Relevant bibliographies by topics / Employees in organizations

Contents

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

Academic literature on the topic 'Employees in organizations'

Author: Grafiati
Published: 11 September 2023
Last updated: 25 July 2025

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Journal articles on the topic "Employees in organizations"

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Gupta, Taru. "SCRUITINIZE AN EMPLOYEE’S PERFORMANCES AS WELL AS GET BUSY TO THE JOB." Edumania-An International Multidisciplinary Journal 02, no. 01 (2024): 131–38. http://dx.doi.org/10.59231/edumania/9023.

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Scrutinizing an employee’s performance and contribution to the job is an essential part of managing employee performance. It allows organizations to evaluate the effectiveness of their employees and identify areas for improvement. This can lead to increased productivity, a better quality of work, and overall success for the organization. One of the key benefits of analyzing an employee’s work is the ability to identify strengths and weaknesses. This information can be used to help employees improve their performance by providing feedback, coaching, and training. By addressing areas where an em
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Marcus, Tali, and Snunith Shoham. "Knowledge assimilation by employees in learning organizations." Learning Organization 21, no. 6 (2014): 350–68. http://dx.doi.org/10.1108/tlo-07-2012-0050.

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Purpose – The purpose of this study is to examine the factors related to the employee as an individual, that affect the quality and level of the individual’s assimilation of knowledge (AOK) which is transmitted by way of organizational learning. Design/methodology/approach – All subjects (317) of this research were employed at different positions in day camps of a social organization. The study examined the subjects’ AOK relating to the organization’s security and safety procedures. The variables examined in this study include: the employee’s organizational commitment; the employee’s perceptio
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Urbancová, Hana, Katarína Stachová, and Zdenko Stacho. "Methods of Recruitment in the Czech and Slovak Organizations." Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis 63, no. 3 (2015): 1051–60. http://dx.doi.org/10.11118/actaun201563031051.

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In the existing highly competitive environment, every organization’s goal is to hire quality employees. To be able to acquire quality employees, the HR processes related to employee hiring must be conducted properly within the organization. This paper uses primary research to identify and assess recruitment methods used by organizations in the Czech Republic and Slovakia, taking the employer’s brand building into account. The research was conducted on the basis of a questionnaire distributed among Czech (n = 364) and Slovak (n = 340) organizations. The results showed that employers in the Czec
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Nazia Malik, Niaz Ahmad, and Samavia Tariq. "Impact of Monetary Rewards and Non-Monetary Rewards on Employee Motivation: A Research Study on Directorate General of Immigration & Passports." Journal for Social Science Archives 3, no. 1 (2025): 1067–75. https://doi.org/10.59075/jssa.v3i1.188.

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The research aims to check the impact of monetary and non-monetary rewards on employees’ motivation with special reference to the Directorate General of Immigration & Passports. Rewards motivate the employees to perform better for the organization's success and increase motivation. This research is aimed at investigating through questionnaires whether the presence or the absence of rewards can contribute to employees’ motivation. It was a quantitative study because data was collected through questionnaires from the Directorate General of Immigration & Passports employees. Convenience s
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Caldwell, Cam, and Ray Peters. "New employee onboarding – psychological contracts and ethical perspectives." Journal of Management Development 37, no. 1 (2018): 27–39. http://dx.doi.org/10.1108/jmd-10-2016-0202.

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Purpose The purpose of this paper is to identify the ethical implications of treating new employees with high consideration and respect for their needs and to explain how this expectation honors the psychological contract between employers and their incoming employees. By providing a specific model for improving the onboarding process, this paper also provides helpful information for practitioners in addressing this important task. Design/methodology/approach The process for onboarding and assimilating new employees in the modern organization is often ineffective – despite the fact that this i
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Erkutlu, Hakan, and Jamel Chafra. "Leaders’ narcissism and organizational cynicism in healthcare organizations." International Journal of Workplace Health Management 10, no. 5 (2017): 346–63. http://dx.doi.org/10.1108/ijwhm-12-2016-0090.

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Purpose Drawing on the social exchange theory and the stressor-strain framework, the purpose of this paper is to examine the relationship between leaders’ narcissism and employee’s organizational cynicism. Specifically, the authors take a relational approach by introducing employee’s psychological strain as the mediator. The moderating role of psychological capital in the relationship between leaders’ narcissism and employee’s cynicism is also considered. Design/methodology/approach The data of this study encompass 1,215 certified nurses from 15 university hospitals in Turkey. Hierarchical mul
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George, Ginu, and Binoy Joseph. "A study on the relationship between Employee engagement and organizational citizenship with reference to employees working in travel organizations." Atna - Journal of Tourism Studies 10, no. 2 (2015): 33–44. http://dx.doi.org/10.12727/ajts.14.3.

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All sectors across the globe have started looking at employee engagement as an opportunity because engaged employees always tend to perform better than not engaged or disengaged employees. Organization with engaged employees are always a strength to the organization as it has lot of positive outcomes. This article elucidates the relationship that exists between employee engagement and organizational citizenship behavior with reference to employees working in travel organizations.The study focuses on employees working in national and international travel organizations which arelocated in Bangal
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Alhosani, Adnan, Rosman Md Yusoff, Fadillah Ismail, and Fazal Ur Rehman. "Factors Affecting Delegation Authority toward Employees Performance." Journal of Social and Development Sciences 9, no. 4 (2019): 43–48. http://dx.doi.org/10.22610/jsds.v9i4(s).2690.

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Employees are the key asset of every organization and their performance can influence the goals and objectives of organizations in a positive or negative way. The aim of this study is to develop a theoretical framework in relations to examine the effects of employee’s satisfaction and participation, delegation authority and empowerment on employee’s performance in UAE organizations. Specifically, to get an in-depth understanding of the linkage between delegation authority and employees performance with emphasize on (employee participation and employee satisfaction). This study is only limi
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Venkata, D., S. Reddy, V. Sinha, and A. Sriharsha. "To Assess the Factors Affecting Employee Engagement in Organizations during a COVID-19 Crisis." CARDIOMETRY, no. 23 (August 20, 2022): 292–309. http://dx.doi.org/10.18137/cardiometry.2022.23.292309.

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Purpose: To identify the steps taken by organizations during the time of crisis concerning Human Capital and understand the impact each of these steps has on the employee engagement for the employees within the organization. Proposed Design/Methodology/Approach: Post the literature review, qualitative research is conducted through indepth interviews with the Managers, who were part of the decision-making, in the organizations that went through crisis period (Sample size: 20-30) and a quantitative study is conducted to capture the perspectives of the employees from those organizations (Sample s
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Reddy, Dasarapalli Venkata Subba, Vinita Sinha, and Aluri Sriharsha. "To Assess the Factors Affecting Employee Engagement in Organizations during a Crisis." Revista Gestão Inovação e Tecnologias 11, no. 4 (2021): 5162–90. http://dx.doi.org/10.47059/revistageintec.v11i4.2555.

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Purpose: To identify the steps taken by organizations during the time of crisis concerning Human Capital and understand the impact each of these steps has on the employee engagement for the employees within the organization. Proposed Design/Methodology/Approach: Post the literature review, qualitative research is conducted through in-depth interviews with the Managers, who were part of the decision-making, in the organizations that went through crisis period (Sample size: 20-30) and a quantitative study is conducted to capture the perspectives of the employees from those organizations (Sample
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Dissertations / Theses on the topic "Employees in organizations"

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McManus, Sylvia. "Using Transformational Leadership to Reduce Employee Turnover in Hospital Organizations." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7940.

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Employee turnovers have been challenging and costly for most organizations. Organization leaders are concerned with employee turnover due to the high cost of training replacements. Grounded in Burns's model of transformational leadership, the purpose of this qualitative multiple case study was to identify strategies hospital managers used to reduce Environmental Services (EVS) employee turnover. The participants consisted of 5 EVS managers with recruiting and hiring responsibilities from the Piedmont Triad and Research Triangle Park of North Carolina who experienced EVS turnover, yet implement
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Gallagher, Erin Beth. "The flip side of organizational encounter deveoping [sic] and testing a model of veteran employee uncertainty and information seeking about new employees /." Pullman, Wash. : Washington State University, 2010. http://www.dissertations.wsu.edu/Dissertations/Summer2010/e_gallagher_052710.pdf.

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Thesis (Ph. D.)--Washington State University, August 2010.<br>Title from PDF title page (viewed on July 23, 2010). "Edward R. Murrow College of Communication." Includes bibliographical references (p. 127-130).
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Karas, Melissa M. "Recruitment and retention from a to z variables for all organizations to consider /." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 2005. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A. )--Kutztown University of Pennsylvania, 2005.<br>Source: Masters Abstracts International, Volume: 45-06, page: 2945. Typescript. Abstract precedes thesis as 1 leaf ( iii ). Includes bibliographical references (leaves 70-72 ).
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Hall, Christopher Aaron 1964. "Organizational Support Systems for Team-Based Organizations: Employee Collaboration through Organizational Structures." Thesis, University of North Texas, 1998. https://digital.library.unt.edu/ark:/67531/metadc279218/.

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The purpose of this study was to examine relationships between organizational support and Effectiveness, Empowerment, and team characteristics. Support was operationalized by nine systems: Executive Management, Direct Supervision, Group Design, Performance Definition, Performance Review, Training, Rewards, Information, and Integration. Support was rated in two ways: how important is support for performing work (Importance scales), and how does support describe work environments (Presence scales).
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Mitchell, Marie. "UNDERSTANDING EMPLOYEES' BEHAVIORAL REACTIONS TO AGGRESSION IN ORGANIZATIONS." Doctoral diss., University of Central Florida, 2006. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/3951.

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The purpose of this dissertation is to explore employees' behavioral reactions to the perceived aggression of others. Perceived aggression is defined as behavior that is perceived to be intentionally harmful by the intended target. A typology is developed that identifies two primary dimensions of behavioral reaction: (1) the form of the behavior (aggression/non-aggression) and (2) the direction of the behavior (toward the source of the harm/not toward the source of the harm). Based on these dimensions, the typology produces four categories of behavioral reactions: retaliatory aggression, displ
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Erwee, Andries. "Influence of restructuring on surviving employees." Thesis, Stellenbosch : Stellenbosch University, 2007. http://hdl.handle.net/10019.1/18150.

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Thesis (MBA)--Stellenbosch University, 2007.<br>ENGLISH ABSTRACT: Restructuring is a fact of modem day life and has a huge impact on the employees of organisations who follow such strategies. It is critical that the change process as well as the surviving employees are managed effectively to ensure a committed and productive workforce. The purpose of the research study was the measure employee perception on the change process and the current environment in the organisation. Background to the organisation was provided to give perspective to the reader. Led by literature a unique questionn
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Christian, Jody L. "An analysis of the methods utilized in business and industrial organizations by West Virginia training professionals to identify organizational training needs and evaluate training effectiveness." Huntington, WV : [Marshall University Libraries], 2001. http://www.marshall.edu/etd/descript.asp?ref=46.

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Bernes, Kerry B. "A synergistic model of organizational career development, bridging the gap between employees and organizations." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp03/NQ31013.pdf.

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Nikoi, Ephraim Kotey. "Liminal Selves: The Negotiation of Organizational Identification by Grant-funded Employees in Nonprofit Organizations." Ohio University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1273190914.

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Wan, Mohd Noor Wan Shakizah. "Reward program influences : employees perceptions in Malaysian private organizations." Thesis, Curtin University, 2012. http://hdl.handle.net/20.500.11937/1905.

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Previous researches on non-monetary rewards have explored ways in which psychological phenomena can enhance the motivational power which may reduce or eliminate any inherent advantage of cash as an incentive to employees. However research on reward program influences in Malaysian private organizations is almost non-existent. Literature also suggests that non-monetary rewards alone do not motivate. This study focuses on the antecedents of cultural orientation, Islam Hadhari’s principles and environmental factors (internal and external) that may influence the perception held by exempt employees
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Books on the topic "Employees in organizations"

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Schneider, Benjamin. Staffing organizations. 2nd ed. Scott, Foresman, 1986.

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Heneman, Herbert Gerhard. Staffing organizations: Herbert G. Heneman III, Robert L. Heneman. Mendota House, 1994.

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United States. Social Security Administration, ed. Social security for employees of nonprofit organizations. U.S. Dept. of Health and Human Services, Social Security Administration, 1985.

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Potthoff, Jennifer. Influence of Organizations on Their Employees’ Health. Springer Fachmedien Wiesbaden, 2024. http://dx.doi.org/10.1007/978-3-658-46086-0.

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O'Connor, Bridget N. South-Western training for organizations. South-Western Educational Publishing, 1996.

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Rajiv, Kumar. Organizational citizenship peformance in non-governmental organizations: Development of a scale. Indian Institute of Management, 2005.

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Austin, Robert D. Measuring and managing performance in organizations. Dorset House Publishing, 1996.

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1957-, Holton Elwood F., and Baldwin Timothy T, eds. Improving learning transfer in organizations. Jossey-Bass, 2003.

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1939-, Lafferty William M., and Rosenstein Eliezer d. 1991, eds. International handbook of participation in organizations: For the study of organizational democracy, co-operation, and self-management. Oxford University Press, 1993.

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Wexley, Kenneth N. Developing and training human resources in organizations. 2nd ed. HarperCollins, 1991.

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Book chapters on the topic "Employees in organizations"

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Nagarajan, Uma. "Stress Management in Service Organizations." In Employees and Employers in Service Organizations. Apple Academic Press, 2017. http://dx.doi.org/10.1201/9781315365855-14.

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Meschke, Stephan. "Employees in Organizations." In Employee Loyalty. Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-68425-9_2.

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Adams, Jeremy. "Motivating Employees." In Managing People in Organizations. Macmillan Education UK, 2007. http://dx.doi.org/10.1007/978-0-230-20773-8_14.

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Šebjan, Urban, and Polona Tominc. "Gender Equality at Decisionmaking Positions in Organizations." In Employees and Employers in Service Organizations. Apple Academic Press, 2017. http://dx.doi.org/10.1201/9781315365855-4.

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Birdie, Arvind K., and Vandana Madhavkumar. "Protean Career and Boundaryless Careers: The Career Orientation of Generation Y." In Employees and Employers in Service Organizations. Apple Academic Press, 2017. http://dx.doi.org/10.1201/9781315365855-1.

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Pradhan, Rabindra Kumar, and Lalatendu Kesari Jena. "Workplace Spirituality and Employee Engagement: A Study of the Indian Service Industry." In Employees and Employers in Service Organizations. Apple Academic Press, 2017. http://dx.doi.org/10.1201/9781315365855-10.

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Musunuri, Durgamohan. "Is Work–Life Balance A Significant Factor in Selecting A Profession? A Study of Women Working in the Education Sector in India." In Employees and Employers in Service Organizations. Apple Academic Press, 2017. http://dx.doi.org/10.1201/9781315365855-11.

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Birdie, Arvind K., and Kuldeep Kumar. "Mindfulness: A Concept and its Role in the Workplace." In Employees and Employers in Service Organizations. Apple Academic Press, 2017. http://dx.doi.org/10.1201/9781315365855-12.

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Kular, Navdeep Kaur. "Stress Management: Concept." In Employees and Employers in Service Organizations. Apple Academic Press, 2017. http://dx.doi.org/10.1201/9781315365855-13.

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Wasan, Parul. "What Motivates the Millennials: A Perspective." In Employees and Employers in Service Organizations. Apple Academic Press, 2017. http://dx.doi.org/10.1201/9781315365855-2.

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Conference papers on the topic "Employees in organizations"

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Akhtar, MD Samir, Gauri Mathur, and Jimmy Singla. "An Intelligent System for Hiring Employees in Organizations." In 2024 9th International Conference on Communication and Electronics Systems (ICCES). IEEE, 2024. https://doi.org/10.1109/icces63552.2024.10859993.

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TUICĂ, Maria Alexandra, and Maria Claudia IONESCU. "Psychological contract – diferences between state-owned and private organizations." In Ştiință și educație: noi abordări și perspective. "Ion Creanga" State Pedagogical University, 2023. http://dx.doi.org/10.46727/c.v1.24-25-03-2023.p209-215.

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Psychological contract, the unwritten agreement between employee and employer, has a strong connection to employees’ organizational commitment, to their level of satisfaction and to a good quality of work relationships, and respecting this contract offers to both employees and organizations the chances to develop and succeed. The violation of this contract has different consequences on organizational behavior and could even make the employee leave the organization. This study aims to investigate possible differences between employees’ perceptions from state-owned and private organizations on p
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Koshetsyan, Lusine. "Research Issues of Exploring the Link Between Turnover Intention and Turnover Behavior with Organization’s Motivation Profile." In Contemporary Issues in Business, Management and Education. VGTU Technika, 2015. http://dx.doi.org/10.3846/cibme.2015.10.

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Employee turnover has always been a problem for both employees and employers. Replacing employees may be costly, both in recruiting and training employees to obtain satisfactory levels of performance over time. The main theme discussed in the paper is turnover intention and it’s connection with organization’s motivation profile. High levels of employee turnover may decrease the quality and stability of services that organizations provide and as a result, that will increase client dissatisfaction with the services provided by the organization. That’s why it is very important for organizations t
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Ploscaru, Andra Nicoleta, Claudia Cristina Rotea, Simona Dumitriu, and Iulian Georgescu. "Evaluating the Effects of HRM Practices on Employee Engagement and Organizational Culture." In 9th BASIQ International Conference on New Trends in Sustainable Business and Consumption. Editura ASE, 2023. http://dx.doi.org/10.24818/basiq/2023/09/034.

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Human resource management (HRM) is a critical field in business and organizations, and practices in this field can significantly influence employee engagement and organizational culture. The paper proposes a model for evaluating the effects of HRM practices on employee commitment and organizational culture. The empirical study in which the model is tested was carried out among 294 employees from Romanian organizations who answered the questionnaire questions. Structural equation modeling was used to process the data and obtain the results. HRM practices can directly influence employee engageme
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Ploscaru, Andra Nicoleta, Claudia Cristina Rotea, Marian Cazacu, and Daniela Victoria Popescu. "Exploring the Direct Influence of the Organizational Change Process on Organizational Performance." In 9th BASIQ International Conference on New Trends in Sustainable Business and Consumption. Editura ASE, 2023. http://dx.doi.org/10.24818/basiq/2023/09/036.

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Organizational change can significantly impact organizational performance, but this impact can be different depending on the nature and purpose of the change and how it is managed. The paper proposes a model for evaluating the effects of the organizational change process on organizational performance, staff retention, and organizational abandonment. The empirical study in which the model is tested was carried out among 294 employees from Romanian organizations who answered the questionnaire questions. Structural equation modeling was used to process the data and obtain the results. Effective c
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Mazin, Aleksandr, Aleksandr Egorshin, Irina Guskova, and Anna Troitskaya. "Attractiveness of the organization for highly qualified employees: indicator and key organizational factors." In Human resource management within the framework of realisation of national development goals and strategic objectives. Dela Press Publishing House, 2022. http://dx.doi.org/10.56199/dpcsebm.asvb5574.

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The article is devoted to the analysis of organizational factors that affect the attractiveness of an employing organization for employees with a high level of professional qualification. Such employees must not only be attracted initially, but also be retained further, which requires their desire to cooperate with the employer for a long time. As an indicator of attractiveness, the authors consider the willingness (or unwillingness) of employees, who rated the level of their own professional skills by 4 or 5 points out of 5, to change their current job. Using econometric calculations based on
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Abramihin, Cezara. "Human Resource Competitiveness On The Labor Market." In 27th International Scientific Conference “Competitiveness and Innovation in the Knowledge Economy”. Academy of Economic Studies of Moldova, 2024. http://dx.doi.org/10.53486/cike2023.34.

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In this article we highlighted a key aspect of organizational success - the competitiveness of human resources. The statement emphasizes the critical role that human resources play in driving innovation and overall growth within an organization. Let's break down the key points in this statement. The success of an organization relies on having a workforce that is competitive and skilled. The skills and capabilities of the workforce can be cultivated and improved over time, offering a reliable foundation for success. A competitive workforce contributes to the organization's ability to stay ahead
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Fitzgerald, Brian, and Karen Neville. "Mid-Career Employees Embracing Technology (MEET): A Case Study." In 2002 Informing Science + IT Education Conference. Informing Science Institute, 2002. http://dx.doi.org/10.28945/2479.

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The importance of information technology (IT) for modern business and, indeed, research in general cannot be questioned, as its sheer pervasiveness adequately attests. However, simplistic views of technological utopianism are now being offset by accounts of technological dystopianism. Clearly organizational management have wholeheartedly subscribed to an IT future as a staggering 41 percent of total capital expenditure in US organizations currently goes on IT. However, organizations face enormous difficulty in trying to achieve successful training programmes in the use of IT. This research stu
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Jokanović, Bojana, Ivana Tomić, Andrea Okanović, Leposava Grubić-Nešić, and Nikola Stojić. "THE INFLUENCE OF ORGANIZATIONAL CHANGE ON THE EMPLOYEE’S PERFORMANCE." In 19th International Scientific Conference on Industrial Systems. Faculty of Technical Sciences, 2023. http://dx.doi.org/10.24867/is-2023-t6.1-12_02041.

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In order to survive in a global knowledge economy, all organizations that want to position themselves well in the market must initiate changes or adapt to the already occurring changes in the environment. The aim of this study is to explore the impact of organizational changes on performance of employees. The significance of this study is in determining how different types of organizational changes affect employees and their performance. It is extremely important to study changes from the perspective of employees. If employees do not see the change as a threat, they will more easily accept it
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Ibadat, Samrah. "Leadership Development for High Potential Employees." In Gas & Oil Technology Showcase and Conference. SPE, 2023. http://dx.doi.org/10.2118/213999-ms.

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Abstract The purpose of the paper is to outline the methodology and process that United Energy Pakistan adopted to develop and enhance the leadership capacity of its emerging talent that went on to assume leadership roles in the organization. It is imperative for the upkeep of talent and organizational culture that structured development journeys are designed and extended to high potential employees who can then take the organizational performance to new heights. The framework was designed to develop business focused, yet people centric leaders, equipped to manage operational as well as strate
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Reports on the topic "Employees in organizations"

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Deal, Jennifer, Kristin Cullen, Sarah Stawiski, William Gentry, and Marian Ruderman. World Leadership Survey Biannual Report on Employee Commitment and Engagement 2013–2014. Center for Creative Leadership, 2015. http://dx.doi.org/10.35613/ccl.2015.2048.

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" From the Executive Summary: ""The purpose of the World Leadership Survey (WLS) is to provide a window into how professionals, managers, and executives view their life within the organization. This view of the employee experience will help leaders of organizations understand what employees experience, and what the organization can do to improve commitment and reduce turnover. The good news for organizations in the United States and Canada (the sample for this report) is that respondents are mostly committed to their organizations, satisfied with their jobs and their pay, work more than the ty
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Vlaicu, Razvan, and Philip Keefer. Employee Trust and Performance Constraints in Public Sector Organizations. Inter-American Development Bank, 2022. http://dx.doi.org/10.18235/0004456.

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Theory suggests that employee trust is key to productivity in organizations, but empirical evidence documenting links between trust and constraints on performance is scarce. This paper analyzes self-collected data on public sector employees from eighteen Latin American countries and finds that individual-level trust is relevant to three types of performance factors. First, high-trust employees are more willing to collaborate and share information with coworkers and are more supportive of technological innovation. Second, high-trust respondents have different perceptions of organizational const
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Keefer, Philip, and Razvan Vlaicu. Employee Trust and Performance Constraints in Public Sector Organizations. Inter-American Development Bank, 2022. http://dx.doi.org/10.18235/0004596.

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Theory suggests that employee trust is key to productivity in organizations, but empirical evidence documenting links between trust and constraints on performance is scarce. This paper analyzes self-collected data on public sector employees from eighteen Latin American countries and finds that individual-level trust is relevant to three types of performance factors. First, high-trust employees are more willing to collaborate and share information with coworkers and are more supportive of technological innovation. Second, high-trust respondents have different perceptions of organizational const
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Linehan, Margaret, and Corina Sheerin. The Black Ceiling: Employment Experiences of Women of Colour in Southwest Ireland. Munster Technological University, 2023. http://dx.doi.org/10.34719/vuzy6228.

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This report presents valuable insights of the lived experiences of women of colour in the labour market in southwest Ireland. Their voices articulate a perceived double challenge of being both female and persons of colour, challenges not shared by male persons of colour or generally by white persons in organizations. Some of these challenges arise from misunderstandings, unwarranted preconceptions, conscious and unconscious biases, but sometimes from an insensitive blending of racist and misogynist attitudes. The importance of educating the wider labour market, and society in general, to the s
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Keefer, Philip, Benjamin Roseth, and Julieth Santamaria. General Skills Training for Public Employees Experimental: Evidence on Cybersecurity Training in Argentina. Inter-American Development Bank, 2024. http://dx.doi.org/10.18235/0013202.

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Cyberattacks have risen to become one of the most critical global risks. Despite increasing investments to combat cyberattacks, there remains a significant, often unnoticed vulnerability: employees. Previous literature reveals that over two-thirds of cyberattacks within organizations result from employee negligence. While strengthening cybersecurity through employee training is essential, traditional methods often fall short. In this study, we tested different approaches to reduce risk exposure to phishing, one of the most common types of cyberattacks, focusing on a sector and context unaddres
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Sangiampongsa, Pisanu. Governmental and nongovernmental organizations in Thailand : similarities and differences in their characteristics and roles within public services and public policy. Chulalongkorn University, 2001. https://doi.org/10.58837/chula.res.2001.37.

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There has been an increase in the role of nongovernmental organizations (NGOs) in the Thai policy process. This study examines some of their characteristics by comparing them to those of public organizations. Their roles in public policy as well as their relationship with public organizations are also studied. This study focuses further attention on two policy types-environment and welfare. A survey on public organizations and NGOs involving in the environmental and welfare policy areas, through the perception of the organizations’ employees, is used as the method of data collection. Comparati
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Ferry, Korn. Personnel Perception of Talent Management in the Indian Social Sector Report. Indian School Of Development Management, 2022. http://dx.doi.org/10.58178/2209.1010.

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Drawing from a study with 92 social sector personnel, this report documents the perception of personnel towards their organizations as well as the social sector at large. It presents a holistic understanding of the perception of employees about their sense of affiliation; compensation and benefits received; and work structure in their organizations.
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Mikhaleva, E., E. Babikova, G. Bezhashvili, M. Ilina, and I. Samkova. VALUE STREAM PROGRAM. Sverdlovsk Regional Medical College, 2022. http://dx.doi.org/10.12731/er0618.03122022.

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In order to increase the efficiency of the work of a medical organization, it is necessary to train medical workers, employees of medical organizations, students of educational organizations in the techniques and methods of lean production, followed by the application of the acquired skills directly at the workplace in a medical organization. The purpose of the training under the program is to acquire new competencies necessary to perform professional tasks using lean manufacturing tools - mapping the value stream to ensure maximum operational efficiency of production processes. The program pr
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Bergeron, Diane. Organizational Wives – The Career Costs of Helping. Center for Creative Leadership, 2025. https://doi.org/10.35613/ccl.2025.2063.

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"Despite comprising nearly half of the global workforce, women are still underrepresented in executive roles across industries and countries. Of the 5,400 companies listed in the S&amp;P Global Corporate Sustainability Assessment, less than 5% had a woman CEO. Although various explanations for gender disparities in career outcomes have been suggested, including unconscious bias, stereotypes, and greater domestic responsibilities, a less explored factor is women's greater engagement in workplace helping. These workplace helping behaviors are known as organizational citizenship behavior (OCB) an
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Weinschelbaum, Federico, and Leandro Arozamena. Incentive Schemes in Export and Investment Promotions. Inter-American Development Bank, 2012. http://dx.doi.org/10.18235/0011419.

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This study examines the use of incentive mechanisms for employees in export and investment promotion agencies intended to improve their performance. It briefly describes these organizations and presents the contributions from economic theory that are useful to understand the agency problems that arise. It proposes a framework to study the issues that need to be considered to design a sound incentive mechanism. The study concludes that such a design should be carried out carefully, analyzing all of the possible drawbacks of rewarding each measure of employee performance, and identifies the main
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