Relevant bibliographies by topics / Employee perception of equity

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

Academic literature on the topic 'Employee perception of equity'

Author: Grafiati
Published: 4 June 2021
Last updated: 5 February 2022

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Journal articles on the topic "Employee perception of equity"

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Travaglione, Antonio, Brenda Scott-Ladd, Justin Hancock, and Joshua Chang. "Managerial support." Journal of General Management 43, no. 1 (September 21, 2017): 24–32. http://dx.doi.org/10.1177/0306307017723313.

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This study investigates how Australian employees perceive managerial support and the influence of union membership on their perception of managerial support using data from 4124 employed persons in Australia across a range of industry sectors. The results indicate that employee perceptions of the work environment (control over working hours, job security, pay equity and safety) influence their perceptions of managerial support, regardless of union membership. The findings imply that managers have a critical role to play in supporting the needs of employees, particularly as organizations confront the challenges posed by aging workforces, growing skill shortages and an increasingly diverse and mobile workforce. This article addresses the call for organizations to provide more support to their employees from governments and management scholars. It also addresses the issue of managers taking on greater prerogative as employee advocates in the light of declining union influence.
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Deepa, R., and Rupashree Baral. "Relationship between integrated communication effectiveness and employee-based brand equity – mediating role of psychological contract fulfillment." Journal of Product & Brand Management 30, no. 6 (May 7, 2021): 883–97. http://dx.doi.org/10.1108/jpbm-01-2019-2212.

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Purpose This study aims to expand the emerging body of literature on employer branding from the current employee perspective. It proposes that effective integrated communication helps an organization fulfill its employer value proposition or employment value proposition (EVP). A firm that fulfills its brand promise in terms of EVP will derive employee-based brand equity (EBBE) benefits. Integrated communication is effective when employees experience coordination and consistency in brand communication. This influences their perception of psychological contract fulfillment (in terms of EVP attributes), which results in positive employee behavior in the form of EBBE benefits. Design/methodology/approach The study draws insights from the signaling theory and psychological contract literature which is based on the social exchange theory. The literature on integrated communication, employer branding and internal branding was reviewed to propose the relationships between the variables of interest. Data was collected using a questionnaire survey on 520 employees from the information technology (IT)-business process management industry in India, which is a customer-oriented industry known for its exemplary employer practices. Findings The findings suggest that integrated communication effectiveness impacts the perceived fulfillment of EVP attributes and EBBE. Again, the fulfillment of the relational value dimension of EVP attributes partially mediates the relationship between integrated communication effectiveness and EBBE. Originality/value This study is one of the first to explore employees’ perception of integrated communication effectiveness and fulfillment in terms of EVP attributes as antecedents to EBBE.
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Ramamoorthy, Nagarajan, and Donna Stringer. "Equity versus equality norms of justice and organisational commitment: the moderating role of gender." Irish Journal of Management 36, no. 3 (December 29, 2017): 206–20. http://dx.doi.org/10.1515/ijm-2017-0008.

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AbstractIn the current study, using a sample of 467 employees from Ireland, we examined the effects of distributive justice perceptions, based on equity versus equality principles, on two forms of employee commitment: affective and normative. Furthermore, we also tested whether employees’ gender moderated the relationships between these two distributive justice perceptions and the two forms of commitment. Results indicated that equity perceptions positively influenced both forms of commitment and equality perceptions positively influenced only normative commitment. Additionally, results revealed that women reported greater affective and normative commitments than men when equity perceptions were higher than when they were lower. Gender did not moderate the relationship between equality perceptions and normative commitment. Women, however, reported lower affective commitment than men when equality perceptions were lower; there were no differences between men and women on affective commitment when equality perceptions were higher. Implications are discussed.
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Chinomona, Elizabeth. "Organisational citizenship behaviour and employee perception of equity on organisational commitment." Corporate Ownership and Control 14, no. 1 (2016): 230–40. http://dx.doi.org/10.22495/cocv14i1c1p6.

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Small and Medium Enterprises (SMEs) are regarded as engines of economic growth and major instruments of employment generation in Zimbabwe. However, they are hampered by a lack of resources, poor administration and the inadequate knowledge and training of employees. The primary objective of the research was to investigate the influence of organisational citizenship behaviour (OCB) and employee perception of equity (EPE) on organisational commitment (OC) in Zimbabwean SMEs. A survey design with a sample (n=464) was used. Research scales were operationalised mainly on the basis of previous work. Minor adaptations were made in order to fit the current research context and purpose. Seven-item Likert scales were used to measure OCB, EPE and OC through confirmatory factor analysis and structural equation modelling. Through structural equation modelling and path analysis, the results indicated that there are positive relationships between the posited research variables (OCB, EPE and OC). Practical recommendations are made to the managers in the SME sector to adopt professional codes of conduct at their workplace to enhance OCBs, EPE and ultimately, OC.
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Kirschenheiter, Michael, Rohit Mathur, and Jacob K. Thomas. "Accounting for Employee Stock Options." Accounting Horizons 18, no. 2 (June 1, 2004): 135–56. http://dx.doi.org/10.2308/acch.2004.18.2.135.

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Accounting for employee stock options is affected by whether outstanding options are viewed as equity or liabilities. The common perception is that the FASB's recommended treatment (per SFAS No. 123), which is based on the options-as-equity view, results in representative financial statements. We argue that this treatment distorts performance measures for three reasons. First, the deferred taxes associated with nonqualified options should also be included as equity, but are not. Second, since unexpected share price changes affect optionholders and equityholders differently, combining their interests provides an average earnings effect that is not representative for either group. We show that efforts to isolate the interests of common stockholders via diluted earning per share calculations (per SFAS No. 128) are inherently incapable of identifying wealth transfers between stockholders and optionholders. Finally, projections of future cash flow statements prepared under SFAS No. 95 overstate cash flows to current equityholders by the pretax value of projected option grants. We show that these distortions can be avoided simply by accounting for options as liabilities at grant and thereafter recognizing changes in option values (similar to the accounting for stock appreciation rights). Our analysis of stock option accounting leads to two, more general implications: (1) all securities other than common shares should be treated as liabilities, thereby simplifying the equity versus liability distinction, and (2) these liabilities should be recorded at fair values, thereby obviating the need to consider earnings dilution.
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Tsang, Nelson K. F., Louisa Y. S. Lee, and Frances X. H. Li. "An Examination of the Relationship Between Employee Perception and Hotel Brand Equity." Journal of Travel & Tourism Marketing 28, no. 5 (July 2011): 481–97. http://dx.doi.org/10.1080/10548408.2011.588108.

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Chinomona, Elizabeth, and Manilall Dhurup. "The effects of organisational commitment and employee perceptions of equity on organisational citizenship behaviour in Zimbabwean SMEs." African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 40, no. 2 (February 18, 2019): 77–98. http://dx.doi.org/10.25159/2520-3223/5853.

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Organisational commitment and organisational citizenship behaviour have been extensively researched from the perspective of antecedents and outcomes. Literature shows that employee perceptions of equity relationships in organsations have been less extensively chronicled in research, especially in respect of organisational commitment and organisational citizenship behaviour, within a Zimbabwean context. The objective of the study was to explore the relationship between organisational commitment, employee perceptions of equity and organisational citizenship behaviours among employees of small and medium enterprises in Zimbabwe. The research design is located within a quantitative research paradigm, undertaken through a cross-sectional, non-probabilty covenience sample (n=464). Descriptive statistics, correlations and hierarchical multiple regression analysis were used to evaluate the data. The results showed that perceptions of equity, organisational commitment and organisational citizenship behaviour are low among employees in the Zimbabwean small and medium enterprise sector. The correlation analysis exhibits strong positive linear relationship between the constructs. Further, the results of the multiple regression analysis show that employee perceptions of equity and organisational commitment are strong predictors of organisational citizenship behaviour. The findings of the study will benefit owners/managers of SMEs and government entities in improving their understanding of the issues of equity and organisational commitment effects on organisational citizenship behaviour within the Zimbabwean context.
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Kashive, Neerja, and Vandana Tandon Khanna. "Building Employee Brand Equity to influence Organization Attractiveness and Firm Performance." International Journal of Business and Management 12, no. 2 (January 25, 2017): 207. http://dx.doi.org/10.5539/ijbm.v12n2p207.

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This paper explores the various dimension of Internal Branding like training, orientation and briefing and Brand supporting behavior (like brand allegiance, brand endorsement and brand citizen behaviour).It further explores impact of Internal branding (IB), Brand commitment (BC) and Brand supporting behavior BSB) on Organization attractiveness (OA) and Firm Performance (FP). The study shows that Internal Branding (IB), Brand commitment (BC) and brand supporting behavior (BSB) impact Organizational attractiveness. While Internal Branding (IB), Brand commitment (BC) and brand supporting behavior (BSB) do not impact directly firm performance, but organizational attractiveness do have significant impact on perception of firm performance among employees.
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Singh, Ranjit, and Amalesh Bhowal. "Risk Perception of Employees with Respect to Equity Shares." Journal of Behavioral Finance 11, no. 3 (September 2, 2010): 177–83. http://dx.doi.org/10.1080/15427560.2010.507428.

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Chinomona, Elizabeth. "Antecedents of Employee Intention to Stay: A Study of Employees in Zimbabwean SMEs." Journal of Economics and Behavioral Studies 9, no. 5(J) (October 20, 2017): 57–73. http://dx.doi.org/10.22610/jebs.v9i5(j).1909.

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Most research conducted on the influence of employee perception of equity (EPE), organisational citizenship behaviour (OCB), organisational commitment (OC) and turnover intention (ITS) has been on large organisations and little attention has been paid to SMEs. Studies on EPE and OCB have not filtered down to SMEs in developing countries. The primary objective of the study is to investigate the influence of OCB, EPE and OC on ITS in Zimbabwe’s SME sector. It also sought to ascertain the kind of relationships between OCB and OC, EPE with OC, OCB with ITS, EPE with ITS and finally OC with ITS. Structured questionnaires were distributed to SMEs in five major cities. A quantitative method using Smart PLS was employed to test the relationships among the three hypotheses. The results showed that there is a positive relationship between the three proposed hypotheses. Based on the findings, recommendations will be made to both the government policy makers and SME owners. The proposed study is expected to have practical and theoretical implications to both the policy makers in the government and the owners of small businesses in Zimbabwe. In addition, it will provide added insights and new knowledge to the existing body of literature on human resource management, hitherto not studied extensively in developing countries of Southern Africa and Zimbabwe in particular.
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Dissertations / Theses on the topic "Employee perception of equity"

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Warneke, Kirsten Ruth. "Perceptions of internal rewards equity, equity sensitivity, psychological capital and work engagement." Thesis, Nelson Mandela Metropolitan University, 2016. http://hdl.handle.net/10948/4193.

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Psychological capital and work engagement, both constructs rooted in positive psychology, have been associated with positive outcomes in the workplace, such as better job performance and organisational citizenship behaviours. The rewards practices of organisations have not been widely studied in relation to these positive psychological constructs, despite the clear importance of understanding how the way that employees are rewarded serves to motivate behaviour in the workplace. This study sought to bring together two rewards-centred constructs, namely, the perceptions of equity of rewards and the equity sensitivity of employees, and the two positive psychological constructs of psychological capital and work engagement, with the aim of understanding how these constructs relate to each other and, ultimately, discerning how reward systems might best be aligned to improve employee performance. A theoretical model was constructed based on a review of relevant literature, and eight hypotheses were set to test the model. This research took the form of a cross-sectional design, using a composite questionnaire to measure psychological capital, work engagement, equity sensitivity and perceptions of equity in rewards by means of a self-report electronic survey. Employees at a South African university were invited to participate in the study by means of an emailed invitation, and a sample of 305 respondents was achieved. Data analysis was conducted using descriptive and inferential statistics, which included frequency tables, Cronbach’s alpha testing, Pearson’s Product-Moment Correlations, chi-square tests, t-tests, analysis of variance, hierarchical regression analysis, confirmatory factor analysis, and structural equation modelling. The results of the survey showed that respondents had high levels of psychological capital with the exception of the medium scores on the Optimism dimension; levels of work engagement were high overall; responses regarding the perceptions of equity of rewards relating to promotions were most negative, with the rest of the perceptions of equity of rewards dimensions being scored neutrally; and scores for equity sensitivity showed a tendency toward a benevolent disposition. Significant differences were found between demographic groups in the sample for all of the constructs under investigation. Evidence was found in support of the hypothesised relationships in the theoretical model, with the exception of the hypothesised link between equity sensitivity and the perceptions of equity of rewards. The hypotheses regarding moderation relationships were not accepted, based on the results of the hierarchical regression analysis. Structural equation model testing resulted in unsatisfactory fit of the statistical model. Confirmatory factor analysis results provided support for the acceptability of the Equity Sensitivity Instrument, Utrecht Work Engagement Scale and Psychological Capital Questionnaire for use on a South African sample. As far as it could be ascertained, the constructs under investigation have not been examined together before. The study therefore contributes uniquely to the existing body of positive organisational behaviour research, and begins to fill the gap identified in the Rewards literature. A number of recommendations for researchers and for organisations stemming from the study are put forward.
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Woolnough, Kim Shantithe. "The relation between equity policies, employee perceptions and organisational culture." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/27275.

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Important changes that have taken place within South African politics mean that most companies today are under pressure to implement affirmative action (AA) policies within their organisations (equity policies). These AA policies include employment equity (EE) policies and Black economic empowerment (BEE) policies. Company agendas now include aspects such as equality and social justice and organisations will continue to be evaluated in terms of how well they meet employment equity targets. Many employees and citizens in general view the process and implementation of these policies with great scepticism and even reluctance. It is important to understand and examine these perceptions because employee perceptions influence employee attitudes and behaviour and therefore have an effect on the success (or failure) of an organisation. The effective implementation of EE and BEE policies will to a large extent depend on whether or not these policies fit into the overall culture of an organisation or whether the organisational culture is adapted to accommodate these policies. Previously, corporate cultures largely ignored principles of diversity and difference. It is important that the question of whether this has changed or changed to a large enough degree be answered, especially with regard to the implementation of EE and BEE policies. Some EE and BEE programmes may fail because previous structures, cultural systems and management styles are adhered to without adapting these to suit the needs of these policies. Ultimately, employees’ perceptions of AA in their organisation, namely the EE and BEE policies that are implemented, influence the attitudes and behaviour of employees and ultimately the success of the organisation. These perceptions are related to the culture of the organisation. This study explores employee perceptions of equity policies, specifically EE and BEE, in terms of differences in demographic characteristics, including race, gender, age, years’ service and occupational level; as well as relative to the main factors of these equity policies, as confirmed by a factor analysis performed on the data, namely the importance, impact and clarity of these policies. The sample company’s organisational culture is also explored in terms of these equity policies and perceptions thereof. The ultimate goal of this research is to examine if any relationships exist between the implementation of organisational cultural practices in an organisation relative to equity policies and employee perceptions of these, and if any relationships do exist, to determine the nature of such relationships. The sample size in this study is 476 employees.
Dissertation (MA)--University of Pretoria, 2010.
Psychology
unrestricted
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Ralepeli, Selebeli Gideon. "Employee perceptions on managing diversity in the workplace / S.G. Ralepeli." Thesis, North-West University, 2008. http://hdl.handle.net/10394/2905.

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Van, der Heyden Chrizelda Colleen. "Employees perception of employment equity fairness within a mining organisation in South Africa." Thesis, University of the Western Cape, 2013. http://hdl.handle.net/11394/4303.

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Magister Commercii (Industrial Psychology) - MCom(IPS)
After the 1994 elections South Africa had to undergo drastic changes for it to become a more just society to address past injustices experienced by various ethnic groups. Issues such as equality and social justice have frequently appeared on top of various organisations’ agenda. The South African Government realised legislation was of paramount importance to guide organisations in promoting justice in the workplace. These changes in the legislation have had several impacts on organisations operating in South Africa, namely turnover, recruitment and retention of employees in the workplace. Attempting to preside over the promotion of social justice and eliminate inequalities experienced in the workplace, Government realised it had to intercede, not only to prevent additional discrimination, but also to promote the employment and advancement of individuals who were disadvantaged by previous policies. The Government therefore in 1998 implemented the Employment Equity Act to fulfil a constitutional mandate to prohibit discrimination in the workplace and encourage Affirmative Action (AA) measures. Describing and explaining the role of fairness as a concern in the workplace, the term organisational justice was coined. Individuals will base fairness judgements by taking into consideration the actual decision or the procedures used to reach a decision. Organisational justice can be divided into distributive, procedural and interactional justice. Organisations in South Africa face the challenge of finding ways to implement EE strategies to gain competitive advantages without creating negative employee attitudes; attention will focus on how to overcome the barriers that hinder the successful implementation of EE practices and procedures.
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Hijazy, Muhammad. "Equity perception and communication among Arab expatriate professionals in the Kingdom of Saudi Arabia." Thesis, University of Hertfordshire, 2017. http://hdl.handle.net/2299/17710.

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The research aims to study how the communication context within the Arab cultures influences the employees' perception of equity and reaction to inequity. Specifically, the study explores how employees from Arab cultural backgrounds communicate with each other within the Saudi working context; and how they collect, interpret and use the different contextual information - from the contexts in which they live and work - in order to make judgements about issues related to the perception of equity and reaction to inequity. In order to study the research topic, a conceptual framework is developed to reconcile between Equity Theory, Social Comparison Theory and Hall's Context Model; and as a base serving the process of designing/choosing the methods of collecting and analysing the data. Three main research questions are developed which are about (i) how the communication context is related to employees' willingness and ability to react to inequity (ii) how the communication context shapes the nature of inequity reactions executed by employees and (iii) how the communication context is related to the way equity is perceived among employees. A modified version of critical realism is adopted to focus on exploring the mechanisms, within the communication context, which influence the perception of equity and reaction to inequity. A combination of retroduction and abduction is developed in a sense that retroduction is used to direct the research toward exploring the structure and mechanisms within the research setting, while abduction is used to draw conclusions about how the phenomena studied in the research are evolving by the structure and mechanisms. A mixed methods approach is adopted in the research. The research includes data from thirty-five semi-structured interviews which are conducted in mainly three Saudi private-sector organisations located in Jeddah with twenty-nine male employees and six male managers of six different Arab nationalities. Template analysis is used to analyse the qualitative interview transcripts and field notes, while cluster analysis is used to group the research participants based on their quantitative responses. The research finds that there are no clear-cut areas separating the activities linked to the perception of equity and reaction to inequity. I also conclude that the perception of equity norms and equity comparison components can sometimes be separate activities. Some factors such as the religious interpretation, face-saving, and contextual norms and powers influence the employees' willingness to react to inequity by altering the way in which those employees perceive equity norms. Here, unwillingness decisions are often made not as a result of personal conviction but as a compromise based on the personal evaluation of the surrounding context, realising the inability of the self to react to such situations in the first place. Thus, it can be concluded that inability to react to inequity can reduce the employees' willingness to react against under-rewarded situations. The process of perceiving equity comparison components is found to be related to the type of reaction adopted to re-establish the equity; this relationship is represented by groups affiliated by a hidden factor or factors, which is more influential than the ethnicity/nationality of the group's members. The research makes a methodological contribution to knowledge by suggesting a new approach to study human relations through the communication context; a conceptual contribution by combining the concepts of equity perception, social comparison and communication context in one conceptual framework; and an empirical contribution by providing a fresh insight to contextual themes in the Saudi working environment.
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DAVY, JEANETTE ANN. "PROCEDURAL JUSTICE, SITUATIONAL CONTROL AND SELF-PERCEPTION APPLIED TO UNDERSTANDING THE EFFECTS OF LAYOFFS ON SURVIVORS (PARTICIPATION, EQUITY, EQUALITY)." Diss., The University of Arizona, 1986. http://hdl.handle.net/10150/188182.

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Procedural justice is applied to layoffs to study the effects of layoffs on survivors. Procedural norms, developed as components of procedural justice, are applied to develop two different layoff procedures, merit and random. The hypotheses come from this application as moderated by the individual's self-perception. Low performers prefer a procedural equality layoff, while high performers demonstrate no clear preference for either layoff procedure. When given the opportunity to choose a layoff procedure, the subjects having control over the layoff procedure to be used were no more satisfied with the process than those who had no control. Performance equity (merit) layoff. Subjects in this condition decreased performance, while the subjects in the other layoff conditions maintained performance levels.
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Isaaks, Ruberto Carlo. "A descriptive analysis of the perception and attitude of staff on employment equity in the City of Cape Town Health Directorate." Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/2106.

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Thesis (MPA (School of Public Management and Planning))--Stellenbosch University, 2008.
South Africa comes from an apartheid local government system that was structured to divide citizens socially, economically, spatially, and racially to ensure that only a small minority of South Africans benefited from development. However since 1994 with the democratisation of our country, local government departments have undergone a number of transformation processes, which saw the country steadily moving away from the apartheid local government system. Representation is one of the main foundations of a non-racist, non-sexist and democratic society and achieving it is regarded as a necessary precondition to legitimise the public service to drive it towards equitable service delivery. The most prominent response to achieve a representative public service was the Employment Equity Act (No 55 of 1998), which became operational on 9 August 1999. Essentially the Act calls for a complete prohibition of unfair discrimination against all employees and requires that all designated employers undertake affirmative action measures to ensure that suitably qualified people from designated groups have equal employment opportunities. There are therefore many arguments in favour of AA and many against it, making it a formidable and complex task, especially in the South African context. However it is important to understand the reason for enactment of employment equity legislation in the workplace in terms of South Africa‟s history of discrimination and the resultant inequalities. The manner in which employment equity and affirmative action is introduced and handled in the organization can have a great influence on the perception and attitude of staff towards the topic. It therefore becomes imperative to grasp the understanding of staff on employment equity and related issues to measure if any progress was made and how to possibly improve on present practices in the organisation. Against this background this study investigated the perception and attitude of the City of Cape Town Health staff towards employment equity. The requirements of the EEA were discussed and used as the benchmark for success of implementation. The study included the review of relevant secondary sources of information but primary data was also obtained through the use of questionnaires comprising of semi structured questions to achieve this objective. The main findings from the secondary data revealed that AA is still necessary as a corrective tool, because our playing fields are far from leveled, however the reality is we have a great shortage of skills that is impacting on our global competitiveness which calls for a shift in thinking regarding the government‟s present approach. 4 In addition the research also identified as a designated employer, the City of Cape Town has fulfilled the legislative requirements, in that all its policies are consistent with the requirements of the EEA. The main findings of the primary data obtained from the questionnaires recognized that senior management of the City Health directorate is committed to EE, but falls short of an effective communication plan regarding the relevant issues of EE, there is little focus on disabled appointments and many employees indicated other criteria outside 'suitably qualified' (as defined in the EEA) plays a large role in the promotion of employees.
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Kgapola, Leslie Seth. "Perceptions of compensation fund employees towards affirmative action." Diss., Pretoria : [s.n.], 2008. http://upetd.up.ac.za/thesis/available/etd-11212008-120643.

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Hardin, Hilary S. "Organizational Leaders' Use of Distance Training| Employee Perception." Thesis, The Chicago School of Professional Psychology, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3632725.

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Organizational leaders are increasingly implementing distance training for employees (McGuire & Gubbins, 2010) and it is not clear if employees perceive this training delivery approach to be an effective means of acquiring new skills. No current qualitative studies address the perceptions and experiences of employees in a distance training format. As a result of ten individual interviews seven themes and 17 sub-themes emerged during data analysis. The themes and sub themes represent the experiences of employees attending distance training including: (a) use of distance training, (b) benefits of training, (c) perceptions of training, (d) expectations of training, (e) training delivery format, (f) training techniques, and (g) technology. This qualitative case study confirmed there are a variety of perceptions among employees attending training in a distance training format. While this study contributes to the body of knowledge by increasing awareness of the common themes experienced by employees attending distance training more research is needed to further address the themes that emerged.

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Stephens, Joshua J. "Data Governance Importance and Effectiveness| Health System Employee Perception." Thesis, Central Michigan University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10751061.

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The focus of this study was to understand how health system employees define Data Governance (DG), how they perceive its importance and effectiveness to their role and how it may impact strategic outcomes of the organization. Having a better understanding of employee perceptions will help identify areas of education, process improvement and opportunities for more structured data governance within the healthcare industry. Additionally, understanding how employees associate each of these domains to strategic outcomes, will help inform decision-makers on how best to align the Data Governance strategy with that of the organization.

This research is intended to expand the data governance community’s knowledge about how health system employee demographics influence their perceptions of Data Governance. Very little academic research has been done to-date, which is unfortunate given the value of employee engagement to an organization’s culture juxtaposed to the intent of Data Governance to change that culture into one that fully realizes the value of its data and treats it as a corporate asset. This lack of understanding leads to two distinct problems: executive resistance toward starting a Data Governance Program due to the lack of association between organizational strategic outcomes and Data Governance, and employee, or cultural, resistance to the change Data Governance brings to employee roles and processes.

The dataset for this research was provided by a large mid-west health system’s Enterprise Data Governance Program and was collected internally through an electronic survey. A mixed methods approach was taken. The first analysis intended to see how employees varied in their understanding of the definition of data governance as represented by the Data Management Association’s DAMA Wheel. The last three research questions focused on determining which factors influence a health system employee’s perception of the importance, effectiveness, and impact Data Governance has on their role and on the organization.

Perceptions on the definition of Data Governance varied slightly for Gender, Management Role, IT Role, and Role Tenure, and the thematic analysis identified a lack of understanding of Data Governance by health system employees. Perceptions of Data Governance importance and effectiveness varied by participants’ gender, and organizational role as part of analytics, IT, and Management. In general, employees perceive a deficit of data governance to their role based on their perceptions of importance and effectiveness. Lastly, employee perceptions of the impact of Data Governance on strategic outcomes varied among participants by gender for Cost of Care and by Analytics Role for Quality of Analytics. For both Quality of Care and Patient Experience, perceptions did not vary.

Perceptions related to the impact of Data Governance on strategic outcomes found that Data Quality Management was most impactful to all four strategic outcomes included in the study: quality of care, cost of care, patient experience, and quality of analytics. Leveraging the results of this study to tailor communication, education and training, and roles and responsibilities required for a successful implementation of Data Governance in healthcare should be considered by DG practitioners and executive leadership implementing or evaluating a DG Program within a healthcare organization. Additionally, understanding employee perceptions of Data Governance and their impact to strategic outcomes will provide meaningful insight to executive leadership who have difficulty connecting the cost of Data Governance to the value realization, which is moving the organization closer to achieving the Triple Aim by benefiting from their data.

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Books on the topic "Employee perception of equity"

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Eckert, J. B. Perceptions of a new future: Empowering farm workers through equity sharing. Halfway House: Development Bank of Southern Africa, Development Information Business Unit, Publications Division, 1996.

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J, Klein Katherine, and Young Karen M. 1942-, eds. Employee ownership in America: The equity solution. Lexington, Mass: Lexington Books, 1986.

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Seniority and employment equity for women. Kingston, Ont. Canada: IRC Press, Industrial Relations Centre, Queen's University at Kingston, 1995.

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National Union of Provincial Government Employees. Negotiating employment equity: A policy paper. [Ottawa]: National Union of Provincial Government Employees, 1990.

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Huseman, Richard C. Managing the equity factor, or, "After all I've done for you-- ". Boston: Houghton Mifflin, 1989.

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Surti, Kirtida. Labourers' perception about their work environment. New Delhi: Oxford & IBH Pub. Co., 1988.

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Mutalimov, M. G. Motivat︠s︡ii︠a︡ truda i raspredelitelʹnye otnoshenii︠a︡. Minsk: Belorusskiĭ gos. ėkon. universitet, 2000.

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Zorn, Jonathan M. Selected topics in equity-based compensation: Timely updates and practical tips for planning and drafting. Boston, MA (Ten Winter Pl., Boston 02108-4751): Massachusetts Continuing Legal Education, 2002.

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Barberis, Nicholas. The loss aversion narrow framing approach to the equity premium puzzle. Cambridge, Mass: National Bureau of Economic Research, 2006.

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Cooke, Margaret Ellen. Nurse leaders' demographic characteristics and self-perception of management style of empowerment. Spokane, Wash: Whitworth College, 1994.

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Book chapters on the topic "Employee perception of equity"

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Li, Xia, and Xiaoxia Xie. "The Influence of Employees’ Financial Equity Perception on Organizational Effectiveness in NPOs." In Simulation Tools and Techniques, 274–95. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-72792-5_25.

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Ghazarian, Peter G. "Employer Perceptions of Study Abroad." In Critical Perspectives on Equity and Social Mobility in Study Abroad, 59–73. New York: Routledge, 2021. http://dx.doi.org/10.4324/9781003145837-7.

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Boukis, Achillleas, and George Christodoulides. "Driving Employee-Based Brand Equity." In Celebrating America’s Pastimes: Baseball, Hot Dogs, Apple Pie and Marketing?, 1005–6. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-26647-3_215.

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King, Ceridwyn, and Debra Grace. "Preliminary Investigation to Operationalise Employee Brand Equity." In Developments in Marketing Science: Proceedings of the Academy of Marketing Science, 116. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-18687-0_50.

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Kaiser, Gabriele, Maren Hoffstall, and Anna B. Orschulik. "Gender Role Stereotypes in the Perception of Mathematics: An Empirical Study with Secondary Students in Germany." In Towards Equity in Mathematics Education, 115–40. Berlin, Heidelberg: Springer Berlin Heidelberg, 2012. http://dx.doi.org/10.1007/978-3-642-27702-3_11.

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Assunção, Alysson Bruno M., Osvaldo Luiz G. Quelhas, Marcelo J. Meiriño, Sergio L. B. França, Julio Vieira Neto, Adriane D. Quelhas, Gilson Brito A. Lima, and Nicholas V. E. Ludolf. "Corporate Social Responsibility According to Employee Perception: The Case of an Energy Company." In World Sustainability Series, 193–205. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-59975-1_13.

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Lin, Chin-Feng. "Consumer Brand Equity, Perception, Website Trust and Behavioral Intention in Relational Model." In Proceedings of the 2008 Academy of Marketing Science (AMS) Annual Conference, 195. Cham: Springer International Publishing, 2014. http://dx.doi.org/10.1007/978-3-319-10963-3_112.

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Lubienski, Sarah Theule. "Commentary on the Chapter by Gabriele Kaiser, Maren Hoffstall and Anna B. Orschulik, “Gender Role Stereotypes in the Perception of Mathematics—Results of an Empirical Study with Secondary Students in Germany”." In Towards Equity in Mathematics Education, 141–44. Berlin, Heidelberg: Springer Berlin Heidelberg, 2012. http://dx.doi.org/10.1007/978-3-642-27702-3_12.

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Vale, Colleen. "Commentary on the Chapter by Gabriele Kaiser, Maren Hoffstall, and Anna B. Orschulik, “Gender Role Stereotypes in the Perception of Mathematics: Results of an Empirical Study with Secondary Students in Germany”." In Towards Equity in Mathematics Education, 145–49. Berlin, Heidelberg: Springer Berlin Heidelberg, 2012. http://dx.doi.org/10.1007/978-3-642-27702-3_13.

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Fichtel, Sina, Nina Blankenberg, and Stefanie Ammler. "Impact of Front-line Employee Performance on Brand Perception – a Case from AUDI AG." In Serviceorientierung im Unternehmen, 163–79. Wiesbaden: Gabler, 2010. http://dx.doi.org/10.1007/978-3-8349-8577-4_7.

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Conference papers on the topic "Employee perception of equity"

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Zazli, Wisker, Poulis Athanasios, Panigyrakis George, and Panopoulos Anastasios. "THE IMPACT OF SOCIAL NETWORK CHARACTERISTICS ON EMPLOYEE-BASED BRAND EQUITY." In Bridging Asia and the World: Globalization of Marketing & Management Theory and Practice. Global Alliance of Marketing & Management Associations, 2014. http://dx.doi.org/10.15444/gmc2014.11.08.03.

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Zhou, Lingyan. "The Impact of Employee Equity Incentives on the Performance of SMEs." In Proceedings of the 2nd International Conference on Economy, Management and Entrepreneurship (ICOEME 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/icoeme-19.2019.137.

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Ulas, Dilber, Arcan Tuzcu, and Esra Satici. "EMPLOYEE-BASED BRAND EQUITY: WHY ANKARA UNIVERSITY, TÖMER BRAND IS SO STRONG?" In 3rd Business & Management Conference, Lisbon. International Institute of Social and Economic Sciences, 2016. http://dx.doi.org/10.20472/bmc.2016.003.024.

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Han, Xinliang. "Research on the Relationship Among Pay Equity, Employee Engagement and Job Performance." In Proceedings of the 2nd Symposium on Health and Education 2019 (SOHE 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/sohe-19.2019.75.

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Jing-bo, Shao, and Xu Bin. "Positive Research on Perception Drivers' Influence on Customer Equity." In 2007 International Conference on Management Science and Engineering. IEEE, 2007. http://dx.doi.org/10.1109/icmse.2007.4421982.

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Yao, Zhao, Zhang Mingguang, Song Jian, and Zhang Ya. "System Dynamical Simulation of Risk Perception for Enterprise Employee." In 2018 IEEE International Conference of Safety Produce Informatization (IICSPI). IEEE, 2018. http://dx.doi.org/10.1109/iicspi.2018.8690447.

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Ko, Hsiu-Chia, and Jung-Hsien Hsu. "How does brand microfilm affect viewers' perception of brand equity?" In the 10th International Conference. New York, New York, USA: ACM Press, 2019. http://dx.doi.org/10.1145/3306500.3306518.

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Çalis, Nezahat, and Bülent Fişekçioğlu. "Mobbıng Perception of Employee Personnel in Non-Seated Sports Federations." In 2nd International Conference on Research in Education. Acavent, 2019. http://dx.doi.org/10.33422/2nd.icre.2019.12.956.

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Abdullah, Nor Hazana, Lee Lee Ping, Eta Wahab, and Alina Shamsuddin. "Perception on training and employee innovativeness: An evidence from small firms." In 2014 IEEE International Conference on Management of Innovation and Technology (ICMIT). IEEE, 2014. http://dx.doi.org/10.1109/icmit.2014.6942404.

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Gupta, Ruchika, Garima Bhardwaj, and Gurinder Singh. "Employee Perception and Behavioral Intention to Adopt BYOD in the Organizations." In 2019 International Conference on Automation, Computational and Technology Management (ICACTM). IEEE, 2019. http://dx.doi.org/10.1109/icactm.2019.8776815.

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Reports on the topic "Employee perception of equity"

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How to Build Brand Equity Through Employee Engagement. IEDP Ideas for Leaders, December 2014. http://dx.doi.org/10.13007/466.

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