribution to the way the term of o

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Erić Nielsen, Jelena, Jelena Nikolić, Marko Slavković, and Dejana Zlatanović. "How to Make Health Organisations More Agile During the Pandemic? Challenges of Managing Entrepreneurial Behaviour." In Challenges in Economics and Business in the Post-COVID Times. University of Maribor Press, 2022. http://dx.doi.org/10.18690/um.epf.5.2022.37.

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The COVID-19 pandemic has put health systems around the world under the ultimate pressure, unseen in the modern age. The main purpose of this research is to investigate how to make health organisations more adaptable in the pandemic circumstances, more precisely how the internal organisational climate affects entrepreneurial initiative on a daily basis. Entrepreneurial initiative thrives in an organisation with an organisational culture based on values promoted by entrepreneurial management, highlighting the possibility of individual initiative, through appropriate compensation mechanisms, giv

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Dolzhenko, Ruslan. "Internal crowdsourcing as an instrument of personnel involvement." In Contemporary Issues in Business, Management and Economics Engineering. Vilnius Gediminas Technical University, 2019. http://dx.doi.org/10.3846/cibmee.2019.064.

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Purpose – in the study the opportunities to utilise crowdsourcing as an instrument of personnel involvement are considered. The essence of personnel engagement is analysed; the terms “personnel engagement” and “personnel involvement” are compared. Research methodology – the case study of JSC “Sberbank”, the first Russian company that implemented internal crowdsourcing in its activity, is provided. Research limitations – the paper considers the case of a large financial company; it is impossible to conclude the applicability of technology in other cases. However, this experience can be recreate

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Shahu, S. R., A. Iyer, and A. G. Tawalare. "‘Plan of action’ for organisational change: a case study of Indian public sector construction organisation." In World Construction Symposium - 2024. Department of Building Economics, 2024. http://dx.doi.org/10.31705/wcs.2024.66.

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Recently, one of the Indian public sector construction organisations has adopted app-based work measurement and its billing system to reduce the cycle time in the “Procure to Pay” process. Though it could be a small technological change in the working process that has re-engineered the “As-is” processes, it changes the entire organisational dynamics thereby eliminating gaps in the system. Therefore, this paper provides insights into these change management practices in the public sector construction organisation in the context of implementing technological change in the work process. To develo

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STANKEVIČIŪTĖ, Živilė, Eglė STANIŠKIENĖ, Asta DAUNORIENĖ, and Joana RAMANAUSKAITĖ. "Exploring promoting factors for employee resilience during Covid-19: insights from literature review." In Strategica. Faculty of Management - SNSPA, 2023. http://dx.doi.org/10.25019/str/2023.041.

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Lately, organisations have been focusing on enhancing employee resilience due to turbulent, unpredictable changes caused by major crises, including the COVID-19 pandemic. Employee resilience refers to a key capability enabling employees to manage and adapt to continually changing circumstances, and finally to flourish at work. While there is an increasing body of the literature on antecedents of employee resilience while dealing with work-related challenges, there is still a lack of understanding what determines resilience in the COVID-19 context. Due to this, the paper aims to explore promoti

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Berichte der Organisationen zum Thema "Employer organisations"

Parry, Jame, and Nicola Sainsbury. Procedure for the Investigation of Misconduct in Research. UK Research Integrity Office, 2023. http://dx.doi.org/10.37672/ukrio.2023.01.misconduct.

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The Model Procedure for the Investigation of Misconduct in Research is at the heart of and crucial to the mission of the UK Research Integrity Office.Misconduct in research can have wide-ranging and damaging consequences, harming the integrity of research, bringing the individuals involved and the organisation into disrepute and causing harm to those involved. It can also damage public confidence in research. It is therefore vitally important that organisations have robust procedures to investigate alleged misconduct fully and fairly. The Procedure described here is designed as a model for res

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Gordon, Eleanor, and Briony Jones. Building Success in Development and Peacebuilding by Caring for Carers: A Guide to Research, Policy and Practice to Ensure Effective, Inclusive and Responsive Interventions. University of Warwick Press, 2021. http://dx.doi.org/10.31273/978-1-911675-00-6.

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The experiences and marginalisation of international organisation employees with caring responsibilities has a direct negative impact on the type of security and justice being built in conflict-affected environments. This is in large part because international organisations fail to respond to the needs of those with caring responsibilities, which leads to their early departure from the field, and negatively affects their work while in post. In this toolkit we describe this problem, the exacerbating factors, and challenges to overcoming it. We offer a theory of change demonstrating how caring f

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CSIP. Benchmarking of Employee Benefits in the Indian Social Sector. Indian School of Development Management, 2022. http://dx.doi.org/10.58178/229.1031.

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This report documents the key findings from the study on benefits benchmarking in the Indian social sector. It draws from a sample of 59 organisations to provide a comprehensive understanding of the employee benefits being provided by Indian social purpose organisations. Importantly, it also compares social sector benefits with those being provided by general industry.

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Jakubonis, Džiugas, and Rasa Romerytė-Šereikienė. Application of Innovations in Human Resources Management. Vilnius Business College, 2024. http://dx.doi.org/10.57005/ab.2024.1.5.

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Innovation in human resources management in today's fast forward changing world became crucial for the success of modern businesses. It is believed that human resources management (HRM) is one of the most important functions of the organisation, which helps to ensure business efficiency, competitiveness, and stability. Human resources management is no longer just instructions from a higher manager to the lower, that is the entire system of employee management, whereby the company seeks to be innovative, competitive, attractive to employees, creating workplaces, adapting to both economic and ma

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Béjaoui, Ali, Sylvie St-Onge, Ingrid Peignier, and Felix Bellesteros Leivas. Les diverses facettes du travail hybride. Seconds résultats d’un projet longitudinal de recherche. CIRANO, 2023. http://dx.doi.org/10.54932/qymj5601.

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La pandémie de 2020 a forcé le travail à distance pour de nombreux travailleurs au Canada. Aujourd’hui, plusieurs d’entre eux continuent de travailler à distance, au moins en partie. Ce nouveau mode d’organisation « hybride » permet d’offrir aux employés une plus grande flexibilité. Quels sont les divers modes de travail hybrides adoptés par les employés ? Quels sont leurs déterminants, leurs incidences ainsi que leurs conditions de succès ? Une équipe du CIRANO mène une étude longitudinale novatrice auprès d’employé(e)s de plusieurs organisations afin d’offrir des données probantes pour aider

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Sus, Monika, Anna Fonts Picas, Henna Kakko, Hanna Ojanen, and Marie Vandendriessche. Case Studies of EU and Member State Engagement with Strategic International Organisations. EsadeGeo. Center for Global Economy and Geopolitics, 2023. https://doi.org/10.56269/202310/ms.

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This working paper examines the European Union's (EU) strategic partnerships with International Organisations (IOs) in dealing with different crises. Through the lens of three distinct case studies, it investigates the EU's collaboration with the United Nations in addressing the Mali crisis, its joint efforts with NATO in response to the Russian war of aggression against Ukraine, and its partnership with the African Union in the context of climate change. For each case study, the paper delves into the foundational institutional framework of these partnerships, explores the tangible outputs der

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Veung, Naron, and Seyhah Ven. Exploring Insights into Vocational Skills Development and Industrial Transformation in Cambodia. Cambodia Development Resource Institute, 2021. https://doi.org/10.64202/wp.131.202110.

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Industrial development is central to Cambodia’s economic development as it plans to upgrade the country’s status to an upper-middle-income country by 2030 and to a high-income country by 2050. Equipping the workforce with the skills and competencies that match industrial needs requires a great deal of continuous efforts and resources. In this regard, this paper aims to look into the linkage between skills and transformation based on employers’ perspectives. It explores insights into how companies perceive and use the skills and qualifications of their employees to overcome changes in technolog

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Jore Ali, Aisha, Javier Fuenzalida, Margarita Gómez, and Martin Williams. FOUR LENSES ON PEOPLE MANAGEMENT IN THE PUBLIC SECTOR. People in Government Lab, 2021. http://dx.doi.org/10.35489/bsg-peoplegov-wp_2021/001.

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We review the literature on people management and performance in organisations across a range of disciplines, identifying aspects of management where there is clear evidence about what works as well as aspects where the evidence is mixed or does not yet exist. We organise our discussion by four lenses, or levels of analysis, through which people management can be viewed: (i) individual extrinsic, intrinsic, and psychological factors; (ii) organisational people management, operational management, and culture; (iii) team mechanisms, composition and structural features; and (iv) relationships, in

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Dove, Jenny, Mardi Stewart, Grant Solomon, Charlotte Wood, and Jessica Ziersch. Leadership Capabilities Needed to Support Hybrid Work in NSW Government. Australia and New Zealand School of Government, 2023. http://dx.doi.org/10.54810/zpjf7716.

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As part of ANZSOG’s Executive Master of Public Administration (EMPA) program, five public servants from State and Commonwealth Government departments across NSW have created a Work Based Project on Leadership capabilities needed to support hybrid work in NSW Government. The agency sponsor for this project was the NSW Public Sector Commission. The NSW Government positions hybrid work as the preferred and expected model of work for many of its employees. Hybrid work is central to its employee value proposition. This research project explored what new approaches, skills, and resources leaders nee

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Grados, Maria. Rapid Scoping Review 2025: Brazil. Institute of Development Studies, 2025. https://doi.org/10.19088/ids.2025.022.

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The Brazilian government made significant strides in advancing rights for women and lesbian, gay, bisexual, transgender, and intersex and more (LGBTI+) people since 2000. However, in 2016, President Dilma Rousseff was impeached in a parliamentary coup and Michel Temer, her former vice-president and a centre-right politician, took over as president. During his administration, there was a systematic rollback of policies aimed at promoting gender equality. This document studies key actions and strategies employed by seven feminist and LGBTI+ organisations to counter rollback in the country.

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