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Journal articles on the topic 'Employee attitude survey'
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1
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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Burke, Ronald J. "Using an employee attitude survey to understand level playing‐field issues." Women in Management Review 10, no. 7 (November 1995): 15–20. http://dx.doi.org/10.1108/09649429510095881.
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Ismaya Hasanudin, Agus, Yuliansyah Yuliansyah, Muafi, and Bagus Putri Ramadhani. "Four possible rewards (or punishments) for innovation – their effect on the employee." Problems and Perspectives in Management 16, no. 2 (May 31, 2018): 232–40. http://dx.doi.org/10.21511/ppm.16(2).2018.21.
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A manager’s attitude to innovation affects an employee’s job satisfaction, and consequently their individual performance. The authors survey employees of Indonesia Stock Exchange-listed companies. Our results confirm that individual performance depends on job satisfaction. However, job satisfaction is not fully contingent on the reward system, or the JRI, or the manager’s attitude. Performance is much affected by other factors, such as stress at work, tension at home, and unrest in the community.
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Ali, Zulqurnain, and Aqsa Mehreen. "Understanding succession planning as a combating strategy for turnover intentions." Journal of Advances in Management Research 16, no. 2 (April 23, 2019): 216–33. http://dx.doi.org/10.1108/jamr-09-2018-0076.
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Purpose Considerable research has linked leaders’ development practices to employee performance, but little research has concentrated on how succession planning minimizes the turnover intentions. The purpose of this paper is to investigate the impact of succession planning on turnover intentions among banking professionals. Moreover, the authors examine whether succession planning enhances the employee job security and creates career attitude that mitigates the risk of employee turnover intentions. Design/methodology/approach Using the survey method, the authors recruited permanent employees of retail banking and the proposed model and structural relationships were tested via structural equation modeling. Findings The findings depict that succession planning provides job security and creates positive career attitude which in turn mitigate the turnover intentions among banks employees. Practical implications The present study helps the bank management to formulate a strategic and proactive succession system based on job security and build a strong career attitude to discourage the turnover intentions among banks employees. Moreover, the outcome supports the management of banks in case of the sudden resignation of a bank employee; they will be in a position to appoint a resourceful employee immediately on the vacant post to provide excellent customer services. Originality/value The current study successfully developed an empirical relationship between succession planning and turnover intentions which was skipped in the literature on human resource development. Furthermore, this study offers an important mediation mechanism for job security and career attitude for mitigating the turnover intentions among banks employees through succession planning.
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Afsana, Jobayra, Farhana Afrin, and Tasneem Tarannum. "Effect of Training on Employee Performance: An Empirical Study on Telecommunication Industry in Bangladesh." Journal of Business and Technology (Dhaka) 10, no. 2 (August 25, 2016): 67–80. http://dx.doi.org/10.3329/jbt.v10i2.29468.
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This research paper is an attempt to estimate the effect of training on employee performance in the telecommunication industry of Bangladesh. This study is conducted mainly based on primary data which were collected from a questionnaire survey encompassing the opinion of 100 employees working currently at six telecommunication companies. A theoretical framework has been formulated to estimate a relationship between training and employee performance, in the presence of intervening variables. Variables examined in this study are: Training (Independent Variable); Job Knowledge, Skill, Positive Attitude (Intervening Variables) and Employee Performance (Dependent Variable). The study revealed that there are positive and statistically significant effects of training on employee performance. The study also discovered that investment on employee training in the telecommunication sector can augment employee performance by enhancing job knowledge, skill and creating positive attitude among employees.Journal of Business and Technology (Dhaka) Vol.10(2) 2015; 67-80
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Aktaş, Mert. "Moderating effect of idiocentrism and allocentrism on person-organization person-job fit and work attitudes relationship." Cross Cultural Management 21, no. 3 (July 29, 2014): 290–305. http://dx.doi.org/10.1108/ccm-08-2011-0074.
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Purpose – The purpose of this paper is to examine the moderating influence of idiocentrism and allocentrism on person-organization fit, person-job fit and work attitudes relationship. Design/methodology/approach – The survey data were collected from 426 employees of a holding company. Findings – The results reveal that allocentrism makes a difference in fitting the particular aspect of work environment for the individual. Results showed that allocentrism positively moderates person-organization fit and job satisfaction and organizational commitment and turnover relationship. However, no moderating influence of idiocentrism was found on person-organization fit and employee attitude relationship. Furthermore, it was also found that neither idiocentrism nor allocentrism moderated the relationship between the person-job fit and employee attitudes relationship. Originality/value – This research adds a cultural component to the person-environment fit research.
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Palma, Brenda U., Vilma Ramos, Rosemarie R. Casimiro, and Arneil G. Gabriel. "Harmony in Educational Institution: Management-Employee Union’s Shared Responsibility." Journal of Public Administration and Governance 9, no. 1 (March 12, 2019): 148. http://dx.doi.org/10.5296/jpag.v9i1.14217.
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The principle of shared responsibility is the key to harmony and cooperation between recognized employees’ union and management of the university. This study was conducted to analyze the attitude of the members of Wesleyan University Philippines-Faculty and Staff Association (WUPFSA) towards their union. Through the use of descriptive correlational research method, survey questionnaires, interviews, and cross-examination of secondary data, the study was able to: a) describe variables such association-demographic profile of the members, employees’ attitude towards union’s role, as well as problems encountered through the years; and b) determine the significant relationship between the socio-demographic profile of the employees and their attitude towards the association. The study also found out that the positive attitude of the employees towards the union is attributable to the commitment of the officers in the discharge of their duties and responsibilities. The positive attitude of members towards the management not only strengthens the union but also promotes peace and harmony within the educational milieu significantly boosting the morale of employees and generating activities which fosters academic excellence.
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Subakti, Agung Gita. "Pengaruh Motivasi, Kepuasan, dan Sikap Kerja terhadap Kinerja Karyawan di Café X Bogor." Binus Business Review 4, no. 2 (November 29, 2013): 596–606. http://dx.doi.org/10.21512/bbr.v4i2.1374.
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HR management is an effort to integrate the needs of personnel with organization’s objectives to increase the contribution that can be given by the employees of the organization towards the achievement of goals. This research examined the effect of motivation, job satisfaction, and working attitude to job performance on Café X’s employees, Bogor. The use of these variables is expected to solve the performance problem on the employees. The respondents of this study were 25 employees using sampling techniques survey. The Research method used are literature and empirical (survey) approach, and the multiple regression statistical analysis. The analysis showed that working attitude and motivation have a positive effect on employee performance, with the closeness of the relationship in the medium category. To working attitude variable, the highest dimension is cognitive component and the lowest is behavior component. To motivation variable, the highest dimension is physical dimension and the lowest is self-actualization. While job satisfaction does not significantly influence on employee performance. Compensation becomes the major factor to dissatisfaction and the lowest is promotion factor. These empirical findings indicate that the restaurant management needs an improvement in order to improve the performance of employees, especially to evaluate compensation policies and the provision of incentives.
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Singh, Ajay, Gangaram Singh, and James R. Beatty. "Adoption and correlates of Western concepts of high performance work system in the IT industry in India." International Journal of Organizational Analysis 24, no. 4 (September 5, 2016): 550–72. http://dx.doi.org/10.1108/ijoa-01-2015-0837.
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Purpose An interesting conundrum exists in India with its rise as an economic powerhouse. On one front, there is tremendous pride in asserting its Indian identity. On another front, it seeks to embrace Western practices to announce its entry into the world economy. This paper aims to examine the extent to which Indian information technology (IT) firms adopt Western concepts of a high performance work system (HPWS) and the correlates of such a system (pro-social organizational behavior and employee attitude). Data from 211 IT employees in India show widespread adoption of a HPWS, and more importantly several approaches to assessment indicate that a HPWS positively correlates to pro-social organizational behavior and employee attitude. Design/methodology/approach The sample consisted of IT professionals in India having a minimum of three years of work experience. The study has used a snowball strategy to generate the sample. Eight HPWS practices were included in the survey questionnaire to assess three dimensions of HPWS. Analysis was conducted to examine differences between the highest (i.e. top 10 per cent) and the lowest (i.e. bottom 10 per cent) and bivariate correlations of the surveyed employees regarding pro-social organizational behaviors related to altruism, job involvement and work involvement, and regarding employees attitudes related to job satisfaction, intention to stay in organization, level of morale and optimism. Findings HPWS is positively associated with employee attitudes and pro-social organizational behavior. It reflects the reality that HPWSs, at least as conceived by researchers from the West, have penetrated organizations in India. Moreover, they seem to complement each other and together they seem to have a positive association with employee attitudes and pro-social organizational behavior. As organizations in India continue with the march toward servicing the world in the IT sector, the present study suggests that they have a potent tool in a HPWS to keep employee attitudes and pro-social organizational behaviors high. Research limitations/implications The criticism of survey methodology approach adopted in the present study is that it has common method bias. That is, in the survey, respondents tend to score along a path with a common response. As a validation, the study has performed a treatment-by-subjects analysis of variance with matched participant scores on the three pro-social behaviors to determine whether the means of altruism, job involvement and work involvement were significantly different. As to convergence, much more causal data would be needed to make a definitive conclusion on the findings of the present study. Originality/value This is the first study of its kind to examine the adoption of Western concepts of a HPWS in Indian IT Industry.
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Shrestha, Arjun Kumar. "Workplace Spirituality and Employee Attitudes: Moderating Role of Organizational Politics." Journal of Business and Management Research 2, no. 1-2 (October 8, 2017): 33–51. http://dx.doi.org/10.3126/jbmr.v2i1-2.18150.
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There is growing interest in examining the influence of workplace spirituality (WPS) on employee attitudes. However, there is still lack of studies that examine the relationships between WPS and employee attitudes and moderating effect of other variables on these relationships. This study examined the relationships between WPS and two job attitude variables – job satisfaction and job involvement. It also examined the moderating effect of perceptions of organizational politics (POP) on these relationships. Survey questionnaire was used to collect data from 500 employees working in two Nepali organizations, of which 480 questionnaires were used for further analysis. Structural equation modeling and multiple moderated regression analyses were used to test the hypothesized relationships. Results indicated that WPS is significantly positively related to job satisfaction and job involvement and POP moderates the relationship between WPS and job involvement. Research implications are discussed and limitations of the study are highlighted.
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NISA, NOOR UN, MUHAMMAD NAWAZ, and TAYYABA RAFIQUE MAKHDOOM. "The Role of Organizational Politics, its Impact on Employee Job Attitude and Creativity: Exploration and Implications for the Higher Education Institutions." International Review of Management and Business Research 10, no. 1 (March 8, 2021): 183–91. http://dx.doi.org/10.30543/10-1(2021)-14.
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The aim of this study to put a light on basics of organizational politics and its negative and positive effects on the employee work related attitudes, more specifically in education sector. In universities administration and faculty are busy in dirty political games rather to pay more attention towards facilitating students for their educational purposes. In universities politics is considered as a dangerous element as the ultimate victim of this politics will be students. Although some studies claimed that politics could be a positive element in organizational growth and development. But, the negative side is heavier than imagination that needs more consideration. A survey has been conducted through a well-structured questionnaire among 100 respondents as well as teaching and administrative staff from different public universities of Sindh Province. The study concluded some significant work related attitudes and outcomes of politics. The main effects of analysis have also revealed that perceptions of politics have significant its impact on employee job attitude and creativity. Keywords: Organizational Politics, Job Attitude, Creativity, Work Related Attitude, Higher Education.
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Shuck, Brad, Kim Nimon, and Drea Zigarmi. "Untangling the Predictive Nomological Validity of Employee Engagement." Group & Organization Management 42, no. 1 (July 26, 2016): 79–112. http://dx.doi.org/10.1177/1059601116642364.
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The purpose of this study was to examine the predictive nomological validity of employee engagement using a set of three job attitudes commonly linked to employee engagement. Prior research concerned with the nomological network of employee engagement has predominantly considered bivariate relationships, thus missing the opportunity to fully understand the intricate and interrelated relationship between employee engagement and job attitudes. Scale- and subscale-level correlations were obtained from a previously published set of survey responses ( n = 1,580) to partition employee engagement variance components associated with every possible combination of the three job attitude predictor set (2 k − 1 = 7). Results suggested that across both overall measures, job satisfaction contributed the most unique variance to employee engagement, followed by job involvement and organizational commitment. Findings indicated that when applying employee engagement in both research and practice, care should be taken in scale selection across models—especially those involving like constructs. This study provides evidence of the importance for considering a construct’s nomological network within the broader management and human resource–related literature. This research not only advances the theoretical understanding and research of employee engagement but also assists practitioners in deploying precise, well-crafted measures of engagement in the field.
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Ahmad, Ashfaq, Hazrat Bilal, Palwasha Bibi, and Jawad Hassain. "Empirically Investigating the Moderating Impact of Special Peer Support on the Relationship of Management Support and Employee Work Attitude." Review of Education, Administration & LAW 3, no. 3 (December 31, 2020): 411–19. http://dx.doi.org/10.47067/real.v3i3.86.
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This study aim was to examine the moderating impact of Special Peer Support (SPS) on the relationship of Management Support (MS) and an important employee work attitude called Employee Commitment (EC) of individuals working in administrative positions at public sector universities of Khyber Pakhtunkhwa, Pakistan. A diverse sample of 175 employees was drawn from different universities. Data was collected through a survey technique and was analyzed by Structure Equation Model (SEM). Conclusively, this study has forwarded notable framework, outlining the potential role of management support towards employee work attitude, followed by the moderating effect of SPS to boost this relationship. In other words, this study confirmed the significant impact of MS on EC and also found a significant moderating impact of SPS on the MS and EC relationship.
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Aurigemma, Salvatore, and Thomas Mattson. "Deterrence and punishment experience impacts on ISP compliance attitudes." Information & Computer Security 25, no. 4 (October 9, 2017): 421–36. http://dx.doi.org/10.1108/ics-11-2016-0089.
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Purpose The paper aims to examine the inconclusive impacts of sanction-related deterrence on employee information security policy (ISP) compliance from the extant literature. It proposes that the disparate findings can be partially explained by two factors: investigating the mediating impact of attitudes on sanction effects instead of directly on behavioral intentions and examining employees with and without previous punishment experiences separately. Design/methodology/approach The paper relied upon survey data from 239 employees of a large governmental organization with a robust ISP and security education and training awareness program. Findings The paper provides empirical evidence that the rational estimation of sanction effects impacts the cognitive component of attitudes to develop a positive or negative attitude toward performing the ISP directed behavior. Furthermore, this attitudinal effect (created by sanction threats) will be biased depending on whether the employee has experienced, personally or vicariously, any previous punishment for violating the ISP. Research limitations/implications Because of the chosen research approach (self-reported survey data) and context (single hierarchical organization and a very specific security threat), the research results may lack generalizability. Therefore, researchers are encouraged to test the proposed propositions further in different organizational and threat contexts. Practical implications Organizations should have a thorough understanding of how their employees’ perceive sanctions in relationship to their prior experiences before implementing such policies. Originality/value The paper addresses previous research calls for examining possible mediation variables for deterrence effects and impacts of punishment experiences on employee ISP compliance.
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Amrullah, Muhammad Reza, Arifin Arifin, and Maharso Maharso. "Hubungan Pengetahuan dan Sikap Karyawan Perkebunan Kelapa Sawit dengan Perilaku Aman." JURNAL KESEHATAN LINGKUNGAN: Jurnal dan Aplikasi Teknik Kesehatan Lingkungan 16, no. 1 (November 23, 2019): 743. http://dx.doi.org/10.31964/jkl.v16i1.206.
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Abstract: The Relations Of Oil Palm Plantations Employee Knowledge and Attitude With Safety Behaviour. The Efforts to implement safety and health at work, Based on the results of the study showed that the work accident in the plantation related with the form of working operations in the plantations begin from the process of replanting, planting, plant maintenance to the production process. The purpose of the research is to find the relations Of Oil Palm Plantations Employee Knowledge and Attitude With Safety Behaviour in PT. GMK West Plantation Batu Ampar Sub-district Tanah Laut Regency, the benefit of this research is as an information and evaluation material to know the factors influencing employees with the relations of safety behavior.The research method used is an analytical survey with cross sectional approach, the population in this study amounted to 540 people, and the sample is 50 people. Data analysis is using test (Chi-Square).The results of the study showed: (1) good knowledge 90%, (2) good attitude 60%, (3) good behavior 60%, (4) knowledge (p = 0,643), (5) attitude (p = 0,000). There is no relations of knowledge and there is a relations of oil palm plantation employee attitude with safety behavior in PT. GMK West Plantation Batu Ampar Sub-District Tanah Laut Regency.
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Zaleśna, Aleksandra. "Corporate Social Responsibility and Expectations of Prospective Employees Towards Employers." Kwartalnik Ekonomistów i Menedżerów 47, no. 1 (March 15, 2018): 175–89. http://dx.doi.org/10.5604/01.3001.0012.1426.
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The study investigates the expectations of prospective employees towards employers from the corporate social responsibility (CSR) perspective. A survey of 153 students of a university in Warsaw was used. First of all, respondents expect fairness in the employee evaluation process, work–life balance, preventing discrimination in employees’ compensation and promotion, support for employees acquiring additional education, and a company to be trustworthy. The reduction of the amount of energy and materials wasted as well as giving contributions to charities has gained lowest scores among respondents. Their knowledge on corporate social responsibility does not affect their attitude towards prospective employers. The managerial implications of the research are mentioned.
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Engeset, Marit Gundersen, John S. Hull, and Jan Velvin. "Promoting service excellence for tourist destinations." International Journal of Culture, Tourism and Hospitality Research 10, no. 4 (October 3, 2016): 440–54. http://dx.doi.org/10.1108/ijcthr-08-2015-0097.
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Purpose This paper aims to understand the relationship between employee satisfaction and customer satisfaction and its impacts on the long-term sustainability of Hemsedal Ski Resort, Norway. Design/methodology/approach This study uses a mixed method approach. Focusing on the case of Hemsedal, Norway, the authors employ survey design to measure employee service attitudes as well as guest satisfaction and loyalty. Correlation analysis and structural equation modeling (SEM) analysis is used to investigate the relationships between the constructs. Findings Results from the four-year programme reveal that the correlation between employee service attitude and customer experience is strongest for behavioural loyalty which was found to have a direct and observable effect for the customer and that working to teach and train employees is important. Further, results showed that guest satisfaction with service not only influenced loyalty to the company that provided the service, but also loyalty to the destination where the company was situated. In explaining the relationships between levels of employee service attitude, customer satisfaction and community sustainability at Hemsedal ski resort, results showed that through partnership and cooperation, training and development have benefitted the individual companies, the destination and local community at large. Practical implications Results suggest that managers of tourism destinations should focus on employee motivation and training to improve their guests’ satisfaction and loyalty, their competitiveness and sustainability for the future. Originality/value The Service Excellence Project at Hemsedal, Norway demonstrates that mountain destinations can have a positive influence on their competitiveness and their sustainability by instituting a programme that works with employees, customers and businesses to promote a climate of service excellence.
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Abdul Razak, Norfadzilah, Ramita Abdul Rahim, and Maimunah Md Shah. "Regression Analysis of Knowledge Sharing Behavior." ADVANCES IN BUSINESS RESEARCH INTERNATIONAL JOURNAL 5, no. 1 (June 30, 2019): 94. http://dx.doi.org/10.24191/abrij.v5i1.9989.
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This paper aims to explore three predictors of Theory Planned Behaviour (attitude, subjective norm and Perceived Behaviors Control) towards the knowledge sharing behavior. Knowledge sharing behavior has become a major issue and is commonly highlighted in the study of knowledge management. Researchers have given serious attention to identify the determinants of knowledge sharing behavior. Employees have to be motivated to share their knowledge and experience in the workplace. In order to influence knowledge sharing behavior among employees, organizations need to understand the tools that drive employees to share their knowledge willingly with others. This paper discusses three predictors of Theory Planned Behavior which have significantly influenced knowledge sharing behavior. A questionnaire survey was administered to the selected group of employees from tourism and hospitality industries in Cyberjaya Malaysia. The 207 employees were participating in this research study. The instrument was adapted from previous study. The result reveals that an absence of attitude is not significantly related to knowledge sharing behavior. However, subjective norms and perceived behavior control relate significantly. This study implies that changes of attitude in individual promote and encourage knowledge sharing behavior positively. The findings of this study proposed to the organization to influence employee to embed the knowledge sharing culture to the employee. The organization needs to change the attitude of employee in term of willingness of them to share knowledge with co-workers. The possibilities of this circumstance happen because of lack awareness of knowledge sharing benefits, lack of rewards and recognition to their contribution and competition among themselves which need to do further study.
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Onyeneke, Gechinti Bede, and Tomokazu Abe. "The effect of change leadership on employee attitudinal support for planned organizational change." Journal of Organizational Change Management 34, no. 2 (February 22, 2021): 403–15. http://dx.doi.org/10.1108/jocm-08-2020-0244.
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Purpose The purpose of this paper is to examine how change leadership activities help bring about employee support for planned organizational change.Design/methodology/approachUsing a non-experimental quantitative research design, and a self-administered Likert-type questionnaire survey, the study sourced data from employees in an organization undergoing significant change. Data analysis was by structural equation modeling (SEM).FindingsChange leadership behaviors bearing on; visioning, communication, participation, support and concern for change participants' interests were found to be of significant importance in ensuring employee buy-in and support for planned change efforts. Although change leadership had no direct effect on employees' behavioral intentions to support change, it was strongly related to employee cognitive appraisal of change. The relationship between change leadership and employee behavioral intentions to support planned change was serially mediated by employee cognitive appraisal and emotional response toward the planned change event.Practical implicationsIn appraising planned organizational change efforts, managers tend to focus on employee behaviors toward the change instead of conditions that drive such behaviors. This study underscores the need to focus on employee attitudes as precursors to desired behavior toward change.Originality/valuePrior research suggests that change leadership behaviors affect employee attitudinal reactions to change but yet lacked empirical validation. By applying a multidimensional approach to attitude and investigating its hierarchy of effects, this study enhanced our accuracy in explaining the influence change leadership has on employee attitudinal support for change.
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Rajagopal, N., and Sunu Mary Abraham. "Employee Engagement — Application of IES Tool." Management and Labour Studies 32, no. 3 (August 2007): 390–401. http://dx.doi.org/10.1177/0258042x0703200310.
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Today's ‘employee’ in organisations is treated more than an ‘employee’. The conventional cynicism of considering an employee as a mere ‘workforce for production’ has changed into a more ‘value based asset’. Employee engagement constitutes the core competence of a successful organization. It is suggested as a measurement tool of performance in many organisations. The Institute of Employee Studies (IES, UK) suggests a diagnostic tool, which can be used to derive organisation-specific drivers from attitude survey data. The tool was developed on the basis of common drivers of engagement in all organisations though some variability is likely. A strong connection between ‘feeling valued and involved and engagement’ through organisation-specific drivers is established in this model. The study collects empirical evidence to support this model. The survey was conducted among 108 respondents in the Kochi Refineries, Kerala, which is one of India's major regional oil refineries. This study highlights the application of the diagnostic tool propounded by IES to create ‘feeling value and involved’ which leads to employee engagement.
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Sihag, Priyanka. "The Impact of Perceived Organizational Support on Employee Engagement." International Journal of Human Capital and Information Technology Professionals 12, no. 2 (April 2021): 35–52. http://dx.doi.org/10.4018/ijhcitp.2021040103.
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In the current challenging and competitive environment, the perceived support from the organization has a large impact on employee perception, attitude, work behavior, and employee return to the organization. The present study investigates whether perceived organizational support (POS) contribute to the level of employee engagement (EE) for middle level IT professionals in Indian context. Four hundred twenty samples (i.e., IT professionals working at middle level) were collected from different IT industry located in India by using online survey questionnaires. The data collected was further analyzed using regression analysis, factor analysis, reliability and validity analysis, SEM (structural equation modeling), and model fit indices analysis. Results of all analyses revealed a positive and strong relationship between POS and EE. Furthermore, a fit model was explored between POS and EE with their factors. This study would assist practitioners of human resources and organizational development in improving the positive attitude and commitment towards the work of employees.
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Sireci, Stephen G., James Harter, Yongwei Yang, and Dennison Bhola. "Evaluating the Equivalence of an Employee Attitude Survey Across Languages, Cultures, and Administration Formats." International Journal of Testing 3, no. 2 (June 2003): 129–50. http://dx.doi.org/10.1207/s15327574ijt0302_3.
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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 (December 9, 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 determine the difference private and public organisations. The study has indicated a significant relationship between employee empowerment and organisational performance. The findings revealed a small but not significant difference between the private and public organisations in their definition of employee empowerment in the Gambia based on MGA report. The findings discovered that the social nature of employees cannot be disputed, and a strong recognition of employees promotes organisation performance. HR department and organisational flexibility relates more to employee’s empowerment and has effect on attitude and behaviour. The study recommends further large-scale research in other environments outside the Gambia.
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Serenko, Alexander, and Nick Bontis. "Negotiate, reciprocate, or cooperate? The impact of exchange modes on inter-employee knowledge sharing." Journal of Knowledge Management 20, no. 4 (July 11, 2016): 687–712. http://dx.doi.org/10.1108/jkm-10-2015-0394.
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Purpose The purpose of this paper is to investigate the impact of exchange modes – negotiated, reciprocal, generalized, and productive – on inter-employee knowledge sharing. Design/methodology/approach Based on the affect theory of social exchange, a theoretical model was developed and empirically tested using a survey of 691 employees from 15 North American credit unions. Findings The negotiated mode of knowledge exchange, i.e. when a knowledge contributor explicitly establishes reciprocation conditions with a recipient, develops negative knowledge sharing attitude. The reciprocal mode, i.e. when a knowledge donor assumes that a receiver will reciprocate, has no effect on knowledge sharing attitude. The generalized exchange form, i.e. when a knowledge contributor believes that other organizational members may reciprocate, is weakly related to knowledge sharing attitude. The productive exchange mode, i.e. when a knowledge provider assumes he or she is a responsible citizen within a cooperative enterprise, strongly facilitates the development of knowledge sharing attitude, which, in turn, leads to knowledge sharing intentions. Practical implications To facilitate inter-employee knowledge sharing, managers should focus on the development of positive knowledge sharing culture when all employees believe they contribute to a common good instead of expecting reciprocal benefits. Originality/value This is one of the first studies to apply the affect theory of social exchange to study knowledge sharing.
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Ahmed Iqbal, Zulfiqar, Ghulam Abid, Francoise Contreras, Qandeel Hassan, and Rabbia Zafar. "Ethical Leadership and Innovative Work Behavior: The Mediating Role of Individual Attributes." Journal of Open Innovation: Technology, Market, and Complexity 6, no. 3 (August 24, 2020): 68. http://dx.doi.org/10.3390/joitmc6030068.
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Based on the social exchange theory, the aim of this study is to investigate the direct and indirect influence of ethical leadership on employee innovative work behavior, examining the intervening role of individual variables such as thriving at work and attitudes towards performing well in this relationship. The data was collected using self-reporting survey questionnaires by using a multi-source and cross-sectional study design with service sector employees from two different samples: the U.K. and Pakistan. The findings supported the hypothesized model, where direct and dual mediation were tested. The results extend our understanding as to how positive attitude and psychological states together create positive feelings in employees and enhance their capacity for creative thinking and implementations of new ideas.
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Aduku, Danlami Joseph, John Olatunji Alabi, and Juwon Johnson Orugun. "An Exploration of Organizational Change and Employees’ Performance in Nigeria." Economic Insights – Trends and Challenges 2021, no. 2 (2021): 19–34. http://dx.doi.org/10.51865/eitc.2021.02.03.
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This study focused on Organizational Change (OC) and employees’ performance in banks in North Central of Nigeria. The study ascertained the effects of tolerance to change and the activities of fraud, and strategy change, organizational structuring, attitude of employees towards change and organizational culture on the performance of banks employee in North Central of Nigeria. The study adopted survey research design. The population of the study for Benue State is 168 and Kogi State is 202. The sample size of the study was 189. Multistage random sampling technique was adopted. Data were analyzed using Multiple Regression. Findings showed that tolerance to change, activities of fraudsters, organizational structuring, strategy change and organizational culture have effect on the performance of banks employee. Finding shows that complexity, attitude of employees towards change and tolerance to change have significant and negative influence, and that perceived advantage and employee motivation has positive and significant influence on the change acceptance of bank employees. The study concluded that OC is pivot to banking practices. The study recommended that bank leaders should sustain change tolerance level, devise better strategic approach to dealing with fraudsters and their activities; this may facilitate employees’ improved performance in North Central of Nigeria.
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Onyema, Chiemeka. "Contributory pension scheme and employee work attitude in the Nigerian Federal Civil Service." Revista Brasileira de Gestão Ambiental e Sustentabilidade 8, no. 19 (2021): 957–66. http://dx.doi.org/10.21438/rbgas(2021)081922.
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This study investigated the effects of Contributory Pension Scheme on employee work attitude in the Nigerian Federal civil service. The study which is anchored on expectancy theory adopted a cross-sectional survey design. A sample of 1007 federal civil servants selected using total population sampling technique constituted the study participants. A structured questionnaire with a reliability co-efficient estimate of 0.742 was used to generate the quantitative data. The Statistical Package for Social Sciences (SPSS) aided the presentation and analysis of data relating to the objectives of study using frequency distribution table and, the test of research hypothesis with chi-square statistic. The study’s findings suggest that contributory pension scheme has had positive effects on employee work attitude in the Nigerian Federal civil service in Imo State. The study found a statistically significant relationship between the new contributory pension scheme and improved employee work attitude in the Nigerian federal civil service in Imo State. Based on the findings, the study recommended that government should strengthen the administration of the contributory pension scheme to further improve the work attitude of Nigerian civil servants and to enhance their efficiency.
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Zhen-qi, Jiao, and Zhang Guang-jin. "Impact of Perception of Performance Appraisal Politics on Affective Commitment: Mediate Effect of Perception of Organizational Support and Differentiation Effect of Perception Attribution." E3S Web of Conferences 245 (2021): 03035. http://dx.doi.org/10.1051/e3sconf/202124503035.
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Performance appraisal politics is widespread in the organization. It provides a new perspective for improving performance appraisal to study its effects on employee attitudes. In addition, its influence on employees’ attitude is still blank. This paper utilizes questionnaire survey and structural equation model to study the impact of different types of perception of performance appraisal politics on employees’ affective commitment. The result shows that different types of perception of performance appraisal politics have different effect on employees’ attitude. Perception of public-private concerned high ratings has positive effect, however, perception of organizational-interested low ratings, selfish high rating perception and self-interested low rating perception have negative effect. The effect strength was decided by employee’s attribution about perception of performance appraisal politics. Perception of organizational support played a complete mediate role in the impact of perception of performance appraisal politics on employees’ affective commitment. Based on the findings of the study, managers can reduce employees’ negative perception of performance appraisal politics and passive consequences by restricting estimators’ selfish leniency and conscious oppressive evaluation, guiding employees to attribute performance appraisal politics positively and enhancing perception of organizational support.
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Harllee, Heath D., Amanda Noah, and Becky P. Knight. "INTERGENERATIONAL EMPLOYEE NETWORK AGEISM: COLLABORATIVE INTERVENTION TRAINING CREATES ATTITUDE MODIFICATIONS." Innovation in Aging 3, Supplement_1 (November 2019): S726. http://dx.doi.org/10.1093/geroni/igz038.2659.
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Abstract Lack of positive attitudes towards aging has shown to cause challenges within intergenerational networks in employment situations. These can include job satisfaction, intrinsic motivation to work, and ageism subjectivity as underlying determinants and consequences. The collaborative intervention pilot training program goals were two-fold: 1) To expose and understand ageism as a discriminatory action. 2) To create a more positive social dynamic network in a diverse workplace in regard to general expectations of ageism. Two team-based learning intervention programs were created in order to increase collaborative awareness of ageism and were presented to a medium size intergenerational department staff (N=64) as part of a professional development series on equity, diversity and inclusion. Through three multidimensional self-help training activities, learning was done individually, within similar age employee groups, and within intergenerational employee groups. Participants were able to discuss and express general understandings and expectations of aging and learning tools such as intergenerational reactivity and emotion regulation strategies were presented. Within survey responses at the completion of the trainings, key findings showed that respondents had a better understanding of ageism (76%) and felt better equipped to work within an employment team of diverse ages (71%). Additionally, the subject matter of this pilot training program resulted in re-conceptualized positive aging (61%). Future implications and goals for the program include interventions to further increase positive intergenerational understanding and workplace generational inclusiveness.
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Inegbedion, Henry, Eze Sunday, Abiola Asaleye, Adedoyin Lawal, and Ayeni Adebanji. "Managing Diversity for Organizational Efficiency." SAGE Open 10, no. 1 (January 2020): 215824401990017. http://dx.doi.org/10.1177/2158244019900173.
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The article examined “managing diversity for organizational efficiency.” It sought to find out the extent to which diversity management influences organizational efficiency through the management of conflict, cultural diversity, and employees’ perception of marginalization as well as teamwork and employee work attitude. The survey design was employed. A sample of 178 respondents from nine multinational companies in south-south Nigeria was employed. Research data were analyzed using structural equation modeling, with diversity management and organizational efficiency serving as latent variables. The results show that the management of cultural diversity, employees’ perception of marginalization, and conflict significantly influences diversity management. Furthermore, diversity management and teamwork significantly influence organizational efficiency. The need for managers of diverse workforces to give priority to diversity management, to ensure its effective implementation, was suggested, among others.
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Fathi, Tasneem H. Ali, and Shaima Ali Miraj. "Impact of Knowledge, Attitude and Practice on Medication errors and Safety Improvement in Pharmacy Departments of King Saud University Medical City Riyadh Saudi Arabia." Biomedical and Pharmacology Journal 14, no. 02 (June 30, 2021): 803–13. http://dx.doi.org/10.13005/bpj/2183.
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Background: The current study was premeditated to evaluate the attitude, knowledge and practice of the pharmacy employees (including interns and trainees) dealing with medical practice towards medical errors and adverse drug reaction reports. Methods:The study is a quantitative, descriptive, cross-sectional one with the influence of medication-error reporting, focused on pharmacy department of King Saud University Medical City, Riyadh, Saudi Arabia using the Likert-scale survey. The research population was 167 pharmacy employees, (including interns, and trainees) from King Saud University Medical City. The legalized items connected to knowledge, attitude and practices (KAP) survey was given to each member. Results:Majority of the total sample size (n=167) are pharmacists, managers, lead pharmacists, pharmacist-in-charge, or staff pharmacist by 74.3 %, where 15.6 % are pharmacy technicians, 7.8 % are pharmacy students interns/externs and 2.4 % other workers. Positive responses were highest in teamwork within the pharmacy employee (87.3% vs. 81.6%), staff training and skills within the pharmacy employee (86.35% vs. 79.25%), physical space and environment in the pharmacy (83.8% vs. 73.6%). Lower responses were found in response to mistakes (79.75% vs. 74.4%) compared to community pharmacy database report (AHRQ, 2019).Conclusion:The findings indicate that ratings on documenting mistakes (reporting)as perceived by pharmacy employee are at par with the community pharmacy elsewhere. The weakest dimension identified was mistakes (reporting) having the lowest positive response with a mean score of 3. This denotes a low level of agreement according to Likert scale confirming that is the dimension needing improvement.
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Aurangzeb, Wajeeha, Tehsin Tahir, and Kifayat Khan. "Educational Leadership Processes as Predictors of Positive Work Attitude at Higher Education Level." Volume V Issue I V, no. I (March 30, 2020): 500–509. http://dx.doi.org/10.31703/gssr.2020(v-i).51.
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This study aimed at exploring the impact of educational leadership processes such as goal setting, strategic resourcing, curriculum quality, quality of teaching, promoting teaching-learning, and a safe environment on positive work attitudes at the higher education level. Positive work attitudes were delimited to job satisfaction, job involvement, and organizational commitment. A descriptive survey research design was used to collect quantitative data through two questionnaires; educational leadership practices questionnaire and positive work attitude scale. Results indicated that a positive correlation exists between two research variables. Simple linear regression analysis reflected that the highest Beta coefficients exist between goal setting and positive work attitude. It was concluded that in a sphere of mutual honor, trust, and allegiance between superiors and subordinates the work attitudes strongly correlate positively. It is recommended open door policy, consultative practices among educational leadership, and training for employee empowerment may be adopted to increase organizational productivity.
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Adebowale, Sunday, and Adesoga Adefulu. "Training and employee productivity of selected insurance: Perspectives for the board of directors." Corporate Board role duties and composition 15, no. 3 (2019): 17–26. http://dx.doi.org/10.22495/cbv15i3art2.
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Employees are a vital resource for organisations. Their collective performance could determine productivity, growth and survival of organisations. Globally, employee productivity has become a subject of intense research. Studies in literature reported inconsistent findings of relationship between training and employee productivity. Employee productivity (efficiency, quality of work and timeliness of work) is perceived to be low probably due to inadequate training (on the job training, skill development, resilience and career success) of the employees. This paper, therefore, examined the relationship between training and employee productivity of selected insurance companies in Lagos State, Nigeria. The authors used survey research method. The population of study was 1527 employees in 8 selected insurance companies from which sample of 560 was selected using stratified sampling technique. The paper used questionnaire as research instrument validated through face and contents validity tests with Cronbach’s Alpha reliability coefficients ranged from 0.62 to 0.84 for various constructs used. The authors analysed data using both descriptive and inferential statistics. The study disclosed a moderate positive relationship between training and employee productivity with a correlation coefficient r (501) = 0.542, p < 0.05. Findings of the paper supported Board of directors’ investment decision in personnel development, employees’ skills, and attitude that enhanced productivity. The study concluded that training was essential for employee productivity.
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Rai Juniariani, Ni Made, Putu Dian Pradnyanitasari, and Ni Made Intan Priliandani. "KINERJA INDIVIDUAL KARYAWAN DITINJAU DARI KONSEP THEORY OF PLANNED BEHAVIOR (STUDI KASUS PADA DINAS PERPUSTAKAAN DAN KEARSIPAN KOTA DENPASAR)." Behavioral Accounting Journal 1, no. 1 (December 13, 2018): 25–36. http://dx.doi.org/10.33005/baj.v1i1.16.
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The purpose of this study is to determine whether the concept of the theory of planned behavior in this research attitude toward behavioral is understood as self-motivation, subjective norms are understood as organizational culture and perceived behavioral control is understood as the ability of work to influence the performance of individual employees. This study uses primary data in the form of answers to questionnaires from employees of the Library and Archives Department of Denpasar City using the survey method. 44 samples were obtained using purposive sampling method. The method of analysis of this study uses multiple linear regression analysis. The results of testing hypotheses show that (1) self motivation positively affects the performance of individual employees. (2) organizational culture positively affects individual employee performance and (3) work ability influences individual employee performance. This research shows that individual employee performance is influenced by factors that exist in themselves and the environment in the organization or company.
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Way, Christine, Deborah Gregory, Michael Doyle, Laurie Twells, Brendan Barrett, and Patrick Parfrey. "Health care provider outcomes during and shortly after acute care restructuring in Newfoundland and Labrador." Journal of Health Services Research & Policy 10, no. 2_suppl (October 2005): 58–67. http://dx.doi.org/10.1258/135581905774424519.
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Objectives To monitor changes in human resource indicators during six years of restructuring in Newfoundland and Labrador, and to measure providers’ perceptions of reform impact and attitudinal and behavioural reactions comparing changes in the St John's region, where hospital aggregation occurred, to other regions. Methods Data on human resource indicators from 1995/96 to 2001/02 were obtained and analysed. The Employee Attitude Survey was sent to acute care staff (n=5353) to assess perceptions of reform impact on workplace conditions, work-related attitudes, turnover intentions and personal characteristics. The response rate for 2000 and 2002 was approximately 42% (n=1222 and 1034, respectively). Only respondents to both surveys (n=589) were used in the analysis. Results Increases in average employee and full-time equivalent numbers occurred in the St John's region, despite hospital closure and aggregation. Increases in staff dislocation and turnover were observed, but paid sick hours decreased. Sick leave and overtime costs increased. Although perceived workplace conditions, and attitudes and behaviours were generally negative, there was evidence of improvement over time, especially in St John's. Few significant regional or provider group differences were observed on most study variables. Conclusions Aggregation of hospitals in StJohn's did not lead to a decrease in employee counts, or deterioration in human resource indicators or attitudes. However, province-wide initiatives are needed to promote more positive work environments and increase organizational effectiveness.
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Ali, Md Chapol, K. M. Anwarul Islam, Soojin Chung, Nurul Mohammad Zayed, and Mohammad Rakibul Islam. "THE CORRELATION BETWEEN JOB-HOPPING ATTITUDE AND TURNOVER BEHAVIOR: A JOB SATISFACTION PERSPECTIVE IN BANGLADESH." International Journal of Business and Management Future 5, no. 1 (April 12, 2021): 14–26. http://dx.doi.org/10.46281/ijbmf.v5i1.1075.
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A worker is a company’s principal power base. Recently, the employment and turnover rates of employees have risen very high for several reasons. It was still a matter of great importance to organizations. This study focuses on the multiple reasons for work saving and turnover behaviors at different workers levels in Bangladesh. This research focuses on various factors. Through this hypothesis, the key methods to determine the independent variables are studied, including worker satisfaction, job quality, employee facilities, and employee dependent variables, employment and turnover rates. A correlation between the independent and dependent variables has been identified. A survey of 150 respondents working at various levels in Bangladeshi organizations was performed with the hypothesis-based questioner. The data obtained through the survey and statistically analyzed using tools for data analysis (SPSS). In this study, the relationship between independent variables and dependent variables was analyzed through descriptive statistics, reliability analysis and inference analysis. The study of linear and multi-linear regression on these parameters indicates the purpose of the reversal. Based on the results; the theoretical issues will be validated. This study explores the key explanation for this and establishes a research paradigm to minimize Bangladesh’s high turnover.
JEL Classification Codes: J62, J28, J63.
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Ndaliman, M. A., Kamariah Ismail, A. I. Chikaji, and Mohd Khairuddin Ramliy. "Exploring Employee Motivation And Creativity on SMEs Innovation Implementation Activities In Nigeria." GATR Global Journal of Business Social Sciences Review 1, no. 2 (April 25, 2013): 21–27. http://dx.doi.org/10.35609/gjbssr.2013.1.2(3).
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Objective The study is aimed at uncovering the impact level of employee motivation and creativity on innovation implementation among SMEs sector in Nigeria Methodology/Technique The study adopted a survey research method to elicit data from the sample of selected SMEs using simple random sampling technique. Findings – The study revealed that employee motivation and creativity has significant positive impact on implementation of SMEs innovations. Findings The study revealed that employee motivation and creativity has significant positive impact on implementation of SMEs innovations. Novelty The paper demonstrate how motivation and creativity of employee determine their positive attitude and re-enforcement on the factors to spur efficiency in implementation. Type of Paper Empirical paper Keywords: , Employee Motivation, Creativity, SMEs, Innovation Implementation
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Mihajlović, Iris, Cvijeta Djevojić, and Marino Stanković. "Key Drivers of Internal Market Changes and Innovative Tools Towards an Efficient Business Climate." WSEAS TRANSACTIONS ON SYSTEMS AND CONTROL 16 (May 13, 2021): 224–43. http://dx.doi.org/10.37394/23203.2021.16.19.
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This paper has an emphasis on analytical approach to certain key factors of internal marketing. Examining the strength of their impact (financial and non-financial) on the employee motivation levels, in September 2019 the conducted survey comprised 300 respondents (sample size), employees - internal customers, nurses and hospital staff. Data were collected based on a survey of employee satisfaction, area of their jobs. Respondents were employees / hospital staff of the regional hospital center in the Republic of Croatia. Analyzed areas had been previously sequenced and grouped in accordance with key factors that corresponded to the areas of internal marketing with intensities of their impacts on the level of the satisfaction, motivation and the employee productivity. In the analysis, inferential statistics methods (Z-test, Chi-Square test) were used to answer the question of whether internal marketing instruments affect employment motivation, and to what extent is the response positive, to what extent they affect motivation, and indirectly, to work productivity. Questions related to salary, satisfaction with the basic salary, type of employment, and type of work provided answers about employee motivation with regard to the financial factor of internal marketing, and questions related to when employees use a break at work gave us the answer about the free time to which the employee is entitled to, and which affects the level of his satisfaction. The questions concentrated on work experiences of employees in the organization presented their loyalty to the non-profit organization. Main domains that represented key incentives throughout the interactive empowerments of key factors analyzed are education, participation in professional lectures and seminars, conferences, and additional training for application of innovative tools. Results confirm basic attitudes about employment in non-profit organizations, i.e. that the financial factor is not decisive in choosing employment. Results show narrow connection of loyalty with employee’s motivation as non-financial factor of internal marketing, showing in that manner the interest of employees for achievements supported by the internal confidence and permanent positive behavior or the attitude. These research results contribute to improving the elements of internal marketing. Internal customers' attitudes and behavior (i.e., their satisfaction and commitment) is affected by the organizational atmosphere component. It is closely tied to internal customers' creativity and productivity. Therefore, it is an essential element of organizational performance.
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Yang, Liyan, Yuan Jiang, Wei Zhang, Qian Zhang, and Hao Gong. "An empirical examination of individual green policy perception and green behaviors." International Journal of Manpower 41, no. 7 (December 3, 2019): 1021–40. http://dx.doi.org/10.1108/ijm-09-2019-0455.
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Purpose The purpose of this paper is to verify and extend the application of the policy acceptance model (PAM) in the field of green behavior. Under the PAM framework, the authors develop and empirically examine on how employee perception of corporate green policy (perceived ease of use and perceived usefulness) increases the acceptance of corporate green policy, which further leads to two types of employee green behavior. The authors also test the moderating roles of moral reflectiveness and performance orientation on these relationships. Design/methodology/approach The authors collected complete survey data from 223 work professionals in this study. Multiple regression method was used to test the hypotheses. Findings The results showed that there were significant positive impacts of two types of employee perceptions of corporate green policy (perceived ease of use and perceived usefulness) on their attitudes toward corporate green policy. Second, this study reported positive relationships between employees’ attitudes toward corporate green policy and their two types of green behavior. Finally, supplemental analyses supported moderated mediation models, that is, moral reflectiveness and performance orientation, respectively, and moderated indirect effects of employee perceptions on green behaviors through attitude toward corporate green policy. Research limitations/implications The data came from a narrow demographic population, which restricts the generalizability of the findings and also raises questions about the specificity of green behaviors manifest in different industries. Besides, this study used cross-sectional, self-reported data, which limits our ability to draw causal conclusions. Practical implications Companies can shape employee perceptions regarding the usefulness and ease of corporate green policy to induce and consolidate employees’ task-related and proactive green behaviors. Social implications This research will help companies to pay more attention to employees’ reflections and attitudes toward green policies, thus effectively promoting employees’ green behavior in the workplace. These actions will further promote the green development of the economy and society. Originality/value The authors extend the PAM framework to the area of green behavior. The PAM is applied to a more micro level of corporate green policy. Further, this paper points out that employees’ instrumental value (performance orientation) and moral trait (moral reflectiveness) moderate the impact of employees’ policy perceptions on their green behaviors.
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Kumar, Suresh. "Unit-Wise Comparative Survey of Job Satisfaction and Related Factors." Journal of Social and Development Sciences 1, no. 5 (June 15, 2011): 165–72. http://dx.doi.org/10.22610/jsds.v1i5.641.
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This paper is an attempt to compare and contrast unit-wise job satisfaction levels and the commitment to stay at job was also determined .A sample of 360 employees drawn from the four different units located in Himachal and Punjab states. The Bhakra-Beas Management Board was undertaken as universe for the present study .The study was conducted during 2008 to 2010.The study found that the employees of different units does have significant difference on job satisfaction according to their units location and the work environment prevailing in the organization .The study further found that a few respondents responded to leave the organization in normal conditions. The fact confirms that the more satisfied employees will definitely supports the fact that they will stay until they retire from this job. The study recommends that a highly satisfied employee do have the opinion of above average performance or outstanding performance at job. Finally, the units found a significant place in the determination of attitude towards overall and dimension specific job satisfaction.
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HO, LI-AN, TSUNG-HSIEN KUO, CHINHO LIN, and BINSHAN LIN. "THE MEDIATE EFFECT OF TRUST ON ORGANIZATIONAL ONLINE KNOWLEDGE SHARING: AN EMPIRICAL STUDY." International Journal of Information Technology & Decision Making 09, no. 04 (July 2010): 625–44. http://dx.doi.org/10.1142/s0219622010003981.
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This study proposes a conceptual structural equation model to investigate the relationships among knowledge management system quality, employee computer attitude, trust at workplace and online knowledge sharing. We demonstrate the direct and indirect effect of trust on online knowledge sharing from the perspectives of system quality and computer attitude. An empirical study is conducted in three technological companies (n = 451) in Taiwan and the collected survey data are used to test the relationships among the four dimensions expressed in the proposed structural equation model. The results show that trust at workplace has a mediating effect on online knowledge sharing within organizations. It is also discovered that there is significant correlation between IT quality, employees' computer attitude and online trust at workplace. The conceptual model provides useful information for managers to enhance knowledge sharing through the promotion of trust at workplaces.