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Relevant bibliographies by topics / Employee

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Journal articles
Dissertations / Theses
Books
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Academic literature on the topic 'Employee'

Author: Grafiati

Published: 4 June 2021

Last updated: 13 June 2025

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Journal articles on the topic "Employee"

1

Hammarstedt, Mats, and Chizheng Miao. "Self-employed immigrants and their employees: evidence from Swedish employer-employee data." Review of Economics of the Household 18, no. 1 (2019): 35–68. http://dx.doi.org/10.1007/s11150-019-09446-1.

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Klein, Sandra S. "Employee/Employer." Legal Reference Services Quarterly 13, no. 3 (1994): 129–42. http://dx.doi.org/10.1300/j113v13n03_07.

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Lin, Kuan-Han, Chau-Chung Wu, Tzong-Shinn Chu, Tien-Shang Huang, and Yen-Yuan Chen. "Employer or Employee." Journal of Occupational and Environmental Medicine 62, no. 4 (2020): e154-e159. http://dx.doi.org/10.1097/jom.0000000000001825.

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Copeland, John D. "Employer-Employee Relations." Veterinary Clinics of North America: Small Animal Practice 23, no. 5 (1993): 957–74. http://dx.doi.org/10.1016/s0195-5616(93)50129-8.

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Beadle, Carson E. "Taxing Employee Benefits: The Impact on Employers and Employees." Compensation Review 17, no. 2 (1985): 12–19. http://dx.doi.org/10.1177/088636878501700202.

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Desai, Dr Rohit N. "Employer-Employee Relationship In Co-Operation." Indian Journal of Applied Research 1, no. 11 (2011): 42–43. http://dx.doi.org/10.15373/2249555x/aug2012/14.

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Van Buren, Harry J., and Michelle Greenwood. "Enhancing Employee Voice: Are Voluntary Employer–Employee Partnerships Enough?" Journal of Business Ethics 81, no. 1 (2007): 209–21. http://dx.doi.org/10.1007/s10551-007-9489-y.

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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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Holtzhausen, Lida, and Lynnette Fourie. "Employees' perceptions of company values and objectives and employer‐employee relationships." Corporate Communications: An International Journal 14, no. 3 (2009): 333–44. http://dx.doi.org/10.1108/13563280910980104.

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Lemon, Laura L. "The employee experience: how employees make meaning of employee engagement." Journal of Public Relations Research 31, no. 5-6 (2019): 176–99. http://dx.doi.org/10.1080/1062726x.2019.1704288.

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Dissertations / Theses on the topic "Employee"

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Zulkifli, Normala. "Pay determinants in the Malaysian economy : evidence from employee, employer, and employer-employee perspectives." Thesis, University of Dundee, 2016. https://discovery.dundee.ac.uk/en/studentTheses/129448bf-086e-4971-8b3c-c6379ba74bf7.

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The objective of the thesis is to investigate Malaysia’s pay determinants from three different perspectives, namely: employees’ perspective, employers’ perspective, and both employees-employers’ perspectives. As a matter of fact, previous studies have not been able to document the potential impact of employers and firms on pay determinants within the Malaysian economy, owing to a lack of appropriate data. Therefore, with the availability of new datasets – worker-level dataset (WLD) and firm-level dataset (FLD) obtained from the Second Malaysian Productivity Investment Climate Survey (PICS-2), we have developed a matched-worker-firm dataset (MWFD), so that by employing such dataset it will add a new dimension to pay analysis in Malaysia as well as allowing for a comprehensive understanding and clearer picture of Malaysia’s pay system. From the employees’ prospective, the findings of this thesis indicate that a worker with a higher education level, skills and training generally gets a higher pay compared to those without. In addition, a worker who undergoes training from his/her current employer gets a higher pay compared to those who had training from a previous employer or only off-the-job training. At the same time, workers with complex computer skills, as well as those who are in professional employment and management, also receive a considerably higher pay. From the employers’ prospective, however, the findings indicate that firm size, human capital stock in the firm, worker performance, capital stock, and firm performance are important factors that affect the Malaysian average monthly pay. Besides, the elasticity of pay with respect to employer size is two percent, and this figure supports the notion that the Malaysian labour market can be characterised as imperfect competition. From both employers-employees’ prospective, it is obvious that both observable worker characteristics and unobserved firm-effects are key elements of pay determinants. Nevertheless, firm effects seem to explain the variability in pay determinants more than observable worker characteristics. In addition, the relationship between pay component and firm performance exhibits a positive tendency. This implies that workers get a higher pay either because of worker characteristics or that firm-effects are being employed in firms that are more productive and profitability.

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Lundstedt, Melissa. "The evolution of employer/employee relationships." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1995. http://www.kutztown.edu/library/services/remote_access.asp.

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Stenman, Erika. "Strong Employer Brands and Employee Advocacy in Social Media : exploring the Employee Perspective." Thesis, Högskolan Kristianstad, Fakulteten för ekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-19682.

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Employer Branding activities in the competitive labour market are becoming increasingly interactive rather than being a top-down exercise. Limited resources together with new technology is playing a role in this development. Little, but some research exists on Employee Advocacy or the voluntary promotion and defence of a brand by its employees. While some researchers suggest that strong Employer Brands fosters Employee Advocacy, there seem to be little empirical support or comprehensive models incorporating the supportive factors. Earlier studies have been primarily quantitative in nature, focusing on the corporate perspective. This research adds a qualitative angle with focus on the Employee Perspective. The purpose with this thesis is to explore how employees in companies with strong Employer Brands practice Employee Advocacy in a Social Media context, Because of the subjectivist and abductive approach, the method was qualitative in form of interviews with employees of different companies in the service sector as primary data together with secondary data. The findings indicate that Employee Advocacy, although largely driven by employee commitment, in practice seem to be a rather temporary phenomenon. The dominating intrinsic motives for Employee Advocacy does not seem to translate in a Social Media Context, where nature of expression ultimately seem to depend more on external or situational factors. The limitations of this study are the small number of respondents made up of a convenience sample. The narrow theoretical base also limits the study to explore and broaden a phenomenon rather than developing an entirely new concept. The conceptual model could act as a basis for other studies with a combined qualitative/quantitative approach or as a basis for discussion in companies formulating their Employer Branding or Social Media strategies. The original value of the conducted study is a comprehensive model of shapers and some new empirical insights regarding complexities of the Employee Advocacy phenomenon.

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Crome, David. "Developing employee commitment to create committed employees." Thesis, Anglia Ruskin University, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.400602.

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Kaiser, Sally M. "An examination of new employee orientation and training programs in relation to employee retention rates." Menomonie, WI : University of Wisconsin--Stout, 2006. http://www.uwstout.edu/lib/thesis/2006/2006kaisers.pdf.

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Chiang, Hyowook. "Essays on employer-employee relationships and firm performance." College Park, Md. : University of Maryland, 2005. http://hdl.handle.net/1903/2907.

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Thesis (Ph. D.) -- University of Maryland, College Park, 2005.<br>Thesis research directed by: Economics. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.

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Wong, Hendriatta Chau yuan. "The influence of employer branding on employee performance." Thesis, University of Manchester, 2015. https://www.research.manchester.ac.uk/portal/en/theses/the-influence-of-employer-branding-on-employee-performance(212ed913-b29e-4aec-8fdd-f6e432b18a1d).html.

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In order to understand if and how employer branding influences employees’ work behaviours and enhances employees’ ability to contribute to organizational productivity, effectiveness, and competitiveness, one needs to examine its functionality and capacities beyond that of employee attraction and retention to that of employee development, engagement, and performance. This research aims to do that by answering the following questions:1. What are the factors present in the content and delivery of employer brand promises and how might they influence employee performance?2. What influence does employees’ perceived level of employer brand promise fulfilment by their organization have on their level of organizational citizenship and task performances? A mix method case study was conducted on one of Canada’s best-of-the-best employers. In total, 19 managers were interviewed and 316 employees were surveyed. Five themes emerged to reflect the employer brand promise content factors that could influence performance. They are the factors of personal sustainability, personal connectedness and belonging, opportunities and growth, personal stake and influence, as well as significance and esteem. Three themes emerged to reflect the employment benefit materialization factors. They are brand championship, branding control, and stakeholder selection and interaction. Quantitative results suggest that as a whole, statistically significant, positive, and generally weak to moderate influence exists between employees’ perceived level of employer brand promise fulfillment and their organizational citizenship performance. The influence on task performance is much weaker. However, there is stronger indication that employees’ perceived fulfillment of employer brand promises positively influences their perception of 1) their employment experience as being desirable and distinctive, 2) their organization as being a great place to work, 3) their happiness to spend the rest of their career at the organization, and 4) their lack of frequency in thinking of leaving the organization, and these positive perceptions, in turn, further influence employees’ organizational citizenship and task performances.

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Boyd, Jesse J. "Voluntary Employee Turnover: Retaining High-Performing Healthcare Employees." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3931.

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Voluntary employee turnover in the healthcare industry is one of the most expensive and disruptive business problems that healthcare organizations encounter. Healthcare organizations can expect employee replacement costs to represent up to 150% of a departing employee's annual salary in new employee acquisition and decreased productivity. Guided by the leader-member exchange theory, the purpose of this single case study was to explore the strategies healthcare managers used to retain high-performing healthcare employees. Using semistructured interviews, the targeted population encompassed 6 healthcare managers from a healthcare organization in Central Texas who have demonstrated successful strategies for retaining high-performing healthcare employees by maintaining a 90% retention rate for a 12-month period. Organizational documents were reviewed, including reports of managers' retention rates and number of employees per manager, for a 12-month period. Data were coded, analyzed into themes via Yin's 5-step method, triangulated, and then subjected to member checking to bolster the trustworthiness of interpretations. Two major themes were revealed: employee engagement and leadership style. Participants noted that their employees were their priority and practiced participatory leadership to gain trust, loyalty, and commitment. The findings may promote positive social change by providing healthcare managers with information on successful strategies for retaining high-performing healthcare employees, which could reduce unemployment rates, stabilize families, and improve employees' work-life balance outside their organizations.

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Johnson-Hoffman, Vernessa Lashawn. "Employer Strategies for Improving Employee Work-Life Balance." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7304.

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Senior leaders who fail to implement work-life balance strategies may experience reduced profits and sustainability challenges. This single case study explored employers' strategies for improving employee work-life balance. The population for the study included 4 senior leaders of a hospice care agency in North Carolina who successfully implemented employee work-life balance strategies. Data were collected from semistructured interviews and from the review of company documents, website, and social media pages. The conceptual framework for the study was the transformational leadership theory. The trustworthiness of interpretations was supported by member checking. Four themes emerged from inductive analysis of the data: a supportive work environment promotes employee work-life balance, leadership trust is key to the success of employee work-life balance, work-life balance programs minimize stress and improve employee job satisfaction, and flexibility and remote work options increase employee work-life balance. Implementing work-life balance strategies in an organization may increase employee morale, employee productivity, and quality of work life. The application of the findings of this study may contribute to positive social change by providing insights for senior leaders on the implementation of strategies to achieve work-life balance to increase workplace sustainability and meet the physiological and psychological needs of employees as well as contribute positively to the communities and the organizations served.

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Holtzhausen, Lida. "Employee perceptions of symbolic corporate identity elements and employer-employee relationships at Lonmin Platinum / L. Holtzhausen." Thesis, North-West University, 2007. http://hdl.handle.net/10394/769.

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Large multi-national corporations experience more and more pressure to maintain good relationships with their stakeholders, including employees. Concurrent with this, the focus of Corporate Communication management has shifted from pure communication management to relationship management. Lonmin Platinum, a mining company within the South African mining and minerals sector is no exception in this regard. In fact, due to the apartheid legacy and government regulations that are aimed at safety and equity, it is especially difficult to manage employee relationships in the mining industry. Apart from historical and environmental factors, Lonmin Platinum's task is further complicated by its diverse work-force. At the time of the study the work-force of approximately 20 000 employees consisted of literate, semiliterate and illiterate employees. In addition, the company comprised five business units, each with their own corporate identity. In order to manage relationships effectively, a company needs to understand the nature and quality of its relationships as well as which factors might influence its stakeholder relationships. Studies have already indicated that a company's corporate identity can contribute to the stakeholders' images of the company. Over time, the image impacts on the company's reputation and consequently on the stakeholders' relationships with the company. In the case of a company such as Lonmin Platinum, with an endorsed corporate identity, it can be expected that corporate identity will also play a role in the nature and quality of relationships, including employee relationships. Previous studies have investigated the link between corporate identity and relationships focussing on communication, and on behaviour elements of identity. Up until now, no examples of research of the possible influence of symbolic corporate identity elements on relationships in the South African mining industry could be traced. Against this background, the following research question was asked: What is the relationship between employees' perceptions of symbolic corporate identity elements and employer-employee relationships at Lonmin Platinum? Semi-structured interviews, focus group interviews and quantitative questionnaires were applied as data collection methods. The results confirmed that Lonmin Platinum did not have a good relationship with its employees in general. The lack of trust was seen as one of the most apparent problems. It also seemed that the employees did not understand the company's endorsed corporate identity. They, for example, did not understand the company structure and identified themselves more with the symbolic corporate identity of their respective business units than with the company itself. With regard to the correlation between symbolic corporate identity and relationships, this study indicated a relationship between employees' perceptions of how effective the company reached it objectives and the quality of its employee relationships. Company objectives, such as a safe working environment, a healthy working environment, socioeconomic empowerment and accountability, as well as a company that unites its workforce and creates a family feeling amongst the employees impacted most on employee relationships.<br>Thesis (Ph.D. (Communication Studies))--North-West University, Potchefstroom Campus, 2008.

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Books on the topic "Employee"

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L, Salisbury Dallas, and Employee Benefit Research Institute (Washington, D.C.), eds. Do employers/employees still need employee benefits? EBRI-Employee Benefit Research Institute, 1998.

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Bar, Missouri, and Missouri Bar. Committee on Legal Education., eds. Missouri employer-employee law. Missouri Bar, 1985.

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American Bar Association. National Institute. Employer-employee tort liability. American Bar Association, 1987.

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Missouri Bar. Committee on Legal Education., ed. Missouri employer-employee law. 2nd ed. Missouri Bar, 2000.

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American Bar Association. National Institute. Employer-employee tort liability. American Bar Association, 1987.

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Hart, Kenneth D. Employee volunteerism: Employer practices and policies. Conference Board, 1986.

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Library of Congress. Major Issues System, ed. Polygraph testing: Employee and employer rights. Library of Congress, Congressional Research Service, Major Issues System, 1987.

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Sherman, Wessels. Model employee policies for Illinois employers. Illinois Chamber of Commerce, Center for Business Management, 2009.

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Brennan, Ruth. Employee welfare: Do employers really care? University College Dublin, 1994.

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M, Thorstad Linda, Miller Jennifer W, and National Institute for Trial Advocacy (U.S.), eds. Midstate University (employer) and Pat Rogers (employee) and State Professional Employee Union (SPEU). National Institute for Trial Advocacy, 2011.

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Book chapters on the topic "Employee"

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Craze, Gareth. "Employer Versus Employee." In Encyclopedia of Evolutionary Psychological Science. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-16999-6_3451-1.

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Craze, Gareth. "Employer Versus Employee." In Encyclopedia of Evolutionary Psychological Science. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-319-19650-3_3451.

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Schlossberger, Eugene. "Employee-Employer Relations." In Ethical Engineering. CRC Press, 2023. http://dx.doi.org/10.1201/9781003242574-12.

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Pawłowska, Anna. "New employer-employee relations." In Flexible Human Resource Management and Vocational Behaviour. Routledge, 2022. http://dx.doi.org/10.4324/9781003329930-4.

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Koncar, Philipp, and Denis Helic. "Employee Satisfaction in Online Reviews." In Lecture Notes in Computer Science. Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-60975-7_12.

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Abstract Employee satisfaction impacts the efficiency of businesses as well as the lives of employees spending substantial amounts of their time at work. As such, employee satisfaction attracts a lot of attention from researchers. In particular, a lot of effort has been previously devoted to the question of how to positively influence employee satisfaction, for example, through granting benefits. In this paper, we start by empirically exploring a novel dataset comprising two million online employer reviews. Notably, we focus on the analysis of the influencing factors for employee satisfaction. In addition, we leverage our empirical insights to predict employee satisfaction and to assess the predictive strengths of individual factors. We train multiple prediction models and achieve accurate prediction performance (ROC AUC of best model $$=0.89$$ = 0.89 ). We find that the number of benefits received and employment status of reviewers are most predictive, while employee position has less predictive strengths for employee satisfaction. Our work complements existing studies and sheds light on the influencing factors for employee satisfaction expressed in online employer reviews. Employers may use these insights, for example, to correct for biases when assessing their reviews.

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Ruck, Kevin. "Keeping employees informed and employee voice: Adopting an employee-centric perspective." In Exploring Internal Communication. Routledge, 2019. http://dx.doi.org/10.4324/9780429244698-6.

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Meerts, Clarissa. "Investigations: Employee Theft of Employer Property." In Encyclopedia of Security and Emergency Management. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-69891-5_87-1.

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Meerts, Clarissa. "Investigations: Employee Theft of Employer Property." In Encyclopedia of Security and Emergency Management. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-69891-5_87-2.

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Meerts, Clarissa. "Investigations: Employee Theft of Employer Property." In Encyclopedia of Security and Emergency Management. Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-69891-5_87-3.

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Meerts, Clarissa. "Investigations: Employee Theft of Employer Property." In Encyclopedia of Security and Emergency Management. Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-319-69891-5_87-4.

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Conference papers on the topic "Employee"

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Xia, Huang, and Liu Yang. "The Employer Branding and Employee Performance." In 2010 International Conference on Information Management, Innovation Management and Industrial Engineering (ICIII). IEEE, 2010. http://dx.doi.org/10.1109/iciii.2010.609.

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O'Donnell, William J., and Dixie B. Wilson. "Employee Assistance Programs for Expatriate Employees." In SPE Health, Safety and Environment in Oil and Gas Exploration and Production Conference. Society of Petroleum Engineers, 1996. http://dx.doi.org/10.2118/35975-ms.

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Yang, Zijing, Xin Lin, Linlin Wang, Liang He, Yixin Chen, and Zhaohui Yang. "Employer-Employee Network for Conversational Recommendation." In 2021 International Joint Conference on Neural Networks (IJCNN). IEEE, 2021. http://dx.doi.org/10.1109/ijcnn52387.2021.9534295.

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"Employee Cognitive Resource: A Consideration for Employer to Determine Employee Retirement Age." In ABLE-18, ICLHESS-18 & MLEIS-18. Dignified Researchers Publication (DiRPUB), 2018. http://dx.doi.org/10.15242/dirpub.dirh0118046.

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Widyana, Suci Fika, Tjutju Yuniarsih, Eeng Ahman, and Disman. "Employer Branding Strategy to Increase Employee Engagement." In 5th Global Conference on Business, Management and Entrepreneurship (GCBME 2020). Atlantis Press, 2021. http://dx.doi.org/10.2991/aebmr.k.210831.118.

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Pavlović, Goran. "EMPLOYER ATTRACTIVENESS AND THE EMPLOYEE TURNOVER AND RETENTION." In 2nd International Scientific Conference. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2018. http://dx.doi.org/10.31410/itema.2018.806.

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Shahzad, Muhammad Asim, Dong Jun, Qandeel Hassan, and Rabbia Zafar. "How Workaholic Employees thrive in the Employee Involvement climate." In 2019 8th International Conference on Information and Communication Technologies (ICICT). IEEE, 2019. http://dx.doi.org/10.1109/icict47744.2019.9001910.

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Ling, Lee Sook. "Employee Dismissals In Malaysia – A Legal Guide For The Employer." In ILC 2017 - 9th UUM International Legal Conference. Cognitive-Crcs, 2018. http://dx.doi.org/10.15405/epsbs.2018.12.03.21.

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Sudjiwanati and Nindita Pinastikasari. "Employee Performance and Employee Engagement Towards Job Satisfaction." In International Conference on Community Development (ICCD 2020). Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.201017.150.

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Zak, Katarzyna. "External Employer Branding in the IT Sector in Poland: Employee Perspective on Employer Attractiveness." In Hradec Economic Days 2022, edited by Jan Maci, Petra Maresova, Krzysztof Firlej, and Ivan Soukal. University of Hradec Kralove, 2022. http://dx.doi.org/10.36689/uhk/hed/2022-01-088.

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Reports on the topic "Employee"

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Holzer, Harry. Wages, Employer Costs, and Employee Performance in the Firm. National Bureau of Economic Research, 1989. http://dx.doi.org/10.3386/w2830.

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Bjelland, Melissa, Bruce Fallick, John Haltiwanger, and Erika McEntarfer. Employer-to-Employer Flows in the United States: Estimates Using Linked Employer-Employee Data. National Bureau of Economic Research, 2008. http://dx.doi.org/10.3386/w13867.

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Kruse, Douglas, and Joseph Blasi. Employee Ownership, Employee Attitudes, and Firm Performance. National Bureau of Economic Research, 1995. http://dx.doi.org/10.3386/w5277.

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Suleman, Fátima, Sérgio Lagoa, Abdul Suleman, and Marta Pereira. Firms' wage policies: New evidence from linked employer-employee data. DINÂMIA'CET-IUL, 2013. http://dx.doi.org/10.7749/dinamiacet-iul.wp.2013.06.

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Bombardini, Matilde, Gianluca Orefice, and Maria Tito. Does Exporting Improve Matching? Evidence from French Employer-Employee Data. National Bureau of Economic Research, 2015. http://dx.doi.org/10.3386/w21225.

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Shin, Donggyun, and Gary Solon. New Evidence on Real Wage Cyclicality within Employer-Employee Matches. National Bureau of Economic Research, 2006. http://dx.doi.org/10.3386/w12262.

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Bello, Madelyn. Employee Handbook. Office of Scientific and Technical Information (OSTI), 2008. http://dx.doi.org/10.2172/937223.

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Muñoz, Ercio, Graciana Rucci, Fernando Saltiel, and Sergio Urzúa. Wage Inequality in Latin America: Learning from Matched Employer-Employee Data. Inter-American Development Bank, 2018. http://dx.doi.org/10.18235/0001727.

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McMillan, Charles F. All Employee Meeting. Office of Scientific and Technical Information (OSTI), 2017. http://dx.doi.org/10.2172/1402581.

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A. R. Pomplun, B. J. Kelley, B. L. Schrader, R. C. Christma, and R. H. Tucker. Improving Employee Communications. Office of Scientific and Technical Information (OSTI), 1999. http://dx.doi.org/10.2172/5993.

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