To see the other types of publications on this topic, follow the link: Employee perception of equity.
Journal articles on the topic 'Employee perception of equity'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 journal articles for your research on the topic 'Employee perception of equity.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse journal articles on a wide variety of disciplines and organise your bibliography correctly.
1
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.
Full textAbstract:
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.
2
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.
Full textAbstract:
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.
3
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.
Full textAbstract:
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.
4
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.
Full textAbstract:
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.
5
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.
Full textAbstract:
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.
6
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.
Full text
7
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.
Full textAbstract:
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.
8
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.
Full textAbstract:
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.
9
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.
Full text
10
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.
Full textAbstract:
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.
11
Chinomona, Elizabeth. "Antecedents of Employee Intention to Stay: A Study of Employees in Zimbabwean SMEs." Journal of Economics and Behavioral Studies 9, no. 5 (October 20, 2017): 57. http://dx.doi.org/10.22610/jebs.v9i5.1909.
Full textAbstract:
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.
12
Dalvi, Dipali Shrikant. "Employer Brand Equity and Its Impact on the Application Intent of the Prospective Employees." International Journal of Business Intelligence Research 12, no. 1 (January 2021): 1–25. http://dx.doi.org/10.4018/ijbir.20210101.oa1.
Full textAbstract:
Skilled human capital marks organisational success. Attracting, recruiting, and retaining these employees is vital. Companies are applying branding principles to recruitment function. This is termed as employer branding (EB). Identifying a right fit to suit organizational needs is essential. Organizational communication plays a critical role to relate to job seekers of generation-i; they rely on information imparted via various media and decode their perception. In this study, it is evident that for job seekers, corporate websites are important sources of information while deciding their employer. The reviews on job hunting sites aid perception. Use of AI to relate to prospective employees adds competitive edge. This study was conducted to ascertain dimensions of EB and study the application intent of potential employees. It included students from engineering and management and the employees from the job market. The findings allowed comparison of application intent of three groups. Qualification and experience moderates' application intent of prospective employees was evident.
13
Acha-Anyi, Paul Nkemngu, and Robson Masaraure. "An Analysis of Employee Motivation in a Multinational Context in Sub Saharan Africa." April 2021, Volume 10(2) (April 30, 2021): 575–91. http://dx.doi.org/10.46222/ajhtl.19770720.119.
Full textAbstract:
This study assesses motivational preferences of employees in a multinational context in Sub Saharan Africa. Using the Grundfos group operating sites in Ghana, Kenya and South Africa as a case study, the study explores quantitative data on possible differences in employee motivational factors based on selected variables such as location, length of service and managerial status. Questionnaires were employed in collecting data from 131 participants from the three locations of Grundfos Sub Saharan Africa (SSA). Results of the study reveal that the factor “equal treatment of employees” is considered most important among the respondents. It is also noted that there were no significant statistical differences among the participants based on the examined variables. Policy and practical implications of the findings of this study are discussed, particularly around the development and implementation of Human resources policies that address employee perceptions of equity. This study makes a contribution to existing literature on employee motivation in multinational settings.
14
Shore, Ted H., and Judy Strauss. "Measurement of Equity Sensitivity: A Comparison of the Equity Sensitivity Instrument and Equity Preference Questionnaire." Psychological Reports 102, no. 1 (February 2008): 64–78. http://dx.doi.org/10.2466/pr0.102.1.64-78.
Full textAbstract:
The psychometric properties of the Equity Sensitivity Instrument (Huseman, Hatfield, & Miles, 1985, 1987) and Equity Preference Questionnaire (Sauley & Bedeian, 2000) are compared. 173 undergraduate business majors completed several work attitude and personality measures. Results suggest that the Equity Preference Questionnaire may be a better measure of the equity sensitivity construct than the Equity Sensitivity Instrument which is typically used in research. Reliabilities for the scores on the Equity Sensitivity Instrument and Equity Preference Questionnaire were equivalent (coefficient alphas of .85 and .86, respectively); however, evidence for convergent and content validity was greater for the Equity Preference Questionnaire. Understanding individual differences in perceptions of equity and how best to measure these differences can affect workplace outcomes (e.g., turnover, employee engagement).
15
Berg, Thomas R. "The Importance of Equity Perception and Job Satisfaction in Predicting Employee Intent to Stay at Television Stations." Group & Organization Studies 16, no. 3 (September 1991): 268–84. http://dx.doi.org/10.1177/105960119101600303.
Full text
16
Wardhani, Raka, and Tiara Puspa. "Pengaruh Employee Green Involvement, Green Training dan Green Image Terhadap Perception for Corporate Social Responsibility Perusahaan Pada PT Cabot Indonesia Jakarta." JKBM (JURNAL KONSEP BISNIS DAN MANAJEMEN) 6, no. 1 (November 30, 2019): 52. http://dx.doi.org/10.31289/jkbm.v6i1.2860.
Full textAbstract:
<p><em>The objective of this study is to examine and analyze the effect of brand logo identification, overall brand logo benefit toward customer loyalty through trust and commitment of Global System for Mobile </em>(GSM) <em>cellular operatorconsumers</em>.<em> The samples being used in this study is 200 respondents. The data collection method being used by this study is purposive sampling</em>. <em>The testing is conducted by using Structuctural Equation Model </em>(SEM) <em>analysis method</em>. <em>The findings of this study are</em>: (1) <em>endorser credibility identification has positive effect toward brand equity</em>, (2) <em>endorser credibility benefit has positive effect toward self-brand connection</em> (3) <em>self-brand connection has positive effect toward brand equity.</em></p>
17
Elliott, Robert H. "The Fairness of Veterans' Preference in a State Merit System: The Employees' View." Public Personnel Management 15, no. 3 (September 1986): 311–23. http://dx.doi.org/10.1177/009102608601500307.
Full textAbstract:
This article reports employee perceptions of several dimensions of veterans' preference legislation in one southern state. Two groups of subjects were used: a small random sample of state employees and a group of personnel professionals. One purpose was to determine if attitudes toward veterans' preference are different between personnel professionals — individuals who daily work with and view the impact of such legislation, and a random sample of state employees — who sometimes benefit and/or are disadvantaged by such legislation. Secondly, since women have traditionally been negatively affected by systems of veterans' preference, the data was analysed by gender to determine male/female differences in perception. Results indicate that veterans preference legislation is not a very popular concept in the state surveyed. Personnel professionals attitudes were more negative than those of the state employees; however, neither group voiced high levels of support. Few gender related differences were discovered, contrary to original expectations. Finally, some policy suggestions are raised regarding the equity of such legislation given the changing nature of the contemporary workforce. The potential of the “readjustment” theory of veterans' preference legislation is also discussed.
18
Buttner, E. Holly, and Kevin B. Lowe. "The relationship between perceived pay equity, productivity, and organizational commitment for US professionals of color." Equality, Diversity and Inclusion: An International Journal 36, no. 1 (February 13, 2017): 73–89. http://dx.doi.org/10.1108/edi-02-2016-0016.
Full textAbstract:
Purpose The purpose of this paper is to examine: the direct effect of perceived pay equity, the interaction of perceived pay equity and productivity, and the relative effects of perceived internal and external pay equity on organizational commitment (OC) among US scholars of color. Design/methodology/approach The study surveyed 160 professionals. Correlation and hierarchical regression were employed to test the hypotheses. Findings Perceived pay equity directly influenced OC and interacted with scholarly productivity to affect commitment. Highly productive participants who perceived pay equity reported the highest commitment. When pay was seen as inequitable, the most productive scholars reported the lowest commitment. Perceived internal pay equity had an effect, over and above perceived external pay equity on commitment. Research limitations/implications The study was conducted in one industry in the USA, so the results should be generalized cautiously. While, the data were single-source and cross-sectional, the findings were consistent with previous research. Practical implications Findings may be useful for minority scholars’ supervisors since they have knowledge of the productivity and salaries in the department and can provide a detailed explanation for pay differences to enhance pay equity perceptions, particularly for the most productive scholars. Originality/value This study adds to the equity and relative deprivation theory research investigating the effect of perceived pay equity on employee outcomes by examining perceived internal and external pay equity perceptions and productivity on OC. Results suggest that highly productive minority professionals in higher education are particularly sensitive to pay equity.
19
Singh, Ranjit, and Amalesh Bhowal. "Development of marketing‐driven measure of risk perception." Journal of Risk Finance 12, no. 2 (March 1, 2011): 140–52. http://dx.doi.org/10.1108/15265941111112857.
Full textAbstract:
PurposeThe purpose of this paper is to measure the risk perception of the employees in respect of equity shares, from the perspective of elements of marketing mix and to ascertain the degree of influence of elements of marketing mix on equity‐related risk perception.Design/methodology/approachPrimary data based on the interview schedule were collected from the employees of Oil India Limited and various tables prepared. For analysis of data, Cronbach's alpha and Friedman test analysis were employed.FindingsOut of the four elements of marketing mix considered in the study, the degree of influence of price driven measure of risk perception is highest and others in order are product, promotion and place driven measure of risk perception, respectively.Originality/valueThe paper is the first of its kind and hence original in nature.
20
Joubert, Pierre, Dolly Madau, and Bennie Grobler. "Employee retention and talent management at a sugar mill in South Africa." Problems and Perspectives in Management 15, no. 3 (November 8, 2017): 306–15. http://dx.doi.org/10.21511/ppm.15(3-1).2017.14.
Full textAbstract:
Talent shortage due to failure by organizations to retain staff with the necessary expertise is becoming a reality and it is important that this challenge is addressed expeditiously. This article focuses on the relationship between employee retention and talent management at a sugar mill with a view to ascertaining whether or not the organization is possibly the reason for employees to leave. The study involved investigating and highlighting the need and importance of talent management, including the attraction and retention of staff with necessary skills. The study touched on the importance of competitive incentives and rewards in the attraction and retention of employees. A survey was conducted among 137 employees. Data were analyzed by means of descriptive and inferential (correlations and regressions) statistics. The interpreted results indicated that staff satisfaction leads to high productivity and plays a significant role in the retention of staff. The results further indicated that management strategies are not being used to the extent that they should be in the retention of talent, whilst most respondents felt that fringe benefits that used to be offered by the organization had a positive influence on staff satisfaction and on the retention of talented employees. The study revealed a commonly held perception by the non-designated group that people from designated groups use the provisions of the Employment Equity Act to find better opportunities with other organizations.
21
Boukis, Achilleas, Spiros Gounaris, and Ian Lings. "Internal market orientation determinants of employee brand enactment." Journal of Services Marketing 31, no. 7 (October 9, 2017): 690–703. http://dx.doi.org/10.1108/jsm-07-2016-0272.
Full textAbstract:
Purpose This study aims to explore how the adoption of internal market orientation (IMO) can enhance front-line employee brand enactment within an interpersonal service setting. Insights from equity theory and the person – environment paradigm are drawn upon to develop a theoretical model describing the impact of IMO on employee – organization fit, employee – supervisor fit and employee – job fit and the consequences of IMO on employee brand knowledge and brand identification. Second, the role of various types of fit and brand knowledge/identification for front-line employee brand enactment is confirmed. Design/methodology/approach This study draws from service employees in a high-contact customer setting. Findings Results uncover two mechanisms for successful internal branding: increasing employee fit with the service environment and enhancing employee brand knowledge. Practical implications The study contributes to practice in that the findings outline a realistic understanding of how managerial actions facilitate employees’ alignment with the firm’s brand promise within the realm of the broader organizational context in which service delivery takes place. Originality/value The present study contributes in the extant literature as it enables a more holistic view of the drivers of brand-congruent behaviors among front-line employees. Moreover, it has a significant contribution for future researchers as it lays the ground to further examine how employees’ perceptions of internal marketing strategies shape their fit levels with different aspects of their working environment which also affect the internal branding efforts of service organizations.
22
Kim, WooYoung, HyeJin Moon, and JaeYoon Chang. "The cultural difference in equity norm preference and the effects of pay-for-performance perception on job attitudes." Korean Journal of Industrial and Organizational Psychology 30, no. 1 (February 28, 2017): 101–21. http://dx.doi.org/10.24230/kjiop.v30i1.101-121.
Full textAbstract:
Understanding cross-cultural differences in reward allocation which influences both job attitudes and motivation of employees is crucial for effective international management. In the current research, we examined whether there exists a difference in preference for equity norm across three countries and further explored the relationship between pay-for-performance perception and job attitudes of employees such as pay satisfaction and turnover intention. Host country nationals working at a Korean global company’s oversea subsidiaries located in one of the United States, China, and Japan completed survey, and the results are as following: First, American preferred equity norm the most, followed by Chinese and Japanese employees while there was no significant difference between American and Chinese but Japanese. Second, in case of employees working in either the U.S. or China, there existed a negative relationship between pay-for-performance perception and turnover intention, and a positive relationship between pay-for-performance perception and pay satisfaction. On the other hand, in case of Japanese employees, there was no relationship between pay-for-performance perception and turnover intention, and a negative relationship between pay-for-performance perception and pay satisfaction. Discussion, implications and limitations of the current research are followed.
23
Tran Huy, Phuong, and Kiyoshi Takahashi. "Determinants of psychological contract breach: an empirical study of Vietnamese employees." Management Research Review 41, no. 1 (January 15, 2018): 29–45. http://dx.doi.org/10.1108/mrr-11-2016-0244.
Full textAbstract:
Purpose This study aims to verify the entire process of psychological contract breach (PCB). It investigates organizational variables such as organizational performance, previous employee performance, participative performance appraisal systems and leader power as the antecedents of perceived unfulfilled promises. It then examines whether perceived failure to fulfill contracts leads to the perception of PCB, and the possible moderating impacts of perceived self-fulfillment and individual differences on the relationship. Design/methodology/approach The current study uses cross-sectional design. Data have been collected from 364 full-time employees who enrolled in evening MBA courses in Vietnamese universities. Multiple regression and moderation analyses were used. Findings Participative performance appraisal, past performance, perception of leader’s power and overall organizational performance influenced perceived failure to fulfill promises, which contributed to contract breach. Furthermore, perceived self-fulfillment, equity sensitivity and self-esteem moderated the relationship between perceived failure to fulfill promises and PCB. Research limitations/implications The limitations of the study include a sampling technique which only focuses on MBA students, and cross-sectional research design. Practical implications The study confirms the role of individual traits in the PCB development. Vietnamese companies should collect information concerning employees’ personalities to focus on fulfilling promises that matter most to each type of employees. Originality/value The study distinguishes between perception of unmet promises and PCB. Furthermore, the moderating impacts of perceived self-fulfillment on the relationship between unmet promises and breach were examined.
24
Prambudi, Rio, Bayu Dewangkoro, and Susi Dwimulyani. "ANALISIS FAKTOR-FAKTOR YANG MEMPENGARUHI TERJADINYA KECURANGAN PADA SEKTOR PEMERINTAHAN (STUDI PENELITIAN PADA KEMENTERIAN PERDAGANGAN)." Jurnal Magister Akuntansi Trisakti 4, no. 2 (August 1, 2019): 209. http://dx.doi.org/10.25105/jmat.v4i2.5067.
Full textAbstract:
<p><em>The purpose of this research is to probe the perception that employees on goverment institute on the influence of procedural equity, distribution equity, effectivenes of internal control, compensation match, organization culture, unetchical behaviour, and law enforcement towards frauds in the Ministry of Trade. The amount of samples in this reseach is 103 employees on Ministry of Trade office in Jakarta. The sampling technique used is convenience sampling. The data collected is from the questioner.</em><em></em></p><p><em>The result of this result shows that there is negatif effect between procedural equity, distribution equity, effectiveness of internal control, compensation match, organization culture, law enforcement towards frauds in the government sector, positve effect from unetchical behaviour towards frauds in the government sector.</em></p>
25
Otaye-Ebede, Lilian, Paul Sparrow, and Wilson Wong. "The changing contours of fairness: using multiple lenses to focus the HRM research agenda." Journal of Organizational Effectiveness: People and Performance 3, no. 1 (March 14, 2016): 70–90. http://dx.doi.org/10.1108/joepp-01-2016-0004.
Full textAbstract:
Purpose – Organizational justice research has become the main paradigm of research in the field of HRM. The purpose of this paper is to outline a number of underlying challenges to which this paradigm is ill-suited. It broadens the traditional understanding of what is meant by fairness within the HRM literature to help explain how justice judgements are formed and may be used to influence societal-level fairness processes. It develops a framework to aid the understanding of the fairness of decisions that individuals or organizations make. Design/methodology/approach – The paper presents a conceptual review of the main paradigms used in fairness research. It draws upon the organizational justice literature as the dominant paradigm in HRM research, and conducts a cross-disciplinary review that introduces a range of theories less frequently used by HRM researchers – specifically capability theory, game theory, tournament theory, equity sensitivity theory, theories of intergenerational equity, and burden sharing. It demonstrates the relevance of these theories to a number of areas of organizational effectiveness. Findings – The paper shows that researchers are now augmenting the organizational justice research paradigm under two important pressures – awareness of hidden structures that preclude the option for real fairness; and new variables that are being added to the consideration of organizational justice. Practical implications – HR functions have invested significant resources in employee engagement or insight units, but if their policies trigger significant inequality of outcomes, perceived problems of justice, a lack of burden sharing, no sense proportionality, organizations may not be able to achieve other important HR strategies such as sustaining and deepening employee engagement, developing organizational advocacy, building an employer brand, or being seen to have authenticity in its values. The framework suggests a broadened educational base for HR practitioners around fairness. It also suggests that there may be complex employees segments concerning perceptions of fairness. Originality/value – The cross-disciplinary perspective taken on fairness helps deconstruct the judgements that employees likely make, enabling organizations and individuals alike to ask more critical questions about their respective behaviour.
26
Davis, Elaine, and Ed Ward. "Health Benefit Satisfaction in the Public and Private Sectors: The Role of Distributive and Procedural Justice." Public Personnel Management 24, no. 3 (September 1995): 255–70. http://dx.doi.org/10.1177/009102609502400301.
Full textAbstract:
One of the most compelling problems outstanding in the field of employee benefits today is trying to control spiraling health care expenditures. Furthermore, as a result of the cost containment strategies being used in health plans in the recent years, health benefit satisfaction has become an important variable for employers to consider. The purpose of this study was to identify how distributive and procedural justice apply to health benefit satisfaction in two different working populations. The study was conducted using public and private sector employees for comparison purposes. MANOVAs and univariate analysis were used to determine whether any significant differences were revealed between the two employee groups. Multiple regression was used to evaluate the relative contribution of each factor to benefit satisfaction. The results of the analyses revealed that public sector employees experienced significantly greater benefit satisfaction, normative commitment to the organization, distributive justice, and greater quality and convenience of health care. In both groups, distributive justice (equity perceptions) accounted for the greatest amount of variance in benefit satisfaction, along with affective commitment. In addition, procedural justice accounted for 7% of the variance in private sector benefit satisfaction. Implications for practicing managers are discussed.
27
Shah, Gulzar H., Jingjing Yin, Jessica L. Young, and Kristie Waterfield. "Employee Perceptions About Public Health Agenciesʼ Desired Involvement in Impacting Health Equity and Other Social Determinants of Health." Journal of Public Health Management and Practice 25 (2019): S124—S133. http://dx.doi.org/10.1097/phh.0000000000000908.
Full text
28
Rai, Alka, Piyali Ghosh, and Tanusree Dutta. "Total rewards to enhance employees’ intention to stay: does perception of justice play any role?" Evidence-based HRM: a Global Forum for Empirical Scholarship 7, no. 3 (December 2, 2019): 262–80. http://dx.doi.org/10.1108/ebhrm-07-2018-0045.
Full textAbstract:
Purpose The purpose of this paper is to explore how total rewards might influence intention to stay among employees of private sector banks in India. A moderated-mediation mechanism is hypothesized, in which a system of total rewards leads to intention to stay via engagement and organizational justice (OJ) moderates the linkage of total rewards with engagement. Design/methodology/approach Perception of employees about the constructs considered has been assessed by a survey, using a structured questionnaire. Employees of private banks located in the State of Uttar Pradesh were the population for this study. A total of 17 branches of 7 private banks were covered, and the number of valid responses was 761. Hypotheses testing has been done with SPSS PROCESS command. Findings Hypotheses proposing mediation (engagement as mediator between total rewards and intention to stay), moderation (OJ as moderator between total rewards and engagement) and moderated mediation have found support. Practical implications Results obtained direct us to infer that in addition to the amount or value of any reward, aspects of OJ, such as equity and fairness in allocation of such reward and transparency in the procedure followed, are likely to influence the effectiveness of total rewards practices in engaging employees and motivating them to stay with their present employer. Originality/value This study adds to total rewards literature by highlighting how a total rewards system can lead to engagement, and consequently to employees’ intention to stay. Results establish OJ as an important attribute to any total rewards package to make the latter more valuable and effective.
29
Tanjung, Ayu Aztuty, Sudiro Sudiro, and Sutopo Patria Jati. "Faktor-Faktor Promosi Kenaikan Jabatan, Efektifitas Pembagian Tugas dan Keadilan Pembagian Insentif Yang Mempengaruhi Kepuasan Kerja Terhadap Pegawai Dinas Kesehatan Provinsi Jambi Tahun 2016." Jurnal Manajemen Kesehatan Indonesia 4, no. 3 (December 1, 2016): 177–86. http://dx.doi.org/10.14710/jmki.4.3.2016.177-186.
Full textAbstract:
To improve health development in Jambi Province, it needs to be supported by qualified human resource that can improve performance of employees. The decrease in performance might be caused by no work satisfaction among them. One of the problems faced by Health Office of Jambi Province was decreasing a level of work satisfaction among employees from time to time. Promotion, equity in sharing either financial or non-financial incentive, and sharing tasks equally needed to be done in order improve their work satisfaction. The aim of this study was to figure out the influence of promotion, effectiveness in sharing tasks, and equity in sharing incentive towards work satisfaction of employees at the Health Office of Jambi Province. This was an observational study using cross-sectional approach. Number of population was 277 employees of the Health Office of Jambi Province. Meanwhile, number of samples was 74 persons. Data were collected using a questionnaire and analysed quantitatively using methods of univariate, bivariate (a Chi Square test), and multivariate (a Logistic Regression test). The results of this research showed that more than half of the respondents were satisfied (56.8%), had perception of balanced promotion (50%), had good effectiveness in sharing tasks (55.4%), and felt equal in sharing incentive (51.4%). There were any significant relationships between these three variables and work satisfaction of the employees. The results of multivariate analysis demonstrated that variables of promotion (p=0.015) and equity in sharing incentive (p=0.151) jointly influenced work satisfaction of the employees. As suggestions, employees need to pay more attention to the factors of promotion, effectiveness in sharing tasks, and equity in sharing incentive.
30
Pérez, Sergio, Samuel Fernández-Salinero, and Gabriela Topa. "Sustainability in Organizations: Perceptions of Corporate Social Responsibility and Spanish Employees’ Attitudes and Behaviors." Sustainability 10, no. 10 (September 25, 2018): 3423. http://dx.doi.org/10.3390/su10103423.
Full textAbstract:
The fields of psychology of sustainability and sustainable development have been recently highlighted by their contributions to employee’s wellbeing in organizations. The present study is aimed to empirically explore the relationship between perceptions of Corporate Social Responsibility of IBEX 35 (Spanish Exchange Index) companies’ employees, and their attitudes and behaviors. The relationship between the employees’ perception of Corporate Social Responsibility of the IBEX 35 companies with their job satisfaction and Organizational citizenships behaviors is empirically analyzed. The sample includes 600 employees of the IBEX 35 companies. The results supported that the three dimensions of Corporate Social Responsibility (CSR) perceived by the workers are different from each other, and that they are related positively, and significantly, with their job satisfaction, the Organizational Citizenships Behaviors oriented to the company and to other co-workers. We found that two dimensions of perceived CSR—sustainable economic development, and environmental protection—have a greater impact, whereas the CSR of social equity has an almost null explanatory power, compared to the other two dimensions. The study contributions will link the Firms’ CSR activities with the degree of wellbeing of employees: Relationships that become essential when designing companies’ products and/or services.
31
Findlay, Jeanette, Patricia Findlay, and Robert Stewart. "Occupational pay comparisons – easier said than done?" Employee Relations 36, no. 1 (December 20, 2013): 2–16. http://dx.doi.org/10.1108/er-05-2013-0056.
Full textAbstract:
Purpose – The purpose of this paper is to analyse the challenges in undertaking occupational pay comparisons and why this matters for evidence-based reward management, union bargaining strategies and perceptions of pay equity. Design/methodology/approach – The paper draws on the extant literature on pay and undertakes detailed quantitative analysis of teachers pay in Scotland relative to teachers elsewhere in the UK, graduates and other professional occupations in the private and public sectors. Findings – The key finding of this paper is that alternative ways of analysing pay comparability produce significantly different outcomes – occupational pay comparisons require the identification of an appropriate comparator and appropriate measures of pay and hours, yet this is not straightforward. Different approaches to comparability may lead to key stakeholders holding widely differing views about pay equity, with employment relations implications. Research limitations/implications – Quantitative analyses of pay using large-scale survey data are crucial to understanding relative occupational pay. However, quantitative analyses cannot provide in-depth and nuanced understanding of the nature of particular occupations. Moreover, the paper focuses at the occupational level and does not assess individual employee characteristics that may influence pay. Practical implications – These findings should inform employers (especially HR managers), employees and unions on pay policy, pay settlements and bargaining strategies. Originality/value – There is relatively little contemporary literature on the importance of, and challenges in undertaking, occupational pay comparisons.
32
Capone, Vincenza, and Giovanna Petrillo. "Teachers’ perceptions of fairness, well-being and burnout." International Journal of Educational Management 30, no. 6 (August 8, 2016): 864–80. http://dx.doi.org/10.1108/ijem-02-2015-0013.
Full textAbstract:
Purpose – The purpose of this paper is to contribute to the validation of the Organizational Justice Index (OJI) by Hoy and Tarter (2004), a self-report questionnaire for teachers’ perceptions of fairness in the operation and administration of schools. Design/methodology/approach – In two studies the authors validated the Italian version of the OJI. Study 1 included 164 Italian high school teachers (76.8 percent were female) to test structure and construct validity. Study 2 involved 200 teachers (permanent and temporary teachers) to confirm the structure of the scale, test the construct and criterion validity, and invariance. Findings – Confirmatory factor analyses confirmed the one-factor solution and that the structure of the scale was the same across teachers. Results revealed high internal reliability. The OJI correlated positively with equity, school climate, and job satisfaction, and negatively with depression and burnout. Research limitations/implications – Since the research approach could lead to common method variance issues, it will be important to determine the associations of OJI with non-self-report assessments. Practical implications – The OJI can be applied optimally to: assess potential organizational problems prior to conducting major interventions; investigate school dynamic problems; target interventions designed to enhance perception of organizational justice; incorporate evaluation of organizational justice as part of regular employee assessments. Originality/value – Overall findings fill the need of standardized measures of organizational justice for specific context. The OJI is a valid instrument to measure organizational justice in school, involving different type of teachers.
33
Santosa, Eric. "Upholding Customer’s Loyalty through Customer’s Positive Affect." International Business & Economics Studies 1, no. 2 (July 19, 2019): p107. http://dx.doi.org/10.22158/ibes.v1n2p107.
Full textAbstract:
Loyalty is likely supposed as the key of any company’s success. Customers seemingly have no complain against price, even when the quality of a new product is under expectation. Purportedly, they close their eyes and ears, and believe everything will be fine. Apparently, this atmosphere is not easy to achieve. It needs such good quality perception of products in a particular period. Also it requires customer satisfaction, which leads of proud when using the product. While many similar products are available which in some extent they are also adjacent of quality, the effort of developing our product’s loyalty is tentative. It is supposed the loyalty is affected by factors, such as popularity, affection and pride. By other words, the customer’s mood plays a significant role. Can positive affect has an effect of customer’s loyalty, whether directly or indirectly through brand equity? The answer is obviously the purpose of the study. A sample which consists of 165 respondents is withdrawn by convenience and judgment method. Amos 16.0 and SPSS 16.0 are employed in analyzing data. The result shows that brand equity, satisfaction and customer’s loyalty are influenced by positive affect. In addition, both brand equity and satisfaction affect customer’s loyalty. Further, both brand equity and satisfaction post as mediator.
34
Garlina, Yossy Hanna. "Comparison of Skin Moisturizer: Consumer-Based Brand Equity (CBBE) Factors in Clusters Based on Consumer Ethnocentrism." Winners 15, no. 2 (September 30, 2014): 115. http://dx.doi.org/10.21512/tw.v15i2.625.
Full textAbstract:
This research aims to analyze relevant factors contributing to the four dimensions of consumer-based brand equity in skin moisturizer industry. It is then followed by the clustering of female consumers of skin moisturizer based on ethnocentrism and differentiating each cluster’s consumer-based brand equity dimensions towards a domestic skin moisturizer brand Mustika Ratu, skin moisturizer. Research used descriptive survey method analysis. Primary data was obtained through questionnaire distribution to 70 female respondents for factor analysis and 120 female respondents for cluster analysis and one way analysis of variance (ANOVA). This research employed factor analysis to obtain relevant factors contributing to the five dimensions of consumer-based brand equity in skin moisturizer industry. Cluster analysis and one way analysis of variance (ANOVA) were to see the difference of consumer-based brand equity between highly ethnocentric consumer and low ethnocentric consumer towards the same skin moisturizer domestic brand, Mustika Ratu skin moisturizer. Research found in all individual dimension analysis, all variable means and individual means show distinct difference between the high ethnocentric consumer and the low ethnocentric consumer. The low ethnocentric consumer cluster tends to be lower in mean score of Brand Loyalty, Perceived Quality, Brand Awareness, Brand Association, and Overall Brand Equity than the high ethnocentric consumer cluster. Research concludes consumer ethnocentrism is positively correlated with preferences towards domestic products and negatively correlated with foreign-made product preference. It is, then, highly ethnocentric consumers have positive perception towards domestic product.
35
Kumar, Manish, Hemang Jauhari, Rani S. Ladha, and Niti Shekhar. "Gender and organizational climate." Gender in Management: An International Journal 33, no. 3 (May 8, 2018): 217–33. http://dx.doi.org/10.1108/gm-11-2015-0092.
Full textAbstract:
Purpose This paper aims to study gender differences on six organizational climate variables. Employees’ views on their identification level, clarity of goals, perceived equity, welfare measures and outward focus of the organization were solicited in two different studies, while supervisors’ views on subordinates’ deviant behavior was explored in one of the studies. Design/methodology/approach The research design incorporated getting data using a questionnaire from two large organizations in India: a government utility and a private sector company. In all, 545 responses from government utility and 8,853 responses from the private company were analyzed, which formed the basis for this study. Findings The paper demonstrates that gender differences in employee perceptions are not only socially determined for some variables but in fact may also depend on the organizational structural contexts in presence of explicit supporting policies. Gender differences in identification level and goal clarity were determined by larger social context in the absence of any structural arrangement in both organizations. However, gender differences regarding perceived climate of welfare measures, outward focus of the organization and fairness were contingent on the structural context of the two organizations on account of differing arrangements in both the organizations. Also, women participants were perceived by their supervisors to indulge less in deviant behavior as compared to male participants in one of the study. Research limitations/implications Although this research includes only two organizations and the findings may, thus, not be generalizable, a key finding that emerges is that to balance the needs of both genders, managers may need to be cognizant of both organizational and social contexts. Originality/value To the best of the authors’ knowledge, this study is first to consider a detailed analysis of organizational climate with respect to gender perception particularly in the Indian context. The context of the study in two structurally different large organizations further adds to the value of this research.
36
이향숙. "A Study on Mediating Effects of Wedding Industry Employees Equity Perception in the Relationship between Transformational Leadership and Organizational Citizenship Behavior." Management & Information Systems Review 33, no. 2 (June 2014): 189–204. http://dx.doi.org/10.29214/damis.2014.33.2.011.
Full text
37
Fatma, Mobin, Zillur Rahman, and Imran Khan. "Building company reputation and brand equity through CSR: the mediating role of trust." International Journal of Bank Marketing 33, no. 6 (September 7, 2015): 840–56. http://dx.doi.org/10.1108/ijbm-11-2014-0166.
Full textAbstract:
Purpose – The purpose of this paper is to investigate the effect of corporate social responsibility (CSR) initiatives on the two marketing outcomes - corporate reputation (CR) and brand equity (BE), based on the perception of consumers regarding banks in India. Design/methodology/approach – A survey of banking consumers was carried out, resulting in 303 valid responses. In order to address research objectives and test the hypothesis, structural equations modeling has been employed. Findings – Results reveals that CSR activities influence CR and BE directly as well as indirectly. In addition, the mediating role of trust is found to be significant between CSR and CR and CSR and BE. The study shows that CSR activities build consumer trust in a company which in turn positively impacts CR and BE. Research limitations/implications – The findings have important implications for retail banks in India and suggest that CSR activities can help banks in building CR and BE. The hypothesized theoretical framework has been tested in the banking context, so the generalization of findings is limited to the context. Originality/value – This study contributes to literature by highlighting the important role of CSR and its direct and indirect effects on CR and BE.
38
Jensen, Maria, David Andrés Combariza Bayona, and Kam Sripada. "Mercury Exposure among E-Waste Recycling Workers in Colombia: Perceptions of Safety, Risk, and Access to Health Information." International Journal of Environmental Research and Public Health 18, no. 17 (September 3, 2021): 9295. http://dx.doi.org/10.3390/ijerph18179295.
Full textAbstract:
Exposures to the toxic element mercury (Hg) are exceptionally high among recycling workers globally. Recycling is a growing sector in Colombia, yet workers who directly handle e-waste are often unaware of the risks of exposure to mercury from post-consumer lighting products (e.g., fluorescent lamps). This qualitative study aimed to understand how recycling workers perceive their own risks from mercury exposure and how they find information about these risks, through interviews (n = 35) at the three largest formal recycling facilities in Colombia. Workers’ risk perception was generally disconnected from their likely actual exposure to mercury, instead often seen juxtaposed to co-workers who worked more directly with hazardous waste. Recycling workers, who were predominantly men from lower-income socioeconomic backgrounds, had limited knowledge of health risks due to mercury exposure and were more likely to receive health-related information from informal sources. Over a third of interviewees had searched online for information about occupational health risks of mercury, but these searches were perceived as unsatisfactory due to information being difficult to find, not available in Spanish, or related to mercury exposure via seafood or mining rather than recycling. Workers expressed (over)confidence in personal protective equipment and concern about frequent employee turnover. This study points to weaknesses in environmental health literacy and public health communication around toxic exposures to mercury in the workplace. Stronger regulation and enforcement are needed to prevent toxic exposures and promote worker health equity.
39
Sigdel, Surya, and Mani Ram Sharma. "Critical Pedagogy and Equity Promotion in Culturally and Linguistically Diverse Classroom." Journal of English Education and Teaching 5, no. 2 (June 4, 2021): 201–15. http://dx.doi.org/10.33369/jeet.5.2.201-215.
Full textAbstract:
This paper explores English language teachers’ perception of critical pedagogy and equity promotion in lingo-cultural diverse classroom. The study concerns how the teachers find multicultural students’ problems and address them in the classroom. The study further investigates how teachers use dimensions of equity (multicultural education, social justice education and culturally responsive pedagogy) to promote social harmony, critical awareness and independent learning. In the study, I have used narrative inquiry as a research method, selected six participants purposively from public schools of Kathmandu and collected information from in-depth semi-structured interviews. I have employed multiple layers of thematic analysis, interpreted narrative data and developed six different themes: facility and access, classroom management, language and behavior, classroom activities, feedback and reinforcement and evaluation procedures. On the basis of this study, what I found that school environment, classroom activities, evaluation procedures and feedback and reinforcement are the major factors for the influence of their students’ participation. The school management has major role to facilitate and encourage teachers for the promotion of students centered methods such as project based learning and collaborative learning. Along all these aforementioned themes, teachers have prominent role to run active participatory classroom activities through student friendly activities like language games and healthy academic debate. Not only that, teachers are equally responsible to identify at-risk students and address their issues immediately to promote independent learning. Furthermore, to evaluate students’ progress, intra-personal comparative evaluation procedure is found more effective than inter-personal comparative evaluation procedures to encourage them to strive ahead with self-respect. The study expects relevant recommendations in the field of content-based child-friendly teaching learning activities where students participate actively enjoy the activities and learn from self and others.
40
Srivastava, Rajesh Kumar. "Merger, acquisition – right move or emotional move for growth – case study of sun pharmaceutical." International Journal of Pharmaceutical and Healthcare Marketing 12, no. 3 (September 3, 2018): 270–87. http://dx.doi.org/10.1108/ijphm-05-2016-0027.
Full textAbstract:
Purpose The purpose of this paper is to analyze the merger and acquisition (M&A) strategy focusing on Indian company’s approaches and to understand steps of the process adopted by them. It focuses on the rationality of M&A and its impact on the profitability. This paper also discusses whether financial transaction in terms of value is right or done because of eagerness to expand by calculating the financial value of brand equity independently. Design/methodology/approach The operating performance, capital adequacy and solvency measures were compared to three-years pre- and post-merger from the financial statements of the organizations through financial valuation of brands. Inter-brand and RKS model are used to calculate the brand value. The perception study on M&A is also conducted by interviewing stakeholders. This paper provides a theoretical and practical basis to decide on whether M&A. The present paper has taken recent mega M&A of Ranbaxy Lab by Sun pharmaceuticals for the analysis. Findings The results of the paper showed that Return on investment did not indicate significant improvement, but on average, it can be concluded that overall performance of the acquirer improves as a result of M&A activity as per the study. The decisions on M&A are more emotional than rational. The present paper reveals that M&A of pharmaceutical company was riskier because of emotional decisions. Research has proposed “Merger, acquisition Theory (RERC MA theory) based on rational, emotion, risk taking ability culture” to understand the M&A. Research limitations/implications This paper is more focused on emerging markets which is more active with better gross domestic product (GDP) growth. It is more on analysis of financial decisions and has not taken customer equity, employee morale and engagement. A further study is suggested in the same areas. Managerial Implications: This paper will enable the managers to withstand the emotional influence and will help them to be more professional approach which will benefit the organization and stakeholder better. Mangers should look for long-term impact than short-term impact the present paper will also help them to understand on how financial calculations will help them to take more rational decisions. Originality/value Although the topic is not very new, a lot of literature is available on M&A, but the pharmaceutical sector is comparatively new for such kind of studies. Specifically, the selection of respondents and brand valuation mechanism has got practical implications. Earlier papers on M&A paper are more focused on customers’ equity, but a financial analysis of M&A is done in the present paper will help to evaluate merger and acquisition process more analytically. Financial calculation for evaluating M&A is the highlight of this research paper. Study of M&A from emerging markets will help to increase the knowledge as such papers are few. Research uses two important financial tools to measure financial brand equity and tries to justify the need for more rational rather than emotional approach. Research has proposed “Merger, acquisition Theory (RERC MA theory) based on rational, emotion, risk taking ability culture” to understand the M&A.
41
Orpen, Christopher, and Josef Bonnici. "Effect of Perceptions of Pay Equity on Employees' Motivation, Involvement, Satisfaction, and Performance." Perceptual and Motor Skills 65, no. 2 (October 1987): 601–2. http://dx.doi.org/10.2466/pms.1987.65.2.601.
Full textAbstract:
The relationship between perceptions of pay level, internal pay equity, external pay equity, personal input, and job demands and a number of work outcomes was examined in a sample of 101 university teachers. Only two of the 20 correlations between those perceptions and the outcomes of work satisfaction, job involvement, internal motivation and self-rated performance were significant, suggesting that in this sample perceptions of different aspects of pay equity are unrelated to positive work outcomes.
42
Mahmood, Faisal, Faisal Qadeer, Usman Sattar, Antonio Ariza-Montes, Maria Saleem, and Jaffar Aman. "Corporate Social Responsibility and Firms’ Financial Performance: A New Insight." Sustainability 12, no. 10 (May 21, 2020): 4211. http://dx.doi.org/10.3390/su12104211.
Full textAbstract:
A vast stream of literature has investigated the effect of corporate social responsibility (CSR) on firms’ financial performance (FFP). However, this effect has remained unclear and undecided. For instance, numerous studies have examined the direct impact of firms’ CSR initiatives on FFP, as well as examining various mechanisms to explain this relationship, but found inconsistent results. The indecisive results indicate that researchers lack consensus to define a mechanism to understand how and under what conditions CSR can affect FFP. Thus, this research aims to investigate how firms’ CSR perception and disclosure derive accounting- (return on equity: ROE, earnings per share: EPS), market- (Tobin Q) and perception-based firms’ financial performance through the mediation of competitive advantage and boundary conditions of family ownership and CEO narcissism. This research underpins the theoretical lens of the resource-based view to derive hypotheses. The research design employed in this study is quantitative, and the approach to theory development is deductive. Multi-method and multi-source data with temporal breaks are collected from 60 manufacturing firms listed on the Pakistan Stock Exchange (PSE). Primary data are collected from the top and middle managers, while secondary data are collected from the annual reports published by these firms. This research found that competitive advantage significantly mediated the indirect impact of perceived CSR and disclosure on FFP. Further, this relationship is strengthened by the contingencies of family ownership and CEO narcissism. Our results will assist the management of the firms to understand the implications of CSR perceptions and disclosure to derive a competitive advantage that ultimately translates into the firms’ financial performance. Further, this research also revealed that managers should concentrate on the boundary conditions of family ownership and CEO narcissism as well. In particular, this research contributes to understand why CSR is viewed to have a strategic importance for the firms and how a resource-based perspective might be utilized in such endeavors.
43
Schulz, Martin, Ana Gordo, Chloe Tolley, Hannah Staunton, Elaine Brohan, Dean Spurden, Michael Cicchetti, and Joseph C. Cappelleri. "Evaluating Patient Preference for Haemophilia a Treatment." Blood 128, no. 22 (December 2, 2016): 4973. http://dx.doi.org/10.1182/blood.v128.22.4973.4973.
Full textAbstract:
Abstract INTRODUCTION: FuseNGo is a dual-chamber syringe for administering coagulation factor concentrate that was developed to reduce the number of steps and components necessary to reconstitute the drug product. This study aimed to assess patients' perception and preference for Haemophilia A (HA) using a recently developed questionnaire (HaemoPREF). The study also aimed to build on existing evidence for the construct validity of the HaemoPREF by evaluating the relationship between patient perception and preference for HA treatment, as assessed by the HaemoPREF, and associated factors including treatment satisfaction, quality of life (QoL), adherence, work productivity and activity impairment. METHODS: A non-interventional, cross-sectional, questionnaire completion study was conducted in Spain (n=31), Germany (n=10) and Italy (n=48). Adult HA patients were required to have used ReFacto AF with FuseNGo for at least 40 infusions. Spanish and German patients completed a web-based survey; Italian patients' data was collected on paper as part of a nested sub-study in an ongoing real-world study. Patients completed: HaemoPREF; Treatment Satisfaction Questionnaire for Medication (TSQM); VeritasPRO; Hemophilia Well-being Index (HWBI) and Work Productivity and Activity Impairment: Haemophilia Specific (WPAI + CIQ: HS). Correlational analyses, univariate and multivariate regression analyses aimed to examine the relationship between HaemoPREF and these instruments. RESULTS: Higher scores on the HaemoPREF indicate greater satisfaction with, or importance of, a concept. Scores are provided as a fraction of the theoretical range. The subscales with the greatest mean scores are 'Ease of Using Clotting Factor Treatment' (27.9/40); and 'Burden of Clotting Factor Treatment' (13.7/20) indicating high levels of satisfaction. The subscale with the lowest mean score is 'Influence of Others on Treatment Choices' (8.6/20). Scores on the TSQM indicated overall satisfaction with treatment, in particular the 'Treatment Global Satisfaction' subscale was high on average (72.5/100). The mean VeritasPRO global score indicated that the sample was moderately adherent overall. The mean score on the HWBI was 22.9/24, indicating patients do not consider their QoL to be negatively affected. On the WPAI the 'Overall Work Impairment' mean score was 23.1% while the 'Activity Impairment' mean score was 29.4% indicating low levels of work and activity impairment (Table 1). Spearman's correlations indicated the HaemoPREF global score had essentially a moderate relationship with the TSQM Treatment Global Satisfaction subscale (r=0.48), HWBI total score (r=0.41) and WPAI Activity Impairment score (r=0.39). Moderate correlations (≥0.40) were also noted between some of the HaemoPREF subscales. Some subscales on the TSQM, HWBI and WPAI. Correlations were low between the HaemoPREF and VeritasPRO (r=0.24) and the HaemoPREF and the WPAI Overall Work Impairment score (r=0.31) indicating the HaemoPREF is addressing something conceptually distinct to these measures. Multivariate regression on the pooled sample for the HaemoPREF global score (n=87) found the following variables were significant (p≤0.05) predictors of HaemoPREF global score: TSQM 'Treatment Convenience' (regression coefficient estimate: 0.5), VeritasPRO 'Timing' (regression coefficient estimate: 2.8), VeritasPRO 'Remembering' (regression coefficient estimate: 3.1), HWBI Total Score (regression coefficient estimate: 1.0) and site (Germany/Spain vs Italy, regression coefficient estimate: 13.0). CONCLUSIONS: These findings suggest that patients using ReFacto AF with FuseNGo are satisfied with and adherent to their treatment, and do not consider their QoL to be negatively affected. There is a moderate association between patient perception and preference for HA treatment, treatment satisfaction, adherence and QoL. This suggests while the HaemoPREF is related to, and assesses these components, it also measures distinct and important concepts not assessed by the other questionnaires completed by patients in the study. Thus, the HaemoPREF appears to fill a gap in the tools currently available to assess patient treatment experience in HA. Additional research in larger samples across multiple sites could further evaluate the relationship between the factors of interest. Disclosures Schulz: Pfizer Inc: Employment. Gordo:Pfizer Inc: Employment. Tolley:Adelphi Values: Other: full-time employee of Adelphi Values, who worked on this study as paid contractors to Pfizer Inc.. Staunton:Adelphi Values: Other: full-time employee of Adelphi Values, who worked on this study as paid contractors to Pfizer Inc.. Brohan:Adelphi Values: Other: full-time employee of Adelphi Values, who worked on this study as paid contractors to Pfizer Inc.. Spurden:Pfizer Inc: Employment. Cicchetti:Pfizer Inc: Other: paid consultant through Execupharm Inc. by Pfizer Inc.. Cappelleri:Pfizer Inc: Employment, Equity Ownership.
44
Loi, Natasha M., Jennifer M. I. Loh, and Donald W. Hine. "Don’t rock the boat." Journal of Management Development 34, no. 2 (March 2, 2015): 169–86. http://dx.doi.org/10.1108/jmd-12-2012-0152.
Full textAbstract:
Purpose – There is a vast array of literature which investigates the concept and impact of workplace incivility. Evidence suggests that compared to male employees, female employees tend to experience and put up more with workplace incivility. However, there is limited research on how this affects female employee’s willingness to complete work-related tasks. The purpose of this paper is to set out to examine whether gender moderates the role between tolerance for workplace incivility and those behaviours characterised by work withdrawal. Design/methodology/approach – In total, 317 employees from a range of business industries and governmental agencies completed a quantitative survey of measures relating to their work withdrawal behaviour and their perception of their workplaces’ tolerance for uncivil behaviours. Findings – Results revealed that when females perceived high levels of tolerance for workplace incivility, they decreased their work withdrawal behaviour. No relationship between tolerance for workplace incivility and work withdrawal was found for males. Research limitations/implications – The homogeneity of the sample, that is, the sample comprised predominantly of white-collar, White Australian workers. Practical implications – Improve managers and organisations’ knowledge and understanding about deviant workplace behaviours – especially between male and female employees. Originality/value – The paper adds to the work in the workplace incivility, diversity-gender and equity research area. Specifically, it highlights how male and female employees react when they perceive that their workplace tolerates deviant behaviours. This knowledge will inform managers and their organisations of a more effective way of managing conflict.
45
Donner, Chirstopher, Jon Maskaly, Lorie Fridell, and Wesley G. Jennings. "Policing and procedural justice: a state-of-the-art review." Policing: An International Journal of Police Strategies & Management 38, no. 1 (March 16, 2015): 153–72. http://dx.doi.org/10.1108/pijpsm-12-2014-0129.
Full textAbstract:
Purpose – The purpose of this paper is to systematically and comprehensively review the literature on procedural justice in policing, in the context of both police-citizen encounters and organizational decision making. Design/methodology/approach – The current study reflects a narrative meta-review of procedural justice within policing generated through a systematic and exhaustive search of several academic databases (e.g. Criminal Justice Abstracts, Criminology: A SAGE Full Text Collection, EBSCO Host, PsychInfo, etc.). Findings – The current meta-review identified 46 studies that matched the selection criteria. In this body of research, 28 studies analyzed procedural justices within the context of police-citizen encounters and 18 studies examined procedural justice within the context of police organization decision making. In general, the body of research yields two main findings. First, citizens’ perceptions of procedural justice during interactions with the police positively affect their views of police legitimacy, satisfaction with police services, satisfaction with interaction disposition, trust in the police, and confidence in the police. Second, the perception of police personnel of procedural justice in organizational decision making positively influences their views of decision outcomes, trust in the administration, job satisfaction, organizational commitment, desire to stay with the agency, and overall views of the agency. Practical implications – The practical implications derived from this meta-review are twofold. First, police personnel engaged in police-citizen encounters reap many benefits when they treat citizens with fairness and maintain an encounter process that is marked by objectivity and equity. Second, police supervisors and administrators reap benefits when their subordinates perceive that there is procedural justice within the organization. Originality/value – The state-of-the-art meta-review on procedural justice in policing is the first of its kind. This study comprehensively reviews the literature on two important bodies of policing research. This study will be useful for researchers who wish to further explore procedural justice issues in policing, and for police managers/administrators who wish to strengthen citizens’ perceptions of the police and their employees’ perceptions of the organization.
46
Lee, Helena. "Changes in workplace practices during the COVID-19 pandemic: the roles of emotion, psychological safety and organisation support." Journal of Organizational Effectiveness: People and Performance 8, no. 1 (February 9, 2021): 97–128. http://dx.doi.org/10.1108/joepp-06-2020-0104.
Full textAbstract:
PurposeThe purpose of the study is to investigate the psychological safety, organisation support and emotion in the workplace during the transition from office to home working during the COVID-19 pandemic crisis. Past studies on emotion in the workplace mostly focus on types of discreet emotion, in relation to positive and negative emotions (e.g. Connelly and Torrence, 2018; Rubino et al., 2013). Other studies reported that emotions are derived from social comparison processes (Matta and Dyne, 2020). During a crisis, the emotional responses of the workers and organisational support to the different group of employees differ due to the social exchange relationship. Hence, this study contributes to the field of organisational support by examining the organisational support as the investment of both physical and psychological resources, and the emotional responses of employees to the COVID-19 pandemic crisis during transition from office to work-from-home setting. Through thick descriptions of the workers' emotion responses to this transition, the research examined how organisational support potentially impacts the worker's experience of psychological safety.Design/methodology/approachThe study was conducted in the Singapore context. In light of the COVID-19 pandemic, the Singapore Government imposed regulatory restrictions, the “Circuit Breaker” from April 7 2020 to curb the spread of the virus infections. Most workplaces from the public service agencies to the private enterprises implemented work from home arrangements for most of the employees. The data were generated from an online survey that included self-reported text-based narratives in response to open-ended questions. Open-ended questions effectively allowed respondents to define the real-world situation in their perspectives. Salaried workers from both the public and private organisations were invited to take part in this research. Respondents comprise full-time, part-time and contracted employees from the diverse sectors. The final sample size of 131 respondents was used. A qualitative data analysis was employed to gain deeper insight into the workers' emotional reactions, including their personal experiences of organisational support and psychological safety, during the transition from office to work from home setting.FindingsThe qualitative examination, through thematic coding, reveals the phenomenon of emotion triggered by social comparison emotion and critical socio-emotional resources (i.e. task, flexibility, communication, health and safety and social support) during a health crisis. Specifically, the employees' emotional reactions were elicited from the perceived organisational support, in how organisation cares for their well-being and work contributions and, in turn, influence the psychological safety. For example, the approach of the online communication (as a form of organisation support) practised by the managers has implications on the different levels of psychological safety experienced by the employee. In addition, emotional resources can be interpreted as organisation support. The findings revealed that emotions such as anxiety, stress, unfairness, inferiority and vulnerability are triggered by perceived inequity and comparison with the decisions or resources of the referent others of higher level such as the management (upward social comparison emotion). On the other hand, the emotions of pride, empathy, shared goals and support are generated by the care, collective interest and comparison of the referent others of lower level such as the subordinate (downward social comparison emotion). This study adds theoretical depth to the phenomenon of socio-emotional resources and the implications of psychological safety and organisational support of different work groups in the organisation.Practical implicationsThe practical implications contribute to human resource management practices to understanding the socio-emotional resources of the core and periphery groups. It is imperative for organisation to exercise equity in the allocation of resources and treatment between different groups (core and periphery). The implications of this study show the phenomenon of emotional responses arise from comparison within groups linking with perceived fairness. The managerial decisions and supervisor management style are key factors in promoting healthy emotion and psychological safety. Management style such as micromanagement and control were not favourable among employees, and autonomy, trust and empathy resonate with employees. During a crisis and major workplace changes, demonstrating employee care through feedback, timely and specific information sharing and participatory form of communication contribute to the positive perception of procedural and interactional fairness. In the initial phase of workplace change amid crisis, some element of control is inevitable. Supervisor support may come in the form of open communication in conveying the rationale for the need to exercise control in one process and flexibility may be accorded in another task. The empowerment of workplace decisions, open communication in shared goals and assurance and trust are critical in enhancing a high psychological safety.Originality/valueThis study examines the roles of emotion, psychological safety and organisational support among different groups of workers (full-time, part-time and contracted employees) in the context of COVID-19 pandemic. There has been scant study in examining the core and periphery groups relating to these research topics. The findings in this study reveal the phenomenon of emotions triggered by social comparison during the workplace changes and the display of different socio-emotional resources within groups. This qualitative research supported the past studies that autonomy in decision-making, supervisor support, employee care and trust affect psychological safety.
47
Афанасьєва, Олена Миколаївна, and Валерія Вячеславівна Кошарна. "АНАЛІЗ СПІВРОБІТНИКІВ КОМПАНІЇ ЯК НОСІЇВ КОРПОРАТИВНОЇ КУЛЬТУРИ." Bulletin of the Kyiv National University of Technologies and Design. Series: Economic sciences 125, no. 4 (January 25, 2019): 62–68. http://dx.doi.org/10.30857/2413-0117.2018.4.6.
Full textAbstract:
The paper explores the key factors affecting the corporate culture formation and development. Recently, the issues of corporate culture, especially in large organizations, trigger the focused attention of a number of management theorists and practitioners. It is a relatively new and insufficiently researched concept, both in this country and abroad. People make the foundation of any company, conversely any organization directs its activities towards a person fostering a multifaceted diversity of organizational culture brought in by each employee. This wide spectrum of variety is shaped by the uniqueness of each individual. Each person’s genetic background is exceptional which stems from people’s diversity of the universe. Ukrainian national individualism specified by the nature of social life plays a dual role in building a corporate culture domain of domestic business structures. Given the equity capital formation under the indirect ownership-based principle of “from individual to collective”, this feature of a national character contributes to corporate philosophy tailoring. The paper suggests a definition of the “corporate culture” concept as a set of values, beliefs, opinions, perceptions, expectations, symbols as well as behavior norms and patterns, traditions, rituals, etc. that have developed in the organization or its divisions during its life cycle and which are accepted by the majority of employees. The system of leadership based on encouraging practices is proved to be most effective. Diligent, initiative performance of management instructions, hard creative work in this case depend on the remuneration policy. Thus, incentives should be meaningful for a performer and feasible for a firm. Insights to a range of theoretical and practical aspects in building employee’s corporate culture are provided. The personnel particular role in facilitating the enterprise performance efficiency is revealed. The paper verifies the need to implement coaching in terms of effective training practices for staff development.
48
Cernuda Martínez, José Antonio, Rafael Castro Delgado, Elena Ferrero Fernández, and Pedro Arcos González. "Self-Perception of Theoretical Knowledge and Practical Skills by Primary Health Care Physicians in Life-Threatening Emergencies." Prehospital and Disaster Medicine 33, no. 5 (October 2018): 508–18. http://dx.doi.org/10.1017/s1049023x18000808.
Full textAbstract:
AbstractObjectivesThe goal of this study was to find out the training received in Urgent and Emergency Medicine (UEM) by the Primary Health Care (PHC) physicians of Asturias (Spain), as well as their perception of their own theoretical knowledge and practical skills in a series of procedures employed in life-threatening emergencies (LTEs), and also to analyze the differences according to the geographical area of their work.MethodsThis was a cross-sectional survey of PHC physicians using an ad hoc survey of a sample of 213 physicians in Asturias regarding their self-perception of theoretical knowledge and practical skills in techniques used in LTEs by areas of work (rural, suburban, and urban). The interview was conducted by mail from April through May 2017. The data processing has used absolute and relative frequencies, as well as central tendency parameters and dispersion parameters. The estimates for the entire population have been made using confidence intervals for the mean of 95%. In the comparison of parameters, the differences between parameters with a probability of error less than five percent (P<.05) have been considered significant. For the comparison of means between the different techniques in the different areas of work, ANOVA was used.ResultsWith respect to the training of physicians, in general, for managing emergencies, both at the regional level and by areas of work (rural, suburban, and urban), none of the sets analyzed attained five points. By areas of work, it was the suburban region where there was a greater average general level of knowledge. There were significant differences in the average theoretical knowledge and the average practical skills in the procedures studied according to the different areas of work. The greater number of significant differences was between the urban and suburban regions and within the urban area.Conclusions:It’s necessary to ensure an adequate homogeneity of the levels of theoretical knowledge and practical skills of PHC physicians in order to guarantee the equity of provision of health care in emergencies in different geographical areas.Cernuda MartínezJA, Castro DelgadoR, Ferrero FernándezE, Arcos GonzálezP. Self-perception of theoretical knowledges and practical skills by primary health care physicians in life-threatening emergencies. Prehosp Disaster Med. 2018;33(5):508–518.
49
Gelb, Betsy DuBois, and Deva Rangarajan. "Employee Contributions to Brand Equity." California Management Review 56, no. 2 (February 2014): 95–112. http://dx.doi.org/10.1525/cmr.2014.56.2.95.
Full text
50
Vega-López, Alfonso, María Virginia Flores-Ortiz, Edgar Armando Chávez-Moreno, and Ricardo Rosales. "ORGANIZATIONAL BEHAVIOR AS A FACTOR OF COMPETITIVENESS IN FAMILY COMPANIES OF THE SERVICE SECTOR IN TIJUANA, B.C., MEXICO." Humanities & Social Sciences Reviews 7, no. 5 (September 28, 2019): 306–17. http://dx.doi.org/10.18510/hssr.2019.7536.
Full textAbstract:
Purpose: The present study contemplates an investigation to know the relationship that exists between the organizational behavior as the factor of competitiveness in the familiar companies of the service sector in Tijuana, B.C.; the fact that companies have an organizational climate not only benefits the human resource itself but also the company conjointly as it generates profits, while raising the quality of human resources and forging an organization with strengths that position it into the market as a competitive company
Methodology: 168 representative surveys were carried out on the employees of the family service sector companies registered in the Mexican Business Information System (SIEM), corresponding to Tijuana in Baja California, Mexico. The survey was conducted in the last eight months of 2016 and the first four months of 2017. The quantitative research is applied through survey applications, by questionnaires to the employees of family companies in the service sector to obtain the results.
Main Findings: The factors of autonomy, teamwork, support, communication, pressure, recognition, equity, innovation, perception of the organization, motivation, remuneration, training and development, physical and cultural environment, vision, general satisfaction, promotion and career have a direct impact on organizational behavior, as factors of competitiveness in Tijuana, BC, Mexico
Implications/Applications: Organizational behavior is important for family businesses and due to the difficult environment faced by family businesses in order to be competitive in our country and in global markets; a good option for owners is to invest in organizational behavior as a market strategy.