Relevant bibliographies by topics / Employee policies

Contents

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

Academic literature on the topic 'Employee policies'

Author: Grafiati
Published: 9 September 2021
Last updated: 9 February 2022

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Journal articles on the topic "Employee policies"

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Holt, Grady Lynn. "Employee facial hair versus employer respirator policies." Applied Industrial Hygiene 2, no. 5 (September 1987): 200–203. http://dx.doi.org/10.1080/08828032.1987.10390238.

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Rute Cardoso, Ana, and Chiara Monfardini. "Compensation policies within firms: evidence from linked employer‐employee data." International Journal of Manpower 29, no. 1 (March 21, 2008): 4–7. http://dx.doi.org/10.1108/01437720810861976.

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Foote, David A., Scott J. Seipel, Nancy B. Johnson, and Michelle K. Duffy. "Employee commitment and organizational policies." Management Decision 43, no. 2 (February 2005): 203–19. http://dx.doi.org/10.1108/00251740510581920.

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Fusilier, Marcelline, and Charlie Penrod. "University Employee Sexual Harassment Policies." Employee Responsibilities and Rights Journal 27, no. 1 (October 7, 2014): 47–60. http://dx.doi.org/10.1007/s10672-014-9255-0.

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T J, Ramya. "The Impact of Internal Mobility Policies on Employee Performance at Private Banks Mysore." International Journal for Research in Applied Science and Engineering Technology 9, no. VII (July 31, 2021): 3714–23. http://dx.doi.org/10.22214/ijraset.2021.37164.

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The banking industry has tremendous growth in Indian market .The entrance of new policies in banking sector has bought changes in employee performance. Retaining employees in private banks has lot of challenges. Employee retention and employee performance is a contemporary approach for the development of private banks. The private banks has initiated news ways to implement internal mobility policies to retain employees . This paper presents an novel employee internal mobility survey in the private banks in Mysore . The research study is based on the following criteria, internal mobility policies, employee satisfaction towards internal mobility, factors influencing employee satisfaction, internal mobility policies towards employees’ retention. The target population for the study is employees of private banks .Required analysis will be done to measure the impact of internal mobility on employee performance. The current study focuses on impact of internal mobility on employee performance in the organization, and also the factors which has impact on internal mobility policies on employee performance. For the persistence of study primary data and secondary data is used. The research results impact of internal mobility on employee performance in private banks Mysore.
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Laarman, Linda M. "Employee benefits perspective: Individual freedoms and employer policies and benefit practices." Employment Relations Today 19, no. 3 (September 1992): 353–58. http://dx.doi.org/10.1002/ert.3910190313.

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Mishra, Vinod, and Russell Smyth. "Workplace policies and training in China: evidence from matched employee-employer data." International Journal of Manpower 36, no. 7 (October 5, 2015): 986–1011. http://dx.doi.org/10.1108/ijm-10-2013-0249.

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Purpose – The purpose of this paper is to examine the extent to which workplace policies and practices are related to participation in, and frequency and duration of, workplace training, controlling for worker and workplace characteristics. Design/methodology/approach – The authors regress variables depicting participation, frequency and duration of workplace training on workplace policies and control variables. In the case of participation in training, the dependent variable is binary; hence, the authors use a logit model. To examine the number of times which employees participate in training and the number of days they spend training the authors use a Tobit model. The Lewbel (2012) method is used to examine whether there is a causal relationship between workplace policies and the frequency, and duration, of training. Findings – The findings suggest that about half of the workplace policies considered are positively correlated with the incidence and breadth of workplace training. There is also some support for the view that bundling of policies is positively correlated with the provision of workplace training. The Lewbel (2012) results suggest a causal relationship between a bundle of workplace policies and the frequency, and duration, of workplace training. There is, however, no evidence that workplace policies designed to devolve responsibilities to workers and incentivize staff polarizes skills through resulting in more training for professional staff over others. Originality/value – The authors use matched employer and employee cross-sectional data for Shanghai in China. To this point most studies that have examined the determinants of training use data for Europe or the USA. There are few studies of this sort for countries in other regions and, in particular, developing or transition countries. There are no studies at all on the relationship between workplace policies and practices designed to promote organizational performance and training in developing or transitional countries. This study addresses this gap in the understanding of the factors related to on-the-job training in transitional countries, such as China.
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Hacker, Kenneth L., Blaine Goss, Charles Townley, and Valerie J. Horton. "Employee Attitudes Regarding Electronic Mail Policies." Management Communication Quarterly 11, no. 3 (February 1998): 422–52. http://dx.doi.org/10.1177/0893318998113004.

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Murphy, Kevin R., and George C. Thornton. "Characteristics of employee drug testing policies." Journal of Business and Psychology 6, no. 3 (March 1992): 295–309. http://dx.doi.org/10.1007/bf01126767.

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Patro, Chandra Sekhar. "A Study on the Impact of Employee Retention Policies on Organisation Productivity in Private Sector." International Journal of Asian Business and Information Management 5, no. 3 (July 2014): 48–63. http://dx.doi.org/10.4018/ijabim.2014070104.

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During the last decade, employee retention has become a most critical issue for all private sector organisations as a result of the shortage of skilled labor, economic growth and employee turnover. Retention of employees is an important function of the Human Resource Management. Employees are the assets of any organization. The organizations have to strive to retain the talents of the employees by implementing effective retention strategies. These strategies would subsequently have an impact on productivity and sustainability of the organization. Employee retention refers to the various policies and practices which let the employees stick to an organization for a longer period of time. Organisations use different HR techniques for retention. In this paper a brief overview of literature from various research findings are employed using a descriptive study technique. The present study is an attempt to identify the various retention policies practiced in different private sector organisations and evaluate the effectiveness of these policies on productivity and sustainability of the organisation.
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Dissertations / Theses on the topic "Employee policies"

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Hammer, Patrick, and Rickard Palmgren. "How parental leave policies influence employee engagement." Thesis, Högskolan i Gävle, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-30291.

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Abstract   Title: How parental leave policies influence employee engagement   Level: Student thesis, final assignment for Bachelor Degree in Business Administration   Author: Patrick Hammer and Rickard Palmgren   Supervisor: Tomas Källquist and Pär Vilhelmsson   Date: 2019 – June     Aim: Several studies have found that perceived flexibility and the ability to manage the demands of work and personal life are related to higher levels of employee engagement and expected retention. However, little research have been done to explore the relationship between parental leave (a component of work-life balance) and employee engagement and retention. The aim of this study is to increase the understanding about how parental leave influence employee engagement, and subsequent employee retention.   Method: This study is based on a social constructive and hermeneutic perspective. Empirical data was collected through 18 semi-structured interviews with employees in Sweden and the United States. The findings were compared to previous research with an abductive approach. Theoretical and empirical findings were combined and resulted in a new model based on the aim of this study.   Result & Conclusions: Our model illustrates how parental leave influence employee engagement and retention from an employee perspective. Parental leave was found to influence employee engagement and retention in four main ways (themes), which are relationship with manager, salary and career opportunities, alignment of values, and well-being.   Contribution of the thesis: From a theoretical perspective, the model we developed is useful as it highlights how employee engagement is influenced by parental leave policies. From a practical perspective, this model can be used by managers and leaders in organizations worldwide that are looking to understand drivers of employee engagement and how to increase employee retention.   Suggestions for future research: Further research is needed to test this model in different contexts to confirm its accuracy. For future research, this model can be tested from the manager or management perspective, which could identify new components that can be added to the model.   Key words: Parental leave, employee engagement, employee retention, work-life balance, family friendly policies
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Anye, Ernest Tamanji. "Factors Affecting Employee Intentions to Comply With Password Policies." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6965.

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Password policy compliance is a vital component of organizational information security. Although many organizations make substantial investments in information security, employee-related security breaches are prevalent, with many breaches being caused by negative password behavior such as password sharing and the use of weak passwords. The purpose of this quantitative correlational study was to examine the relationship between employees’ attitudes towards password policies, information security awareness, password self-efficacy, and employee intentions to comply with password policies. This study was grounded in the theory of planned behavior and social cognitive theory. A cross-sectional survey was administered online to a random sample of 187 employees selected from a pool of qualified Qualtrics panel members. Participants worked for organizations in the United States and were aware of the password policies in their own organizations. The collected data were analyzed using 3 ordinal logistic regression models, each representing a specific measure of employees’ compliance intentions. Attitudes towards policies and password self-efficacy were significant predictors of employees’ intentions to comply with password policies (odds ratios ≥ 1.257, p < .05), while information security awareness did not have a significant impact on compliance intentions. With more knowledge of the controllable predictive factors affecting compliance, information security managers may be able to improve password policy compliance and reduce economic loss due to related security breaches. An implication of this study for positive social change is that a reduction in security breaches may promote more public confidence in organizational information systems.
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Caldas, Amanda Rodrigues. "The employee policy manual." Master's thesis, NSBE - UNL, 2014. http://hdl.handle.net/10362/11832.

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A Work Project, presented as part of the requirements for the Award of a Masters Degree in Management from the NOVA – School of Business and Economics
The purpose of this Work Project was to develop the Employee Policy Manual for the Canadian company Jones DesLauriers Insurance Management Inc. (JDIMI), in the context of an internship. I was assigned to do this project under the supervision of the HR Generalist. To create the handbook, I had to not only research and understand company policies and procedures, but also corporate culture and major strategic goals. I also used theoretical frameworks, such as contingency theory and human capital theory, to support my propositions. The Employee Policy Manual is provided in the Appendix on a CD, since it is quite an extensive and comprehensive document. In the main text of the Work Project, a literature review and a brief description of the main components of the Employee Policy Manual are provided.
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Woolnough, Kim Shantithe. "The relation between equity policies, employee perceptions and organisational culture." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/27275.

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Important changes that have taken place within South African politics mean that most companies today are under pressure to implement affirmative action (AA) policies within their organisations (equity policies). These AA policies include employment equity (EE) policies and Black economic empowerment (BEE) policies. Company agendas now include aspects such as equality and social justice and organisations will continue to be evaluated in terms of how well they meet employment equity targets. Many employees and citizens in general view the process and implementation of these policies with great scepticism and even reluctance. It is important to understand and examine these perceptions because employee perceptions influence employee attitudes and behaviour and therefore have an effect on the success (or failure) of an organisation. The effective implementation of EE and BEE policies will to a large extent depend on whether or not these policies fit into the overall culture of an organisation or whether the organisational culture is adapted to accommodate these policies. Previously, corporate cultures largely ignored principles of diversity and difference. It is important that the question of whether this has changed or changed to a large enough degree be answered, especially with regard to the implementation of EE and BEE policies. Some EE and BEE programmes may fail because previous structures, cultural systems and management styles are adhered to without adapting these to suit the needs of these policies. Ultimately, employees’ perceptions of AA in their organisation, namely the EE and BEE policies that are implemented, influence the attitudes and behaviour of employees and ultimately the success of the organisation. These perceptions are related to the culture of the organisation. This study explores employee perceptions of equity policies, specifically EE and BEE, in terms of differences in demographic characteristics, including race, gender, age, years’ service and occupational level; as well as relative to the main factors of these equity policies, as confirmed by a factor analysis performed on the data, namely the importance, impact and clarity of these policies. The sample company’s organisational culture is also explored in terms of these equity policies and perceptions thereof. The ultimate goal of this research is to examine if any relationships exist between the implementation of organisational cultural practices in an organisation relative to equity policies and employee perceptions of these, and if any relationships do exist, to determine the nature of such relationships. The sample size in this study is 476 employees.
Dissertation (MA)--University of Pretoria, 2010.
Psychology
unrestricted
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Rind, A. A., Saeed Akbar, S. Boubaker, S. Lajili-Jarjir, and S. Mollah. "The role of peer effects in corporate employee welfare policies." Wiley, 2021. http://hdl.handle.net/10454/18505.

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Yes
This paper investigates the role of peer effects in the employee welfare policies of organizations. Using US panel data for a sample of 11,451 firm-year observations from 1996 to 2017, we find that firms’ employee welfare decisions are driven by their peers and show that peer firms play a significant role in defining corporate employee welfare policies. Our findings are robust to various sensitivity checks, including alternative definitions of employee welfare, alternative peer proxies, and several identification strategies. Our additional analysis shows that herding behavior is prevalent in followers, who mimic leaders' behavior, but we do not find any such relationship for industry leaders. Further, we show the evidence suggesting that mimetic and normative isomorphic pressures are driving the peer effects. Finally, we document the economic consequence of peer mimicking in employee welfare policies. Our findings on firms’ peer effects and herding behavior have policy implications.
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Zweni, Noluthando. "Employee participation in training and development at a selected municipality in the Western Cape, South Africa." Thesis, Cape Peninsula University of Technology, 2019. http://hdl.handle.net/20.500.11838/3029.

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Thesis (MTech (Public Management))--Cape Peninsula University of Technology, 2019
The study focuses on Human Resource Development through employee training and development practices. This research sheds light on the relationship between employee training practices and employee development, with specific emphasis on employee performance and job satisfaction. The purpose of training and development programmes is to improve employee competence and organisational performance. A number of employees are perceived to be reluctant to attend training and development opportunities and do not want to develop themselves. The objectives of the research were to investigate employee training and development practices followed at a selected municipality in the Western Cape in South Africa and to explore and understand the dimensions of employee training and job satisfaction. It was anticipated that this would give an indication of the various training and development programme types, as well as its benefits, offered to municipal employees of the selected municipality. It also focuses on employees’ expectations and involvement in such types of training programmes. The aim of the study is to analyse the implementation of training and development intervention practices of a selected municipality as well as its impact on the perceptions about employees who do not want to attend training and development interventions organised which, in the long run, will lead to job performance improvement and job satisfaction. An investment in training activities is returned in the form of retaining more productive and effective employees. Training and development intervention programmes may focus on individual or team performance. It is observed that municipalities following systematic and scientific training and development practices create high job satisfaction levels amongst employees. In contrast, municipalities who do not put training interventions in place to make sure employees are given opportunities to undergo training and development, do not perform well, and usually receive disqualified audit statuses and experience community protests for lack of service delivery. Municipal employees who attend training and development programmes are more committed towards better performance – results show positive outcomes. The development and implementation of training interventions should be based on needs analyses. Information obtained could be useful for the improvement of training and development practices in all departments. Factors affecting the effectiveness of training and development intervention practices in municipalities include lack of support from top management and peers, employees’ individual attitudes, job-related factors and deficiencies in training practices. In an era where Government struggles to address community’s crisis, public service employees should be managed efficiently and effectively by implementing systematic training and development intervention programmes in order to enhance job performance and understanding of job criteria. This will ensure effective transmission of basic services to communities. There is an urgent need to reshape training and development interventions in order for Government to provide advancement possibilities in Local Government and for departments to be centres of excellence. Government departments should design training policies that resonate with communities’ needs and develop guiding documents that are understandable and implementable. Departments also need to review training budgets and the relevance of training programmes. In addition, the training opportunities provided should be accredited and recognised to afford workers opportunities for growth and promotion as well as to gain a qualification that will give them access to obtaining a formal qualification.
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Mastri, Annalisa Igina. "The effect of work/life balance policies on employee retention and profitability /." May be available electronically:, 2007. http://proquest.umi.com/login?COPT=REJTPTU1MTUmSU5UPTAmVkVSPTI=&clientId=12498.

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Holland, Carl. "Greenhouse gas emissions reductions policies : attitudinal and social network influences on employee acceptability." Thesis, De Montfort University, 2013. http://hdl.handle.net/2086/10106.

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The UK is required to reduce its greenhouse gas emissions by 80 per cent from 1990 levels, by 2050. Greenhouse gas emissions attributed to the UK higher education sector have increased by 34.5 per cent from 1990 to 2005. Higher education institutions have a unique role in the UK greenhouse gas emissions inventory, beyond management of their own estates and compliance with policy and legislation, higher education institutions have responsibilities as innovators and educators, inspiring students and employees through example and best practice. This study sought to understand acceptability of greenhouse gas emissions reduction policies among employees of a higher education institution. The value-belief-norm theory was used in a questionnaire to understand individual attitudinal factors thought to influence policy acceptability (N=405). Recognising that an employee's attitudinal factors may be influenced by their work colleagues, this study used social network analysis to understand the social context within which individual attitudinal factors sit. Support was found for higher education institutions to reduce their greenhouse gas emissions. Employees found policies that encouraged desired behaviours, such as assistance with train travel costs and working from home, to be more acceptable than policies that discouraged undesired behaviours, such as doubling the price of a car-parking permit. Support was found for the structure and content of the value-belief-norm theory, but logistic regression suggested that it provided a weak explanation of employee policy acceptability, indicating that other factors may have a greater role. Analysis of workplace social networks suggested that employees have small social groups (x̄=8) and do not select to be close to colleagues that reflect their own perspectives. Practitioners and policymakers should seek to address this void in environmental social norms through recruitment of more environmental champions to deliver strong and persuasive pro-environmental messages.
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Singanto, Nkosiyabo King. "A study of recruitment and selection policies with specific reference to the Sundays River Valley Municipality." Thesis, Port Elizabeth Technikon, 2002. http://hdl.handle.net/10948/141.

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In this dissertation, a study is undertaken of recruitment and selection policies with specific reference to the Sundays River Valley Municipality. The dissertation comprises of six chapters. The study is based on the assumptions that the Sundays River Valley Municipality does not have adequate recruitment and selection policies in place and that no clear division of duties has been made between councillors and officials with respect to the employment processes. Another assumption is that with better recruitment and selection policies in place, the Sundays River Valley Municipality will attract the best possible candidates for posts and better service delivery to communities. Further, this study is based on the assumption that in order for councillors and officials to be able to execute their duties effectively and efficiently and meet the requirements of the laws governing local government, they need to be knowledgeable and possess special skills and expertise. The primary objectives of the research included, inter alia, an investigation into theoretical processes of recruitment and selection policies with specific reference to the Sundays River Valley Municipality and motivation why the municipality needs to adopt formal guidelines to guide its recruitment and selection processes. This was followed by the constitutional and legislative measures affecting local government. The empirical survey and the research methodology are described as well as the interpretation of the research findings. This is followed by an explanation of the survey questionnaire used for the accumulation of data needed for the analysis. The research findings of the empirical survey were statistically analysed and reported. Finally, a number of conclusions are presented that were arrived at during the study, followed by specific recommendations. These are based on the findings of the empirical survey in order for Sundays River Valley Municipality councillors and officials to adopt formal guidelines to guide its recruitment and selection processes.
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Seitz, Gilbert J. "The rights of lay employees an analysis of the personnel policies of the Archdiocese of Baltimore in light of canon 231, [par.] 2 /." Theological Research Exchange Network (TREN), 1998. http://www.tren.com.

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Books on the topic "Employee policies"

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Hart, Kenneth D. Employee volunteerism: Employer practices and policies. Ottawa, Ont: Conference Board, 1986.

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Sherman, Wessels. Model employee policies for Illinois employers. Springfield, Ill: Illinois Chamber of Commerce, Center for Business Management, 2009.

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Regulation, Massachusetts Executive Office of Consumer Affairs and Business. Employee benefits & policies manual. Boston, Mass.]: Office of Consumer Affairs and Business Regulation, Commonwealth of Massachusetts, 1998.

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Employee discipline: Policies and practices. Washington, D.C: Bureau of National Affairs, 1989.

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Harrison, Bruce S. Employee discipline and discharge policies. New York, NY (11 Penn Plaza, New York 10001): M. Bender, 1986.

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W, Guevara Gregory, Milne, David C., M.A., and Indiana Chamber of Commerce, eds. Model employee policies for Indiana employers, with legal commentary. Indianapolis, IN: Indiana Chamber of Commerce, 1995.

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Swider, David L. Model employee policies for Indiana employers, with legal commentary. Indianapolis, IN: Indiana Chamber of Commerce, 1996.

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Swider, David L. Model employee policies for Indiana employers, with legal commentary. 3rd ed. Indianapolis, Ind: Indiana Chamber of Commerce, 1998.

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J, Simmons Richard. Employee handbook and personnel policies manual. 6th ed. Van Nuys, Calif: Castle Publications, 1999.

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Simmons, Richard J. Employee handbook and personnel policies manual. Van Nuys, CA: Castle Publications, 2008.

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Book chapters on the topic "Employee policies"

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Brewster, Chris. "Management Policies." In Employee Relations, 146–59. London: Macmillan Education UK, 1989. http://dx.doi.org/10.1007/978-1-349-20139-6_9.

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Hill, Terry. "Payment Systems and Employee Policies." In Small Business, 195–208. London: Macmillan Education UK, 1987. http://dx.doi.org/10.1007/978-1-349-18691-4_10.

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Nsubuga, Hamiisi Junior. "Corporate rescue and employment protection – concepts, policies and processes." In Employee Rights in Corporate Insolvency, 1–23. New York : Routledge, 2020. |: Routledge, 2019. http://dx.doi.org/10.4324/9780429329685-1.

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Khan, Shahrukh Rafi. "Comparative Privatization Experience: Employee and Private Ownership." In Do World Bank and IMF Policies Work?, 64–84. London: Palgrave Macmillan UK, 1999. http://dx.doi.org/10.1057/9780230373259_5.

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Begall, Katia, and Tanja van der Lippe. "The Educational Gradient in Company-Level Family Policies." In The Palgrave Handbook of Family Policy, 575–602. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-54618-2_22.

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AbstractIn this chapter, the educational gradient in access to different organizational work-family policies is examined using unique multilevel survey data from the European Sustainable Workforce Survey covering nine European countries. A total of six different work-family policies are studied, representing working-time arrangements, leaves, and services. By combining information provided by the organization, the direct supervisor, and the employee we show that for all policies, access reported by employees is substantially lower than provision reported by the team managers, which in turn is lower than the provision reported by the HR managers. This points to complex processes in the distribution of information in organizations. Moreover, at the organizational as well as the employee level, higher skilled employees have more access to working-time arrangements. We conclude that the skill gaps in the access to organizational work-family policies identified in this chapter form an important dimension of social inequality in today’s labor market.
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Connolly, Lena Y., Michael Lang, and Doug J. Tygar. "Employee Security Behaviour: The Importance of Education and Policies in Organisational Settings." In Lecture Notes in Information Systems and Organisation, 79–96. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-74817-7_6.

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Shoup, Donald C., and Mary Jane Breinholt. "Employer-Paid Parking: A Nationwide Survey of Employers’ Parking Subsidy Policies." In The Full Costs and Benefits of Transportation, 371–85. Berlin, Heidelberg: Springer Berlin Heidelberg, 1997. http://dx.doi.org/10.1007/978-3-642-59064-1_13.

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Miller, Larry S., Harry W. More, and Michael C. Braswell. "Supervising the Difficult Employee—Special Considerations." In Effective Police Supervision, 407–39. 9th edition. | New York, NY: Routledge, [2021] | Harry W. Moore appears as the first named author on earlier editions.: Routledge, 2020. http://dx.doi.org/10.4324/9780429263477-12.

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Miller, Larry S., and Harry W. More. "Supervising the Difficult Employee—Special Considerations." In Effective Police Supervision, edited by Michael C. Braswell, 431–64. Eighth edition. | New York, NY : Routledge, 2017. |: Routledge, 2017. http://dx.doi.org/10.4324/9781315400822-12.

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Burkey, Chris Rush, Larry S. Miller, and Michael C. Braswell. "Supervising the Difficult Employee—Special Considerations." In Effective Police Supervision Study Guide, 139–50. 9th edition. | New York, NY : Routledge, 2021.: Routledge, 2021. http://dx.doi.org/10.4324/9780429294044-12.

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Conference papers on the topic "Employee policies"

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Li, Juanjuan, Shuai Wang, Xiaochun Ni, Yong Yuan, and Fei-Yue Wang. "How Reporting Policies Influence Employee Performance: An Empirical Study." In 2018 IEEE International Conference on Systems, Man, and Cybernetics (SMC). IEEE, 2018. http://dx.doi.org/10.1109/smc.2018.00426.

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"The Influence of Institutional Forces on Employee Compliance with Information Security Policies." In International Workshop on Security in Information Systems. SciTePress - Science and and Technology Publications, 2011. http://dx.doi.org/10.5220/0003587901320141.

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"The Effect of Rational Based Beliefs and Awareness on Employee Compliance with Information Security Procedures: Case Study of a Financial Firm [Abstract]." In InSITE 2019: Informing Science + IT Education Conferences: Jerusalem. Informing Science Institute, 2019. http://dx.doi.org/10.28945/4258.

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Aim/Purpose: This paper examines the behavior of financial firm employees with regard to information security procedures instituted within their organization. Furthermore, the effect of information security awareness and its importance within a firm is examined. Background: The study focuses on employees' attitude toward compliance with information security policies (ISP), combined with various norms and personal abilities. Methodology: A self-reported questionnaire was distributed among 202 employees of a large financial institution. Contribution: As far as we know, this is the first paper to thoroughly examine employees' awareness of information system procedures, among financial organizations in Israel and also the first to develop operative recommendations for these organizations aimed at increasing ISP compliance behavior. Findings: Our results indicate that employees' attitudes, normative beliefs and personal capabilities to comply with firm's ISP, have positive effects on the firm's ISP compliance. Also, employees' general awareness of IS, as well as awareness to ISP within the firm, positively affect employees' ISP compliance. Impact on Society: This study offers another level of understanding of employee behavior with regard to information security in organizations and comprises a significant contribution to the growing knowledge in this area. The research results form an important basis for IS policymakers, culture designers, managers, and those directly responsible for IS in the organization. Future Research: Future work should sample employees from other financial institutions and also institutions from other fields and also should apply qualitative analysis to explore other pillars of behavioral patterns related to the subject matter.
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Sipior, Janice, and Burke Ward. "A Framework for Information Security Management Based on Guiding Standards: A United States Perspective." In InSITE 2008: Informing Science + IT Education Conference. Informing Science Institute, 2008. http://dx.doi.org/10.28945/3188.

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Despite government oversight, consumers continue to be concerned about the security of personal information used by corporations. Consumer concerns give rise to the necessity for corporations to manage information security. Navigating the multitude of existing security standards, including dedicated standards for information security and frameworks for controlling the implementation of information technology, presents a challenge to organizations. In response, we propose our ISM framework which considers global, national, organizational, and employee standards to guide ISM. We contend that a strategic approach to ISM will enable a focus on managing information as a key resource in global competition. This framework is intended to promote a cohesive approach which considers a process view of information within the context of the entire organizational operational environment. This framework can be used by international, national, and regional corporations to formulate, implement, enforce, and audit information security policies and practices.
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Serbanescu, L. "Managerial Policies For Supporting Employees In Higher Education." In EduWorld 2018 - 8th International Conference. Cognitive-Crcs, 2019. http://dx.doi.org/10.15405/epsbs.2019.08.03.270.

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Rahim, Datin Dr Rohani Abdul, and Siti Awanis Othman. "Migrant Workers vs Employers: Policies and Implementation Constraints." In 2nd Annual International Conference on Political Science, Sociology and International Relations. Global Science Technology Forum, 2012. http://dx.doi.org/10.5176/2251-2403_pssir12.44.

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Takeuchi, Mamiko. "Effects of WLB Policies on the Work of Female Employees." In World Conference on Women's Studies. The International Institute of Knowledge Management (TIIKM), 2017. http://dx.doi.org/10.17501/wcws.2017.2103.

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A. Lipinski, Tomas. "To Speak or Not to Speak: Developing Legal Standards for Anonymous Speech on the Internet." In 2002 Informing Science + IT Education Conference. Informing Science Institute, 2002. http://dx.doi.org/10.28945/2526.

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This paper explores recent developments in the regulation of Internet speech, in specific, injurious or defamatory speech and the impact such speech has on the rights of anonymous speakers to remain anonymous as opposed to having their identity revealed to plaintiffs or other third parties. The paper proceeds in four sections. First, a brief history of the legal attempts to regulate defamatory Internet speech in the United States is presented. As discussed below this regulation has altered the traditional legal paradigm of responsibility and as a result creates potential problems for the future of anonymous speech on the Internet. As a result plaintiffs are no longer pursuing litigation against service providers but taking their dispute directly to the anonymous speaker. Second, several cases have arisen in the United States where plaintiffs have requested the identity of the anonymous Internet speaker be revealed. These cases are surveyed. Third, the cases are analyzed in order to determine the factors that courts require to be present before the identity of an anonymous speaker will be revealed. The release is typically accomplished by the enforcement of a discovery subpoena issued by the moving party. The factors courts have used are as follows: jurisdiction, good faith (both internal and external), necessity (basic and sometimes absolute), and at times proprietary interest. Finally, these factors are applied in three scenarios—e-commerce, education, and employment—to guide institutions when adopting policies that regulate when the identity of an anonymous speaker— a customer, a student or an employee—would be released as part of an internal initiative, but would nonetheless be consistent with developing legal standards.
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Carvalho, Maycon, Cleyton Souza, and Inaka Barreto. "How the Lack of Knowledge Management Policies affects Employees Behavior on Educational Institutions." In TEEM'20: Eighth International Conference on Technological Ecosystems for Enhancing Multiculturality. New York, NY, USA: ACM, 2020. http://dx.doi.org/10.1145/3434780.3436580.

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Kajtazi, Miranda, Burcu Bulgurcu, Hasan Cavusoglu, and Izak Benbasat. "Assessing Sunk Cost Effect on Employees' Intentions to Violate Information Security Policies in Organizations." In 2014 47th Hawaii International Conference on System Sciences (HICSS). IEEE, 2014. http://dx.doi.org/10.1109/hicss.2014.393.

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Reports on the topic "Employee policies"

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Suleman, Fátima, Sérgio Lagoa, Abdul Suleman, and Marta Pereira. Firms' wage policies: New evidence from linked employer-employee data. DINÂMIA'CET-IUL, 2013. http://dx.doi.org/10.7749/dinamiacet-iul.wp.2013.06.

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Kruse, Douglas, Richard Freeman, Joseph Blasi, Robert Buchele, Adria Scharf, Loren Rodgers, and Chris Mackin. Motivating Employee-Owners in ESOP Firms: Human Resource Policies and Company Performance. Cambridge, MA: National Bureau of Economic Research, December 2003. http://dx.doi.org/10.3386/w10177.

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Dostie, Benoit, Jiang Li, David Card, and Daniel Parent. Employer Policies and the Immigrant-Native Earnings Gap. Cambridge, MA: National Bureau of Economic Research, May 2020. http://dx.doi.org/10.3386/w27096.

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Gordon, Eleanor, and Briony Jones. Building Success in Development and Peacebuilding by Caring for Carers: A Guide to Research, Policy and Practice to Ensure Effective, Inclusive and Responsive Interventions. University of Warwick Press, April 2021. http://dx.doi.org/10.31273/978-1-911675-00-6.

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The experiences and marginalisation of international organisation employees with caring responsibilities has a direct negative impact on the type of security and justice being built in conflict-affected environments. This is in large part because international organisations fail to respond to the needs of those with caring responsibilities, which leads to their early departure from the field, and negatively affects their work while in post. In this toolkit we describe this problem, the exacerbating factors, and challenges to overcoming it. We offer a theory of change demonstrating how caring for carers can both improve the working conditions of employees of international organisations as well as the effectiveness, inclusivity and responsiveness of peace and justice interventions. This is important because it raises awareness among employers in the sector of the severity of the problem and its consequences. We also offer a guide for employers for how to take the caring responsibilities of their employees into account when developing human resource policies and practices, designing working conditions and planning interventions. Finally, we underscore the importance of conducting research on the gendered impacts of the marginalisation of employees with caring responsibilities, not least because of the breadth and depth of resultant individual, organisational and sectoral harms. In this regard, we also draw attention to the way in which gender stereotypes and gender biases not only inform and undermine peacebuilding efforts, but also permeate research in this field. Our toolkit is aimed at international organisation employees, employers and human resources personnel, as well as students and scholars of peacebuilding and international development. We see these communities of knowledge and action as overlapping, with insights to be brought to bear as well as challenges to be overcome in this area. The content of the toolkit is equally relevant across these knowledge communities as well as between different specialisms and disciplines. Peacebuilding and development draw in experts from economics, politics, anthropology, sociology and law, to name but a few. The authors of this toolkit have come together from gender studies, political science, and development studies to develop a theory of change informed by interdisciplinary insights. We hope, therefore, that this toolkit will be useful to an inclusive and interdisciplinary set of knowledge communities. Our core argument - that caring for carers benefits the individual, the sectors, and the intended beneficiaries of interventions - is relevant for students, researchers, policy makers and practitioners alike.
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Durand-Lasserve, Olivier. Policies to Nationalize the Private Sector Labor Force in a Matching Model with Public Jobs and Quotas. King Abdullah Petroleum Studies and Research Center, March 2021. http://dx.doi.org/10.30573/ks--2021-dp05.

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Gulf Cooperation Council (GCC) countries aim to employ more of their nationals in the private sector to absorb the inflow of new entrants into the labor force. They have put in place workforce nationalization policies to revert two peculiar features of their labor markets: the preference of nationals for public sector careers, and the crowding out of nationals by expatriate workers in the private sector.
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Thompson, Alison, Nathan M. Stall, Karen B. Born, Jennifer L. Gibson, Upton Allen, Jessica Hopkins, Audrey Laporte, et al. Benefits of Paid Sick Leave During the COVID-19 Pandemic. Ontario COVID-19 Science Advisory Table, April 2021. http://dx.doi.org/10.47326/ocsat.2021.02.25.1.0.

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Multiple jurisdictions have adopted or adapted paid sick leave policies to reduce the likelihood of employees infected with SARS-CoV-2 presenting to work, which can lead to the spread of infection in workplaces. During the COVID-19 pandemic, paid sick leave has been associated with an increased likelihood of workers staying at home when symptomatic. Paid sick leave can support essential workers in following public health measures. This includes paid time off for essential workers when they are sick, have been exposed, need to self-isolate, need time off to get tested, when it is their turn to get vaccinated, and when their workplace closes due to an outbreak. In the United States, the introduction of a temporary paid sick leave, resulted in an estimated 50% reduction in the number of COVID-19 cases per state per day. The existing Canada Recovery Sickness Benefit (CRSB) cannot financially protect essential workers in following all public health measures, places the administrative burden of applying for the benefit on essential workers, and neither provides sufficient, nor timely payments. Table 1 lists the characteristics of a model paid sick leave program as compared with the CRSB. Implementation of the model program should be done in a way that is easy to navigate and quick for employers.
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Iyer, Ananth V., Samuel Labi, Steven Dunlop, Thomas Brady Jr., and Eki Amijaya. Cost and Benefit Analysis of Installing Fiber Optics on INDOT Projects. Purdue University, 2020. http://dx.doi.org/10.5703/1288284317131.

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The Indiana Department of Transportation (INDOT) is tasked with the stewardship of billions of dollars’ worth of public invested highway infrastructure. Not only does INDOT continually seek design and operational policies that foster cost effective project delivery and procurement, they also seek opportunities for revenue generation. Due to population growth and the increased demand for online connectivity and global information transmission, the fiber-optic cable industry has experienced rapid growth over the past few years. Information and communication technology (ICT) companies have long sought to achieve higher economic productivity by installing fiber-optic cables in the right of way (ROW) of access-controlled highways. Based on these developments, an experiment was conducted to measure the economic impact in Indiana. To determine this impact, a database was developed by compartmentalizing the analysis into (1) GDP per county per industry type, (2) the natural growth of GDP as a factor, and (3) the extent of contribution of broadband in the growth of GDP. A general formula was developed to incorporate the adjusted median income on both the industry and county levels, along with a broadband contribution factor. This formula was employed to determine policies that can produce optimum economic outcome by leveraging the Pareto method.
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Urquidi, Manuel, Gloria Ortega, Víctor Arza, and Julia Ortega. New Employment Technologies: The Benefits of Implementing Services within an Enterprise Architecture Framework: Executive Summary. Inter-American Development Bank, July 2021. http://dx.doi.org/10.18235/0003403.

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Public employment services (PES) offer tools through different channels to both employers and job seekers. The multiplicity of services and channels, paired with processes that are sometimes inadequately mapped, creates challenges when implementing digital systems. This document discusses how using enterprise architecture can provide a framework for defining and representing a high-level view of the organizations processes and its information technology (IT) systems, as well as their relationship with different parts of the organization and external entities. Having a strategic vision and a high-level design allows implementing systems in phases and modules to organize services to improve their efficiency and effectiveness. This document aims to support policy makers, managers and officials working with employment policies in understanding the benefits of implementing a comprehensive digital transformation in institutions within the framework of a strategic tool such as enterprise architecture.
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O’Brien, Tom, Deanna Matsumoto, Diana Sanchez, Caitlin Mace, Elizabeth Warren, Eleni Hala, and Tyler Reeb. Southern California Regional Workforce Development Needs Assessment for the Transportation and Supply Chain Industry Sectors. Mineta Transportation Institute, October 2020. http://dx.doi.org/10.31979/mti.2020.1921.

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COVID-19 brought the public’s attention to the critical value of transportation and supply chain workers as lifelines to access food and other supplies. This report examines essential job skills required of the middle-skill workforce (workers with more than a high school degree, but less than a four-year college degree). Many of these middle-skill transportation and supply chain jobs are what the Federal Reserve Bank defines as “opportunity occupations” -- jobs that pay above median wages and can be accessible to those without a four-year college degree. This report lays out the complex landscape of selected technological disruptions of the supply chain to understand the new workforce needs of these middle-skill workers, followed by competencies identified by industry. With workplace social distancing policies, logistics organizations now rely heavily on data management and analysis for their operations. All rungs of employees, including warehouse workers and truck drivers, require digital skills to use mobile devices, sensors, and dashboards, among other applications. Workforce training requires a focus on data, problem solving, connectivity, and collaboration. Industry partners identified key workforce competencies required in digital literacy, data management, front/back office jobs, and in operations and maintenance. Education and training providers identified strategies to effectively develop workforce development programs. This report concludes with an exploration of the role of Institutes of Higher Education in delivering effective workforce education and training programs that reimagine how to frame programs to be customizable, easily accessible, and relevant.
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Cachalia, Firoz, and Jonathan Klaaren. Digitalisation, the ‘Fourth Industrial Revolution’ and the Constitutional Law of Privacy in South Africa: Towards a public law perspective on constitutional privacy in the era of digitalisation. Digital Pathways at Oxford, July 2021. http://dx.doi.org/10.35489/bsg-dp-wp_2021/04.

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In this working paper, our focus is on the constitutional debates and case law regarding the right to privacy, adopting a method that is largely theoretical. In an accompanying separate working paper, A South African Public Law Perspective on Digitalisation in the Health Sector, we employ the analysis developed here and focus on the specific case of digital technologies in the health sector. The topic and task of these papers lie at the confluence of many areas of contemporary society. To demonstrate and apply the argument of this paper, it would be possible and valuable to extend its analysis into any of numerous spheres of social life, from energy to education to policing to child care. In our accompanying separate paper, we focus on only one policy domain – the health sector. Our aim is to demonstrate our argument about the significance of a public law perspective on the constitutional right to privacy in the age of digitalisation, and attend to several issues raised by digitalisation’s impact in the health sector. For the most part, we focus on technologies that have health benefits and privacy costs, but we also recognise that certain technologies have health costs and privacy benefits. We also briefly outline the recent establishment (and subsequent events) in South Africa of a contact tracing database responding to the COVID-19 pandemic – the COVID-19 Tracing Database – a development at the interface of the law enforcement and health sectors. Our main point in this accompanying paper is to demonstrate the value that a constitutional right to privacy can bring to the regulation of digital technologies in a variety of legal frameworks and technological settings – from public to private, and from the law of the constitution to the ‘law’ of computer coding.
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