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Journal articles on the topic 'Employee perception of the organization'

Author: Grafiati

Published: 3 June 2025

Last updated: 1 August 2025

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1

Govani, Dhvani. "GREEN HRM – A SUSTAINABLE TOOL FOR DEVELOPMENT OF BUSINESS." International Journal of Management, Public Policy and Research 2, no. 4 (2023): 51–62. http://dx.doi.org/10.55829/ijmpr.v2i4.189.

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This study examines the perception of employees towards layoff policy in an organization. The research aims to identify the factors that affect employee perception of layoff policies and to explore how these perceptions may influence employee attitudes and behavior. A survey was conducted among employees in different industries and positions to gather data on their perception of layoff policies. The results of the study indicate that employees' perception of the fairness of the layoff policy, communication about the policy, and support provided to employees during the layoff process are signif

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Gunaseelan, D., and George Thomas. "Employee’s personal characteristics and their perception on employee engagement: A study on hotel employees." Salud, Ciencia y Tecnología - Serie de Conferencias 3 (June 12, 2024): 891. http://dx.doi.org/10.56294/sctconf2024891.

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Employee engagement is the concept by which an employee’s intellectual and his emotional attachment to work and organization is measured. Employees of the hotels are to be engaged to reduce employee turnover, enhance customer satisfaction and improved business performance that influences the sustainability of the organization in an aggressively competitive market. Data for the research has been collected from a four and five star category hotels at Kolkata which is analyzed for the role of employee’s personal characteristics, on the employee’s perception on engagement. The finding suggest that

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Fadillah, Silvia Listia, Putri Fatikasari, Ikva Diana Yesta, Farah Fadillah Amru, Lisa Harry Sulistiyowati, and Jay Miguel. "Quality Of the Work Environment Through the Approach of Employee Perceptions in Indonesian Manufacturing Companies." Journal of Business Innovation and Accounting Research 1, no. 1 (2023): 1–12. http://dx.doi.org/10.56442/qrm4d443.

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The purpose of this study is to investigate the relationship between perceptions of quality of work environment, behaviour and organization in PT manufacturing. The research method used was a questionnaire survey distributed to employees from different areas of the company. The variables studied include the perception of the quality of the work environment, the behaviour of the employees in performing their duties and the level of organization within the company. The results of the study show that there is a positive correlation between the perceived quality of the work environment and employe

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Shalini,, Dr P. "EMPLOYEE PERCEPTION ABOUT ORGANIZATIONAL HR PRACTICES AND ITS CULTURE." International Scientific Journal of Engineering and Management 03, no. 05 (2024): 1–9. http://dx.doi.org/10.55041/isjem01805.

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A study on employee perception about organizational HR practices and culture at IWL India Private Limited. This study explores employee perceptions of organizational HR practices and culture and their impact on employee satisfaction and engagement. The research aims to understand how employees perceive various HR practices, such as recruitment, training, performance management, and compensation, and how these practices influence their perceptions of the organization's culture. The study also examines the relationship between employee perceptions of HR practices and their job satisfaction, orga

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Ololube, Nwachukwu Prince, and Dennis Ogutum Ololube. "Organizational Change Management." International Journal of Applied Management Sciences and Engineering 4, no. 1 (2017): 25–42. http://dx.doi.org/10.4018/ijamse.2017010103.

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Change management is a continuous method used in transitioning individual employee, groups, and organizations to an anticipated future change. It focuses on the change management processes that addresses individual employee, groups and organizational factors that acts as catalyst for possible changes in organization. The purpose of change management is ultimately to make use of initiatives and ensure that every employee in an organization is willing and ready to switchover to an anticipated new role in the proposed business environment. This current study evaluated the relationship between lea

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Emmanuel, Noko, and Joseph Nwuzor. "Employee and Organisational Performance: Employees Perception of Intrinsic and Extrinsic Rewards System." Applied Journal of Economics, Management and Social Sciences 2, no. 1 (2021): 26–32. http://dx.doi.org/10.53790/ajmss.v2i1.5.

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The study aimed to evaluate the perception of employees on both intrinsic and extrinsic reward system and whether reward system impact their performance and the organization performance at large. To achieve the objective, the study employed Structural Equation Modelling (PLS-SEM) approach to test six hypothesis. The study sampled 400 employee of Zenith Bank Plc using questionnaire send to the respondent emails. PLS-SEM result revealed that both extrinsic and intrinsic rewards have positive and significant impact on employee performance, although, extrinsic appear more potent than intrinsic rew

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Javed, Syed Muhammad, Saqib Muneer ., and Melati Ahmad Anuar . "Impact of Training on Expectation of Employee and Employer: A comparative study." Information Management and Business Review 5, no. 12 (2013): 601–7. http://dx.doi.org/10.22610/imbr.v5i12.1094.

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Organizations today spend millions of dollars on training to enhance the performance of their employees, which leads to formation of expectation on employers end as well as employees ends observing this phenomena ,this research was conducted to analyze the expectations of employee and employer and its impact on post training satisfaction, for that matter data was collected from 20 organization where training is provided ,sample size was 20 training / HR managers and per managers 5 employees, paired sample t test was applied to gauge the difference or similarity between the perception and expec

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Saha, Shuvabrata. "Employee Perception Regarding Corporate Social Performance: A study of the selected Banking Company in Bangladesh." International Journal of Science and Business 2, no. 3 (2018): 419–31. https://doi.org/10.5281/zenodo.1323209.

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This research studies employees’ perceptions and expectations toward their organization’s Corporate Social Performance. Researcher develops a framework and methodology for analyzing and evaluating the perception of bank employees. This framework explains how employees’ perceptions of CSR trigger attitudes and behavior in the workplace which affect organizational, social and environmental performance.  It also examines the social issues in the lens of employee perceptions by the descriptive statistical tools. To know the employee perception regarding corporate social perf

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Špoljarić, Anja, and Ana Tkalac Verčič. "Internal communication satisfaction and employee engagement as determinants of the employer brand." Journal of Communication Management 26, no. 1 (2021): 130–48. http://dx.doi.org/10.1108/jcom-01-2021-0011.

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PurposeThis study aims to contribute to the understanding of internal communication and its connections to engagement and employer brands. The authors wanted to test the relationship between the three variables and explore if employees' perception of employer brands is affected by internal communication satisfaction and engagement. Creating a desirable employer brand can have significant benefits for organizations, such as higher employee satisfaction, employee engagement and retention. It is crucial to have a clear grasp of how the determinants of these relationships affect each other.Design/

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SOCKEL, HY, and BRENDA MAK. "THE RELATIONSHIP OF PERCEIVED ORGANIZATIONAL INNOVATIVENESS (PORGI) ON IS&T EMPLOYEE CONTINUANCE: A LISREL MODEL." International Journal of Innovation and Technology Management 01, no. 04 (2004): 393–414. http://dx.doi.org/10.1142/s0219877004000295.

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This paper explores how employees' perception of an organization's innovativeness impacts their desire to continue an association with the organization. The study uses Structural Equation Modeling — LISREL to explore the relationship between latent constructs of the employees' Perceived Job Satisfaction, and Perceived Organizational Innovativeness (PORGI) with their desire for (employment) Continuance with the organization. PORGI is measured through perceived innovation management, organizational career culture, personnel and innovation management policies. The latent construct of "Employee Co

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Maharani, Diajeng Puspa Arum, and Firda Nadia Roshandi. "DO TYPES OF ORGANIZATIONAL CULTURE CORRELATE WITH THE JOB SATISFACTION?: A STUDY ON EMPLOYEES’ PERCEPTION." Jurnal Administrasi Kesehatan Indonesia 7, no. 2 (2019): 162. http://dx.doi.org/10.20473/jaki.v7i2.2019.162-169.

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Background: The Orthopaedic and Traumatology Hospital had an increase in employee turnover of 1.39% from January to June 2012. It occurred due to high resignation and employee unsatisfaction. Thus, an organizational culture that consists of clan, hierarchy, market, and adhocracy becomes one of the determinant factors for employee turnover.Aims: This study aims to analyze the correlation between organizational culture and the employees’ job satisfaction.Method: This study used descriptive quantitative with a cross-sectional design, and the data were analyzed with a correlation test. There were

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Putrie, Hesa Chikita, and Faraz Faraz. "Organizational Cynicism Reviewed from Work Stress to Shipping Employee Organization Support." Psikostudia : Jurnal Psikologi 11, no. 1 (2022): 79. http://dx.doi.org/10.30872/psikostudia.v11i1.7167.

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The study aimed to determine the role of work stress and the perception of organizational support for organizational cynicism in shipping employees. The study used a quantitative approach with 152 respondents. The research instrument uses the organizational cynicism scale of Yunida, (2016), the work stress scale of Sari et al. (2018), and the survey scale of perceived organizational support from Kurtessis et al. (2017). Data retrieval is done online, then the data that has been collected, analyzed with multiple linear regression tests using SPSS software. The results showed that the significan

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Hussain, Karar, Sheraz Ahmed, Muneer Hussain, and Mir Hassan. "Employee Perception of Risk Management Practices and Organizational Commitment." Journal of Accounting and Finance in Emerging Economies 9, no. 4 (2023): 575–86. http://dx.doi.org/10.26710/jafee.v9i4.2865.

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Purpose: The study determines employee perception of risk management practices and organizational commitment in Private Banks of Balochistan. Earlier studies in the field highlight the importance of HR practices during organizational transition since it may be necessary to influence employee behavior to support the change's direction. By implementing HR practices that encourage change, The HR department is in an excellent position to effect positive perception. Methodology: Using a quantitative research approach, this study evaluates the relationship between employee perception of risk m

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Adhikersa, Ridhwan, Wahyudi Kumorotomo, Achmad Djunaedi, and Agus Heruanto Hadna. "Impact of Agile Organization and Leadership on Employee Experience: Case Study UPTD (Technical Implementing Service Unit) Digital Service Center, Geospatial Data and Information of West Java Provincial Government (Jabar Digital Service)." Populasi 30, no. 2 (2022): 103. http://dx.doi.org/10.22146/jp.80191.

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This research is a mixed study that analyzes the implementation of agile organization and agile leadership, and analyzes the impact of its implementation on employee experience at the Technical Implementing Service Unit Digital Service Center, Geospatial Data and Information of West Java Provincial Government called Jabar Digital Service (JDS) This research was conducted by searching for information on civil servants (PNS) and ex- pert employees about organizational and leadership methods applied in Jabar Digital Service. Concepts of agile organization and agile leadership and researching quan

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Chen, Shyh-jer, Pei-fen Lin, Chia-mei Lu, and Chiung-wen Tsao. "THE MODERATION EFFECT OF HR STRENGTH ON THE RELATIONSHIP BETWEEN EMPLOYEE COMMITMENT AND JOB PERFORMANCE." Social Behavior and Personality: an international journal 35, no. 8 (2007): 1121–38. http://dx.doi.org/10.2224/sbp.2007.35.8.1121.

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In this study a hierarchical linear model was employed to identify the specific relationships between employee affective commitment, employee perceptions of HR practices and job performance, and the moderating effect of HR strength was examined, using the extent to which employers and employees share the same perceptions of HR practices as a proxy for consistency. The data were collected via structured questionnaire from hairdressing salons throughout Taiwan. Usable questionnaires from 307 hairdressers and 103 shop owners constituted individual- and organizational-levels of data. We found that

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Putra, Yohanes Rico Ananda, and Muhammad Irfan Syaebani. "Effect of Employee Perception of Sex Diversity and Employee Perception of Retaining Sex Diversity on Work Efforts Mediated By Interactional Justice, Distributive Justice, and Procedural Justice in Public Sector." Syntax Literate ; Jurnal Ilmiah Indonesia 7, no. 10 (2023): 18224–37. http://dx.doi.org/10.36418/syntax-literate.v7i10.13297.

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Digital transformation has become one of the government programs. In an organization full of diversity, leaders need to carry out good governance. Proper diversity management is needed for organizations with diverse employees. Diversity management can be felt by employees from two perspectives, namely how employees see the existing diversity and how employees see the organization's efforts to maintain diversity. Apart from being applied to managing organizations, diversity management is directly proportional to organizational justice. This research aims to determine the effect of perceptions o

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Ayça, Betül. "Association between Authentic Leadership and Job Performance—The Moderating Roles of Trust in the Supervisor and Trust in the Organization: The Example of Türkiye." Sustainability 15, no. 8 (2023): 6539. http://dx.doi.org/10.3390/su15086539.

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This study examines the relationship between authentic leadership and employee job performance and explores the moderating roles of employee perceptions of trust in the organization and trust in their managers in this relationship. It was carried out with a quantitative method using a correlational research design. The research was cross-sectional. The participants were employees from five service industry companies operating in Türkiye. The results indicate that authentic leadership, trust in the supervisor, and trust in the organization strongly and positively affect employee job performance

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Al Turki, Ahmed, and Ahmed Mohammed Elnour Elkhalifa. "Perceived organizational support for innovation and its impact on employee work commitment among healthcare workers in Riyadh, Saudi Arabia." Journal of Healthcare Administration 2, no. 1 (2023): 10–19. http://dx.doi.org/10.33546/joha.2651.

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Background: The Support Theory for Organizations asserts that an organization can only experience growth when its employees feel accepted and have access to opportunities for change. The behavior of organizations towards change can either be accepting or resistant. When an organization adopts an innovative support strategy, it encourages positive employee behavior and creativity, in addition to practicing transformational leadership styles. Commitment, the state of being dedicated to work or action, is a fundamental theory for a thriving workplace environment. Objective: This study aimed to de

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Alfani, Muhammad, and Muhammad Hadini. "Pengaruh Person Job Fit dan Person Organization Fit Terhadap Organizational Citizenship Behavior dan Kinerja Karyawan Universitas Islam Kalimantan Muhammad Arsyad Al Banjari Banjarmasin." Jurnal Riset Inspirasi Manajemen dan Kewirausahaan 2, no. 2 (2018): 73–85. http://dx.doi.org/10.35130/jrimk.v2i2.19.

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Research done on employees of the University of Islamic Kalimantan Muhammad Arsyad Al Banjari Banjarmasin about person job fit (PJFit) and the person organization fit (POFit) against organization citizenship behavior (OCB) and The employee performance.From a population of 105 employees the University of Islamic Kalimantan Muhammad Arsyad Al Banjari, Banjarmasin, and by using the formula the census, then spread the now to as many as 105 people sample respondents.By using the software AMOS version 20.0 SEM model equations and use, so that research results obtained; The perception of the person j

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Shafi, Haroon, Mubashir Hussain ., Syed Imran Sajjad ., and Kashif Ur Rehman . "Relationship between Risk Perception and Employee Investment Behavior." Journal of Economics and Behavioral Studies 3, no. 6 (2011): 345–51. http://dx.doi.org/10.22610/jebs.v3i6.289.

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Investment behavior of an investor depends on his/her risk perception and risk attitude. This paper attempts to explore that how the perception of an investor who is also the employee of that organization differs from other investors. Does he/she perceives risk similarly as other common investors or his relationship with the organization as an employee has any impact his/her risk perception, attitude and investment behavior. This research study is conceptual in nature and mainly based on previous literature findings and evidences. Findings of this study suggested that employees risk perception

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Afianti, Yuni, and Ahmad Azmy. "The Perception of Ogranizational Commitment and Employee Engagement: A Literature Review." International Journal of Multicultural and Multireligious Understanding 10, no. 12 (2023): 422. http://dx.doi.org/10.18415/ijmmu.v10i12.5323.

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Employee engagement is a means to achieve the goal of organization. In this study, the researchers define transformational leadership model as a variable that can affect employee engagement. The employee engagement includes improving the employees’ responsibilities, motivating the coworkers, and influencing the employees’ performance. Accordingly, a study in line with the determinant of employee engagement is needed. This is qualitative research based on literature review the perception of employee engagement. It is important to identify the root factors that lead to employees being engaged. E

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Ahmad, Farhan, and Isto Huvila. "Organizational changes, trust and information sharing: an empirical study." Aslib Journal of Information Management 71, no. 5 (2019): 677–92. http://dx.doi.org/10.1108/ajim-05-2018-0122.

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Purpose While there is relatively plenty of evidence for the positive impact of communication on the perceptions of organizational change, how organizational changes affect information sharing is relatively unknown. The purpose of this paper is to investigate if a favorable perception of ongoing organizational changes has a positive impact on information sharing and whether trust mediates this relationship. Design/methodology/approach A questionnaire (n=317) was administered to the employees of a large Finnish multinational organization. Partial least square structural equation modeling was us

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Oo, Eaint, Heajung Jung, and In-Jo Park. "Psychological Factors Linking Perceived CSR to OCB: The Role of Organizational Pride, Collectivism, and Person–Organization Fit." Sustainability 10, no. 7 (2018): 2481. http://dx.doi.org/10.3390/su10072481.

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Despite a growing amount of research on the impact of perceived corporate social responsibility (CSR) on employee behavior, psychological factors explaining why and for whom the relationship holds have yet to be fully investigated. Drawing on social identity theory, this study examined organizational pride as the underlying psychological mechanism explaining the relationship between CSR perception and organizational citizenship behavior (OCB), and tested the moderating effects by two individual difference variables: collectivism orientation and person–organization fit. Analyses of survey data

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Williams, Adam M., and J. Travis Bland. "Drivers of Social Engagement: Employee Voice–Advice Sharing Relationship." Review of Public Personnel Administration 40, no. 4 (2019): 669–90. http://dx.doi.org/10.1177/0734371x19850873.

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Sparked by recent scholarly interest in identifying the drivers or antecedents of employee engagement, this article examines the relationship between an employee’s perception of voice and his or her propensity to socially engage in the form of sharing advice. In this article, we conceptualize an employee’s perception of voice as multi-directional in nature. This is because, whether directed upward, downward, or laterally, employees will develop multiple perceptions of voice as they distinguish between their social exchanges across and within the various levels of the organization. Surveying th

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Sah, Gunja Kumari. "Perception of Employees on Employer Branding of Nepalese Insurance Industry." Journal of Nepalese Business Studies 16, no. 1 (2023): 84–98. http://dx.doi.org/10.3126/jnbs.v16i1.62384.

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In this strategic human resource management era, employees are the most crucial components in the business world. Employers must consider how their workforce views the company and its brand. The study aims to explore employees' perception of employer branding in the Nepalese Insurance Industry. The study also examines the influence of employers' brands on employees' perceptions in the Nepalese industry sectors. The research obtained information from the 400 employees working in the insurance industry by using convenience sampling techniques. However, 44 were incomplete information, 31 were rem

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Lu, Yingying. "A Review of the Influence of Organizational Identity on Employee Performance." BCP Business & Management 39 (February 22, 2023): 407–19. http://dx.doi.org/10.54691/bcpbm.v39i.4205.

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Modern enterprises pay more and more attention to employees' sense of organizational identity. Employees with high organizational identity may be more inclined to show their recognition of all aspects of the organization, make all kinds of behaviors beneficial to the organization, and make decisions consistent with organizational goals. From the perspective of research, the overall performance can be divided into organizational performance and employee performance, and the quality of employees' job performance has a particularly great impact on organizational performance. In order to improve t

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Irene, Ayot. "The Impact of Employee Engagement on Organization’s Productivity on United Methods on Relief Services." TEXILA INTERNATIONAL JOURNAL OF ACADEMIC RESEARCH 8, no. 2 (2021): 12–18. http://dx.doi.org/10.21522/tijar.2014.08.02.art002.

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Employee engagement has arisen as a widespread organizational perception in current years. It is the level of strength of mental and emotional connection employees feel toward their workplaces and its values and beliefs. When employees are engaged and aware of the business framework and work as a team to improve performance within the job for the advantage of the organization. Employee engagement resourcefulness has a straight effect on the organization's level of production. Every company/ organization requires their workers to be engaged in their respective work. Employee engagement is linke

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Iqbal, Isra, Aisha Haroon, Areeba Habib, and Omar Ahmed Shaikh. "INFLUENCE OF ORGANIZATIONAL POLITICS' PERCEPTION, ORGANIZATIONAL TRUST, AND SELECTED HRM PRACTICES ON EMPLOYEES' TURNOVER INTENTION." Journal for Business Education and Management 4, no. 1 (2024): 35–64. https://doi.org/10.56596/jbem.v4i1.111.

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Previous research studies have emphasized employment turnover's detrimental impact on people and organizations. Researchers have examined many elements to comprehend the effects of turnover intentions in the workplace and understand why employees choose to leave their organizations fully. Earlier research has extensively investigated organizational–related factors, including the perception of organizational justice, work happiness, reported psychological contract breaches, and felt organizational support. Although there have been many empirical studies, it is clear from the literature that the

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Molnár, Csilla, Imola Csehné Papp, and Tímea Juhász. "Organizational strategies and tools of employee well-being as perceived by employees." Management & Marketing 19, no. 2 (2024): 336–61. http://dx.doi.org/10.2478/mmcks-2024-0015.

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Abstract The purpose of the study was to examine the organizational strategy and tools of employee well-being, as perceived by employees. Although improving physical, mental, and social conditions of employees have positive impact on economic performance and competitiveness of organizations, little is known about how employee wellbeing appears in human resource management strategy and practices of organizations. Few research is available examining the adaptability of well-being strategy and tools from the perspective of employees as stakeholders. Therefore, the methodology of the current study

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A, SHANODHINI, and SRIVIDHYA S. "startup module on human resource services related to perception of job satisfaction and employee performance." Journal of Management and Science 9, no. 2 (2019): 117–24. http://dx.doi.org/10.26524/jms.2019.13.

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Organizations face strong pressures in insistent environments to be well-organized and at the same time produce goods of value. By ensuring that their workers are optimal at all times mainly organizations can gain viable advantage. Satisfied employees form a bond with the company and take satisfaction in their organizational relationship, they consider in the goals and values of the organization. Therefore, these employees show high levels of performance and efficiency. Dissatisfied employees display personality of low productivity, absenteeism, and proceeds. These personalities are highly exp

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Dr., Neeraj Kumari, and Devi Singh Dr. "EMPLOYEES PERCEPTION TOWARDS 360 DEGREE FEEDBACK PERFORMANCE APPRAISAL SYSTEM." International Journal of Human Resource & Industrial Research 4, no. 5 (2017): 21–34. https://doi.org/10.5281/zenodo.10701968.

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<strong>ABSTRACT</strong> To meet the current norms and changing requirements of the corporate the organizations have to choose effective policies. 360 Degree Appraisal System has been found to be one such facilitator of change at individual level. The organization has started the technique of 360-degree appraisal, and it is imperative to gain employee acceptance on the technique and be consistent across the employees. So, the main purpose of the study is to know the perception of the employees about the 360-degree appraisal system.  Data is collected through random sampling from 40 emplo

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Rafiq, Ayesha, Sumera Mehmood, Muhammad Nazim, and Faryal Abbas Abdi. "Unveiling the Role of Hope in Fostering Organizational Citizenship Behavior." Journal of Business and Social Review in Emerging Economies 9, no. 4 (2023): 539–50. http://dx.doi.org/10.26710/jbsee.v9i4.2864.

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Purpose: The purpose of the study is to examine the relationship between goal attainment, employee hope, employee perception of organizational performance and their impact on Organization citizenship behavior Design/Methodology/Approach: The research employs a quantitative causal research design, aiming to establish causal relationships between employee hope and organizational citizenship behavior (OCB). It utilizes survey methodology to collect data from employees across various professional streams within an organization. The approach is rooted in the Affect Theory of Fredrickson's bro

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Wibowo, Ugung Dwi Ario, and Yudhistira Pradhipta Aryoko. "PERSON-ORGANIZATION FIT AND PERCEPTION OF JOB CHARACTERISTICS ON ORGANIZATIONAL COMMITMENT, AND THE IMPACT ON PERFORMANCE IN SHARIA ORGANIZATIONS." SENTRI: Jurnal Riset Ilmiah 3, no. 2 (2024): 954–66. http://dx.doi.org/10.55681/sentri.v3i2.2213.

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There are 164 sharia public credit bank or BPR Syariah in Indonesia that ideally, their employees have a commitment to sharia organizations. The antecedents such as person-organization fit and perception on characteristics of their work. Meanwhile, it is necessary to understand the influence of person-organization fit and perceptions of job characteristics on organizational commitment, and their impact on performance in sharia organizations. This research using quantitative research, with the subjects of this research were employees of the BPR Syariah in Banyumas Regency. Data collected by sca

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Tariq, Anam, Sidra Sarwar, Saroosh Tariq, Maryam Zameer, and Areej Zara. "Impact of Employees HR Perceptions on Organizational Commitment: A Mediating Role of Job Satisfaction and Perceived Organizational Support." Audit and Accounting Review 1, no. 2 (2021): 1–25. http://dx.doi.org/10.32350/aar.12.01.

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This study examines the connection between employees' HR perceptions and organizational commitment. In addition, the study also investigates a mediating role of job satisfaction and observed organizational support in the relationship between employees' HR perception and organizational commitment. The researchers gathered primary data through a survey questionnaire. The employees of the commercial banks are the unit of analysis whereas, the total sample size understudy was 300. The exogenous variable is employee HR perception, and the endogenous variable is organizational commitment. Moreover,

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Mustika. "Literature Review: Analysis of the Relationship between Employer Branding, Employee Engagement, and Employee Retention." Nomico 1, no. 8 (2024): 54–64. http://dx.doi.org/10.62872/r8b99d77.

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Employer branding is an essential concept that significantly influences employees' perceptions and experiences within an organization, ultimately affecting employee retention and engagement. This research aims to explore the importance of employer branding by employing a Systematic Literature Review (SLR) methodology, analyzing a diverse range of academic sources from reputable databases, including Scopus, Emerald, and Google Scholar. The inclusion criteria focused on open-access journals published in both English and Indonesian, ensuring a comprehensive understanding of the topic. The finding

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Noel, B. Agustin, Anne E. Caday Gladys, and T. Cardona Melvierose. "The Role of Incentives in Enhancing Employee Satisfaction: A Comprehensive Analysis." International Journal of Innovative Science and Research Technology (IJISRT) 9, no. 12 (2024): 301–38. https://doi.org/10.5281/zenodo.14513119.

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Employee satisfaction plays a very important role in the success of an organization because it influences the success,  productivity, engagement and retention Locke (1969). This study investigates the role of incentives both monetary and non- monetary in enhancing employee satisfaction within various organizational settings. By examining and reviewing the available  and existing literature and conducting a comprehensive analysis through surveys, questionnaires and interviews with employees across different sectors primarily in Cabanatuan City, Nueva Ecija, the study aims to determine

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Sun, Jinhua, Yuhang Gan, Jian Hu, and Chen Yang. "Facilitating or Hindering? The Impact of Employee Perceptions of Digital Technology on Digital Creativity." Academic Journal of Science and Technology 15, no. 1 (2025): 273–84. https://doi.org/10.54097/2tp2sp77.

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As an emerging employee creativity under the revolutionary breakthrough of digital technology (DT), the formation of digital creativity not only requires organizations to provide DT to employees, but also depends on their own perception of DT. Due to DT puts heavy pressure on the career development of employees, some evidence suggests that they may have different perceptions towards the DT. However, research on consequences of employee DT perceptions has mostly neglected to distinguish them. Drawing on transactional theory of stress and Kurt Lewin’s field theory, we develop a novel model expla

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Kiboi, Anne Wanjiru, and Jackson K. Maalu. "Employee Perception of Performance Contracting in State Corporations." Journal of Entrepreneurship and Project Management 8, no. 1 (2023): 41–63. http://dx.doi.org/10.47941/jepm.1307.

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Purpose: Drastic and fundamental changes are increasingly occurring in the environment in which organizations operate. An obvious manifestation of the responses towards this turbulent environment is the introduction of performance contracting as part of the broader public sector reforms aimed at improving efficiency and effectiveness in the management of the services. Employees form a major stakeholder group in an enterprise. However, their productivity and performance is dependent on their degree of motivation. This can be influenced by how they perceive and interpret various initiatives that

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Kim, Jaeseong, and Sang Ok Choi. "The Intensity of Organizational Change and the Perception of Organizational Innovativeness; with Discussion on Open Innovation." Journal of Open Innovation: Technology, Market, and Complexity 6, no. 3 (2020): 66. http://dx.doi.org/10.3390/joitmc6030066.

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Each individual member of an organization must recognize and lead innovation, which can be affected by human resource development (HRD) investments and organizational changes. In this study, we aimed to verify how HRD investment at the individual level relates to employee perceptions of organizational innovativeness and to examine how the intensity of organizational change, a situational factor at the organizational level, affects the relationship between HRD investment and employee perceptions of organizational innovativeness through multilevel analysis using hierarchical linear models. We pe

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Jamruddin, Sayydatuz Shoimah, and Nova Novita. "DIVERSITAS MANAJEMEN DAN DIVERSIFIKASI PENDAPATAN SEBAGAI FAKTOR YANG MEMPENGARUHI PROFITABILITAS PERBANKAN (Studi Empiris Pada Perbankan yang Terdaftar di BEI Periode 2010 – 2014)." Jurnal Akuntansi 7, no. 1 (2019): 1–12. http://dx.doi.org/10.33369/j.akuntansi.7.1.1-12.

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Ideally, there is no difference perception between members of an organization toward internal auditor roles. This study identified the perception between employees and lecturers of University of Bengkulu; whether the internal auditor as audit snoop, consultant, or Management representative. Data is analyzed using independent sample t test. The research results show that there are difference perceptions between employee and lecturers toward the role of internal auditor as audit snoop and as a consultant. However, this study found no difference perceptions among them on the role of internal audi

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Dr., Nasser Fegh-hi Farahmand. "Entrepreneurial Culture Extrapolate Perception by Extrinsic Incentive Management." Journal of Research in Business, Economics and Management 2, no. 1 (2015): 56–68. https://doi.org/10.5281/zenodo.16545.

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Organizations can adopt various systems extrapolate perception humanistic approach empowerment practices to enhance employee satisfaction. This paper considers the extrinsic incentive management. The strategic importance of workers is discussed and their interaction, as an asset, with other important organization assets. The basic methodologies for workers are then explained and their limitations are considered. The systems extrapolate perception revolution moves recording and analysis activities that were traditionally professional performance lines of activities focused to high operational c

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Nasser, Fegh-hi Farahmand. "Entrepreneurial Culture Extrapolate Perception by Extrinsic Incentive Management." Journal of Research in Business, Economics and Management 2, no. 1 (2015): 56–68. https://doi.org/10.5281/zenodo.3965395.

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Organizations can adopt various systems extrapolate perception humanistic approach empowerment practices to enhance employee satisfaction. This paper considers the extrinsic incentive management. The strategic importance of workers is discussed and their interaction, as an asset, with other important organization assets. The basic methodologies for workers are then explained and their limitations are considered. The systems extrapolate perception revolution moves recording and analysis activities that were traditionally professional performance lines of activities focused to high operational c

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Priskila, Ellen, Melitina Tecoalu, Saparso, and Hery Winoto Tj. "The Role of Employee Engagement in Mediating Perceived Organizational Support for Millennial Employee Organizational Citizenship Behavior." Journal of Sosial Science 2, no. 3 (2021): 258–65. http://dx.doi.org/10.46799/jsss.v2i3.129.

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The era of globalization is a time when competition becomes increasingly tight, employees are required to be able to show extra work behavior that can exceed the expectations of the organization (extra role behavior). The existence of high initiative from employees is able to improve the effectiveness of an organization, while employees who have good organizational support will also form positive behavior as a form of reciprocal support to the organization. Through employee engagement is expected to strengthen the behavior of the organization's citizenship. In Indonesia is currently entering t

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Priskila, Ellen, Melitina Tecoalu, Saparso, and Hery Winoto Tj. "The Role of Employee Engagement in Mediating Perceived Organizational Support for Millennial Employee Organizational Citizenship Behavior." Journal of Social Science 2, no. 3 (2021): 258–65. http://dx.doi.org/10.46799/jss.v2i3.129.

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The era of globalization is a time when competition becomes increasingly tight, employees are required to be able to show extra work behavior that can exceed the expectations of the organization (extra role behavior). The existence of high initiative from employees is able to improve the effectiveness of an organization, while employees who have good organizational support will also form positive behavior as a form of reciprocal support to the organization. Through employee engagement is expected to strengthen the behavior of the organization's citizenship. In Indonesia is currently entering t

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Theresia Berlian Afrida, Prihatin Lumbanraja, and Yeni Absah. "Keseimbangan Karir dan Keluarga Bagi Wanita Pekerja pada Perspektif Manajemen Konflik." Al-Kharaj: Jurnal Ekonomi, Keuangan & Bisnis Syariah 6, no. 5 (2024): 3945–61. http://dx.doi.org/10.47467/alkharaj.v6i5.1388.

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Working women have the potential to experience conflict in carrying out all of their roles. This conflict has the potential to cause organizational conflict so that it must be managed from both sides. This study aims to analyze conflict and conflict management from 2 perspectives, working women and organization. Qualitative research with a descriptive approach was conducted with in-depth interviews and documentation of key informants of working women, direct supervisors, and supporting informants, which were analyzed using interactive model data analysis techniques. In carrying out their roles

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Wiseman, Jennifer, and Amelia Stillwell. "Organizational Justice: Typology, Antecedents and Consequences." Encyclopedia 2, no. 3 (2022): 1287–95. http://dx.doi.org/10.3390/encyclopedia2030086.

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Organizational Justice is an individual’s perception that events, actions, or decisions within an organization adhere to a standard of fairness. Justice researchers have categorized justice into four types, differentiated by how fairness is evaluated by employees: distributive, procedural, interpersonal, and informational justice. Organizational justice perceptions have consequences for the employee and the organization: increasing job satisfaction, commitment, and trust; and decreasing turnover, counterproductive work behaviors, and even workplace violence. Contemporary organizational justice

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Syed, Mohammad Azeem. "Role Space, Organizational Commitment and Perception about the Organization among Retail/Sales Professionals in Saudi Arabia." SEISENSE Journal of Management 1, no. 1 (2018): 38–48. https://doi.org/10.5281/zenodo.1218192.

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This study examines the relationship between role space and organizational commitment among the sales professionals in the Kingdom of Saudi Arabia. Moreover, the study also examines the relationship between organizational commitment and employee perception about the organization they work for. The data were obtained from 148 sales and retail professionals. The gathered data were then analyzed by using suitable statistical tools. The results demonstrate that role space is significantly and negatively related to overall commitment among the selected respondents. Employee perception of the organi

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Rumyantseva, I. A., M. B. Zhernakova, and T. Yu Krotenko. "EMPLOYEE DEMOTIVATION: FACTORS AND CAUSES OF EMPLOYEE DEMOTIVATION." Scientific Journal ECONOMIC SYSTEMS 1, no. 181 (2021): 102–8. http://dx.doi.org/10.29030/2309-2076-2021-14-2-102-108.

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The article analyzes the factors and causes of the state of demotivation to work among employees of organizations. The author emphasizes the importance of employee motivation for the success of modern organizations and the undesirable consequences of its absence, which acquire the features of an organizational disease. Demotivation is considered by the authors as a decrease in motivation due to the influence of various circumstances. The factors that demotivate employees are analyzed and the probable causes of their occurrence are listed. The article highlights the personal and organizational

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Kashyap, Vaneet, and Neha Verma. "Linking dimensions of employer branding and turnover intentions." International Journal of Organizational Analysis 26, no. 2 (2018): 282–95. http://dx.doi.org/10.1108/ijoa-03-2017-1134.

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Purpose This paper aims to explore the impact of employer branding dimensions i.e. social value, interest value, economic value, development value and application value on turnover intentions (TIs) of employees working in Indian information technology (IT) sector organizations. Design/methodology/approach A total of 380 junior-, middle- and senior-level executives have been surveyed using a structured questionnaire to measure employees’ perception with respect to the dimensions of employer branding and TIs. Hypotheses have been tested using multiple regression analysis. Findings Employer brand

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S.A., Emmanuel, and Wosu M. "Procedural Justice and Employees’ Commitment in Selected Hospitals in Rivers State." African Journal of Social Sciences and Humanities Research 4, no. 2 (2021): 49–58. http://dx.doi.org/10.52589/ajsshr-ekyd5wid.

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Justice perception can influence employees' attitudes and behaviors for good or bad, and in turn, have a positive or negative impact on the employees' performance and the organization's success. The purpose of this study was to identify the roles of procedural justice toward employee commitment. It also examined the relationship between procedural justice and employee commitment. A convenience sampling was used on the sample size of 200 studied. The results of correlation analysis show that there is a significant positive relationship between procedural justice and employee commitment. The stu

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