Relevant bibliographies by topics / Employee attitude survey

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Employee attitude survey'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Employee attitude survey"

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Moore, David G. "Employee Attitude Surveys in the United States." Relations industrielles 11, no. 3 (February 19, 2014): 150–60. http://dx.doi.org/10.7202/1022620ar.

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Summary The Author first discusses generally the employee attitude survey, describing the techniques commonly used, evaluating the ordinary questionnaire technique with its many drawbacks and limitations; these, however, can be — and have been — gradually corrected with time, and one of them has been refined into an instrument called the SRA Employee Inventory. The rest of the article is spent describing and assessing the Inventory, and finally giving the results and trends in employee attitudes which it has yielded.
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Osei-Bonsu, Noble. "THE IMPACT OF CHANGE MANAGEMENT ON JOB SATISFACTION OF EMPLOYEES IN GHANA’S BANKING SECTOR." Problems of Management in the 21st Century 9, no. 2 (September 5, 2014): 140–49. http://dx.doi.org/10.33225/pmc/14.09.140.

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Employee job satisfaction is pertinent and critical in the change management process of contemporary organizations. The objectives of this study are to assess the extent of employee involvement in the change management processes, assess the impact of change management on employee job satisfaction and thirdly, attitude of employees after organizational change. A descriptive survey research design was employed to administer a self-designed questionnaire consisting of open and closed- ended items to one hundred and forty respondents using simple random sampling. Closed-ended items were measured on a five-point Likert scale. Data was analysed using SPSS and presented in descriptive form. The main findings indicate that employees’ involvement in the process was limited to provision of adequate information. It was also revealed that generally, the change had a positive impact on employees’ job satisfaction. Finally, employee attitudes after the change were found to be positive. Interestingly, respondents disagreed with the issue of high level of trust after the change process. In view of the findings, it is recommended that management should encourage employees’ maximum participation in the process through adequate representation on change management committees. Key words: attitude, change management, employee involvement, job satisfaction, organizational change.
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Bennett, Joel B., and Wayne E. K. Lehman. "Employee Attitude Crystallization and Substance Use Policy: Test of a Classification Scheme." Journal of Drug Issues 26, no. 4 (October 1996): 831–64. http://dx.doi.org/10.1177/002204269602600407.

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Previous research suggests that employees are often unaware of or ambivalent toward substance abuse policies. These studies focus on one policy component-drug-testing-and fail to distinguish employees with clear (or crystallized) from unclear attitudes. The current study explored a broader view of policy and examined both personal and situational factors that may determine attitudes. Survey data from employees in three municipalities support a distinction among five attitude categories; those who are: (a) dissatisfied with efforts to control employee abuse, (b) satisfied, (c) anti-policy, (d) pro-policy, and (e) uninformed. Discriminant analyses suggest that different profiles characterize these attitude groups. For example, dissatisfied employees report low personal alcohol use, high co-worker alcohol use, and low self-referral whereas anti-policy employees report high personal drug use, high co-worker use, and low job identity. Discussion focuses on policy as a social construction and the implications of attitude distinctions for employee training.
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Jowalie Wampande, Ahmed, and Olutayo K. Osunsan. "Employee attitude and customer satisfaction in selected hotels in Kampala, Uganda." International Journal of Hospitality and Tourism Studies 1, no. 2 (December 2020): 144–50. http://dx.doi.org/10.31559/ijhts2020.1.2.8.

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This study adopted a cross sectional survey design to investigate the effect of employee attitude on customer satisfaction in selected hotels in Kampala, Uganda. Using simple random sampling, 179 hotel employees were considered in the study. The findings revealed that employee attitude was generally poor ((mean = 1.09), while customer satisfaction was at moderate (mean = 1.89) levels. The study also revealed a significant positive relationship between employee attitude and customer satisfaction among the selected hotel employees (R2=0.558, P<0.05). The conclusion drawn was that employee attitude was a suitable predictor of customer satisfaction in the selected hotels. The recommendation was given that then owners and hotel management have to focus on facilitating employee development, engagement and empowerment to enable them develop a more positive attitude towards their job.
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Prien, Kristin O., and Erich P. Prien. "A Prescribed Employee Fitness Program and Job-Related Attitudes." Psychological Reports 93, no. 1 (August 2003): 153–59. http://dx.doi.org/10.2466/pr0.2003.93.1.153.

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A prescribed physical fitness exercise program was initiated in a small furniture manufacturing plant. The present purpose was to investigate the effect of an intervention to change employees' attitudes and sense of well-being. The objective was to evaluate the changes in employees' attitudes (well-being) attributable to the exercise program. The method of evaluation was the survey administered to a treatment ( n = 22) and a mixed ( n = 30) control group. A multidimensional attitude survey questionnaire was administered to assess effects over a 6-mo. period. While some changes in job attitudes were observed for the treatment group, those were not the expected changes. Possible explanations for the findings are discussed.
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Valentine, Sean, and Lynn Godkin. "Ethics policies, perceived social responsibility, and positive work attitude." Irish Journal of Management 35, no. 2 (December 30, 2016): 114–28. http://dx.doi.org/10.1515/ijm-2016-0013.

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AbstractEmployers that emphasise ethics often encourage a variety of positive work-related outcomes, yet the manner inwhich different ethics policies and corporate social responsibility (CSR) enhance employee attitudes is still subject toinvestigation. Consequently, this study explored how ethics training and an ethics code work with perceived social responsibility to encourage positive feelings about work. Using survey data collected from 781 individuals employed in an education-based health science centre, the results indicated that hours of ethics training and a shared ethics code operated through perceived social responsibility to enhance a positive work attitude, measured as job satisfaction and an intention to stay. Creating an ethical environment and emphasising socially responsible business practices should encourage employees to respond more favourably to the workplace. In particular, companies should use ethics codes and training to emphasise CSR, thus enhancing employees’ work attitudes.
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K, Thezasvini Jyothi, Karthikeyan A, and Manikandan R. "A study on employees’ attitude towards the organization and job satisfaction of employees in textile industry, tiruppur district, tamilnadu." Journal of Management and Science 8, no. 3 (December 30, 2018): 230–42. http://dx.doi.org/10.26524/jms.2018.23.

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The analysis has been focused on the primary data that is by the employees’ opinion survey method. For this a sample size of 223 was taken and the stratified random sampling method has been used to select the samples from the total population. The study reveals the employees opinion about all the human resource functions of textile industries in Tirupur and identifies the three major gaps between human resource practice and the systematic research in the area of employee attitudes in thrust and the most focal employee attitude in ie. satisfaction of job. The impacts of employee attitudes, the outcomes of positive or negative opinion job satisfaction, and how to measure and influence employee attitudes, employment conditions, wages and incentives, interpersonal relationship, working conditions, management practices, etc. Percentage analysis and Chi-Square test is used to reveal that there is relationship between income and experience of the respondents, and there is relationship between age and experience are positively correlated
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Scridon, Mircea-Andrei. "Internal Branding: Antecedents of Employee Attitudes, Satisfaction, and Organizational Loyalty." Studia Universitatis Babes-Bolyai Oeconomica 65, no. 3 (December 1, 2020): 27–38. http://dx.doi.org/10.2478/subboec-2020-0013.

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Abstract As competition between employers has become more intense in recent years, employee-based differentiation has become one of the strategic solutions for many organizations. The objective of this paper is to test a nomological model between internal branding, attitude, satisfaction, and loyalty. Data were collected through a survey among employees of a leading electronics conglomerate from Romania. While the relationship between attitudes and loyalty is partially mediated by satisfaction, the relationship between internal branding and satisfaction is indirect, with full mediation by attitudes being detected. The results of the study agree with previous studies, which suggested that internal branding influenced certain employee behaviors, such as positive attitudes, satisfaction, or loyalty.
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Aprianti, Rina, S. Effendi, and Juliarti Juliarti. "Motivation, Attitude, Years of Service, and Performance of Employees In Health Training Center of Bengkulu Province." Jurnal Sains Kesehatan 25, no. 2 (August 17, 2018): 39–46. http://dx.doi.org/10.37638/jsk.25.2.39-46.

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Performance is the result of the work achieved by an employee in carrying out tasks that are charged to him in accordance with the responsibilities given to him, which are based on skills, experience and excellence and time with the resulting output reflected well. The purpose of this study was to study the factors related to employee performance at the Bengkulu Province Health Training Center (Bapelkes). This type of research was Analytical Survey, with Cross Sectional research design. The population in this study were all employees at the Bengkulu Province Health Training Center (Bapelkes) totaling 34 people who were taken using the Total Sampling technique. Data collection in the study used primary and secondary data. Data analysis techniques were carried out by univariate and bivariate analysis. Bivariate analysis using Chi-Square statistical test. The results of this study were: of 34 employees, there were 30 employees (88.2%) had good motivation, 32 employees (94.1%) had favorable attitudes, 24 employees (70.6%) had a service life of ≥5 years, and 31 employees (91.2%) had good performance. There was a significant relationship between motivation and attitude with employee performance. There was no significant relationship between working period and employee performance. Keywords: attitude, employee, motivation, performance, years of service
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HO, SHUN CHUAN, WILLIAM YU CHUNG WANG, DAVID J. PAULEEN, and PING HO TING. "PERSPECTIVES ON THE PERFORMANCE OF SUPPLY CHAIN SYSTEMS: THE EFFECTS OF ATTITUDE AND ASSIMILATION." International Journal of Information Technology & Decision Making 10, no. 04 (July 2011): 635–58. http://dx.doi.org/10.1142/s021962201100449x.

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The introduction of information systems into industry to enhance operational efficiency is a common business strategy. Introducing such information systems should be expected to enhance employee satisfaction if the systems work as expected. Based on previous studies of supply chain management (SCM) and using institution theory, and technology use and acceptance models, this study applies the lens of attitude and assimilation to explore employee behavior toward using SCM systems after implementation, as well as how employees' attitude and assimilation impact on the performance of the supply chain. Collecting data from employees in the relevant departments from selected companies through a survey and applying SEM in the analysis, the study finds that the employee's perceived ease of use, perceived usefulness, and the subjective norm (Theory of Reasoned Action) have a positive impact on their attitudes toward their use of the SCM systems. Furthermore, it was found that top management's positive beliefs and participation also have a positive impact on assimilation and SCM performance. Finally, it was found that attitudes toward the use of SCM systems impact upon information performance but not in other outcomes of SCM operations. Implications for research and practice are raised. This study contributes to the body of knowledge by adding to our understanding of the relationships among users' attitude, assimilation, and business performance at the post-adoption stage within the context of SCM systems.
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Dissertations / Theses on the topic "Employee attitude survey"

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

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Swander, Carl Joseph. "Assessing the Differential Functioning of Items and Tests of a Polytomous Employee Attitude Survey." Thesis, Virginia Tech, 1999. http://hdl.handle.net/10919/9863.

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Dimensions of a polytomous employee attitude survey were examined for the presence of differential item functioning (DIF) and differential test functioning (DTF) utilizing Raju, van der Linden, & Fleer's (1995) differential functioning of items and tests (DFIT) framework. Comparisons were made between managers and non-managers on the 'Management' dimension and between medical staff and nurse staff employees on both the 'Management' and 'Quality of Care and Service' dimensions. 2 out of 21 items from the manager/non-manager comparison were found to have significant DIF, supporting the generalizability of Lynch, Barnes-Farell, and Kulikowich (1998). No items from the medical staff/nurse staff comparisons were found to have DIF. The DTF results indicated that in two out of the three comparisons 1 item could be removed to create dimensions free from DTF. Based on the current findings implications and future research are discussed.
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Koulikov, Mikhail. "Assessing Measurement Equivalence of the English and Spanish Versions on an Employee Attitude Survey Using Multigroup Analysis in Structural Equation Modeling." Thesis, University of North Texas, 2003. https://digital.library.unt.edu/ark:/67531/metadc4315/.

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The study utilized the covariance structure comparison methodology - Multigroup Analysis in Structural Equation Modeling - evaluating measurement equivalence of English and Spanish versions of an employee opinion survey. The concept of measurement equivalence was defined as consisting of four components: sample equivalence, semantic equivalence, conceptual equivalence and scalar equivalence. The results revealed that the two language versions of the survey exhibited acceptable measurement equivalence across five survey dimensions Communications, Supervision, Leadership, Job Content & Satisfaction and Company Image & Commitment. Contrary to the study second hypothesis, there was no meaningful difference in opinion scores between English-speaking and Spanish-speaking respondents on the latent construct of Job Content & Satisfaction.
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Sucharski, Ivan Laars. "Influencing employees' generalization of support and commitment from supervisor to organization." Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file, 191 p, 2007. http://proquest.umi.com/pqdweb?did=1253510051&sid=2&Fmt=2&clientId=8331&RQT=309&VName=PQD.

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Smith, Kaye M., and mikewood@deakin edu au. "Employer satisfaction with employees with a disability." Deakin University. School of Health Sciences, 2002. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20050815.160034.

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Previous research that addressed determents of employer satisfaction with employees with a disability (EWDs) mainly targeted employers’ perceptions of workplace performance. This thesis used quantitative and qualitative approaches to examine perspectives of employers and disability employment service providers (DESPs) on the complex nature of employer satisfaction with EWDs within an ecological paradigm. Three studies were undertaken. The first analysed questionnaire ratings for 656 employers of workplace performance of EWDs. Analyses found: (1) employers rated EWDs lower than non-disabled employees (NDEs) on employer satisfaction and work performance; (2) determinants of employer satisfaction differed between EWDs and NDEs; (3) employers were more satisfied with EWDs than NDEs in relation to work performance; (4) lower comparative ratings on employer satisfaction for EWDs influenced future employment intentions toward people with a disability; (5) employers’ perceptions of job-match affected ratings on employer satisfaction and performance; (6) effects of job-match on employer satisfaction were direct and indirect, through work performance; and (7) variables representing job-match were relatively more important to employers’ decisions to hire and retain a person with a disability than variables representing Social Concerns and employer/management items. A theoretical model that depicted the influence of processes (job-match) and outcomes (work performance) on employer satisfaction with EWDs was supported. The second study analysed questionnaire ratings from 36 non-employers of EWDs. Findings indicated very similar responses between employers and non-employers of EWDs on experiences related to employer satisfaction with NDEs. Views about the relative importance of variable related to hiring and retaining a person with a disability suggested that generalising findings from the first study to all employers was reasonable. The third study analysed data from interviews with 50 employers and 40 DESPs; and questionnaire responses for 56 DESPs and 36 non-employers of EWDs. This study validated the importance of job-match to successful employment outcomes; suggesting DESPs were undervaluing their services to the employers. The study also showed that Bronfenbrenner’s Ecological Systems Theory provided a relevant framework with which to interpret complex information from different stakeholders, important to understanding employer satisfaction. In summary, employer satisfaction was shown to be a relative concept that varied with referent, and a developmental phenomenon that was influences by many factors operating and interacting at a number of ecological levels. Policies and practices to promote employer satisfaction with EWDs need co-ordinated approaches that recognise the influence of contexts internal and external to the workplace and the dynamic nature and interrelationships of characteristics within these contexts.
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Kelvin, William F. "Competing Identifications Among a Newspaper's Journalists and Advertising Salespeople." [Chico, Calif. : California State University, Chico], 2009. http://csuchico-dspace.calstate.edu/xmlui/handle/10211.4/170.

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Jones, Gregory Thornton. "Relational dimensions, communication satisfaction, gender, and position in superior-subordinate compliance-gaining communication." CSUSB ScholarWorks, 1998. https://scholarworks.lib.csusb.edu/etd-project/1784.

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This study examined the relationship of managers' relational messages with employees' communication satisfaction, as well as compliance-gaining requests and participants gender in superior-subordinate communication.
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Wong, Man-kit Bernard. "An evaluation study of hearing conservation measures and the effects of industrial noise in Hong Kong /." Hong Kong : University of Hong Kong, 2002. http://sunzi.lib.hku.hk/hkuto/record.jsp?B25436065.

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

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Kotze, F. E. (Francina Elizabeth). "An investigation into the internal structure underlying the organisational diagnostic questionnaire (ODQ)." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/20903.

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Thesis (MA)--University of Stellenbosch, 2004.
ENGLISH ABSTRACT: This study investigates the internal structure that underlies the ODQ. A structural model that explicates the nature of the causal linkages between the six main constructs comprising the ODQ was developed and tested. Data obtained from 273 employees in a chrome manufacturing plant was used. This research found that the proposed model offers a plausible account of the influences that exist between the six main constructs. The benefit of this structural model will be in the enhanced interpretation of the diagnostic results derived from the ODQ.
AFRIKAANSE OPSOMMING: Hierdie studie stel ondersoek in na die interne struktuur wat onderliggend is aan die Organisasie Diagnostiese Vraelys (ODV). ‘n Strukturele model wat die onderliggende kousale verhoudings van die ses hoofkonstrukte van die ODV blootlê, is ontwikkel en getoets. Data van 273 werknemers, verbonde aan ‘n chroom vervaardigingsaanleg, is gebruik. Die navorsing toon dat die voorgestelde model ‘n aanneemlike weergawe is van die onderliggende verhoudings wat tussen die ses hoofkonstrukte bestaan. Die voordeel van die voorgestelde model lê daarin dat dit die interpretasie van resultate, wat uit die diagnose verkry is, kan verbeter.
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Books on the topic "Employee attitude survey"

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

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Owens, Barry. An employee attitude survey for the Hastings Hotel Group. [s.l: The Author], 1996.

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Binder, David. Survey of MUNI employees. San Francisco, Calif: David Binder Research, 2002.

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Chaudron, David. Master of all you survey: How to use surveys to improve organizations, teams and leaders. San Diego, CA: Organized Change Publications, 2006.

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Raiha, Nancy Kay. Department of Social and Health Services employee survey 2000. Olympia, Wash: Washington State Dept. of Social and Health Services, Research and Data Analysis Division, 2001.

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Zimbabwe. Ministry of Lands and Agriculture. Ministry of Lands and Agriculture: Staff attitudes survey. [Harare]: Govt. of Zimbabwe, the Ministry, 1998.

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Dennis, Hayes, and Andrew Toby, eds. Working in the 1990s: The provisional findings of the attitudes to work survey. London: Global Futures, 1996.

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Lombardi, Donald N. The health care organizational survey system. Chicago: American Hospital Pub., 1994.

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Poole, Michael. Two decades of management: A survey of the attitudes and behaviour of managers over a 20 year period. London: Institute of Management, 2001.

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1963-, Brown Julie, Elliott Marc N. 1966-, United States. Dept. of Health and Human Services., United States. Dept. of Labor., and Rand Corporation, eds. Design and feasibility of an employer workforce survey. Santa Monica, CA: RAND, 1997.

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Book chapters on the topic "Employee attitude survey"

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Tosun, Petek. "Exploring Elderly Customer-Employee Rapport in Services." In Advances in Human Services and Public Health, 221–45. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-7327-3.ch013.

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The increasing share of older people in the population has influenced the economic and social life and services sectors. Banking services are integrated into almost all of the daily transactions and inevitable for older consumers. This study aims to examine the special needs and expectations of older customers in retail banking. A survey was conducted on frontline salespeople in branches. The findings have shown that older consumers expect special attention from their customer relationship managers. The relationship managers have positive attitudes toward older consumers and high customer-employee rapport levels. Attitude and rapport constructs are positively and significantly correlated. In addition, relationship managers were divided into three clusters depending on their rapport levels and perceived branch visit reasons. This chapter has provided current empirical findings, insights, and managerial recommendations about customer-employee relationships in the older consumers and services contexts.
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Benamati, John, and T. M. Rajkumar. "An Outsourcing Acceptance Model." In IT Outsourcing, 534–57. IGI Global, 2010. http://dx.doi.org/10.4018/978-1-60566-770-6.ch032.

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The use of outsourcing is expanding rapidly. This chapter empirically tests a model of application development outsourcing acceptance based on the technology acceptance model (TAM). TAM-suggested perceived usefulness and ease of use mediate the effects of other variables on users’ attitudes towards a technology. The model tested in this chapter suggests that perceived usefulness and ease of use of outsourcing mediate the effects of the external environment, prior outsourcing relationships, and risks on decision-makers’ attitude toward application development outsourcing. One hundred and sixty respondents to a survey sent to 3000 IT decision makers provided data to confirm the applicability of TAM and the influences of these external variables. Support for applying TAM in this alternative context was found. Three sub-dimensions of risk, project management, relationship, and employee risk emerged. Project management and employee risks along with prior relationships were found to significantly influence decision maker perceptions about application development outsourcing.
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Benamati, John Skip, and T. M. Rajkumar. "An Outsourcing Acceptance Model." In Outsourcing and Offshoring of Professional Services, 89–113. IGI Global, 2008. http://dx.doi.org/10.4018/978-1-59904-972-4.ch005.

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The use of outsourcing is expanding rapidly. This chapter empirically tests a model of application development outsourcing acceptance based on the technology acceptance model (TAM). TAM-suggested perceived usefulness and ease of use mediate the effects of other variables on users’ attitudes towards a technology. The model tested in this chapter suggests that perceived usefulness and ease of use of outsourcing mediate the effects of the external environment, prior outsourcing relationships, and risks on decision-makers’ attitude toward application development outsourcing. One hundred and sixty respondents to a survey sent to 3000 IT decision makers provided data to confirm the applicability of TAM and the influences of these external variables. Support for applying TAM in this alternative context was found. Three sub-dimensions of risk, project management, relationship, and employee risk emerged. Project management and employee risks along with prior relationships were found to significantly influence decision maker perceptions about application development outsourcing.
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"10. Employee Attitude Surveys." In Researching the World of Work, 157–70. Cornell University Press, 2018. http://dx.doi.org/10.7591/9781501717710-013.

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

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Although employee surveys have been around for decades with well-established frameworks and best practices, there has been a recent influx of experimentation. Given advances in technology and the need for business leaders to make rapid, evidence-based decisions, organizations are rethinking their traditional survey approach. However, very little has been published describing the prevalence of these new survey practices. The purpose of this study was to understand current and future/planned states of employee surveys within organizations from the perspective of employee survey practitioners. This chapter is based on responses from 57 large, typically multinational organizations with established employee survey programs. The results focus on how and whom organizations survey today and other program design elements including the type of surveys being administered, survey cadence, reporting options, and data privacy. The chapter concludes with program owner attitudes toward the effectiveness of various survey program elements.
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Saari, Lise M., and Charles A. Scherbaum. "From Identified Surveys to New Technologies." In Employee Surveys and Sensing, 391–406. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780190939717.003.0024.

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Employee surveys and privacy issues have become increasingly complex with the movement toward identified surveys, integrated databases, expanded analytics, the advancement of technology, and changing regulations. The purpose of this chapter is to review and provide recommendations on data privacy and ethical considerations related to employee attitude measurement, including new technologies. This is followed by a review of the ethical considerations related to employee surveys, including the ever-changing legal landscape. The authors then summarize select new technologies that collect employee attitude data and discuss the challenges they pose. They close with recommendations for the use of employee surveys and evolving technologies.
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Holban, Ionica, Ioana Duca, Rodica Gherghina, Diana Andreea Mândricel, and Elena Denisa Nicolescu. "Emotional Intelligence and Customer Satisfaction of Online Health Information." In Encyclopedia of Organizational Knowledge, Administration, and Technology, 2251–60. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-3473-1.ch155.

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Today, more than ever, the consumer has become the centre of these concerns, and health information technology is seen as an integrated function of the work of health care institutions. Therewith, emotional intelligence equips the employee with the attitude needed for a customer service position. This paper aims to study online health service qualities and other underlying factors that influence customers' behavioural intentions towards using online health information in Romania. The empirical research builds on a survey with a sample of 850 consumers, using a questionnaire which analyses the customers' satisfactions of online health information. The results show that the major objective behind this digitalization health is to attract more customers, improve their satisfactions, and encourage loyalty towards online health information delivery channels. Romania providers often use the quality of online health services as a means of differentiation for their survival in the competitive environment as well as to gain a competitive edge.
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Harter, James K., and Denise R. McLain. "Managing Workplace Job Attitudes and Performance in Organizations with Labor Unions." In Employee Surveys and Sensing, 407–22. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780190939717.003.0025.

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While union membership has been in decline in recent decades, still 11% of the US workforce belong to unions. The job attitudes of both union and non-union employees are important to organizational success. Various studies suggest that union employees are as satisfied as non-union employees with benefits, wages, and job security. Non-union employees have more favorable attitudes toward the type of work they’re asked to do, autonomy, opportunities for advancement, and supervision. But job attitudes for both union and non-union employees vary widely by the team they are on, according to a summary of Gallup’s employee engagement global database. In this chapter, the authors summarize opinions from within highly unionized organizations, including 239,459 union-member and 42,053 non-union-member employees. They outline key challenges in engaging unionized employees and practical advice compiled from the study of successful organizations across industries.
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Del Duco, Shawn M., Patrick K. Hyland, David W. Reeves, and Anthony W. Caputo. "Linkage Analysis." In Employee Surveys and Sensing, 272–87. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780190939717.003.0017.

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Linkage analysis is a framework for determining the impact that employee attitudes, as measured by organizational surveys, have on business outcomes. Linking employee attitudes to outcomes such as employee turnover and performance provides a compelling business case for executives to invest both emotionally and financially in employee surveys. The current chapter reviews the large body of research supporting the linkage analysis framework, as well as common approaches and challenges. Three case studies from the field are also presented, along with practical recommendations for translating linkage results into meaningful actions that organizations can take. The authors conclude by sharing the implications of linkage analysis in an era of big data.
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Elouadi, Sara, and Tarek Ben Noamene. "Does Employee Ownership Reduce the Intention to Leave?" In Handbook of Research on Human Resources Strategies for the New Millennial Workforce, 111–27. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-0948-6.ch006.

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Employee ownership is an important element to develop employees' sense of belonging to their company and to unite them around strategic objectives. This kind of involvement reflects the internal cohesion and pride that unite employees with their company. Aware of the development of employee ownership and in anticipation of the deep implications of this practice in France, this study proposes to examine the impact of employee ownership on work attitudes. We conducted a questionnaire-based survey among employees of the SBF 250. The collected responses were then analyzed by a structural equation method. The results indicated that direct employee ownership helps to significantly reduce intention to leave. Similarly, organizational commitment and job satisfaction correlate positively and significantly with the granting of shares to employees.
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Conference papers on the topic "Employee attitude survey"

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

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Designing breakthrough products comes at a great cost to the design industry due to the risk and uncertainties associated with creative ideas. However, without creative ideas, there is no potential for innovation. As such, companies need to appropriately embrace the risk associated with creative concepts in the fuzzy front end of the design process in order to build their value. While previous research has linked risk taking attitudes to creative idea generation and selection in engineering design education, there has been limited research focused on engineering design professionals’ creative risk taking attitude and the corresponding driving factors. This is problematic because without this knowledge we do not know what factors inhibit or promote the flow of creative ideas in engineering design industry. In order to address this gap, a preliminary online survey was conducted with 46 design professionals from a global manufacturing company to understand the potential driving factors of creative risk taking, including educational training, job type (R&D, applied engineering, or management), and years of experience. The results suggest that there is a relationship between employee education level and years of experience and an engineering employee’s willingness to take risks on creative ideas in the fuzzy front end of the design process. Interestingly, the results also show that those individuals primarily responsible for the development (R&D) and selection (management) of creative ideas tend to be more financially risk averse than individuals in traditional engineering positions. These results contribute to the prediction of professionals’ design behaviors and have implications for the management of creative ideas in the early conceptual design stages of engineering design industry.
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Gigauri, Iza. "UNDERSTANDING THE EXPECTATIONS OF YOUNG EMPLOYEES TOWARDS LEADERSHIP IN ORGANIZATIONS." In Proceedings of the XXVIII International Scientific and Practical Conference. RS Global Sp. z O.O., 2021. http://dx.doi.org/10.31435/rsglobal_conf/25042021/7521.

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The presented research explores the expectations of young employees to leadership and reveals their attitude towards leaders in organizations. The study elaborates on leadership styles, traits, and behaviors the new generation anticipates from the leaders. Additionally, the research analyzes the similarities and differences of male and female leaders in young workers' views. The research was based on a quantitative approach, and a survey method was used to gather primary data in Georgia. The study results emphasize the preferences of young employees towards leaders, which can be used by organizations to develop leadership styles accordingly, and attract and retain employees as a consequence.
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Kreiner, Jesa H., and David J. Miles. "Maintaining Currency and Staying at the Cutting Edge of the Profession." In ASME 2008 9th Biennial Conference on Engineering Systems Design and Analysis. ASMEDC, 2008. http://dx.doi.org/10.1115/esda2008-59597.

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Educators and employers have traditionally worked together to identify engineering skills which require ongoing updating and upgrading in order to avoid obsolescence. That, along with the need to work successfully in multidisciplinary environments, has become increasingly critical in staying competitive in the face of rapidly changing technology and current trends toward outsourcing of engineering jobs. Mechanical engineers, specifically, are continuously confronted with the requirement to maintain proficiency in CAD and FEA tools, evolving multiplicity of design materials and fabrication processes and increased sophistication of design components. Another aspect of a successful engineer entails the ability to communicate with both engineers and non-engineers who frequently are in positions to approve or cancel projects which may affect success and/or survival of the company where engineers work. A recent survey was conducted of engineering alumni of the mechanical engineering program at California State University, Fullerton spanning a period of close to four decades to assess if and how these graduates managed to stay current and the degree of success achieved in this continuing endeavor. The survey evaluated ways and means of these efforts and the employers’ attitudes and support, or lack thereof, towards such efforts. Also the surveys examined alumni experiences of working in multidisciplinary and multinational teams. Relationships between continued education and success in pursuit of the career of alumni were examined. Implications of these findings to engineers, academic institutions and industry were discussed with particular interest in the roles that educational institutions and professional societies play in the career of engineers.
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Artuner, Ceren Gül, and Erdoğan Taşkın. "Matrix Management Approach and a Survey Research in the Industry." In International Conference on Eurasian Economies. Eurasian Economists Association, 2017. http://dx.doi.org/10.36880/c09.01970.

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This academic research aims to determine the approach of the employees in different organizations to the matrix management style. Although the practice of matrix management style is quite difficult and its implementation costs are high, the main reasons of its adoption by the managers are discussed. In this research, the facts of establishing effective and reliable communication with all of the employees in an enterprise, working as efficient teams, the interrelation among the teams, solving problems as a team as well as receiving education for conflict resolution and ensuring cooperation among people while maintaining the values of the enterprises are investigated. In addition, the attitude of the managers in the performance of important tasks towards prioritizing knowledge and competence rather than authority and line relationships, the establishment of an integral and equitable performance evaluation system, the existence of a consistent information flow and a multidimensional accounting are inquired. Besides, by the integration of the conflict management process into the planning process, the use of the appropriate planning software, and clearly defining the tasks with all the details and responsibilities involved, the building-up of needed connections to do the work and at the same time, which add value to the work, are evaluated.
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Miles, David J., and Jesa H. Kreiner. "Efforts in Maintaining Currency in Engineering and Avoiding Obsolescence." In ASME 2007 International Mechanical Engineering Congress and Exposition. ASMEDC, 2007. http://dx.doi.org/10.1115/imece2007-43841.

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Updating ones professional skills, continuing education and the ability to work successfully in multidisciplinary environments have become increasingly critical to staying competitive in the face of rapid advances in technology and the current trends toward outsourcing of engineering jobs. Mechanical engineers, specifically, are continuously confronted with staying current with proficiency in CAD and FEA tools, evolving multiplicity of design materials and increased sophistication of design components, as are their capabilities in communicating with both engineers and non-engineers. A survey conducted of engineering alumni of the California State University, Fullerton indicates how its graduates pursue the complex task of staying current and the degree of successes achieved in this never ending endeavor. The survey evaluated ways and means of these efforts and the employers’ attitudes and support, or lack thereof, towards such efforts, experiences of working in multidisciplinary and multi national teams and attitudes towards community service. Relationships between continued education and career are examined. Implications of the findings to engineers, education and industry are discussed. Roles that educational institutions and professional societies play in this process are carefully examined and discussed.
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Ulbinaite, Aurelija, and Grazina Zdanovic. "Management and intrinsic hurdles in the development process of integrated communication between service providers and consumers." In Business and Management 2016. VGTU Technika, 2016. http://dx.doi.org/10.3846/bm.2016.26.

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Integrated communication is an effective strategic tool that enables creating and maintaining tight dialogue and cooperation between service providers and consumers, managing communication chaos, information flow, matching consumers’ needs. Its successful application requires reorganizing the communication processes, implementing their strategic changes, introducing new attitudes towards work and new culture, striving for overall synergy. Under such changes, this article aims at identifying the hurdles hindering the effective integration of smooth service providers and consumers’ communication. Testing hypotheses based on a survey demonstrates that hurdles reflecting employees’ competences, integrated communication development resources and result evaluation are more frequent in the stage of communication channel integration than in the functional one.
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Katalnikova, Sabina, Diana Zagulova, Natalya Prokofjeva, Anastasija Špakova, Viktorija Ziborova, and Alexander Averin. "Forced distance learning in Covid-19: peculiarities of the position of lecturers, students of IT and humanitarian specialties." In Seventh International Conference on Higher Education Advances. Valencia: Universitat Politècnica de València, 2021. http://dx.doi.org/10.4995/head21.2021.13057.

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This research examines the attitude of faculty lectors, Information Technology students (IT) and humanitarian students (HS) towards the aspects of forced distance learning (DL) due to Covid-19. About 70% of the surveyed IT students and 50% of HS believe that DL can fully replace face-to-face classes and completely switch to DL, about 70% of lecturers have the opposite opinion. At the same time, IT had a 4.5 times higher chance of a positive attitude towards the transition to DL than HS. The majority of all respondents consider that their own notes are important and that classroom learning is better than online. At the same time, among IT that are ready to switch to DL, 69.03% believe that the perception of educational material is better in the classroom. Fewer IT students (30.1%) than HS (68.2%) and lecturers (100%) consider that printed textbooks are important. About 70-90% of students consider that the following DL disadvantages are important: communication difficulties, cocial isolation, the need of self-discipline and self-motivation and fears that the employer will not appreciate the knowledge gained from DL. For the majority of IT, lack of student events is significant, and for the majority of HS,
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Boğan, Erhan, Saadet Zafer Kavacık, and Mehmet Sarıışık. "A Research to Determine the Opinions and Perceptions of Potantial Manager Candidates Toward Corporate Social Responsibility." In International Conference on Eurasian Economies. Eurasian Economists Association, 2016. http://dx.doi.org/10.36880/c07.01684.

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In recent years, corporate social responsibility, which comprises economic, legal, ethical and philanthropic responsibilities, has become important concept to build good relations between business and stakeholders and to gain competitive advantage over its rivals. Moreover, it has a positive impact on stakeholder’s (for example; employees, customers, investors) attitudes and behaviors toward business. The main aim of this study is to determine opinions and perceptions of students who study management license toward corporate social responsibility. The research data is gathered from final year students of Alanya Alaaddin Keykubat University, Faculty of Management with a used scale. 251 surveys are used in the research. The findings obtained from research have put forth that management faculty students who are future manager candidates are in opinion and perception of covering respectively economic, philanthropic, legal and ethical responsibilities in their decision-making activities. In addition, the students have listed the company’s four most important stakeholders as community, customers, employees and shareholders. Also corporate social responsibility has been emerged by students as a definition of benefit society, compliance with ethical values, volunteer activities and respect for social values.
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Evans, Meirin Oan, Rosalinde Abrahams, Darren Baskill, Zoë Earnshaw, Peter Golton, Kate Shaw, Thomas Stevenson, Mark Sutton, and Stephen Wilkins. "A virtual co-creation collaboration between a university physics research group and school students." In Seventh International Conference on Higher Education Advances. Valencia: Universitat Politècnica de València, 2021. http://dx.doi.org/10.4995/head21.2021.13109.

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This work aims to inspire, ignite and engage school students to consider STEM at university, by collaborating between a university research group and school students. Learning resources will be co-created with students, based on what they have learnt and their new ideas. These resources will be used to teach future students, in a multiplying effect. We specifically target a widening participation school. Numerous engagement techniques have been used to sustain participation whilst teaching online. Breakout rooms have been used extensively, to provide close interactions between researchers and students. Both male and female researchers deliver the project, to provide role models in particular for the girls amongst the students, who are in the minority. Surveys are being employed before, during and after the project to evaluate the evolution of students’ attitudes towards STEM. Given the projected success of this pilot, plans are in place for a national roll-out of virtual co-creation collaborations.
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Huang, Shaobo, Cassandra M. Degen, Karim H. Muci-Kuchler, and Marius D. Ellingsen. "Increasing Student Awareness of Non-Traditional Career Paths in Mechanical Engineering." In ASME 2016 International Mechanical Engineering Congress and Exposition. American Society of Mechanical Engineers, 2016. http://dx.doi.org/10.1115/imece2016-66986.

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This paper reports the effect of the curriculum changes in the Mechanical Engineering (ME) department at the South Dakota School of Mines and Technology (SDSM&T) in two freshman courses. Besides introducing fundamental concepts and principles for mechanical engineering, these courses utilize guest speaker sections to introduce career opportunities, and integrate marketing and corporate policy into engineering design projects. An engineering motivation survey and a career awareness questionnaire were developed and employed to better understand the impact of the new curriculum on students’ attitudes toward and desire to persist in Mechanical Engineering. Freshmen students’ intrinsic and extrinsic motivations and career awareness were assessed in pre- and post-tests at the beginning and the end of a semester. The results obtained showed that the introduction of the non-traditional career paths into the two courses students’ perceptions of the career options that ME graduates can pursue and showcased alternatives that proved to be more attractive to under-represented (female) students. Although the students spent less time in traditional engineering topics, their engineering self-efficacy was not diminished, and in fact, the students’ intrinsic motivation was significantly improved. Additionally, students perceived stronger inclusion in the ME program.
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Reports on the topic "Employee attitude survey"

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

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

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

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New data on public sector employees from 18 Latin American countries shed light on the role of trust in the performance of government agencies. An original survey conducted during the first COVID-19 wave includes randomized experiments with pandemic-related treatments. Individual-level trust in coworkers, other public employees, and citizens is positively related to performance-enhancing behaviors and policy attitudes. High-trust and low-trust respondents report different assessments of their main work constraints. Also, they draw different inferences and prefer different policy responses when exposed to data-based framing treatments about social distancing outcomes in their countries.
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Vlaicu, Razvan. Trust, Collaboration, and Policy Attitudes in the Public Sector. Inter-American Development Bank, May 2021. http://dx.doi.org/10.18235/0003280.

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