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Thematische Bibliographien / Public employees / Zeitschriftenartikel

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Zeitschriftenartikel zum Thema „Public employees“

Autor: Grafiati

Veröffentlicht am 4. Juni 2021

Zuletzt aktualisiert am 26. Juli 2025

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1

Cozzetto, Don A., and Theodore B. Pedeliski. "Privacy and the Workplace: Technology and Public Employment." Public Personnel Management 26, no. 4 (1997): 515–27. http://dx.doi.org/10.1177/009102609702600408.

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One of the most interesting, yet controversial, areas concerning public personnel is employee privacy. What limits are there to employers' intrusions into, and control over, employees' behaviors and personal properties. Claims of privacy abuse come against an employer's prerogatives in establishing workplace standards, and ensuring the efficiency of administration. There are five major areas which trigger privacy matters in the area of public sector employment: background checks, cognizance of off duty conduct and life styles, drug testing, workplace searches, and monitoring of workplace activ

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Hanani, Fara Sofia, Galuh Juniarto, and Suparmi Suparmi. "The Role of Knowledge Sharing, Employee Competency, and Employee Empowerment to Improve Employee Performance." Untag Business and Accounting Review 3, no. 1 (2024): 31. http://dx.doi.org/10.56444/ubar.v3i1.4935.

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<p>The public still complains about the performance of employees in Demak District, Demak Regency. Based on the research gap in previous research, this study aims to empirically test the role of knowledge sharing, employee competency, and employee empowerment to improve the employee's performance. The sample used in this research was 52 employees of Demak District, Central Java, taken using the census. The data was collected through questionnaires and data analysis using SPSS 25, including validity, reliability, classical assumption tests, multiple linear regression, t-test, F-test, and

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Lutsenko, O. Ye. "Legal regulation of employee privacy in the United States of America." Analytical and Comparative Jurisprudence, no. 1 (May 29, 2023): 254–58. http://dx.doi.org/10.24144/2788-6018.2023.01.40.

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Current labour legislation does not contain prescriptions that would guarantee employees the right to privacy, but such legal regulation has long existed abroad, which can be valuable for Ukraine in order to accumulate the best global experience in ensuring the protection of employee privacy. In the US, employee privacy encompasses two aspects: first, the employee's right not to disclose personal information to his employer, and second, the employee's right to personal autonomy, or so to speak, sovereignty in certain life decisions. In many important aspects, these two forms of privacy a

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K., Jayapriya, and Akilan A. "Fringe Benefits Effects on Employee Productivity in the Public Sector Tamilnadu Water Supply and Drainage Board Namakkal." International Journal of Innovative Research in Information Security 09, no. 04 (2023): 232–38. http://dx.doi.org/10.26562/ijiris.2023.v0904.02.

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The research purpose is to determine the study of the fringe benefits important of employees. Fringe benefits are additions to compensation that companies give their employees. This research project is on Fringe Benefits and Employees productivity in public sector. This research work is generally about the Benefits and Employees productivity Public Sector. The project has undertook the general introduction into the research work led to the review of various literature that relates to the major variables involved in the research work especially employees productivity. The purpose of employee be

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Ervani, Trifosa Joan, and Lina Sinatra Wijaya. "Public Relations and New Media in Employee Relations for Enhancing Employee’s Loyalty During the Pandemic." International Journal of Social Science and Business 5, no. 3 (2021): 367. http://dx.doi.org/10.23887/ijssb.v5i3.35403.

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The Covid 19 pandemic occurred nowadays has resulted in many employees resigning due to discomfort at work. Therefore, every company needs to carry out an employee relations program to increase employee’s loyalty, especially during this pandemic. The aim of this study is to determine the employee’s loyalty which was formed by the implementation of the employee relations program carried out by Public Relations using new media during the pandemic. Data collection is done by conducting observations, documentation, and interviews. The results of this study shows that there are five forms of employ

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Gilewicz, Alexandra. "A More Perfect Pickering Test: Janus v. AFSCME Council 31 and the Problem of Public Employee Speech." University of Michigan Journal of Law Reform, no. 53.3 (2020): 671. http://dx.doi.org/10.36646/mjlr.53.3.more.

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n June 2018, the Supreme Court issued its long-awaited—and, for the American labor movement, long-feared—decision in Janus v. AFSCME Council 31. The decision is expected to have a major impact on public sector employee union membership but could have further impact on public employees’ speech rights in the workplace. Writing for the majority, Justice Samuel Alito’s broad interpretation of whether work-related speech constitutes a “matter of public concern” may have opened the floodgates to substantially more litigation by employees asserting that their employers have violated their First Amend

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Eissenstat, SunHee Jang, and Yunsoo Lee. "Understanding organizational citizenship behavior: the counselor’s role." International Journal of Workplace Health Management 10, no. 6 (2017): 491–507. http://dx.doi.org/10.1108/ijwhm-05-2017-0030.

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Purpose The purpose of this paper is to study organizational citizenship behavior (OCB) as a variable to bridge employer’s and employee’s needs from employee counseling. This study examined the relationship between meaningful work, job satisfaction, and OCB and how their positive associations can be enhanced. The role of counselors was discussed, too. Design/methodology/approach A moderated mediation model was suggested with the mediation model of meaningful work, job satisfaction, and OCB and the moderator, work time flexibility. Intervention was implemented with the goal of increasing employ

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MacAlister, E. "Does an employee assistance programme benefit employers and employees alike?" Occupational Medicine 49, no. 7 (1999): 465–66. http://dx.doi.org/10.1093/occmed/49.7.465.

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LaVan, Helen. "Public Sector Employee Discipline: Comparing Police to Other Public Sector Employees." Employee Responsibilities and Rights Journal 19, no. 1 (2007): 17–30. http://dx.doi.org/10.1007/s10672-006-9029-4.

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Bian, Xiangyu, and Bin Wang. "Exploring the Influence of Artificial Intelligence Usage on Ethical Decision Making Among Public Sector Employees: Insights into Moral Identity and Service Motivation." Business Ethics and Leadership 8, no. 3 (2024): 133–50. http://dx.doi.org/10.61093/bel.8(3).133-150.2024.

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This study constructs a moderating mediation model to link public sector employees’ Artificial Intelligence (AI) usage with employees’ moral norms and ethical decision-making behaviors. Based on the theory of public service motivation, this study hypothesizes that the impact of AI usage on employees’ ethical decision-making behaviors acts through the mediating effects of employees’ service motivation, employees’ moral norms, and employees’ ethical perceptions and that the relationship between AI usage and employees’ service motivation, employees’ ethical norms, and employees’ ethical perceptio

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Nor Shamsida Mohd Shahidan Lee, Suhaidah Hussain, Razalina Abdul Rashid, Mahadir Abdul Raffar, and N.M. Aripin. "THE EFFECT OF TRAINING TOWARDS EMPLOYEE PERFORMANCE: AN EVIDENCE FROM A PUBLIC UNIVERSITY IN MALAYSIA." International Journal of Industrial Management 17, no. 3 (2023): 178–85. http://dx.doi.org/10.15282/ijim.17.3.2023.9760.

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Employees are the true determinant of the success or competency of an organization. An adequately trained workforce is important to ensure the workplace has the right and valuable employees. Employees in the education sector need the training to improve their performance as they face limitations or challenges to be creative in completing a task. Despite the increasing effects on the training of organizational employees by organizations, there is still limited literature on human resource development issues in developing countries. The study is focused on the effect of training towards employee

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., JaiKumar, and Suruthi Priya. "A Study on Training and Development Employee Welfare Seshasayee Paper & Boards Ltd in Erode." International Journal of Innovative Research in Information Security 09, no. 04 (2023): 376–81. http://dx.doi.org/10.26562/ijiris.2023.v0904.28.

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The research purpose is to determine the study of the employee welfare important of employees. Employees play a key role in the existence and growth of any organisation, therefore their welfare is essential. During the past few years, both public sector and private sector organisation have been contributing towards the employee's benefits and also increase their efficiency. Employees' welfare facilities include housing facilities, free medical facilities, retirement benefits, children and adult educational benefits, welfare measures for the employee's families, loan facilities, etc. If the org

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Ibrahim, Maha, and Saoud Al Falasi. "Employee loyalty and engagement in UAE public sector." Employee Relations 36, no. 5 (2014): 562–82. http://dx.doi.org/10.1108/er-07-2013-0098.

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Purpose – The purpose of this paper is to investigate the relationship between employee loyalty (Organizational Commitment) and its two dimensions namely, affective commitment (AC) and continuance commitment (CC) with employee engagement. Design/methodology/approach – A self-administered questionnaire was used for collecting the study data from 50 employees who represent three managerial levels from the government sector in United Arab Emirates (UAE). Three hypotheses were developed in order to test the said relationship. Hypotheses were tested through using various testes namely: the correlat

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Klingner, Donald, Gary Roberts, and Valerie L. Patterson. "The Miami Coalition Surveys of Employee Drug Use and Attitudes: A Five-Year Retrospective (1989–1993)." Public Personnel Management 27, no. 2 (1998): 201–22. http://dx.doi.org/10.1177/009102609802700207.

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Employees of many businesses and government agencies in metropolitan Miami (Dade County, Florida) took five voluntary annual surveys (1989–1993) regarding their attitudes toward and use of drugs. The Workplace Drug Survey data indicated three positive conclusions about employee drug use and attitudes for Dade employees. Overall, reported illicit drug abuse rates are low when compared with national norms, and most employees know that their employer has a policy on alcohol and drug abuse. Employers also refer employees with drug or alcohol problems to an Employee Assistance Program (EAP). This d

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Chukwudi Vincent, Ogbuka, Chikaodili Juliet Ugwoke, Nwokoma Bartholomew Uchenna, and Osifo Omon Blessing. "ADMINISTRATION OF EMPLOYEE MOTIVATION AND PUBLIC SECTOR PERFORMANCE IN NIGERIA: A STUDY OF ENTRACO, ENUGU STATE." GOMBE JOURNAL OF ADMINISTRATION AND MANAGEMENT (GJAM) 5, no. 1 (2023): 73–82. https://doi.org/10.64290/gjam.v5i1.1150.

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In both public and private organizations, employee motivation aims to create a conducive climate where employee performance can be improved. There has been a heated discussion about the performance of employees of the Enugu State Transport Corporation in relation to the management of employees' motivating tactics. Hence, this research study is aimed at examining the administration of the employee’s motivation approaches in the Enugu State Transport Company and their impact on job performance, with the aim of improving the administration of the motivation system. The Abraham Maslow Hierarchy of

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Fisher, Joseph G., Laureen A. Maines, Sean A. Peffer, and Geoffrey B. Sprinkle. "An Experimental Investigation of Employer Discretion in Employee Performance Evaluation and Compensation." Accounting Review 80, no. 2 (2005): 563–83. http://dx.doi.org/10.2308/accr.2005.80.2.563.

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Employment relationships provide fertile ground for both employee and employer opportunism. Employers worry about whether employees will devote sufficient effort to work, and employees are concerned about whether employers will compensate them appropriately. In this paper, we examine whether employer discretion over the size of the total employee compensation pool and the allocation of this pool among employees influences employee and employer opportunism. The results of our experiment indicate that firm output and employees' compensation are greater when the employer does not have discretion

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Patro, Chandra Sekhar. "Employee Welfare Measures in Public and Private Sectors." International Journal of Service Science, Management, Engineering, and Technology 6, no. 1 (2015): 22–36. http://dx.doi.org/10.4018/ijssmet.2015010102.

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Employees' play a key role in the existence and growth of any organisation, therefore their welfare is essential. During the past few years, both public sector and private sector organisations have been contributing towards the employee's benefits and also increase their efficiency. Employees' welfare facilities include housing facilities, free medical facilities, retirement benefits, children and adult educational benefits, welfare measures for the employee's families, loan facilities, etc. If the organisations do not bother about the employees benefit, but expect efficient and high performan

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Farouk, Sherine, and Fauzia Jabeen. "Ethical climate, corporate social responsibility and organizational performance: evidence from the UAE public sector." Social Responsibility Journal 14, no. 4 (2018): 737–52. http://dx.doi.org/10.1108/srj-01-2017-0002.

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PurposeResearch about ethical governance and corporate social responsibility (CSR) in the United Arab Emirates is still in its infancy. This study aims to explore the public sector employee’s perception toward ethical climate, codes of ethics and CSR and its impact on organizational performance. This research sheds light on the link between formalized ethical procedures and employee responses including CSR, organizational engagement and organizational performance.Design/methodology/approachData were collected from 426 middle-level public sector employees in Abu Dhabi, the capital of the United

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Bond, Michael T., Brian P. Heshizer, and Mary W. Hrivnak. "Medical Savings Accounts: A Health Insurance Option for the Public Sector?" Public Personnel Management 26, no. 4 (1997): 535–44. http://dx.doi.org/10.1177/009102609702600410.

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This article analyzes health insurance cost data from Ohio public employers and 27 Ohio private firms that have adopted Medical Savings Accounts (MSAs). The study shows that Ohio public employers could reduce their health insurance costs an average of 12 percent for single coverage and 34 percent for family coverage with MSAs, compared to traditional plans. Under the MSA plans, employee out of pocket costs (OPC) would also be lower compared to traditional plans. Data show that with MSAs most employees have funds remaining in their MSA account at the end of the coverage period that they keep. I

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Traut, Carol Ann, Rick Larsen, and Steven H. Feimer. "Hanging on or Fading Out?" Public Personnel Management 29, no. 3 (2000): 343–51. http://dx.doi.org/10.1177/009102600002900304.

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Job satisfaction remains an important issue for public managers, as they try to motivate workers in today's political environment. Many of the motivational efforts are centered around newer employees, while longer-term workers are automatically assumed to be committed to their jobs. In this study of a medium-size city fire department, employees were surveyed on five aspects of job satisfaction: satisfaction with the supervisor, satisfaction with agency relationships, satisfaction with job training, satisfaction with job content, and overall job satisfaction. The effects of job tenure on satisf

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Bergmann, Thomas J., Marilyn A. Bergmann, and Joyce L. Grahn. "How Important are Employee Benefits to Public Sector Employees." Public Personnel Management 23, no. 3 (1994): 397–406. http://dx.doi.org/10.1177/009102609402300304.

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Dinkel, Christopher P. "The Future of Work and U.S. Public Opinion on Noncompete Law: Evidence from a Conjoint Experiment." American Business Law Journal 60, no. 4 (2023): 749–92. http://dx.doi.org/10.1111/ablj.12234.

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Although policymakers have recently shown a keen interest in noncompete reform, a gap exists in the literature concerning what the U.S. public's preferences are regarding noncompetes. Therefore, this article presents the empirical findings of a nationally‐representative survey of the American public on the noncompete law governing employees. Based on the results of a conjoint experiment within the survey, this article finds that the U.S public prefers that noncompetes be used to protect any types of confidential information, rather than simply customer lists or employee training investments. A

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Dickson-Swift, Virginia, Christopher Fox, Karen Marshall, Nicky Welch, and Jon Willis. "What really improves employee health and wellbeing." International Journal of Workplace Health Management 7, no. 3 (2014): 138–55. http://dx.doi.org/10.1108/ijwhm-10-2012-0026.

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Purpose – Factors for successful workplace health promotion (WHP) are well described in the literature, but often sourced from evaluations of wellness programmes. Less well understood are the features of an organisation that contribute to employee health which are not part of a health promotion programme. The purpose of this paper is to inform policy on best practice principles and provide real life examples of health promotion in regional Victorian workplaces. Design/methodology/approach – Individual case studies were conducted on three organisations, each with a health and wellbeing programm

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Stephen, Branda Sibuti, and Barongo Mutarubukwa Felician. "Employees Retension in Tanzania Public Educational Institutions: Educational Business Study Case of Tanzania Public Service College (TPSC)." Employees Retension in Tanzania Public Educational Institutions: Educational Business Study Case of Tanzania Public Service College (TPSC) 8, no. 11 (2023): 8. https://doi.org/10.5281/zenodo.10203559.

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This education case study was done at Tanzania Public Service College (TPSC) Dar es Salaam, whereby 70 respondents participated. The general case objective was to investigate the employees' retention scenario at the College. Specific objectives were to: Identify techniques/methods employed by TPSC management to retain employees at work, analyze problems which TPSC faced on course of retaining employees and assess the extent to which TPSC management strived to solve problems they faced. Findings indicated that techniques/methods used to retaining employees included: The use of weekly and monthl

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Serhan, Carole, Eliane Al Achy, and Eva Nicolas. "Understanding Public Sector Employees’ Motivation: What Makes Them Inspired?" International Journal of Human Resource Studies 8, no. 1 (2018): 249. http://dx.doi.org/10.5296/ijhrs.v8i1.12758.

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This article examines the ranked importance of employment motivational factors within the Lebanese public sector. A qualitative interview with employers and employees of the Lebanese public sector is carried out to get their responses on what they consider the best factors that motivate them at work. In this light, the article sets to identify the most ranked factors out of ten motivational factors deemed to affect employees’ motivation in public sector organizations. The analysis from the empirical findings (using NVivo software) showed that remuneration and working conditions are key to high

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Dr., K. Jayapriya, and Shaha Hibli. "A Study on Employees Welfare Measures, Bescal Steels Industries Pvt Ltd., George Town, Chennai." International Journal of Innovative Research in Information Security 09, no. 04 (2023): 406–10. http://dx.doi.org/10.26562/ijiris.2023.v0904.34.

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Employees play a key role in the existence and growth of any organisation, therefore their welfare is essential. During the past few years, both public sector and private sector organisation have been contributing towards the employee's benefits and also increase their efficiency. Employees' welfare facilities include housing facilities, free medical facilities, retirement benefits, children and adult educational benefits, welfare measures for the employee's families, loan facilities, etc. If the organisations do not bother about the employees benefit, but expect efficient and high performance

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Rahmawati, A., Siti Haerani, Muh Idrus Taba, and Nurjannah Hamid. "Measures of Organizational Effectiveness: Public Sector Performance." IRA-International Journal of Management & Social Sciences (ISSN 2455-2267) 5, no. 2 (2016): 203. http://dx.doi.org/10.21013/jmss.v5.n2.p1.

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<em><span style="font-size: 12.0pt; font-family: 'Times New Roman','serif'; mso-fareast-font-family: 'Times New Roman'; mso-ansi-language: EN-US; mso-fareast-language: IN; mso-bidi-language: AR-SA;">This study aims to investigate and analyze the influence of leadership, competence, OCB behavior of an employee's performance against organizational effectiveness at 209 employees working at the regional work units (SKPD) Provincial Government of South Sulawesi. The hypothesis was tested using Structural Equation Model (Analysis of Moment Structures, AMOS version 18). The results of the

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Načinović Braje, Ivana, and Andrea Kuvač. "Pay Transparency and Its Effects: A Comparative Analysis of Public and Private Sector." Revija za socijalnu politiku 29, no. 1 (2022): 35–50. http://dx.doi.org/10.3935/rsp.v29i1.1705.

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This paper explores employee attitudes on pay communication and pay transparency and compares perceptions from private and public sector employees. Primary research was conducted among 353 employees working in the public and private sector in Croatia. Research results indicate that employees from the public sector, when compared to employees from the private sector, showed a more positive attitude towards pay transparency, higher preference for pay transparency and willingness to communicate one’s pay. Employees from the public sector perceive greater beneficial effect of pay transparency than

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Nababan, Erwis Ade Juliana, and Putri Mega Desiana. "The Effect of Public Service Motivation, Meaningful Work and Work Engagement on Employee Performance in The Public Sector." Business Innovation and Entrepreneurship Journal 5, no. 1 (2023): 1–9. https://doi.org/10.35899/biej.v5i1.427.

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Employees are the key to organizational success that play a significant role in organizational performance, where higher individual employee performance is the basis for higher organizational performance. There are several factors that affect the performance of employees in the public sector, and in this research the analyzed factors that affect employee performance are public service motivation, meaningful work and work engagement. The research method used is a quantitative approach, with a total of 209 employees working at the Inspectorate General of the Ministry of Health. Then the data was

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Madale, Pyuza A., and Enock Mwakalila. "Factors Influencing Employee Job Commitment in the Public Sector: A Case Study of Temeke Municipal Council, Tanzania." African Journal of Empirical Research 5, no. 4 (2024): 60–70. http://dx.doi.org/10.51867/ajernet.5.4.6.

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The study aims to assess the factors influencing employee Job commitment Case study Temeke Municipal Council, Tanzania. The main objective was to examine factors which influence employees Job commitment at work place in public sector Temeke Municipal. The specific objectives were to examine the relationship between communication practices within public sector, to examine various leadership styles within public sector organizations, to analyse the association between job satisfaction levels among public sector employees, to investigate the role of employee engagement initiatives in influencing

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Kalimuthu, Lakshmi Priya, Ponmary Pushpa Latha Devaraj, Kasinathan Aruna, et al. "Statistical Approach on Perception of Employees Attainments in the Milieu of Non-Public Organisations." International Journal of Professional Business Review 8, no. 6 (2023): e02290. http://dx.doi.org/10.26668/businessreview/2023.v8i6.2290.

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Purpose: The aim of this study is to comprehend the various syndromes that influence the performance of individual employees and other factors that have an impact on employee’s performance. Theoretical framework: Employees are encouraged by management to help facilitate the transition to the new market scenario. Only a balance between work life and family will enable an individual to have a peaceful and healthy life. Indeed, the two factors mentioned above are important considerations for living standards. Design/methodology/approach: This paper aims to investigate the factors that influence e

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Byeongjo, Kim. "Psychological Safety, Need for Cognition, and Proactivity among Public Sector Employees." Korean Journal of Policy Studies 34, no. 2 (2019): 99–126. http://dx.doi.org/10.52372/kjps34205.

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While employee proactivity has been hailed in management literature as a critical characteristic enabling an organization to accomplish its goals, little is known about how public sector employees exert proactivity at work. This study examines the effect of individual and contextual factors that enhance proactive work behavior among public sector employees. Using two samples of nonprofit hospital employees and part-time graduate students working in the public sector, we investigate the role of the need for cognition and psychological safety in promoting proactive behavior at work. We also exam

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Jangad, Cassandra Joy M., Danessa Mae S. Mendaros, Carl Arjay L. Zipayao, Sheila May A. Fiel, and Mylene P. Alfanta. "Investment Engagement of Retirable Public Employees." International Journal of Research Publication and Reviews 6, no. 3 (2025): 2962–65. https://doi.org/10.55248/gengpi.6.0325.11111.

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DAVIDOV, Pini. "Differences of motivation profile of public sector employees in Israel depending on age and job seniority." Administratie si Management Public 41 (November 28, 2023): 91–106. http://dx.doi.org/10.24818/amp/2023.41-05.

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The problem of differences of labour motivation in public sector institutions in Israel is discussed in relation to the age and job seniority of the employees. The motivation structure of public sector employees is presented from the perspective of the 12-factor motivation theory developed by Sh. Ritchi and P. Martin. The concept of labour motivation has been viewed from different perspectives, and key factors of motivation of public sector employees have been allocated. Intrinsic and extrinsic motivation factors of the state service workers have been discussed. Based on the above, this empiri

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Mead, Joseph. "Public Employee Speech Rights: Survey of Recent Trends." Review of Public Personnel Administration 40, no. 3 (2018): 384–404. http://dx.doi.org/10.1177/0734371x18816752.

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Public employees have the right to free speech in their personal capacities, but that right is tempered in many instances by the interests of their governmental employers. This piece provides an overview of the speech rights of public employees, highlighting approaches taken in recent appellate decisions. The piece ends with practical suggestions for public employers.

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Matsusaka, John G. "Direct Democracy and Public Employees." American Economic Review 99, no. 5 (2009): 2227–46. http://dx.doi.org/10.1257/aer.99.5.2227.

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In the public sector, employment may be inefficiently high because of patronage, and wages may be inefficiently high because of public employee interest groups. This paper explores whether the initiative process, a direct democracy institution of growing importance, ameliorates these political economy problems. In a sample of 650+ cities, I find that when public employees cannot bargain collectively and patronage could be a problem, initiatives appear to cut employment but not wages. When public employees bargain collectively, driving up wages, the initiative appears to cut wages but not emplo

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Riđanović, Berin. "Pravni i praktični problemi prijema i internog premještaja radnika u javnom sektoru u Federaciji Bosne i Herecegovine / Legal and Practical Issues regarding the Recruitment and Internal Transfer of Employees in the Public Sector in the Federation of Bosnia and Herzegovina." Pregled: časopis za društvena pitanja / Periodical for social issues 64, no. 3 (2024): 251–72. http://dx.doi.org/10.48052/19865244.2023.3.251.

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The aim of this paper is to present the process of hiring employees in the public sector in the Federation of Bosnia and Herzegovina. The recruitment of employees in the public sector can be done through public advertising or under certain conditions, directly. The Regulation on the Procedure for Employment in the Public Sector in the Federation of Bosnia and Herzegovina (hereinafter referred to as the Regulation) regulates the process of hiring employees in the public sector in the Federation of Bosnia and Herzegovina. The recruitment of employees can be done through public advertising or thr

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Badjie, Gibriel, Armanu Thoyib, Djumilah Hadiwidjojo, and Ainur Rofiq. "Testing the Relationship of Employee Empowerment and Organisational Performance." Jurnal Analisis Bisnis Ekonomi 18, no. 2 (2020): 95–110. http://dx.doi.org/10.31603/bisnisekonomi.v18i2.3732.

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The research aimed to test the new measures of employee empowerment in a collectively social oriented society. The study applied questionnaire-based survey to obtain data and test the relationship between employee empowerment and organisational performance. A total of 80 completed questionnaires from the senior HR personnel from 40 organisations in the Gambia took part in the survey. Ten employees were engaged in a face-to-face interview, 2 private and 8 public organisations from among the 40 organisations that participated. Both SPSS and SmartPLS were utilised to analyse data. MGA is used to

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Weiss, Marjorie D., Steve Tyink, and Curt Kubiak. "Delivering Ideal Employee Experiences." AAOHN Journal 57, no. 5 (2009): 210–15. http://dx.doi.org/10.3928/08910162-20090416-02.

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Employee-centric strategies have moved from employee satisfaction and brand awareness to employee “affinity” or “attachment.” In today's marketplace, occupational health nurses understand that differentiation (i.e., the perception of uniqueness) is the direct result of superior employee interactions, which lead to better employee care, enduring employee relationships, loyal employees, and satisfied employers. What drives employees to occupational health nurse attachment? The answer is a passion for rising above the competition to create ideal employee experiences.

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Weiss, Marjorie D., Steve Tyink, Curt Kubiak, and Patricia B. Strasser. "Delivering Ideal Employee Experiences." AAOHN Journal 57, no. 5 (2009): 210–15. http://dx.doi.org/10.1177/216507990905700509.

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Employee-centric strategies have moved from employee satisfaction and brand awareness to employee “affinity” or “attachment.” In today's marketplace, occupational health nurses understand that differentiation (i.e., the perception of uniqueness) is the direct result of superior employee interactions, which lead to better employee care, enduring employee relationships, loyal employees, and satisfied employers. What drives employees to occupational health nurse attachment? The answer is a passion for rising above the competition to create ideal employee experiences.

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Patro, Chandra Sekhar, and Madhu Kishore Raghunath Kamakula. "A Take on Employee Welfare Facilities and Employees' Efficiency." International Journal of Asian Business and Information Management 7, no. 3 (2016): 54–70. http://dx.doi.org/10.4018/ijabim.2016070104.

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Looking back into the history of welfare facilities for employees in an organization, they have always and will keep playing a pivotal role in enhancing employee morale. The welfare schemes in every organization facilitate impetus for employee and employer relations. Employees' welfare is inherent core component, as they act as life blood for achieving the objectives of an organization. The main intention behind implementing the welfare facilities, is to secure the employee force by providing proper human condition of work and minimizing its hazardous effect on the life of the employees and th

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Otchere-Ankrah, Benjamin. "Performance Management and Employee Engagement in Public Institutions: A Developing Country Perspective." International Journal of Human Resource Studies 12, no. 1 (2022): 112. http://dx.doi.org/10.5296/ijhrs.v12i1.19146.

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The need to have the right talents and be engaged in driving the organization’s vision is riper than ever. Given the importance of having engaged employees, this study examines how employee engagement affects performance and what drives employee engagement in public sector organisations. To answer these questions, a quantitative research approach was adopted. In all, 156 employees of PLTD participated. The results show a significant relationship between employee engagement at work and employee performance at PLTD. This means that the more employees are engaged with their work, the more they pe

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Keefe, Jeffrey. "Are Public Employees Overpaid?" Labor Studies Journal 37, no. 1 (2011): 104–26. http://dx.doi.org/10.1177/0160449x11429263.

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Mauro, Frank. "Are Public Employees Overpaid?" Public Administration Review 72, no. 5 (2012): 637. http://dx.doi.org/10.1111/j.1540-6210.2012.02631.x.

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Sidharta, Iwan. "Employee Engagement on Behavioral Performance: Study on public organization in Bandung, Indonesia." Jurnal Ekonomi, Bisnis & Entrepreneurship 18, no. 1 (2024): 23–37. http://dx.doi.org/10.55208/jebe.v18i1.558.

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The demand for adapting new skills is an essential factor for employees to continue to be able to compete competitively. This research aims to determine employee commitment to Behavioral Performance. Researchers conducted a survey of government agency employees to test the influence of employee commitment on Behavioral Performance, conducting first-order and second-order tests. The research respondents were 87 employees at three government agencies in Bandung. The research results indicate that employees firmly commit to improving Behavioral Performance. The research implications suggest that

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Akhter, Nadeem, Umar Kayani Safdar, and Muhammad Tahir. "MEDIATING ROLE OF EMPLOYEES JOB ENGAGEMENT FOR RELATION OF EMOTIONAL LABOR WITH LIFE SATISFACTION." December 2020 36, no. 02 (2020): 25–36. http://dx.doi.org/10.51380/gujr-36-02-03.

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Considering the role of life satisfaction of an employee’s as vital factor for employees' performance which directly affects the firms' success, this study explores the role of emotional labor as an antecedent of life satisfaction via mediating role of the job engagement of bank officers working in private and public banks of Pakistan. The sample of 314 employees of officer rank 314 employees of banking sector are selected randomly for data collection. Results of cross-sectional data of 314 employees working in both private and public sector banks of Pakistan predict that employees having high

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Widiyanti, Rahmi, Basuki Basuki, and Mursanto Mursanto. "FAKTOR-FAKTOR YANG MEMPENGARUHI PENYESUAIAN KARIR PEGAWAI (Studi Pada ASN Organisasi Publik di Kota Banjarmasin)." Al-KALAM : JURNAL KOMUNIKASI, BISNIS DAN MANAJEMEN 9, no. 2 (2022): 183. http://dx.doi.org/10.31602/al-kalam.v9i2.7761.

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Organizations are always changing with shifting in leadership. Employees are required to be able to adapt to changes in the organization, including the existence of work shifting in the organization. Employees are required to have professionalism in their work in order to provide good service to the user community. At this point, the employee's personality traits and career adaptability are very important. Relevant research shows that the ability to adapt to a career should not be overlooked when career planning is made. This study examines the relationship between employee personality traits

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Liu, Shuo, Mei Sun, Yu-Wu Guan, Chong-Ya Liu, Bing Ren, and Qing Yang. "How leadership ostracism influences public servants' promotive voice: Public service motivation as a moderator." Social Behavior and Personality: an international journal 51, no. 1 (2023): 1–12. http://dx.doi.org/10.2224/sbp.11995.

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Although public service employee promotive voice has recently attracted more attention from scholars, the link between negative public sector leadership (e.g., leadership ostracism) and employee promotive voice has not been fully explored in the extant literature. In a time-lagged study of 226 public sector employee–leader pairs in China, we explored the mechanism behind leadership ostracism and employee promotive voice. We argued that public service motivation would have its dark side in the relationship between leadership ostracism and promotive voice; thus, we examined the moderating effect

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Yazdanpanah, Ghasem, Davood Kiakojouri, and Mohammad Javad Tghipourian. "Identification of Criteria and Indicators of the "Paternal Home" Metaphor in Public Organizations." International Journal of Innovation Management and Organizational Behavior 4, no. 4 (2024): 71–81. http://dx.doi.org/10.61838/kman.ijimob.4.4.9.

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Objective: This study aims to identify the criteria and indicators of the "Paternal Home" metaphor in public organizations. This metaphor can reflect the distribution of power, authority, responsibility, expectations, and organizational values. Methodology: Using the phenomenological method, a framework of these criteria and indicators has been identified at the levels of managers, employees, and the organization. This framework was developed through semi-structured interviews and Colaizzi's content analysis. Findings: At the managerial level, the identified criteria are: clear goals of the ma

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Mohan, M. Madhu, K. Chandrashekar, K. Kavya, Amina Tahseen, and Shaik Raffi Ahamed. "EVALUATION OF QUALITY OF WORK LIFE OF BANK EMPLOYEES IN PRIVATE SECTOR AND PUBLIC SECTOR BANKS IN HYDERABAD CITY." International Journal of Professional Business Review 10, no. 4 (2025): e05432. https://doi.org/10.26668/businessreview/2025.v10i4.5432.

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Objective: To assess and compare the Quality of Work Life (QWL) of employees in private and public sector banks in Hyderabad City, with a focus on key factors such as work environment, job satisfaction, work-life balance, compensation, career growth opportunities, job security, and employee well-being. Theoretical Framework: Provides a structured approach to analyzing the Quality of Work Life (QWL) of bank employees in private and public sector banks in Hyderabad City. It is based on established models and theories related to work-life quality, job satisfaction, and organizational behavior. Wo

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