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1
Au, Ellena. "Employee involvement and participation." Thesis, University of Manchester, 2017. https://www.research.manchester.ac.uk/portal/en/theses/employee-involvement-and-participation(b7f28a22-4a9f-414d-ac12-f2dfd845c051).html.
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The focus of this research is on advancing understanding of EIP at work in China. It sets out to examine the extent of practice adoption, and inquire the management intention, employee perception and the challenges from the internal and external environment in relation to the practice adoption. It also tries to understand the applicability of EIP practice in innovation and quality enhancement industries. The research methodology adopted is qualitative case study approach, with 20 respondent organisations including Chinese global enterprises, central state-owned enterprises, listed and small medium enterprises.
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Henry, Markanthony. "Factors Motivating Employee Participation in Employer-Sponsored Health Awareness Programs." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1517.
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Employers adopt worksite health promotions to reduce the incidence of preventable diseases, reduce healthcare costs, reduce absenteeism and presenteeism, and improve productivity. The purpose of this qualitative phenomenological study was to explore the motivational factors affecting employee participation in employer-sponsored health awareness programs. The theory of planned behavior grounded the study and formed the conceptual framework. Data collection occurred through semistructured interviews with 24 participants in the northeastern United States with lived experiences in worksite health promotion. Participants answered open-ended interview questions regarding the motivations for engaging in health promotions. Data were transcribed and coded for trends and themes. During data analyses, 4 themes emerged, which included program recruitment and notification, employer commitment, employee motivations, and incentives and rewards. The implications for positive social change include the potential for employers incorporating the results to instigate enhanced employee participation in employer-sponsored health awareness programs. Higher employee rates of participation may aid employers in achieving the established benefits of worksite health promotion and may contribute to improving the health of employees.
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Berube, Wendy-Jo. "Profiling Employees Participation in Employer Sponsored Fitness Programs in Maine." Fogler Library, University of Maine, 2003. http://www.library.umaine.edu/theses/pdf/BerubeWJ2003.pdf.
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LaDuca, Michael Christopher. "Employer offering and employee participation in long-term care health insurance." Honors in the Major Thesis, University of Central Florida, 2004. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/338.
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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf.edu/Systems/DigitalInitiatives/DigitalCollections/InternetDistributionConsentAgreementForm.pdf You may also contact the project coordinator, Kerri Bottorff, at kerri.bottorff@ucf.edu for more information.Bachelors
Health and Public Affairs
Health Services Administration
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Ramos, Louís Moura. "Essays on employee's financial participation : employee ownership in the US and profit sharing in Portugal /." Florence : European University institute, 1998. http://catalogue.bnf.fr/ark:/12148/cb37004278s.
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Neal, Heather A. "Barriers to employee participation in wellness/health promotion programming." Virtual Press, 1999. http://liblink.bsu.edu/uhtbin/catkey/1164843.
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A major goal when conducting worksite health promotion activities is to reach a high percentage of employees. Participation rates vary, especially between blue and white-collar workers. This study investigated perceived barriers to participation in both participants and non-participants, as identified by Support, Professional and Auxiliary Service employees (which include blue and white-collar) at Ball Memorial Hospital in Muncie Indiana. A questionnaire was sent through interoffice mail to a random sample of employees. It included five barrier categories: perceived physical barriers, lack of perceived self-efficacy, perceived psychological barriers, convenience factors and presence of social support. The categories were subjected to an F test and results in 3 of the 5 supported the research hypothesis that there would be a significant difference in the perceived participation barrier scores. For four of the five barrier categories the mean value was highest for Professional Service employees.Fisher Institute for Wellness and Gerontology
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Kolacz, Nicole Marie. "Factors Influencing Employee Participation and Nonparticipation in a Rural Hospital's Employer-Sponsored Wellness Program." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/465.
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Employer-sponsored wellness programs are important tools for keeping employees healthy, reducing an organization's healthcare expenses, mitigating risk factors, and promoting health and well-being. Little research is available on the factors associated with employees' participation in wellness programs in rural hospitals. Pender's health promotion model was used to determine how employees who participated in a rural hospital's wellness program differed from those who did not participate in terms of demographics, perceptions of personal health, general health behaviors, health locus of control, self-motivation, and situational barriers. A descriptive, correlational replication with the Hallion and Haignere questionnaire was used to survey employees. Of the survey's 186 participants, 29% participated in the wellness program. The reasons for not participating were scheduled program times (n = 51, 33.6%) and lack of interest (n = 31, 20.4%). As shown by logistic regression analysis, overall employee wellness and employee payment status were statistically significant predictors of participation. The Pearson chi square showed a statistically significant difference between program participants and nonparticipants in terms of responsibility for children/elders (p = .047) and shift worked (p = .016). These findings suggest that, when developing and implementing a comprehensive wellness program, the characteristics and needs of employees, along with organizational culture, must be considered. The successful implementation and engagement of staff in an employer sponsored wellness plan improve health through lifestyle change and risk reduction, thus promoting positive social change and leading to healthier communities. The findings of the study were incorporated into the recommendations for the hospital's wellness program.
8
King, Jennifer Marie. "Employee participation in organizationally-maintained knowledge sharing activities." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/mq62883.pdf.
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Maagaf, Aziza. "Employee involvement and participation in Libyan oil Companies." Thesis, University of Manchester, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.509837.
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This thesis provides an examination of the theory and practice of Employee Involvement and Participation in the Libyan context. It consists of three case studies of multinational oil companies operating in Libya. Additionally, a detailed discussion is also provided about the Libyan oil regulatory agency - the National Oil Corporation (NOC) - and its influence on multinational oil companies operating in Libya. The empirical work involved, interviews with management and employees and a survey of employees as the main data collection tools within the three companies, and analysis of corporate documents. The results suggest that the three multinational companies i.e. Italian Eni-Gas, German Wintershall, and British Expro, share a similar approach to Employee Involvement and Participation, exhibiting popular downward communication, weak upward problem-solving techniques, and a lack of financial participation and nominated representative participation. Most of the similarities among these case studies are attributed to the strong influence of the NOC. Various differences were also observed in many respects, being explained by contextual factors such as technology, the style of management, and some small influence from the parent foreign company. This study also suggests that employee participation in decision-making is generally at the infonnative level, with consultation featuring at the bottom of ladder. The scope of EIP programmes was found to be tactical rather than strategic. Due to 'spiritless' initiatives of EIP programmes, their implementation was largely in the hands of individual managers. The effects of employee involvement and participation were also varied such as high levels of commitment, organisational performance and improve employee attitudes. It was confirmed that employee trust in their nominated representatives was minimal, and that more trust was placed in managers.
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Cable, John. "Employee participation and enterprise performance : an economic analysis." Thesis, University of Warwick, 1986. http://wrap.warwick.ac.uk/34798/.
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This study investigates the relationship between employee participation in decision-making within production enterprises and their economic performance. Alternative forms of employee involvement such as profit sharing and employee ownership are also considered. A theoretical framework is developed in which the firm's structural and performance characteristics are seen as the outcome of a strategic game in which employers and workers can either seek to impose unilateral control or cooperate to maximise joint welfare. Two new theoretical insights are gained. The first is that a latent 'prisoners dilemma' may be inhibiting more widespread adoption of participatory production. The second involves an important distinction between two conceptually separate ways in which the hypothesized participation-performance relationship might operate. Problems of measuring the key, participation variable in empirical work are raised and solved. A test procedure is devised and applied to arbitrarily-weighted participation indexes of the kind used in previous econometric work. In all cases tested the indices are found to rest on unacceptably restrictive assumptions. This calls into question previous results and appears to present a barrier to further work. However alternative, Guttman scales of participation are proposed anfound statistically valid for samples of firms in the West German and UK engineering industries. Incidentally these tests provide support for an existing hypothesis in the literature concerning the pattern of development of participation within the firm. When applied to subsamples of participatory and non-participatory firms in the West German database, significance tests of subsample means and discriminant analysis reveal no statistically significant differences in productivity. However significant differences in technology and labour-force characteristics are found, in particular indicating greater human capital development in participatory firms. OLS and 2SLS estimates of augumented production functions in general confirm these results. Implications for public policy measures to promote greater industrial democracy and profit-sharing are briefly considered.
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Yavasi, Mahmut. "Employee participation and board structures in the EU." Thesis, University of Leeds, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.405918.
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Calongne, Lisa J. "Self-efficacy for employee participation: an exploratory investigation." Diss., Virginia Tech, 1995. http://hdl.handle.net/10919/39145.
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This study explores self-efficacy as an explanation for individual differences in participation in a manufacturing organization with a structured participation program. Participation covers three distinct dimensions of behavior: (1) decision-making pertaining to tasks, (2) good citizenship in the form of extra effort and helping others, and (3) contributing to improvement in work processes. Self-efficacy refers to an individual's belief that he/she can successfully perform an activity in a specific situation. The project was based on an action research design in which the first phase examined the dimensionality of participation self-efficacy, the relationship between participation self-efficacy and actual ratings of participation, and the relationship between perceptions of situational factors and self-efficacy. Exploratory factor analysis found preliminary support for the three proposed dimensions of participation self-efficacy and also for a fourth communication dimension. Weak (e.g., r=.27) and non-significant correlations were found between self-efficacy and actual participation ratings. Situational factors were examined as perceptions of barriers which were proposed to be inversely related to self-efficacy. As expected, negative correlations (ranging from -.28 to -.45) were found between perceptions of situational factors and participation self-efficacy. Phase two of the project evaluated a critical thinking training program designed to increase employee participation. A Pre-test Post-test! Nonequivalent control group design was used to study the influence of training on learning self-efficacy and participation self-efficacy. ANOYA and ANCOVA found no significant differences in post-training self-efficacy between the trained group and the control group.Ph. D.
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Lester, Daliwonga Byron. "Employee participation in decision making in the mining sector." Thesis, University of the Western Cape, 2014. http://hdl.handle.net/11394/4276.
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Magister Philosophiae - MPhilThe main objective of this research is to asses the effectiveness of the channels (collective bargaining and workplace forums) created by the LRA for employee‟s participation in decision making in the mining sector. Problems related to employee participation will be examined to determine whether they are structural or due to shortcomings in the LRA. If it is found that there are shortcomings of the labour legislation in this regard, recommendations on how the shortcoming can be addressed will be made. The significance of this research paper is that it attempts to determine the efficacy of the current statutorily protected channels for employee participation in the mining sector against the backdrop of prevalent theories on employee participation. Although many labour law authors have commented on the role of workplace forums in South Africa, the relative advantages of workplace forums have not been analysed through the lens of the theories on employee participation
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Yu, Jia. "An examination on the employee participation system in China." Thesis, University of Macau, 2009. http://umaclib3.umac.mo/record=b2138653.
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McKelvey, Claire. "Methods for enabling collective employee participation in strategic change." Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/80476.
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top and senior-level leadership, in the development and implementation of strategic change within organisations. In addition, strategic change research also tends to focus on the methods for enabling individual preparation and commitment to strategic change initiatives. Little is therefore known about the methods that enable collective employee participation in strategic change. In a business environment that is increasingly dynamic, complex and unpredictable, the collective participation of employees in strategic change presents an opportunity to increase the effective delivery of strategic change and enhance an organisation’s ability to adapt to and compete in this fast-moving world.
Research evidence recommends that employee participation in strategic change needs to be embedded in dialogical or social mechanisms, supported by organisational behaviours that endorse interpersonal relationships that are founded on psychological safety and the value of diverse contribution. Within this context, this study explored the nature of methods utilised within organisations to enable collective employee participation in strategic change and gained a deeper understanding of the factors that influenced their application and resulting effectiveness.
Through this qualitative study, semi-structured interviews were conducted with 13 research participants who were members of organisations, working within various roles that required decision-making capability around the methods utilised for strategic change implementation. Valuable insights were obtained from the study through instances where organisations had adopted a participative approach to strategic change using dialogical mechanisms and behaviours that supported, or were being shaped to support, the presence of supporting interpersonal relationships. Organisations within the sample that demonstrated an absence or partial use of a participative approach also provided important insights to this study, especially with regards to the barriers that prevented the use of this approach. The study was able to gain insights into the more immediate benefits of a participative approach, but due to the nature of the study, could not establish direct evidence that confirmed longer-term strategic results of strategic adaptability.
This study makes a humble contribution to literature by providing a view of the current nature and utilisation of methods for enabling collective employee participation in strategic change within the current dynamic environment and provides evidence that supports the use of dialogical mechanisms, founded on quality relationships for the effective implementation of this approach.Mini Dissertation (MPhil)--University of Pretoria, 2020.
Gordon Institute of Business Science (GIBS)
MPhil
Unrestricted
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Lee, Rosemarie. "Perceptions of Stress: Employee Participation in a Yoga Class." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4385.
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Employees experience workplace stress that can affect their health resulting in chronic diseases such as diabetes, stress, hypertension, and cardiovascular diseases. Stress also contributes to staff presentism, absenteeism, and high turnover rate. The employee wellness program (EWP) yoga class at a metropolitan teaching hospital has not been evaluated for its effectiveness in employee stress reduction and improvement in employee health. The practice focus question for this project explored employees' perception of the impact of a metropolitan teaching hospital's EWP yoga class on their stress reduction and health promotion activities. The theoretical framework for this project is Lazarus' transactional model of stress and coping. This model suggests that individuals assess the stressor and find strategies for coping with the stress as it relates to them and their environment. The evidence that guided this project included a comprehensive literature review and the analysis of data retrieved from semi structured interviews with 20 participants in the yoga class who responded to an open invitation. Audiotaped interviews with the participants were analyzed and coded for common themes and revealed that participating in the EWP yoga program helped to reduce their perceived stress and improve their mental and physical well-being. The findings of this project were used to inform organizational leadership and may provide opportunities to evaluate the current yoga program regarding employee stress reduction, improving healthy activities, expansion of the program to other work sites within the organization, maintaining a healthy workforce, and reducing health care costs.
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Kubheka, Praise-God Ntandokayise Mandla. "Factors influencing employee engagement during change." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/3135.
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A lot of attention over the years has been focused on understanding employees resistance to change. A few researchers have provided insights into the reasons why some employees remain positive and engaged during times of uncertainty and changes in the organosation. To help build this knowledge area the study was aimed to investigating the factors that drive employee engagement during change. One-hundred-and-twenty employees, across a cross-section of jobs at a specific bank in South Africa, were surveyed. The empirical results obtained from the survey showed that independent variables such as dialogue, organisational culture and a clear4 career plan were congruent with the expected results. In other words these vriables displayed a significant association with the de[endent variables (e.g. job involvement, organisational commitment and organisational citizenship behaviour.).
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Ngan, Hon-wing, and 顔漢榮. "Participation in large project works management." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1985. http://hub.hku.hk/bib/B31263367.
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Randall, Kim D. "Collecting recyclables at corporate sites : attempts to increase employee participation /." Thesis, This resource online, 1991. http://scholar.lib.vt.edu/theses/available/etd-10242009-020204/.
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Viljoen, Ezalle. "Employee participation within an engineering support services company / E. Viljoen." Thesis, North-West University, 2012. http://hdl.handle.net/10394/9237.
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The general objective of this study was to explore and investigate employee participation within an engineering support services company. Attention was therefore given to the opinions and perceptions of employees and managers regarding employee participation as well as the relationship between employee participation and employees’ union membership. To conduct this study a qualitative and quantitative research design was adopted. In order to examine employees and managers’ opinions and perceptions, semi-structured one-on-one interviews were conducted with participants. Six employee participation themes were identified as well as various sub-themes. Self-developed group administrative questionnaires were also utilised to determine the relationship between employee participation and union membership. The study found that employees and managers attach positive opinions and perceptions towards employee participation therefore leading to positive participation outcomes. In exploring the relationship between employee participation and union membership it was found that 87.1% of the employees in the company did not belong to a union. It was also found that there is a statistical significance relationship between employees’ race and their tendency to join a union (0.068). Employees also indicated that they will join a union if co-management and self-management (as forms of employee participation) is not present in their organisation; with a statistical significance of 0.016 and 0.068. Information presented in this study can be used to develop effective employee participation strategies as well as assist in implementing these strategies.Thesis (MCom (Labour Relations Management))--North-West University, Potchefstroom Campus, 2013.
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Bakan, Ismail. "The effects of profit sharing and employee share ownership schemes on employee motivation." Thesis, Coventry University, 1999. http://curve.coventry.ac.uk/open/items/83c72d39-4fa0-f4ce-1163-f8eb35c3dd88/1.
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This thesis investigates the effect of profit sharing and employee share ownership schemes on employee job attitudes and behaviours by taking into account the critical role of participation in decision making. The data were obtained from a large British retail organization operating profit sharing (PS) and save-as-you-earn (SAYE) schemes. This is a quantitative study in which the data were gathered through a questionnaire. The unit of analysis is the individuals who responded to the survey, and the study is cross-sectional. To analyse the data a variety of statistical techniques, namely frequency, Pearson correlation, partial correlation, t-test, chi-square (X2), reliability, multiple regression, hierarchical regression, and path analyses, were conducted using SPSS. The sample comprised 1,000 employees subdivided into groups of managerial and non-managerial employees, and participants in schemes and non-participants in schemes. The administration of the questionnaire resulted in 450 returns (430 usable), an overall response rate of 45%. This study addresses four main research questions: (1)What are the effects of profit sharing and employee share ownership schemes (financial participation) on the job attitudes of individual employees in a large organization? (2) What are the effects of participation in decision making on employee job attitudes in a large organization? (3) What are the relative effects of financial participation in comparison to the effects of individual participation in decisions? (4) Does the combination of financial participation and participation in decision making produce more favourable effects on employee job attitudes than does participation in decision making on its own? The aim of this study was to construct a more advanced model of profit sharing and employee share ownership schemes by reviewing the theoretical and empirical literature and testing two theoretical frameworks, those developed by Long (1978) and Florkowski (1989). After reviewing the employee participation literature and testing Long's and Florkowski's models, it was found that both financial participation and participation in decision making have separate effects on employee job attitudes and behaviours, even if financial participation has a small (not statistically significant) impact on some attitudes and behaviours. Since financial participation shows a negligible effect on some job attitudes, and participation in decision making has a stronger effect on job attitudes than has financial participation, the new model is constructed on the assumption that both (a) the combination of financial participation and participation in decision making and (b) participation in decision making produce favourable effects on employee job attitudes, such as integration, involvement, commitment, satisfaction, motivation, perceived pay equity, and perceived performance-reward contingencies. The test of the new model shows that both (a) the combination of fmancial participation and participation in decision making and (b) participation in decision making produce favourable effects on employee job attitudes and behaviours, but the combination of financial participation and participation in decision making does not produce more favourable effects on employee job attitudes than does participation in decision making on its own. It should be noted that it is not known in this research whether financial participation changed employees' actual influence in decision making, as the study did not collect any data on this question. Therefore, there is the possibility that if the same study were conducted in organizations with financial participation schemes which increase employees' influence in decision making, the effect of the combination of financial participation and participation in decision making might be found to be stronger than that reported in this dissertation.
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Cox, Robert F. "Case studies of employee participation programs in construction and their effects on absenteeism." Diss., Virginia Tech, 1994. http://hdl.handle.net/10919/40050.
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Cordas, Jon D. (Jon Dmetrius). "The Emergence of a New Capitalist Ethic: Transformational Leadership and the Civil Society Movement as Emergent Paradigms Affecting Organizational and Societal Transformation." Thesis, University of North Texas, 1997. https://digital.library.unt.edu/ark:/67531/metadc278427/.
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Rapid and chaotic changes in market environments have caused business organizations to modify their organizational structures and social relationships. This paper examines the change in relationship between management and employees, which is shifting from an adversarial and controlling role to facilitation and employee empowerment. This paper's research question concerns how classical sociological theory would explain power redistribution within organizations and the formation of an associative and collaborative relationship which contradicts traditional paradigms. Traditional bureaucratic and contemporary organizational forms are compared and contrasted. Organizational climate, psycho-social components of underlying assumptions and group ethics are seen to be the mechanisms impelling transformation. Organizational change is driven by an emerging secular ethic. This ethic is embodied in an applied model of leadership and examined as an ideal type. The common ethic impelling organizational change is seen to be the same as that causing social transformation in both national and international spheres.
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Sauls, Lucretia. "The relationship between employee engagement and performance in a South African bottling company." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1021171.
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Employee engagement is emerging as a critical organisational issue especially as organisations are recovering from the trauma of the global recession and constant change. Employee engagement has been an area of interest among many researchers and it has received even greater recognition among consulting firms. Therefore, there is a need for academic research on this theory to ascertain the claims of the human resource consulting firms as well as to add to the existing knowledge of employee engagement in the literature. The main aim of the research was to establish whether there is a relationship between employee engagement and performance. The methodology was based on secondary research by means of statistics for employee engagement and performance scores obtained of permanent employees from the organisation under study. A structured survey for employee engagement was used and compared over a two year period as well as performance scores over a two year period. The empirical findings of this study in terms of the relationship between employee engagement and job performance were evident in that a relationship between the variables was proved; however findings from the qualitative research suggest direct and strong relationship between employee engagement and job performance, whereas the current study has not highlighted a very strong relationship based on the empirical findings.
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Vosloo, Petro. "An investigation into the relationship between employee value proposition and work engagement." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/4277.
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The intention of this study was to measure the work engagement and EVP of employees and further to investigate the relationship between work engagement and EVP. A secondary objective was to determine to determine to what extend intrinsic rewards of EVP affects work engagement more than extrinsic rewards. The study was quantitative in nature and data was obtained by means of an electronic survey. The EVP questionnaire and UWES were used to measure EVP and work engagement respectively. Results showed that there is no practical relationship between work engagement and EVP; however, evidence suggested a statistically significant relationship between work engagement and EVP. There was no evidence to suggest that in the relationship between work engagement and EVP, intrinsic components of EVP affect work engagement more than extrinsic rewards. It was however suggested that although the extrinsic rewards component of EVP are important in attracting and retaining employees, rewards had no correlation with work engagement. Implications of the findings suggest that rewards might be important when attracting and retaining employees to a company. However, in order to develop levels of work engagement rewards play no significant role. Companies should invest in enhancing the intrinsic components of their EVP to such an extent that it contributes to levels of work engagement.
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Saunders, John. "An assessment of the relationship between organisational climate and organisational commitment within the IT department of a telecommunications company." Thesis, Rhodes University, 2009. http://hdl.handle.net/10962/d1003849.
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The main objective of this study was to assess the relationship between organisational climate and organisational commitment within the Information Technology department of a South African Telecommunications company. Firstly, the research considered the organisational climate from a qualitative perspective. Research interviews that were based on organisational climate literature were performed with 4 members of the relevant department. Qualitative data analysis revealed several themes. The themes highlighted include: perceived ineffective structure and decision-making; lack of mistake tolerance; risk aversion by employees; recognition and reward systems perceived to be inadequate; performance management is perceived to be ineffective and inadequate; Employee Share Options Program (ESOP) perceived to have a negative influence on employee behaviours; the nature of the social environment perceived to be unfriendly; low level of knowledge and skills sharing; inadequate human resource management practices; These findings highlight the importance of certain aspects within the environment that influence employee perceptions. Organisational climate literature suggests that organisational climate has various behavioral influences and its consideration is essential in the effective functioning of the organisation. Secondly, the research considered the relationship between organisational climate and organisational commitment within the relevant department. The Patterson et al. (2005) Organisational Climate Measure (OCM®) and Meyer and Allen (1991) Organisational Commitment Questionnaire (OCQ) were used to assess the relationship between organisational climate and organisational commitment, respectively. Significant correlations were found between integration, pressure to produce, innovation, supervisory support, reflexivity, clarity, involvement, autonomy, welfare and tradition, and both affective and normative commitment, Training was only significantly correlated to affective commitment. No significant correlations were found with continuance commitment.
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Holden, L. T. "An Anglo Swedish Comparison of Employee Participation in the Banking Sector." Thesis, Cranfield University, 1994. http://dspace.lib.cranfield.ac.uk/handle/1826/4600.
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The purpose of this research was to compare employee
participation practices in a Swedish and a British bank.
There has been considerable interest in human resource
management over the past decade, of which employee
participation forms an important part, but there have been
very few studies which attempt a qualitative comparison of
international aspects of this subject. By using a wider
study, the Price Waterhouse Cranfield Project on .
International Human Resource Management, a European context
is provided for the case study material, which examines in
depth the forms and outcomes of employee participation in a
Swedish and British setting.
A triangulation methodology was employed using two
questionnaires given to employees of each organisation, a
series of in-depth interviews, a reading of company
documentation and personal visits. This enabled the use of a
multiple of approaches with the questionnaires providing a
framework for the in-depth interviews.
Four hypotheses were posed which offered tentative
explanations for the similarities and differences in
employee participation practices in Sweden and Britain.
The findings were then analysed using Poole's Framework of
Participation which proposes a number of contingent factors
which influence the outcomes of employee participation. The
thesis showed that Swedes allow greater participation in the
workplace than the British, explanations of which are rooted
in the cultural and ideological differences of the two
societies. Secondly, it was shown that the drive for profit
or financial stability will override participation
mechanisms if it is felt necessary for survival. Thirdly,
HRM techniques of employee participation are used mainly at
a micro (workplace) level in the organisation as they can
safely be distanced from any strategic decision making. Thus
the strength of employee participation is very much anchored
to the latent power of employees which is influenced by
convergent forces such as economic, technological and
political factors, and divergent forces such as cultural and
ideological factors.
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Snape, Dawn Catherine. "Participation in and outcomes of employee share ownership : a case study." Thesis, London School of Economics and Political Science (University of London), 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.285703.
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The research was conducted in a case study organisation and involved two stages. An initial attitude survey was administered to employees in the first three months of the company's employee share ownership scheme and a second survey was administered eighteen months later. In addition to the surveys, data were also obtained via depth interviews with senior managers and group discussions with employees. A series of models were developed to test possible reasons why employees joined the scheme and the nature of the relationship between the reason for joining and both participation in the scheme as well as the level of investment made to the scheme. Of particular interest was whether financial capacity was a significant factor influencing whether employees joined or the level at which they invested. The results showed that two of the models of reasons for joining predicted either participation in the scheme or the level of investment made. Financial capacity was also highly significant in predicting both participation in the scheme as well as the level of the investment. Outcomes of the scheme, both attitudinal and behavioural, were examined using employees' self-reports and 'objective' measures comparing changes over time. Analysis was also conducted to determine whether reasons for joining influenced subsequent outcomes. Employees' indicated that they expected or experienced only modest attitudinal changes as a result of the scheme and they did not expect behaviour to change. The 'objective' measures confinned that neither participation in the scheme, nor the level of investment made to the scheme were significant predictors of attitudes or behaviour eighteen months after employees had joined. Attitudes generally declined over the eighteen months between the surveys, but this again was unrelated to participation or to the level of investment in the scheme. The employees' reason for joining also did not appear to be a significant predictor of attitudes.
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Nongogo, Anele. "Using Corporate Social Responsibility to Improve Employee Participation in a Business." Master's thesis, Faculty of Law, 2019. http://hdl.handle.net/11427/31004.
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Workplace forums are intended to promote employee participation in a business but have not been a success in South Africa for a number of reasons. Certain corporate social responsibility principles, particularly those found in the King IV Code, can help improve employee participation in a business and ultimately lead to an improvement of the relationship that employer have with their employees.
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Wedinger, Jill E. "Relationship between participation in a wellness program and employee job satisfaction /." Staten Island, N.Y. : [s.n.], 1997. http://library.wagner.edu/theses/nursing/1997/thesis_nur_1997_wedin_relat.pdf.
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Bayer, Daniela. "Predictors of Employee Interest and Participation in Worksite Health Promotion Programs." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1957.
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Many companies in the private sector have established workplace health promotion programs (WHPP) that enhance employee health, engagement, and performance. Employee participation is voluntary and usually low, which limits the health effectiveness of WHPP. Further, the influence of implicit factors such as attitudes, health self-perceptions, or job satisfaction is not well understood. The purpose of this study was to addresses the problem of low employee participation in WHPP and to contribute to an understanding of wellness in the workplace. The theoretical framework was the theory of attitude-behavior consistency and models of expectancy-value. The research was designed as a quantitative cross-sectional study that used the Wellness Evaluation of Lifestyle instrument. Research questions examined the influence of psychosocial and demographic variables on employee participation in WHPP. The survey was administered as an online self-assessment. The questionnaire was completed by 115 members of 3 professional networking groups. The respondents were based in Silicon Valley, California, and employed for at least 1 year by a company with WHPP. Statistical analysis with an independent-samples t test, partial correlation, and standard multiple regression indicated no significant association between gender and WHPP participation and no statistically significant relationship between psychosocial variables and WHPP participation in men and women, controlling for age. Data showed statistically significant positive correlational relationships among several variables. The study contributes to the literature on health behavior in the workplace by providing a theory-based approach to analyzing personal and attitudinal variables of WHPP participation.
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Zweni, Noluthando. "Employee participation in training and development at a selected municipality in the Western Cape, South Africa." Thesis, Cape Peninsula University of Technology, 2019. http://hdl.handle.net/20.500.11838/3029.
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Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2019The study focuses on Human Resource Development through employee training and development practices. This research sheds light on the relationship between employee training practices and employee development, with specific emphasis on employee performance and job satisfaction. The purpose of training and development programmes is to improve employee competence and organisational performance. A number of employees are perceived to be reluctant to attend training and development opportunities and do not want to develop themselves. The objectives of the research were to investigate employee training and development practices followed at a selected municipality in the Western Cape in South Africa and to explore and understand the dimensions of employee training and job satisfaction. It was anticipated that this would give an indication of the various training and development programme types, as well as its benefits, offered to municipal employees of the selected municipality. It also focuses on employees’ expectations and involvement in such types of training programmes. The aim of the study is to analyse the implementation of training and development intervention practices of a selected municipality as well as its impact on the perceptions about employees who do not want to attend training and development interventions organised which, in the long run, will lead to job performance improvement and job satisfaction. An investment in training activities is returned in the form of retaining more productive and effective employees. Training and development intervention programmes may focus on individual or team performance. It is observed that municipalities following systematic and scientific training and development practices create high job satisfaction levels amongst employees. In contrast, municipalities who do not put training interventions in place to make sure employees are given opportunities to undergo training and development, do not perform well, and usually receive disqualified audit statuses and experience community protests for lack of service delivery. Municipal employees who attend training and development programmes are more committed towards better performance – results show positive outcomes. The development and implementation of training interventions should be based on needs analyses. Information obtained could be useful for the improvement of training and development practices in all departments. Factors affecting the effectiveness of training and development intervention practices in municipalities include lack of support from top management and peers, employees’ individual attitudes, job-related factors and deficiencies in training practices. In an era where Government struggles to address community’s crisis, public service employees should be managed efficiently and effectively by implementing systematic training and development intervention programmes in order to enhance job performance and understanding of job criteria. This will ensure effective transmission of basic services to communities. There is an urgent need to reshape training and development interventions in order for Government to provide advancement possibilities in Local Government and for departments to be centres of excellence. Government departments should design training policies that resonate with communities’ needs and develop guiding documents that are understandable and implementable. Departments also need to review training budgets and the relevance of training programmes. In addition, the training opportunities provided should be accredited and recognised to afford workers opportunities for growth and promotion as well as to gain a qualification that will give them access to obtaining a formal qualification.
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Kumar, Vijay, of Western Sydney Nepean University, Faculty of Business, and School of Management. "Organisation culture : definition, values, change and participation in two shires." THESIS_FB_MAN_Kumar_V.xml, 2000. http://handle.uws.edu.au:8081/1959.7/571.
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Despite the large number of studies of organisation culture, there are still gaps in the current literature, in particular concerning the way in which culture is defined, how values are disseminated and reinforced, and how employees contribute to culture change. This thesis examines these gaps via research carried out in two local councils in New South Wales, namely Wollondilly and Wingecarribee Shire Councils, specifically focusing on their tourism departments. The research reports on the following: how organisation culture is defined and shaped in an organisation; the values of an organisation and how they are disseminated and reinforced on a day-to-day basis; and, the contribution employees make to culture change. Moreover, the thesis will examine the organisational members own definition of culture as a way of examining some of the definitions in the literature. The data for this study comprises interviews, questionnaires, surveys, personal observation and secondary sources. The study demonstrates council staff’s views on culture, and how culture is defined by, and embedded in, an organisation. Through examining the organisation members’ own views of culture, values and their participation, the thesis aims to contribute to the literature on organisation culture by more closely aligning definitions from the literature with empirical data from case studies of organisationsMasters in Commerce (Honours)
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Steinhouse, Adam. "Workers' participation and the French state, 1944-1948." Thesis, University of Oxford, 1999. http://ora.ox.ac.uk/objects/uuid:3c55c0da-460f-4f12-9e93-db25ae76a181.
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This thesis explores attempts by state officials to enable workers and the principal trade union, the Confédération Générate du Travail, to participate at the workplace and in the French state from 1944 to 1948. At a time of increased state intervention and new social welfare policies, workers gained new responsibilities in the comités d'entreprises, or works councils. The regional government, the commissaires, helped to initiate worker control experiments, notably at the Berliet truck plant in Lyon. By the end of 1948, however, the strength of the French labour movement had not significantly increased, either at the workplace or in the state. In their demand for greater participation, workers faced resistance from state officials, employers and even unions. State actors, such as labour inspectors, prefects, and commissaires, actively sought social peace and greater productivity in 1944-1946. At the level of the shopfloor, the new comités d'entreprises gave workers, for the first time, an official voice in the firm. However, they had no say over production decisions. Nor did worker participation extend to unskilled workers, immigrants, or women. Worker participation did not go further at the time for three reasons. Employers intensified rationalisation measures at the workplace and refused to accept new powers given to the works councils. The CGT was insufficiently committed to workplace participation. Finally, the power of the centralised state was entrenched in the domain of economic planning but did not influence the workplace sufficiently to support participation, particularly in 1946-1948. The postwar settlement that led to increased growth in the 1950s was structured around the private sector and the planning capabilities of the state, at the expense of any involvement by labour. The exclusion of workers from planning decisions and the failure of worker control attempts led not only to the strikes of 1947-1948, but to a profound degree of powerlessness that was to mark the labour movement for the next generation.
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Roustaei, Simin. "An Employee Participation Change Project and Its Impact on the Organization: a Case Study." Thesis, University of North Texas, 1990. https://digital.library.unt.edu/ark:/67531/metadc503900/.
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The purpose of this study was to document and assess the consequences of implementing employee involvement in a manufacturing setting. Using a quasi-experimental design, the study utilized information from various sources of data including archives, interview, and questionnaire data for a three to four year period. Time series comparisons were used. The results indicated that production increased initially, but then dropped back to original level. Quality of products increased and continued to improve gradually. The highest rate of improvement was observed in safety. An attempt was made to measure current level of commitment at the plant but was unsuccessful due to a low return rate of questionnaires. Overall, data collected partially support the hypotheses. Implications for further research and practice are discussed.
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Stanford, Jane Herring. "Measuring the Implementation of Employee Involvement in the Maquiladora Industry : A Matched-pairs Analysis of United States Parent Companies and Their Mexican Subsidiaries." Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc278521/.
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Participative management practices between United States parent companies in the maquiladora industry and their Mexico assembly plants were investigated for this study. It was hypothesized that managers of parent maquiladora companies in the United States encouraged greater levels of worker participation than did expatriate managers in Mexican subsidiaries. However, the findings of this study indicate that expatriate managers in a number of the Mexico subsidiaries are currently implementing employee involvement approaches. In some instances, highly participative team-based approaches are being used.
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Parasuraman, Balakrishnan. "An examination of employee participation in the private sector Malaysian case studies /." Access electronically, 2007. http://ro.uow.edu.au/theses/20.
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Davis, Case D’Arcy. "Worker participation in the reforestation labour force in British Columbia." Thesis, University of British Columbia, 1985. http://hdl.handle.net/2429/24626.
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One response to problems of low productivity and decreased job satisfaction in the workplace has been the institution of worker participation in decision-making. Evaluations of worker participation programs generally have shown them to be beneficial in terms of both job satisfaction and increased productivity.
In British Columbia, we have a unique example of worker participation in the contract reforestation labour force which can be seen as an informally structured, semi-participative worker participation group. In light of theory on worker participation, this study examines two reforestation crews, one a contract crew and one a non-contract crew, to compare worker participation in the areas of technology, division of labour and organizational structure. Worker participation has been found by most researchers to be cost effective. This study compared cost differences between the two labour groups, and although it did not generate conclusive evidence of the relative cost efficiency of the contract group, it is suggested that the British Columbia Ministry of Forests Section 88 final planting cost data is not a reliable basis for determination of relative cost efficiencies. However, the perspectives of those working in reforestation, and an economic analysis of one case study suggest that the contract group is more cost effective.
But changes in the contract work force are occurring. These changes can influence the worker participation evident in contract planting, and hence the cost effectiveness of contract planting.
In order to capitalize on those attributes in the worker participation model which have value to the forest manager in the goal of forest renewal, the concept of stewardship, a long term contract which begins with planting and carries through to the "free to grow" stage, is one of the alternatives proposed for future reforestation contracts.Forestry, Faculty of
Graduate
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Chan, Wing-por Robert. "Teachers' perception on teacher empowerment in Hong Kong aided secondary schools." Hong Kong : University of Hong Kong, 1998. http://sunzi.lib.hku.hk/hkuto/record.jsp?B20135920.
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Scott-Ladd, Brenda D. "The Influence of Participation in Decision-Making within the Enterprise Bargaining Context: Implications for Job Satisfaction and Affective Commitment." Thesis, Curtin University, 2001. http://hdl.handle.net/20.500.11937/2145.
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This thesis explores the role and relationships of employee participation in decision-making (PDM) within the enterprise bargaining context. The advent of the enterprise bargaining to facilitate labour market restructuring has led to dramatic changes within Australian industrial relations, supposedly offering employees the opportunity to participate in changes to work practices, conditions of employment and rewards in return for employer gains in productivity (Niland, 1993). Productivity improvements have been achieved, but some researchers claim this has been at employees expense and that job satisfaction and affective commitment are declining as working hours increase, work intensifies, and job security diminishes. Employee PDM influencing more positive outcomes, such as improved productivity, satisfaction and commitment is appealing, but largely untested.Research data was gathered from the public, private and local government sectors to form two separate studies to test a model of PDM developed from the literature. The first Study analysed cross-sectional data to test the influence of PDM in relation to working conditions, work practices and rewards and outcomes of job satisfaction and affective commitment, while the second Study examined these relationships on an independent longitudinal matched sample. Analysis was conducted using Structural Equation Modelling with the EQS statistical package.Findings from both studies supported that higher levels of PDM correlate with higher levels of job satisfaction and affective commitment and Autonomy is the only significant mediator in the relationship PDM and affective commitment. Employees also perceived that increased task variety correlated with higher levels of PDM. Lower levels of PDM correlated with lower autonomy and perceptions of performance effectiveness. Although positive attitudes to PDM positively influence satisfaction and affective commitment outcomes, lowered perceived performance effectiveness and rewards compromise the gains achieved. These findings support the crucial role of employee participation in decision-making and sound a warning to practitioners in that increased demands for performance should not extend to role overload that reduces effectiveness, and must be matched with equitable rewards.
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Huledal, Mattias, and Li Wirström. "Factors Affecting Employees' Participation in Employee Driven Innovation A case study at Viaplay during the innovation initiative called Hack Days." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-224222.
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Nuttall, P. A. "Understanding 'empowerment' : a study in a manufacturing company." Thesis, Henley Business School, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.246150.
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Smith, Gerard. "The communication process in participative decision making in organisations." Thesis, Queensland University of Technology, 1994. https://eprints.qut.edu.au/36394/1/36394_Smith_1994.pdf.
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This study outlines the results of research into the communication process in interaction in Participative Decision Making (PDM) in organisations, and the
implications of these findings for organisations.
There is limited reference in the literature to studies of the actual interaction that takes place in the joint decision making process. Miller and Monge (1988) write
that, "Research has rarely looked at the communicative content of the participation process itself. Research on what actually goes on in participatory management could take us a long way in explaining the disparate findings in the research literature." If a study of the communication process in PDM could explain these findings, they could also enable organisations to decide if PDM was appropriate for them and if it could assist them in improving their performance. The study asks:
a) what is the role of communication in interaction in PDM? To answer this question, a study was done in fourteen Australian organisations, in both the public and private sector. Emphasis was placed on identifying
communication behaviours and the resulting interaction that occurred during the PDM process, since it was felt that an understanding of the behaviours that occurred would have practical implications for managers. The method used to collect data, was a combination of attendance at PDM meetings and interviews. At meetings, the interactions that took place, were recorded on a pre-designed check sheet, which was based on an instrument developed by Rogers and Farace (1975) to analyse behaviours and interaction in actual working situations. The interviews were conducted with a selection of managers, technical and professional staff, to identify their perceptions of the interaction that occurred in
PDM meetings. The findings were, that there were a range of communication behaviours that contributed to interaction in PDM. They included:
(a) using an agenda;
(b) asking questions of other participants;
(c) discussing issues that are of interest to participants and appropriate for the organisation;
(d) ensuring that participants are not inhibited by the presence of higher status participants; and
(e) encouraging participants to say what they think.
There were also behaviours identified that inhibited interaction. They included:
(a) putting participants under unrealistic time pressures; (b) not listening; (c) not
providing participants with sufficient information to allow them to actively
participate in the interaction; (d) not providing the opportunity for all participants
to contribute;
(e) pressuring for consensus which can lead to groupthink and
(f) disregarding minority views.
The following can be concluded from the study:
1. It is important that the leader and participants have good communication skills if there is to be productive interaction in PDM.
2. Participants cannot interact effectively unless they are provided with the information on, or have knowledge of, the issue being discussed.
3. A communication system that will ensure all participants are given the opportunity to interact is essential for satisfactory PDM.
4. The communication behaviours and the interaction that results, are dependent on the communication environment within the organisation.
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Turner, Jon T. Jr. "Employee empowerment: Relationships between location in the hierarchy, span of control, and industry type on perceptions of empowerment." Thesis, University of North Texas, 2006. https://digital.library.unt.edu/ark:/67531/metadc5306/.
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The current study seeks to examine the relationships between perceptions of employee empowerment and perceptions of leadership, span of control, and industry type. Participants were gathered from an archival source employing a high school alumni e-mail group (n = 361) and a survey from 9 organizations (n = 647) and combined into a larger sample (n = 1008). The participants took Bodner's (2005) Assessment of Employee Empowerment and Assessment of Empowering Leadership instruments. Support was found to suggest that people report being less empowered than they believe that top management would report about them. Also, participants reported that their leader was less empowering than they believed top management would report about the leader. Span of control was found to impact perceptions of empowerment. Production workers reported feeling more empowered than workers in service industries. Participants did not report that leaders were more empowering if they were higher in the hierarchy (executive) than lower levels (coach, employee). Also, a respondent's position did not affect the relationship between job type and feelings of empowerment. This study suggests that the organizational design (span of control) and industry type may affect empowerment initiatives, while lower levels of the organization may view empowerment much differently than top management.
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Bejnarowicz, Adrianna, and Tilda Aderum. "Employees’ Participation in a Company’s CSR : How do formal and informal cultural systems affect employees’ participation in a company’s CSR activities." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-40012.
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Abstract Purpose: This paper aims to investigate how formal and informal cultural systems within an organization, affect the CSR related actions employees are taking at their workplace on a daily basis. The purpose is to explore how the systemsaffect employees’ participation in a company's CSR. Problem: There is a need for improvements in CSR activities. This improvement could be carried out by creating deeper employee engagement in CRS development and implementation. Gapsbetween externally communicated CSR and internally implemented CSR exists. Researchers have emphasized the importance of culture as a significant factor for successful CSR as well that many organizations are struggling with the integration of sustainability into the cultures and climates. Method:The study is conducted through qualitative research and a case study method. The case study consisted of semi-structured interviews, the sample consisted of seven employees. The research in this thesis was conducted through an inductive approach. Findings: Findings show that the formal cultural systems affected actions related to only one of the CSR aims of the company. The informal cultural systems did not affect employees to take specific actions but rather their mindset. Moreover, findings suggest that employees took CSR related actions without being fully aware of the company’s CSR. The findings also indicated a low awareness of formal documents andidentified factors beyond formal and informal systems that drove and hindered employees to take CSR related actions.
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Mak, Suk-kuen Florence. "Staff relations in the Regional Services Department : a case study of workers' participation in experience-sharing workshops /." [Hong Kong : University of Hong Kong], 1993. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13552995.
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Bank, John. "Trade Union, Managerial and Employee Perceptions of Organisational Participation and Democracy at Work." Thesis, Cranfield University, 2006. http://dspace.lib.cranfield.ac.uk/handle/1826/4543.
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This synoptic paper accompanies refereed articles, chapters in books and books published
between 1977 and 2001 by the author on the theme of trade union, managerial, and
employee perceptions of organisational participation and democracy at work and is
submitted for a PhD by Publication. It shows how these eleven publications represent a
"substantial, continuous and coherentb ody of work" on the theme and demonstratesh ow
they, both individually and collectively, have made an original contribution to knowledge
in this specific field.
The author distinguishes between direct participation and indirect or representative forms
of organisational participation and claims to have made a contribution to both. During the
period spanned by these twelve publications, perceptions of trade unions, management and
employees about organisational participation and democracy at work have undergone great
changes. In the 1970s, trade union perceptions of organisational participation and
democracy at work led the TUC among others to campaign for worker directors as a form
of industrial democracy to influence boardroom decisions outside the scope of collective
bargaining. The Labour government of the day supported the TUC initiative with the
Committee of Inquiry on Industrial Democracy chaired by Lord Bullock. The author
contributed to the national debate on worker directors with the publication of his book on
the British Steel Worker Directors. He also researched direct forms of employee
participation such as job enrichment, job enlargement, and autonomous working groups
internationally, arguing for their incorporation in industry.
When the Conservative Party came to power, the worker director avenue to indirect
employee participation at boardroom level was effectively blocked. The author then turned
his research attention to management-led forms of direct employee participation, namely
Quality Circles and Total Quality Management with their forms of employee
empowerment. His publications also foster participation for leavers and survivors in
corporate downsizing.
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Akponah, Voke Blessing. "The adoption of employee share ownership plans (ESOPs) in Nigeria." Thesis, Nelson Mandela University, 2017. http://hdl.handle.net/10948/13834.
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This study investigated the factors that influence the adoption of ESOPs in Nigeria. Furthermore, the study investigated the influence of the adoption of ESOPs on organisational performance, employee retention and employee commitment. The study results reveal that trade union responsiveness, reforms, awareness of employee benefits and taxation implication positively influence the adoption of ESOPs based on transparency. The results in this study further reveal that trade union responsiveness, takeovers, reforms, awareness of employee benefits and taxation implication effectively influence the adoption of ESOPs based on two-way communication. In addition, the study results reveal that trade union responsiveness, takeovers, reforms, awareness of employee benefits and trust positively influence the adoption of ESOPs based on empowerment. The study further reveals that adoption of ESOPs based on transparency, two-way communication and empowerment leads to organisational performance, employee retention and employee commitment. This study, being the first of its kind in Nigeria, filled the gap that existed in the Nigerian literature in respect of the awareness and adoption of ESOPs. This study provides literature and theoretical model that can be used as a foundation by organisations and the government to start up the adoption of ESOPs. This study showed that ESOPs is beneficial to boost the economy, enhance desired organisational outcomes (organisational performance, employee retention and employee commitment) and meet the financial and retirement needs of employees. However, for organisations and employees to enjoy the full benefits of ESOPs, underlying forces such as, trade union responsiveness, takeovers, reforms, awareness of employee benefits, trusts and taxation implication must be taken into account. Furthermore, the adoption, implementation and operations of ESOPs will be successful management, trade union leaders and employees utilise strategies such as, transparency, two-way communication and empowerment.
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Adams, Sarah C. "Participation in Organizational Health and Wellness Programs." TopSCHOLAR®, 2016. http://digitalcommons.wku.edu/theses/1597.
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Health and wellness programs are being utilized by organizations at growing rates. Research on health and wellness programs is typically confined to the program of a single organization and the employees participating in that specific program. Typically, this research examines the outcomes of health and wellness programs in organizations, such as return on investment in terms of medical costs, as well as improvements in the health of the employees. However, little information is known about those who choose to participate in health and wellness programs and the characteristics that may influence their participation.
This study examined the relationship between demographic characteristics and likelihood of participation in health and wellness programs, as well as the relationship between program characteristics and likelihood of participation. Differences in likelihood of participation were found between different program types. Women were found to be more likely to participate than men, in most cases. Likelihood of participation increased as the incentive amount increased and decreased if the program incentive had a loss frame. Likelihood of participation was also higher for participation-based incentives compared to outcome-based incentives.
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Jeong, Stephen B. "Participation and goal setting an examination of the components of participation /." Columbus, Ohio : Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1150379850.
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