To see the other types of publications on this topic, follow the link: Principaux employeurs.
Journal articles on the topic 'Principaux employeurs'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 journal articles for your research on the topic 'Principaux employeurs.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse journal articles on a wide variety of disciplines and organise your bibliography correctly.
1
Laroche, Mélanie. "Mondialisation et action collective patronale : deux réalités conciliables ?" Articles 65, no. 1 (April 13, 2010): 134–54. http://dx.doi.org/10.7202/039531ar.
Full textAbstract:
Cet article se concentre sur l’acteur patronal et ses préférences en matière de structures de négociation collective. Les nouvelles réalités économiques, conjuguées aux nouvelles stratégies organisationnelles et étatiques, conduiraient les employeurs dans bon nombre de pays à vouloir décentraliser les structures de négociation. Il y a toutefois des cas d’exception auxquels nous portons une attention particulière. Nous présentons les résultats d’une étude auprès des employeurs de l’industrie du vêtement pour hommes au Québec où prévaut toujours la négociation coordonnée malgré les pressions de la mondialisation. Pour analyser cette réponse différenciée des employeurs, nous avons utilisé une méthodologie qualitative. Grâce à des entretiens en profondeur et une analyse documentaire, nous avons construit un cadre analytique regroupant quatre types de facteurs en mesure d’influencer les préférences patronales pour des structures de négociation centralisées ou décentralisées : économique, organisationnel, institutionnel et stratégique.Au plan empirique, nous dégageons deux principaux constats de nos observations. D’abord, nous avons observé une volonté partagée par les parties patronale et syndicale à poursuivre une négociation coordonnée. Notons toutefois qu’une certaine hétérogénéité dans la propension des employeurs à adhérer à ce type de négociation a pu être remarquée surtout en raison de la diversité des firmes en termes de taille, de marchés desservis et de capacité de payer. Ensuite, nos résultats suggèrent une tension entre les influences exercées par les facteurs considérés dans l’étude : d’une part, les facteurs économiques et organisationnels influencent les acteurs patronaux vers l’individualisation des négociations collectives ; d’autre part, les facteurs institutionnels, en imposant certaines contraintes qui limitent leurs choix stratégiques, influencent les employeurs vers l’action collective. Au plan théorique, les résultats démontrent que les facteurs généralement associés à la mondialisation ne surdéterminent pas le comportement des acteurs. Au contraire, les acteurs conservent une marge de manoeuvre pour réagir aux pressions de l’environnement. En fonction du contexte institutionnel en place, différentes réponses peuvent ainsi être offertes par les employeurs en regard du type de structure de négociation à privilégier.
2
Cognard, Étienne. "Les politiques de formation professionnelle dans les services à domicile. Influence de la structure de marché et du dialogue social en France et en Belgique." Articles 70, no. 3 (October 5, 2015): 532–57. http://dx.doi.org/10.7202/1033409ar.
Full textAbstract:
RésuméCet article étudie les politiques de formation professionnelle négociées par les partenaires sociaux des secteurs belge et français des services à domicile. Une attention particulière est accordée aux parcours professionnels offerts aux aides-ménagères à domicile. Ces parcours sont quasi-inexistants en Belgique, mais beaucoup mieux construits en France. Notre analyse comparative qualitative montre que deux principaux facteurs expliquent cette différence d’approche de la formation continue. Le premier est le type d’activités subsidiées par l’État dans le cadre des politiques d’emploi centrées sur le développement des services à domicile. La France se distingue de la Belgique par l’inclusion de l’aide à domicile et de la garde d’enfant. Dans la mesure où les prestataires « titres-services d’aide-ménagère » ne proposent pas ces deux types de services à domicile, ils n’ont pas intérêt à promouvoir des formations sectorielles qualifiantes. En France, les employeurs des services à la personne ont soutenu la mise en oeuvre de dispositifs sectoriels certifiant ou diplômant vers l’aide à domicile et la garde d’enfant, deux évolutions possibles pour les aides-ménagères. Le second facteur est la structure du dialogue social sectoriel. En Belgique, la concentration des aides-ménagères titres-services dans une seule commission paritaire spécifique rend plus difficile la construction de parcours professionnels par les partenaires sociaux sectoriels. En France, la concurrence économique et politique entre les trois branches des associations, entreprises et particuliers-employeurs stimulent, au contraire, la volonté des partenaires sociaux, employeurs en tête, de développer des politiques sectorielles cohérentes. L’effet pervers de cette concurrence est, toutefois, la réticence à organiser des mobilités interbranches.
3
Dubé, Annette, and Daniel Mercure. "Les nouveaux modèles de qualification fondés sur la flexibilité : entre la professionnalisation et la taylorisation du travail." Articles 54, no. 1 (April 12, 2005): 26–50. http://dx.doi.org/10.7202/051219ar.
Full textAbstract:
Cet article traite des transformations récentes des formes de qualification du travail. Il est le fruit d'une vaste enquête sur la dynamique des emplois dans le secteur manufacturier au Québec. Les auteurs analysent d'abord les modifications cruciales de la dynamique des entreprises. Ensuite, ils examinent les nouvelles qualifications exigées des travailleurs, à savoir les compétences nécessaires pour accomplir les tâches, ainsi que les principaux profils de qualification privilégiés par les employeurs en vue du recrutement. L'article met en relief l'émergence de trois modèles inédits de qualification, tous fondés sur la flexibilité, soit le modèle flexible de type professionnel-conceptuel, le modèle flexible de type taylorisé et le modèle flexible de type adroit-analytique.
4
Paquet, Renaud, Jean-François Tremblay, and Éric Gosselin. "Des théories du syndicalisme." Articles 59, no. 2 (December 9, 2004): 295–320. http://dx.doi.org/10.7202/009543ar.
Full textAbstract:
À partir d’une revue de la littérature anglo-saxonne, l’article offre une synthèse des principaux écrits sur les théories du syndicalisme. Il présente la première vague théorique où le syndicalisme est considéré soit comme un agent de la révolution, de transformation ou d’accommodement du capitalisme. Dans la seconde vague théorique, le syndicalisme est plutôt considéré comme un acteur interagissant avec l’employeur. C’est donc en regard de l’existence ou non d’un conflit fondamental d’intérêts entre les employeurs et les travailleurs que les théories s’articuleront. La pertinence contemporaine des diverses contributions théoriques est également analysée. Les auteurs concluent que, parmi les approches de la première vague, la théorie du syndicalisme d’affaires demeure la plus éclairante bien que cette forme de syndicalisme comporte aujourd’hui une dimension d’engagement social dépassant les milieux de travail. Mais la régulation des conditions de travail par la négociation collective demeure cependant la fonction première de l’activité syndicale.
5
Laberon, Sonia, Nadia Scordato, and Marc Corbière. "Représentations du « trouble psychique » et adéquation à l’emploi perçue par des employeurs du milieu ordinaire de travail en France." Santé mentale au Québec 42, no. 2 (November 16, 2017): 133–53. http://dx.doi.org/10.7202/1041920ar.
Full textAbstract:
Le processus de stigmatisation est un des principaux freins à l’emploi des personnes présentant des troubles psychiques. Sonder les représentations de l’employeur est un premier indicateur de la compréhension générale des processus psychologiques qui le guident dans le recrutement de ce type de public. La présente étude vise à identifier les représentations d’employeurs vis-à-vis du « trouble psychique » en général et au travail, et des prérequis pour l’embauche afin de comprendre les processus psychologiques qui conduisent à l’exclusion professionnelle des personnes en situation de handicap psychique.Vingt-neuf entretiens semi-directifs ont été menés auprès d’employeurs d’organisations implantées sur le territoire français et soumises à l’obligation d’emploi de travailleurs handicapés (OETH). Les résultats montrent des représentations du trouble psychique très péjoratives axées sur la déviance sociale (non-conformité à la norme sociale) et le préjudice que ces personnes constitueraient pour la société tout entière à cause des perturbations de l’interaction sociale et du fardeau qu’induirait le trouble psychique pour l’entourage et particulièrement pour le milieu de travail. L’analyse des prérequis pour l’embauche de personnes en situation de handicap psychique montre à quel point ces représentations sont des freins au recrutement principalement liés à un manque d’adéquation perçue à l’emploi.Des perspectives de recherche et d’actions visant l’apprentissage et le perfectionnement des pratiques de recrutement et d’intégration en milieu de travail sont proposées pour accompagner les acteurs des organisations dans ce type d’inclusion.
6
Klassen, Thomas R., and C. T. Gillin. "The Heavy Hand of the Law: The Canadian Supreme Court and Mandatory Retirement." Canadian Journal on Aging / La Revue canadienne du vieillissement 18, no. 2 (1999): 259–76. http://dx.doi.org/10.1017/s0714980800009806.
Full textAbstract:
RÉSUMÉAu cours des deux dernières décennies, la Cour suprême du Canada a rendu des jugements en apparence contradictoires sur la retraite obligatoire. En 1982, la Cour a statué que la retraite obligatoire à 60 ans pour les pompiers violait les lois provinciales sur les droits de la personne; en 1990, elle statuait que la retraite obligatoire à 65 ans pour les professeurs et autres membres du personnel des universités était constitutionnelle. L'analyse de ces décisions montre que la Cour s'est appuyée sur le stéréotype voulant que les travailleurs âgés soient moins compétents que les jeunes et n'a pas accordé aux travailleurs âgés une protection contre la discrimination fondée sur l'âge. Un certain nombre des principaux arrêts en matière de retraite obligatoire portent sur le cas de professeurs d'université et pourraient avoir des conséquences imprévues, comme le renforcement du rôle de la titularisation. La réticence de la Cour suprême à abolir la retraite obligatoire signifie la poursuite d'arrangements ad hoc fondés sur l'évolution des cycles de vie, les besoins des employeurs, les changements démographiques et l'évolution de la législation.
7
Aparicio-Valdez, Luis. "La gestion empresarial en latinoamérica y su impacto en las relaciones laborales." Articles 44, no. 1 (April 12, 2005): 124–48. http://dx.doi.org/10.7202/050476ar.
Full textAbstract:
Les relations du travail en Amérique Latine se caractérisent par la présence traditionnelle d'un autoritarisme étatique qui se manifeste par une intervention continuelle, une législation abondante et parfois contradictoire, ainsi que par un conflit permanent. Tout cela dans un cadre social hétérogène dans lequel les relations du travail ont depuis peu cesse d'être atomisé pour se centraliser dans les branches industrielles. Ces caractéristiques normalisent toujours les relations du travail en Amérique Latine, mais leur poids diminue chaque fois que de nouveaux facteurs, tant internes qu'externes, entrent en jeu. Les nouvelles tendances, encore embryonnaires, amplifient le caractère extra juridique de la relation employeur-travailleur, de même que l'autonomie des acteurs immédiats en relations du travail, ainsi que la faible présence d'une optique coopérative et participative. La gestion patronale a joué un rôle principal dans cette évolution, particulièrement dans les domaines nouveaux, là où l'absence de tradition a facilité l'innovation. Les multinationales et le secteur d'exportations non traditionnel constituent les meilleurs exemples. Ce résumé a pour objet de présenter ces nouvelles tendances, d'identifier les facteurs internes et externes qui les ont générés, ainsi que d'offrir une base de comparaison pour faciliter une évolution globale de l'état des relations du travail au niveau international. Facteurs internes : La gestion patronale actuelle en Amérique Latine montre qu'il y a une crise complexe chez les protagonistes des relations du travail, c'est-à-dire les travailleurs, les employeurs et l'État. D'un cote, l'augmentation inusitée des grèves locales et nationales, le caractère « illégal » de la majorité des grèves locales dues à l'échec de la négociation collective, ou encore, leur emploi comme outil de solution des conflits, et enfin, l'importante complexité des demandes constituent les principaux problèmes. La source immédiate de ceux-ci est syndicale, alors que les causes plus profondes se rencontrent, pour la majorité, en dehors du contrôle des acteurs. À cause de cette distanciation, les relations se polarisent chaque fois plus. Les relations du travail doivent ainsi en venir à se rencontrer devant un tiers, l'État, qui lui aussi, devient chaque fois plus décisif. De l'autre cote, le maintien, l'accroissement ou le changement fréquent des lois du travail ainsi que la partialité des gouvernements en place soit avec les employeurs ou les travailleurs, reflètent la continuité ou l'augmentation de l'interventionnisme étatique dans la détérioration des relations entre les parties. Les réajustements périodiques des salaires selon les changements au cout de la vie dus à l'inflation, par exemple, exigent des employeurs qu'ils réajustent subséquemment leurs politiques salariales et leurs couts divers. Les changements dans la législation imposent une adaptation de la part des employeurs. En général, l'important interventionnisme étatique ainsi que le réglementarisme limitent de manière irrationnelle le mouvement autonome des relations du travail. Cependant, autant les employeurs que les travailleurs ont exercé, ces dernières années, une force extraordinaire tendant à changer, en leur faveur, le schéma et les règles qui gouvernent les relations du travail. Tous deux ont influencé le processus politique afin de limiter le déterminisme étatique dans les deux secteurs de la propriété, publique et privée, mais aussi dans le but de forcer la réconciliation avec leur acteur rival et ceci, en accord avec la logique de leurs propres intérêts. Le solde net de ce changement a été une relative ouverture du système traditionnel des relations du travail vers des formes nouvelles de relations, comme le système d'administration des ressources humaines, la concertation sociale, la négociation par branche industrielle et la transformation du régime du travail dans le secteur public, particulièrement dans les entreprises de l'État. Facteurs externes : La crise économique que vivent pratiquement tous les pays de cette région, l'accroissement disproportionne de l'offre de travail et de ses accompagnateurs naturels comme le chômage et le travail au noir, l'intervention excessive de l'État dans l'économie, de même que son centralisme, et le défi de la concurrence internationale basé sur l'internationalisation des facteurs de production sont les changements contextuels qui ont eu un impact majeur dans les relations du travail en Amérique Latine. Ceux-ci ont exercé une influence variable aussi bien sur les facteurs internes mentionnes plus haut que sur les relations du travail elles-mêmes, de façon directe. La gestion patronale a répondu à ces divers facteurs avec une grande variété de critères et d'actions. Une des réponses a été l'adoption de systèmes d'administration du personnel en remplacement du système de relations du travail. Même si cette pratique est naissante, son développement rapide, et ceci dans les secteurs les pins modernes et les plus rentables (les multinationales en constituent l'avant-garde), lui a concédée une importance majeure ces dernières années. Le système d'administration des ressources humaines est un concept radicalement différent de celui du système traditionnel des relations du travail. Alors que le premier est centre sur la relation individuelle employeur-travailleur, le second l'est sur la relation collective employeur-syndicat. L'expérience latino-américaine montre que la tendance actuelle va vers la superposition des systèmes. Les entreprises qui furent organisées sous le système traditionnel de relations du travail continuent dans cette direction, alors que les nouvelles entreprises, particulièrement celles qui participent aux secteurs les plus modernes de l'économie, ont l'option d'essayer un ou l'autre des systèmes, ou encore l'intégration des deux. Dans le cas où le système de l'administration des ressources humaines est adopte, le raisonnement logique est de donner fréquemment des avantages non économiques aux travailleurs, afin qu'ils ne voient pas la nécessité de recourir à la syndicalisation, ou encore, dans le but de diminuer les sources de conflit. Trois types de stratégies ont été pratiques dans divers pays : a) la création d'associations professionnelles dans le champ des ressources humaines et de l'administration du personnel, avec pour objectif d'améliorer le recrutement et la promotion dans l'emploi; b) la création et le développement de mécanismes destines à motiver les travailleurs, comme les cercles de qualité, les comités mixtes travailleurs-direction de l'entreprise et les programmes d'incitation non pécuniaires; c) l'ouverture d'alternatives participatives, aussi bien dans la gestion (cogestion, cogouvernement ou codétermination), que dans les bénéfices et la propriété de l'entreprise. Cette dernière stratégie a généralement été exécutée dans des conditions de faible stabilité du travail et de faible influence de la négociation collective. La motivation du travailleur a été le centre d'attention de divers programmes crées sous l'initiative de l'employeur. Les cercles de qualité sont les plus répandus en Amérique Latine, mais des comités de productivité, des programmes de préretraite et des clubs sociaux à l'intérieur de l'entreprise ont aussi été formes. En quelques mots, l'adoption du système d'administration des ressources humaines, même si elle est récente, est déjà une réalité en Amérique Latine. Le développement et l'établissement général de ces programmes sont ici plus que de simples souhaits des acteurs sociaux. On pourrait dire qu'il leur reste à traverser le même niveau de difficultés que le développement économique des pays latino-américains.
8
Bryce, George K., and Pran Manga. "The Effectiveness of Health and Safety Committees." Articles 40, no. 2 (April 12, 2005): 257–83. http://dx.doi.org/10.7202/050133ar.
Full textAbstract:
Dans tous les pays industrialises occidentaux, les reformes de la législation et des politiques gouvernementales ont commence à insister sur l'importance d'assurer la participation active des travailleurs à la planification et à la mise en œuvre de programmes et de politiques de santé et de sécurité aux lieux du travail. Les comites paritaires de santé et de sécurité au Canada sont devenus la manifestation la plus valable de la participation ouvrière à de tels programmes. Ces comités confèrent aux travailleurs et également aux employeurs une façon importante de collaborer à la prévention et à la solution des risques professionnels. Ils peuvent réunir tout un train d'expériences pratiques et de connaissances techniques, fournir des outils de communication à la main-d’œuvre et en recevoir d'elle, faciliter la contribution des travailleurs et des employeurs aux décisions auxquelles parviennent les membres des comités. Et ces comités offrent les avantages de conseils directs et continus et constituent ainsi une réponse immédiate aux risques professionnels. La nécessité de rapports de coopération plus suivis entre le travail et le patronat, spécialement en ce qui a trait à la santé et à la sécurité professionnelles peut être considérée comme une conséquence de l'incapacité séculaire de l'industrie à se discipliner et du gouvernement à adopter des normes de santé et de sécurité valables. Certains observateurs soutiennent que les gouvernements ont aussi manque à leur devoir de mettre en vigueur et de promouvoir ces normes de façon adéquate. Les principales mesures pour accroitre le degré de participation directe des travailleurs en tant que moyen d'améliorer la santé et la sécurité professionnelles sont : a) l'information en matière de santé et de sécurité ainsi que l'éducation; b) des stimulants et des pénalisations économiques (comme l'indemnisation des travailleurs) et c) l'adoption et la mise en vigueur de normes de santé et de sécurité professionnelles. Les insuffisances de ces politiques sont apparentes lorsqu'on considère les statistiques disponibles relatives aux maladies et aux accidents industriels. Chacune de ces politiques est un fouillis de contraintes et de difficultés pratiques. Une analyse des politiques et des programmes des treize compétences canadiennes en ce domaine laisse voir qu'il existe des différences notables entre les obligations et les fonctions des comités et un écart profond en ce qui a trait au degré d'appui que les gouvernements leur accordent pour assurer leur efficacité. Néanmoins, il est évident que les comités paritaires aux lieux du travail sont des facteurs de plus en plus importants dans la diminution des risques pour les travailleurs canadiens. L'insuccès admis des modes les plus traditionnels d'aborder la santé et la sécurité industrielles signifie qu'on devrait faire une plus grande confiance à la coopération patronale-ouvrière. Le nombre des comités paritaires de santé et de sécurité s'accroitra sans doute dans l'avenir. Les employeurs et les travailleurs devront en favoriser le développement. En effet, ces comités reçoivent un appui considérable de la part de quiconque croit à l'autorégulation par opposition à la législation ou aux stimulants économiques comme moyens de réduire les taux d'accidents et de maladie que l'on trouve dans les entreprises canadiennes. Malgré un internet plus marque pour l'établissement et le développement des comités paritaires de santé et de sécurité au travail, peu d'études ont été effectuées pour en apprécier l'efficacité. Cet article traite des principaux facteurs d'évaluation de ces comités. Des quelques travaux qu'on a réalisés sur le sujet et de leur examen, il est possible d'énumérer une série de mesures de la valeur de cette forme de participation des travailleurs. Les données accessibles en Alberta (enquêtes au moyen d'entrevues) et en Saskatchewan (résumés annuels tires des procès-verbaux des assemblées de comités) sont évaluées à la lumière de ces mesures de façon à répondre à la question : « Les comités paritaires de santé et de sécurité professionnelles sont- ils efficaces? » En se fondant sur des critères surs, nous croyons que l'enquête de l'Alberta et les statistiques tirées des procès-verbaux de la Saskatchewan fournissent la preuve certaine qu'ils sont efficaces. C'est par la diminution des blessures et des maladies que leur valeur se mesure le mieux. Cependant, celle-ci doit aussi reposer sur d'autres critères tels que leur influence sur les relations professionnelles et la prise de conscience qu'elle entraine tant chez les travailleurs que chez les employeurs de l'importance des programmes de santé et de sécurité par les diverses mesures qu'ils peuvent susciter. Bien qu'il soit encore trop tôt pour conclure que les comités paritaires de santé et de sécurité sont des instruments surs pour réduire les blessures et les maladies professionnelles, certains indices montrent que tel est le cas. Il est plus probable que l'impact de ces comités ressortira avec le temps et nous recommandons qu'une étude des variables macroéconomiques, associée à une analyse des procès-verbaux des comités et à l'utilisation de méthodes d'enquête par entrevues, serait la plus susceptible de répondre de façon concluante à la question de savoir si ces comités sont efficaces ou non. Nous avons de bonnes raisons d'être optimistes, parce que, en tant qu'expression de la maturité politique des entreprises canadiennes, ce type de comités paritaires a été accepte par la grande majorité des industries et des gouvernements au Canada comme moyen de répondre aux problèmes croissants de santé et de sécurité au travail. Leur acceptation par les travailleurs, les employeurs et les gouvernements devrait assurer leur développement et leur sécurité.
9
Poudyal, Chandra Sharma. "Private Schooling and Fayol’s Principles of Management: A Case from Nepal." Journal of Education and Research 3 (March 27, 2013): 6–23. http://dx.doi.org/10.3126/jer.v3i0.7849.
Full textAbstract:
Henri Fayol is popularly known as the founder of administrative management for his contribution to the field of management. Although his principles of management are termed as classical management theory, the principles are still applicable in the field of management. In this paper I explore the issues of management and ownership in two private schools in Nepal using Fayol’s principles of management. The data were collected from two private schools using a case study approach. I conducted semi- structured interviews with teachers, administrators and principals of two private schools. In the case study schools, the owners were also working in the capacity of principal of the school and hence the term owner/principal has been used in this paper. The owners/principals were taken as the participants to represent the voice of the employers while the teachers were taken to represent the voice of the employees. Similarly, the administrators in this study represent the voices of both the employer and the employees of the school.This study suggests that when management and ownership are not separated, there is a concentration of power. The power concentration in individual or group of owners gives rise to a number of management related issues such as unequal distribution of authority and responsibility, role ambiguity, negative motivation and conflict of interest. Fayol’s principles of authority and responsibility, initiative, subordination of individual interest to group interest, stability of tenure of personnel and spirit of cooperation have been used in this paper to explain several issues of management and ownership that emerged from the case study.DOI: http://dx.doi.org/10.3126/jer.v3i0.7849Journal of Education and Research March 2013, Vol. 3, No. 1, pp. 6-23
10
Houkes, Inge, Massimo Miglioretti, Eleonora Picco, and Angelique Eveline De Rijk. "Tapping the Employee Perspective on the Improvement of Sustainable Employability (SE): Validation of the MAastricht Instrument for SE (MAISE-NL)." International Journal of Environmental Research and Public Health 17, no. 7 (March 25, 2020): 2211. http://dx.doi.org/10.3390/ijerph17072211.
Full textAbstract:
Background: Sustainable employability (SE) is top priority for employers. Measures based on the employee perspective of SE that would give direction to interventions to be initiated by employers currently fall short. This study aims to develop and validate an instrument that captures these issues: the MAastricht Instrument for Sustainable Employability (MAISE). Methods: MAISE items were generated from an extensive literature review and interviews with employers and employees. A questionnaire containing these items as well as proxy variables (health and vitality) and demographics was answered online by 632 employees (response rate 50.3%). Construct validity, reliability, and criterion validity were tested through Principal Component Analysis (PCA), Confirmatory Factor Analysis (CFA), Cronbach’s alpha, and correlational analyses. Results: The MAISE comprises 12 scales divided over five areas: (1) Meaning of SE; (2) Level of SE; (3) Factors affecting my SE; (4) Overall responsibility for SE; and (5) Responsibility for factors affecting my SE. Reliability, construct, and criterion validity were adequate to good. SE of the employees was relatively high, and SE was considered a shared responsibility of the employee and employer. Conclusions: This study showed the MAISE to be reliable and valid in various employee groups. More validation studies are needed. We recommend that employers use the MAISE as a needs assessment in order to develop SE interventions that will be readily accepted.
11
Szakats, Alexander. "Human Rights in the Hungarian Labour Code." Victoria University of Wellington Law Review 28, no. 3 (June 1, 1998): 573. http://dx.doi.org/10.26686/vuwlr.v28i3.6059.
Full textAbstract:
Protection of human rights, particularly the rights of persons working in the free market economy, features prominently in the Hungarian Labour Code enacted after the great political and economic change. As the state ceased to be the only, or the principal employer, either directly or in the guise of various "voluntary" cooperatives, the proliferation of private enterprises necessitated a law to regulate labour relations between the employers and employees. In this article Professor Szakats provides an overview of the Code by selecting certain provisions which emphasise human rights, and comparing them with the corresponding New Zealand statutory protection, and relevant ILO Conventions and Recommendations.
12
Tziner, Aharon, and Erich C. Fein. "Modeling employees' deviant behavior and employers' reactions: an interdisciplinary approach using principal-agent and prospect theories." Economics and Business Letters 1, no. 4 (November 28, 2012): 10. http://dx.doi.org/10.17811/ebl.1.4.2012.10-20.
Full text
13
Citra Resmi, Ulva Dian, and Enung Hasanah. "Best Practice Leadership of The Principal in Covid-19 Prevention Primary School at SD Muhammadiyah Purbayan." Randwick International of Education and Linguistics Science Journal 1, no. 3 (December 28, 2020): 398–407. http://dx.doi.org/10.47175/rielsj.v1i3.150.
Full textAbstract:
This research aims to determine how the principal carried out his duties in handling covid 19 transmissions in SD Muhammadiyah Purbayan. This study uses a descriptive qualitative method. The data collection techniques are carried out with interviews, observations, and literature studies. Interviews were conducted with teachers and employees of SD Muhammadiyah Purbayan Yogyakarta. Participants in this interview were selected through several criteria, including teachers and school employees directly involved by the school principal in covid-19 prevention. The validity of the data used is the triangulation technique. Data analysis techniques used are data reduction, data presentation, and conclusions. The results of this study show that; 1) the principal of SD Muhammadiyah Purbayan took steps to prevent transmission of the COVID 19 virus; 2) principals of schools which matters during the pandemic; 3) organizing school principals, assignments and to teachers and employees; 4) the principal together with teachers and employees from outside the school carry out activities which are planned, and 5) the principal of the hall which is the activity.
14
Yen, Jin-Ru, and Hani S. Mahmassani. "Telecommuting Adoption: Conceptual Framework and Model Estimation." Transportation Research Record: Journal of the Transportation Research Board 1606, no. 1 (January 1997): 95–102. http://dx.doi.org/10.3141/1606-12.
Full textAbstract:
The substitution of travel by telecommunications has long been advocated as an approach that might alleviate congestion on transportation facilities during peak periods. Among the various applications of telecommunications, telecommuting is considered a promising substitute for work trips, the major determinants of traffic congestion and air pollution during peak hours. Although positive effects from telecommuting have been demonstrated through small-scale pilot projects in the United States, systematic research is still limited, especially on the adoption of telecommuting, which ultimately determines the magnitude of its impact. A framework of the telecommuting adoption process is proposed, and a mathematical model of the employee’s telecommuting adoption process on the basis of a dynamic generalized ordinal probit model is developed. The framework identifies two principal factors in the decision process, employees and employers. Stated preferences for various telecommuting programs are elicited from employees and used to estimate the adoption model. To address correlations among responses from the same individual, a general error structure is also specified in the model. Estimation results confirm that employee adoption is affected by his or her personal, household, and job characteristics; commuting trip attributes; attitudes toward telecommuting; and the program design, defined on the basis of who assumes the additional costs of telecommuting and the corresponding salary changes for the telecommuter.
15
Fauziah, Fauziah, Jimmi Copriady, and Sudirman Sudirman. "IMPLEMENTASI PERMENDIKNAS NOMOR 28 TAHUN 2010 TENTANG PENUGASAN GURU SEBAGAI KEPALA SEKOLAH DI KABUPATEN SIAK." Jurnal Manajemen Pendidikan Penelitian Kualitatif 5, no. 1 (March 31, 2021): 30. http://dx.doi.org/10.31258/jmppk.5.1.p.30-37.
Full textAbstract:
Permendiknas implementation research on the appointment of pricipals is inseparable from the basic permendiknas namely: (1) permendiknas number 13 year 2007 about pricipal standar, (2) permendiknas number 28 tahun 2010 about teacher assignment as Head of school. This research discloses how the process of appointment of headmaster of SMP negeri in Dinas Education and culture of Siak Regency, is in accordance with the provisions set by the government in permendiknas number 28 year 2010. This implementation research isbased on metter and Horn theory and describe the findings using approach qualitative methods. Data obtained by interviuw, observation and document. Futher data are analyzed and performed continuously to complate. The results of the study note that the general requirements in administrative selection are not met well. Because three is still the age of principals who do not meet the provisions with the number 85%. This means that only 15% of the principals are appointed in accordance with the provisions of the first appointment process in office. Even 29% of headmaster who served in Siak district will now undergo more than 2 periods of duty. At the rank and class of principals also found 13% of principals who are currently still in rank/class IIIB. While on special requirenments found arround 65% of school principas in Siak Regency do not have a certificate of principal issued by LP2KS is a NUKS certificate. There are several factors that become obstacles in implementing permendiknas number 28 year 2010 in Siak Regency. Namale; (1) the SDK of siak Distric employees, especially the lack of education, (2) the cost of education and training to obtain NUKS certificate, (3) the role of the acceptability team in the process of placing the principal the carry out his duties as principal.
16
Xiong, Wei, and Tao Wang. "Labor relations and new generation employees." International Journal of Conflict Management 29, no. 5 (October 8, 2018): 591–616. http://dx.doi.org/10.1108/ijcma-09-2017-0112.
Full textAbstract:
PurposeFeelings about conflict in labor relations are determined by both the objective conditions surrounding the dimension of labor relations and their subjective evaluation. This study aims to examine features of the subjective evaluation factors in labor relations for new generation employees born in the post-1980s, transitional China, and to explore the conflict reduction strategies in labor relations.Design/methodology/approachThis study designed items and a scale to measure employees’ subjective evaluation bias regarding labor relations, and conducted a survey of 1,500 employees in 80 Chinese enterprises. It conducted a principal components analysis of the subjective evaluation biases, and a covariance analysis to explore differences in the common factors between employees of two generations. Comparing the subjective bias with the objective status of labor relations, as well as with employers’ expectations, this study analyzed the feelings toward conflict and conflict management strategies.FindingsThere are eight common factors in the subjective evaluation bias toward labor relations, four of which show significant differences between employees of two generations. Employers should study these differences, and apply conflict reduction measures to manage labor relations.Originality/valueThis is one of the first studies to propose the concept of a subjective evaluation bias regarding labor relations, and examine the common factors and features among new generation employees. It establishes a model for feelings toward conflict through four combinations of the subjective preferences and objective status dimensions. This study offers new insights for reducing workplace conflict.
17
Jovanovic, Predrag. "Current aspects of the principal of protecting employees." Zbornik radova Pravnog fakulteta, Novi Sad 45, no. 3 (2011): 141–61. http://dx.doi.org/10.5937/zrpfns1103141j.
Full text
18
Ulum, M. Bustanul. "Urgensi Supervisi Pendidikan di Sekolah." FALASIFA : Jurnal Studi Keislaman 9, no. 2 (September 2, 2018): 127–34. http://dx.doi.org/10.36835/falasifa.v9i2.127.
Full textAbstract:
The quality of educational institutions is supported by several system elements including supervision of education carried out by principals as supervisors as mandated by Minister of National Education Regulation (Permendiknas) Number 13 of 2007 concerning Standard Principals who must supervise education in the form of supervision and assessment of teacher performance and employees who aim to assist teachers and employees in achieving educational goals starting from planning, implementation and evaluation to be optimal in carrying out institutional tasks in an organizational frame that leads to the quality of the institution. Educational supervision serves to coordinate all school efforts including all role holders in the school organization and broaden the experience through giving constructive criticism from the principal to teachers and employees. References to educational supervision include curriculum components, curriculum content and curriculum development strategies, improvement of teaching references in terms of making learning planning, optimizing the educational functions and educational goals embodied in the school's vision and mission. Keyword: Supervision of Education, Schools.
19
Nahrowi, Moh. "Urgensi Supervisi Pendidikan Di Sekolah." Auladuna : Jurnal Prodi Pendidikan Guru Madrasah Ibtidaiyah 3, no. 1 (June 17, 2021): 61–70. http://dx.doi.org/10.36835/au.v3i1.505.
Full textAbstract:
Quality of educational institutions is supported by several elements of the system including educational supervision carried out by school principals as supervisors as mandated by the Minister of National Education Regulation (Permendiknas) Number 13 of 2007 concerning Standards for Principals who must supervise education in the form of supervision and assessment of teacher performance. and employees who aim to assist teachers and employees in achieving educational goals ranging from planning, implementation and evaluation so that they can be optimal in carrying out institutional tasks within an organizational frame that leads to institutional quality. Educational supervision functions to coordinate all school efforts including all stakeholders in the school organization and expand experience through giving constructive criticism from the principal to teachers and employees. References for educational supervision include curriculum components, curriculum content and curriculum development strategies, improvement of teaching references in terms of making lesson plans, optimizing educational functions and educational goals as stated in the school's vision and mission.
20
Varga, Erika, Zoltán Szira, Kinga Ilona Bárdos, and László Hajós. "The Most Relevant Labour Market Competencies for Employers and their Assessment by Students." Practice and Theory in Systems of Education 11, no. 2 (May 1, 2016): 95–104. http://dx.doi.org/10.1515/ptse-2016-0012.
Full textAbstract:
Abstract Our paper is aimed at examining what principal business competencies (can) enhance the success and competitiveness of employees according to the employers and we also wish to explore what personality traits have a decisive effect on the decision-making mechanism in taking on new staff. At present employers can make selection from a lot of fresh graduates in economics so for them it is essential to know the competencies by which they are classified and ranked by the employers. However, it is also important to bear in mind from which aspects their opinion meet the employers′ expectations. Based on surveying the employers′ expectations, the required competencies play a vital role in the hiring process and they are mainly acquired in practical trainings. An answer is also sought to the question of how the rank order of competencies have been changed, how their role was appreciated and reevaluated and what skills and abilities are no longer or only to a slight extent necessary for success in the labour market vs. the ones that were not required previously but have become indispensable these days. One of our further objectives was to create and test a competency structure tailored to the current Hungarian labour market situation and specialities on the basis of the professional literature.
21
Oladokun, Sunday Olarinre, and Job Taiwo Gbadegesin. "Adequacy of core knowledge and soft skills in the performance of professional employees of real estate firms in Nigeria." Property Management 35, no. 2 (April 18, 2017): 132–49. http://dx.doi.org/10.1108/pm-02-2016-0008.
Full textAbstract:
Purpose Real estate professionals are a vital resource to the property firms and the industry at large. Employees’ skills, knowledge and competence contribute in great measure to organization’s business performance. The purpose of this paper is to examine the adequacy of core knowledge and soft skills possessed by professional employees within the Nigerian real estate practicing firms. It also assesses the performance of the employees and establishes the correlation among the soft skills possessed by employees. Design/methodology/approach Data for this study were elicited through the administration of questionnaires on principal partners/branch managers (the employers) of the practicing estate surveying and valuation firms in Lagos metropolis. Data collected were analyzed using descriptive statistics, one-sample t-test and correlation analysis. Findings The result indicates that employees of estate firms in Nigeria demonstrate adequate knowledge in ten out of 21 core areas of real estate practice, while real estate agency has the highest mean, and inadequate knowledge in six others with least mean score in environmental impact assessment. The study also revealed that employees possess good listening and communication skills but are deficient in courteousness and writing skill, among others. It was also found that real estate employees were performing the best in inspection functions but below average in report writing and handling of transaction. The study also established a significant relationship among all the soft skills except communication skill and courteousness. Research limitations/implications Further study that looks at the performance of real estate graduates working in other sectors/organizations other than estate companies is required to establish their competence level in global employment market. Further study is also needed to cover the views of the employees in Nigerian market as this study focuses on the views of the employers. Originality/value This study provides an important feedback for the policy makers in the design/review of curriculum for real estate education towards enhancing employability of the graduates. This study also serves as the research blueprint in giving attention to assessment of soft skills among real estate employees in Nigerian real estate industry.
22
Rockoff, Jonah E., Douglas O. Staiger, Thomas J. Kane, and Eric S. Taylor. "Information and Employee Evaluation: Evidence from a Randomized Intervention in Public Schools." American Economic Review 102, no. 7 (December 1, 2012): 3184–213. http://dx.doi.org/10.1257/aer.102.7.3184.
Full textAbstract:
We examine how employers learn about worker productivity in a randomized pilot experiment which provided objective estimates of teacher performance to school principals. We test several hypotheses that support a simple Bayesian learning model with imperfect information. First, the correlation between performance estimates and prior beliefs rises with more precise objective estimates and more precise subjective priors. Second, new information exerts greater influence on posterior beliefs when it is more precise and when priors are less precise. Employer learning affects job separation and productivity in schools, increasing turnover for teachers with low performance estimates and producing small test score improvements. (JEL D83, I21, J24, J45)
23
S, Fatmawada. "The Relationship Between Leadership Style of The Head of Agency and The Employees’ Performance in The Environmental Agency of Biak Numfor Regency." Jurnal Office 5, no. 2 (April 5, 2020): 85. http://dx.doi.org/10.26858/jo.v5i2.13408.
Full textAbstract:
This study aims to determine and explain the relationship between the leadership style of the head of the environmental agency with the employees’ performance. This study uses a quantitative survey approach that is ex-post facto and principal on phenomena or events that have occurred and are still ongoing until the study is conducted, using descriptive statistical data analysis techniques, inferential descriptive analysis, and testing requirements analysis including normative data tests conducted by using the SPSS program with the Kolmogorov Smirnov One Sample test. The results of this study stated that the relationship between leadership style or leadership behavior of the head of service to the performance of employees in the Environmental Service Agency of Biak Numfor regency is not so large, only about 10 percent, which meant that the employee's performance was more determined by other variables not included in this study.
24
Nadir, Muhammad. "Pengaruh Kepemimpinan Demokratis Kepala Sekolah Terhadap Kinerja Guru dan Pegawai pada SMP Negeri 3 Pamboang." Pepatudzu : Media Pendidikan dan Sosial Kemasyarakatan 13, no. 2 (February 25, 2018): 148. http://dx.doi.org/10.35329/fkip.v13i2.113.
Full textAbstract:
Leadership of principals in order to improve the performance of teachers and employees is very important, it is fitting discipline applied to every school, both government and private. A performance of good teachers and employees is a step towards achieving the goals of a school so that productivity is a determinant in achieving school goals. This study aims to determine the influence of principal leadership on the performance of teachers and employees of SMP Negeri 3 Pamboang. The research design used is quantitative research. The sample of research is 35 employees of SMP Negeri 3 Pamboang and data collection in the form of questionnaire method, interview, observation. While for data processing is analyzed for Validity and Realibility test using Alpha Cronbach formula using computer program. The analysis technique used is simple regression analysis. Based on the results of data calculations and analysis used, obtained the regression equation, Y 20,091 0,441X. Results Hypothesis test t shows t count = 4.86 and t table = 2.032 with the value of significance = 0,000
25
Radošević, Željka, Dolores Britvić, and Boris Tot. "Factor structure and descriptive characteristics of the Croatian version of the revised Negative Acts Questionnaire (NAQ-R) as applied in the workplace, on a sample of police officers in the Split-Dalmatia Police District." Kriminologija & socijalna integracija 26, no. 1 (October 30, 2018): 22–42. http://dx.doi.org/10.31299/ksi.26.1.1.
Full textAbstract:
Mobbing has been recognized as a psychosocial risk to the mental health of employees, but also as an organizational problem that has been the object of attention among scholars in sociological, psychological, medical, and criminologist sciences. This study is the preparatory phase of the implementation of The Negative Acts Questionnaire-Revised (NAQ-R, Einarsen, Hoel and Notelaers, 2009)which tests for exposure to harassment in the workplace. The main aim of the study was to determine whether the instruments are applicable to the sample of Croatian employees, by means of testing the factor structure and internal reliability of the said questionnaire. The sample encompassed 209 police officers of both genders in the Split-Dalmatia Police District, and the data were acquired by means of a survey. We used descriptive statistics to show the characteristics of the sample and to analyse the findings, and we tested the factor structure by utilizing principal factor analysis, relying on the Kaiser-Guttman criterion. We tested the internal reliability of the sample with the Cronbach’s Alpha coefficient. The results suggest that there is a two-factor structure in the questionnaire, with the first factor referring to harassment aimed at the employee’s personality, and the second factor referring to harassment that is aimed at the employee’s work. Cronbach’s Alpha coefficient shows a high level of reliability (α = 0.959).
26
Magallanes, Vivian M., and Dexter Paul D. Dioso. "Leadership Style Practices of Principals and Organizational Commitment Profile of Employees of Dioceasan Catholic Schools." Philippine Social Science Journal 3, no. 2 (November 12, 2020): 39–40. http://dx.doi.org/10.52006/main.v3i2.156.
Full textAbstract:
The principals play a vital role in the success of the schools. The leadership style practices of the principals can have a wedge on the commitment of employees. Keeping committed teachers is a challenge faced by educational leaders. Hence, the paper describes the extent of leadership style practices and employees' organizational commitment profile in Antique Diocesan Catholic Schools (ADCS) during the school year 2019-2020. Likewise, it explores the significant difference in principals' leadership style practices as perceived by the employees when grouped according to demographics. Also, it determines the relationship that exists in the extent of leadership style practices and organizational commitment profile of employees.
27
Leatherwood, Marya L., and Lee C. Spector. "Enforcements, Inducements, Expected Utility and Employee Misconduct." Journal of Management 17, no. 3 (September 1991): 553–69. http://dx.doi.org/10.1177/014920639101700302.
Full textAbstract:
Both agency theory and organization theory have considered the problem of employee misconduct -employee decisions to pursue selfinterest at the expense of their principal or employer Integrating these two theoretical perspectives, this article describes the empirical results of a study that examines the effects of inducements and enforcements on individuals' estimates that employee misconduct would occur The effects of these factors were considered within a context where the expected value of engaging in misconduct was positive. Although inducements and enforcements were both significantly related to estimates of misconduct, the rationales providedfor instances of employee misconduct suggest that otherfactors, such as ethical, cost, or risk considerations, may also affect estimates that employees will engage in misconduct.
28
Chandler, Nick, and Zoltán Krajcsák. "Intrapreneurial Fit and Misfit: Enterprising Behavior, Preferred Organizational and Open Innovation Culture." Journal of Open Innovation: Technology, Market, and Complexity 7, no. 1 (February 8, 2021): 61. http://dx.doi.org/10.3390/joitmc7010061.
Full textAbstract:
In challenging times, the need for innovation is heightened and stems from employees who exhibit intrapreneurial characteristics. Not every corporate culture is a suitable environment for intrapreneurial behavior. This study examines the relationship between potential entrepreneurial behavior and preferred culture type. Through a principal component analysis of a sample of 1056 university students, four principal components of enterprising behavior (and roles) are found: Planning on results (project manager); Bearing the burden (pressure bearer); Innovating for others (innovating showstopper); and Learning from mistakes (experimental learner). Using the Organizational Culture Assessment Instrument, a linear regression analysis was conducted of culture types against components. A combination of strong inverse and direct relationships are found between these components and culture types (clan, market, adhocracy, and hierarchy). The findings help practitioners understand how existing culture will inhibit or encourage enterprising behaviors, with potential benefits in recruitment and selection, reductions in staff turnover and increases in innovation potential. The findings also indicate a need for reconsideration of the employer brand when attracting intrapreneurs.
29
Amin, Muhammad, Zulkipli Bin Ghazali, and Rohail Hassan. "A CONCEPTUAL MODEL: FRONTLINE EMPLOYEES BEHAVIORAL ENGAGEMENT IN VALUE CO-CREATION." Humanities & Social Sciences Reviews 8, no. 2 (April 7, 2020): 474–81. http://dx.doi.org/10.18510/hssr.2020.8254.
Full textAbstract:
Purpose of the study: The main aim of this study is to propose the conceptual model for developing frontline employees’ behavioural engagement towards value co-creation.
Methodology:This research has useda qualitative approach to explain how service firms’ attempt to create value for their frontline employees by facilitating interaction capabilities. Secondly,how facilitation of interaction capabilities help the service firm to engage the frontline employees to co-create the value with the customers, thus,to answer the research questions towardsthe development of a conceptual model through the lens of value co-creation, this studywas conducted(a) in-depth literature review and (b)input from 6 industrial and academic experts.
Principal Findings: Through the theoretical support of the S-O-R Model and expectancy theory, the studyconcluded that frontline employees’behavioural engagement in value co-creation mainly depends on interaction capabilities and their motivation. Frontline employee's motives are derivedthrough their expectancies, which they perceive from the service interaction. The capabilities are mainlyfacilitated by the service firms, which, in turn, motivate the frontline employees towards their engagement in value co-creation.
Applications of this study: The proposed model has practical implications in complex service settings like automotive, Oil and Gas sectors where frontline employees’ have regular service interaction with the customers.
Novelty/Originalityof this study: The proposed model has been developed by taking the theoretical implications of the S-O-R model by focusing on frontline employees’behavioural engagement in value co-creation. However, previous literature on value co-creation has concentrated more on the customer's domain.
30
Risdalina, Elvy, Siti Patimah, Zulhannan a, Erlina b, and Koderi c. "PRINCIPALS ROLES IN IMPROVING ISLAMIC HIGH SCHOOLS EDUCATIONAL QUALITY IN BANDAR LAMPUNG, INDONESIA." International Journal of Advanced Research 9, no. 04 (April 30, 2021): 205–10. http://dx.doi.org/10.21474/ijar01/12674.
Full textAbstract:
The principals roles in leading educational institutions are very important, especially in determining the direction and educational policies. The principal is a leader who encourages the school to realize its vision, mission, goals, and programs in a planned manner to establish a high-quality school. Therefore, this research aims to describe and analyze the roles of principals in improving the quality of Islamic education in Bandar Lampung. The approach of this research was descriptive qualitative. In collecting the data, observation, interviews, and documentation were employed. The researchers then analyzed the collected data through data presentation, data reduction, and conclusion. The sources of data were the principals, vice-principals, teachers, employees, and students. It can be concluded that the principals role is first, formulating competency standards for graduates to compete in leading universities, both public and private. Second, special class students must memorize chapter 30 of the Quran and at least 1 chapter for general class students. The graduates are required to master three languages: English, Arabic, German / French. Third, monitoring the learning process through CCTV makes it easier to observe students and teachers during the teaching and learning activities. Fourth, the implementation of varied assessment standards between subjects and grades by referring to the 2013 curriculum.
31
Akerlof, George A., and Rachel E. Kranton. "Identity and the Economics of Organizations." Journal of Economic Perspectives 19, no. 1 (February 1, 2005): 9–32. http://dx.doi.org/10.1257/0895330053147930.
Full textAbstract:
The economics of organizations is replete with the pitfalls of monetary rewards and punishments to motivate workers. If economic incentives do not work, what does? This paper proposes that workers' self-image as jobholders, coupled with their ideal as to how their job should be done, can be a major work incentive. It shows how such identities can flatten reward schedules, as they solve “principal agent” problem. The paper also identifies and explores a new tradeoff: supervisors may provide information to principals, but create rifts within the workforce and reduce employees' intrinsic work incentives. We motivate the theory with examples from the classic sociology of military and civilian organizations.
32
Kauppi, Katri, and Erik M. van Raaij. "Opportunism and Honest Incompetence—Seeking Explanations for Noncompliance in Public Procurement." Journal of Public Administration Research and Theory 25, no. 3 (January 29, 2014): 953–79. http://dx.doi.org/10.1093/jopart/mut081.
Full textAbstract:
Abstract This article utilizes agency theory to explain maverick buying in governmental agencies, that is, noncompliance to centrally negotiated frame agreements. Traditional agency theory assumes the agent to be an opportunistic self-interest seeker. A complementary view of agency problems portrays man as an honest, yet not fully competent, actor; both agents and principals may be burdened by “honest incompetence.” We apply both perspectives on principal-agent relationships to study maverick buying in government procurement and link agency problems to three governance mechanisms: monitoring, training, and guidance. We find that guidance and training help to reduce governmental employees’ noncompliance, but output monitoring does not. Our findings further indicate that maverick buying is related to goal incongruence and two different types of information asymmetry: Agency problems may arise not only because the agent has information the principal is not aware of but also because the principal may have information the agent is not aware of. Future research in public management using agency theory to study instances of hidden action could benefit from applying a similar dual lens to behaviors previously examined as purely opportunistic.
33
Tohari, Hamim. "Gaya Kepemimpinan berbasis Emotional Intelligence." Jurnal Kependidikan 5, no. 1 (December 1, 2017): 37–54. http://dx.doi.org/10.24090/jk.v5i1.1241.
Full textAbstract:
This paper is intended to provide input to school principals or leaders of educational institutions to not only pay attention to aspects of intellectual and spiritual intelligence in the use of leadership style, but also attention to aspects of emotional intelligence because this aspect has an important role in interacting with subordinates. Emotional intelligence is interpreted as the ability to listen to emotional whispers, and make it an important source of information to understand yourself and others to achieve a goal. If the principal can use this emotional intelligence well, the emotional relationship between the principal and teachers and employees will always be maintained and is expected to improve the performance of subordinates in achieving organizational goals. There are six leadership styles based on emotional intelligence mentioned by Goleman, i.e. visionary , mentor, affiliative, democratic, speed determinant, and authoritarian leadership styles. However, the principle should apply this styles of leadership proportionaly.
34
Adam, Sumarlin, Darwin Botutihe, and Muhammad Obie. "EMPOWERING LABORS IN BRICK FACTORIES: DEVELOPING INSTITUTIONAL ORGANIZATION, TRAINING, AND ACCESS TO CAPITAL." International Journal of Management, Innovation & Entrepreneurial Research 5, no. 2 (December 25, 2019): 11–16. http://dx.doi.org/10.18510/ijmier.2019.522.
Full textAbstract:
Purpose: This study analyzed the empowerment of brick factory laborers, related to the relations of labors and employers in the production to marketing processes, problems faced by laborers, their potential, and the priority of empowerment programs for brick factory laborers.
Methodology: In collecting data, researchers used the method of observation, in-depth interviews, and focused group discussion as the primary data source, and the literature study method as a secondary data source. Researchers analyzed data with a qualitative approach. When the data collection took place, researchers began to analyze data until a certain time even though the time of data collection has been completed.
Findings: Three principal components are interrelated in brick production, namely: landowners, employers, and laborers. The employer rents land from the landowner and employs labors to produce bricks. Between labors and landowners do not have a direct employment relationship, because it is the employer who presents his work. In the case of labor and employer relations, labors are in an exploited and alienated position, which leaves workers powerless. Several labor problems that occur in working relationships in brick factories are: labors get salaries not based on provincial minimum wages, labors do not have social protection, labors find it difficult to meet basic needs, weak legal protection, labors do not get holiday allowances, face dismissal problems, and it is hard to get jobs outside the brick factory. What can be done to empower labors in a brick factory is to build an institutional labor organization, organize training to strengthen labor capacity, and open access to ownership of production capital.
Implications: This research was beneficial to create the community of labors in brick factories that were empowered, socially, economically, and politically.
Novelty: The labors in brick factories can be empowered by developing an institutional organization of labors, strengthening labor capacity through training, and opening access to ownership of production capital.
35
Zailani, M. B., A. G. Ibrahim, and Y. Bahago. "Critical motivational factors for enhancing employee performance in construction firms based on correlation and principal component analyses." Nigerian Journal of Technology 39, no. 3 (September 15, 2020): 647–53. http://dx.doi.org/10.4314/njt.v39i3.2.
Full textAbstract:
Over the years, construction firms have often hinged their success on the effective motivation of their employees so as to ensure productivity and improved performance. Previous studies noted that various factors affect the motivational level of employees with regards to work performance. However, due to the difference in employee needs, not all motivational factors have influence on employees’ performance. This study sets out to assess the influence of motivational factors on the performance of employees in construction firms. The study aim was achieved through the identification and assessment of critical motivational factors (intrinsic and extrinsic) in the Nigerian construction firms. Perceptual data was collected from employees of selected construction firms using a structured questionnaire. Data collected was analyzed using descriptive and inferential statistics. Motivational factors were ranked based on respective mean scores from the most to the least influential. Extrinsic motivational factors such as promotion when due, availability of resources and provision of transportation for employees were found to be the most influential factors on performance. Whereas, constant supervision was found to have the least influence on performance. Findings of the study provides construction firms with empirical data on factors that influence the motivation level of employees with a view to optimizing employee productivity. It is recommended that construction firms should pay close attention to the peculiar needs of respective employees which aids in optimizing organizational performance.
Keywords: Motivation, Employee performance, construction firms, critical factors
36
Badrudin, Badrudin, and Guntur Jakariya. "Visionary Leadership of the Principal of Senior High School (SMAN) 1 Pabuaran and Senior High School (SMAN) 1 Kalijati Subang West Java." Jurnal Pendidikan Islam 6, no. 2 (December 27, 2017): 479. http://dx.doi.org/10.14421/jpi.2017.62.479-498.
Full textAbstract:
The visionary principal takes part in determining the quality of educational institution. The problem is that not all principals are able to apply the optimal visionary leadership. This study examines the strategy and characteristics of the visionary principal of SMAN 1 Pabuaran and SMAN 1 Kalijati. This is a qualitative study with the method of collecting the data is through observation, interview, and documentation study. The results of the study conclude that (1) the visionary strategy of the principal of SMAN 1 Pabuaran and SMAN 1 Kalijati is by formulating, transforming, and implementing the vision and missions so that they become a commitment of all stakeholders and emerging the sense of belonging and sense of ownership attitudes. (2) The characteristics of visionary leadership of the principal of SMAN 1 Pabuaran and SMAN 1 Kalijati can be seen in their foresights, their ability to transform the vision into action, encourage their subordinates to work hard, motivate, and build a good relationship with the employees so that the concept of the vision is clearly accepted by the subordinate. The principal of SMAN 1 Pabuaran has a strong vision which affects the commitment of the subordinates to implement the vision, while the principal of SMAN 1 Kalijati could stimulate self leadership of the teachers so they are able to design work performance by using their own authority in making decisions.
37
Velasco, Manuel Salas. "MORE THAN JUST GOOD GRADES: CANDIDATES’ PERCEPTIONS ABOUT THE SKILLS AND ATTRIBUTES EMPLOYERS SEEK IN NEW GRADUATES." Journal of Business Economics and Management 13, no. 3 (May 28, 2012): 499–517. http://dx.doi.org/10.3846/16111699.2011.620150.
Full textAbstract:
There is a common belief among university students that they have to study hard attempting to earn high grades because employers are targeting graduates with outstanding academic records. However, this idea does not seem to capture what is actually happening in organizations, as firms value more aspects related with personality and other personal qualities of young graduates. We present a case study of the hiring process of recent university graduates to test these hypotheses. The methodology used follows a two stage approach. Principal component analysis allows us to identify first key categories of skills and attributes that influence the selection process. Then, using econometric analysis, a matrix classifies them according to employer size and type, degree, position and industry. The results show that soft skills (personality and other qualities) are the most required attributes in the selection process. Good academic records only matter in the public sector.
38
Major, David. "Models of work-based learning, examples and reflections." Journal of Work-Applied Management 8, no. 1 (March 1, 2016): 17–28. http://dx.doi.org/10.1108/jwam-03-2016-0003.
Full textAbstract:
Purpose The purpose of this paper is to identify a number of different models of work-based learning (WBL) in operation at the University of Chester and provides two examples of university-employer partnership where WBL is used as the principal means for bringing about change in the workplace. Design/methodology/approach This paper is based on the experience of one UK University with significant WBL provision and outlines the evolutionary development of a number of different models of WBL designed to meet the specific needs of employers and individual students. Findings The paper reflects on the distinctive contribution of WBL in higher education to bring about change to the culture and working practices of two public organisations, thereby improving performance and developing new ways of working. Practical implications It will also consider the impact of WBL on learners often giving them a greater sense of their own identity and professionalism and point to the way in which WBL challenges the university as much as it challenges employer partners. Social implications Widening access to higher education and increasing participation in HE. Originality/value The identification and description of a number of different models of WBL in operation in the HE sector.
39
Cheng, Kuo-Tai. "Doing good in public schools: Examining organisational citizenship behaviour in primary school teachers." Journal of Management & Organization 22, no. 4 (December 9, 2015): 495–516. http://dx.doi.org/10.1017/jmo.2015.47.
Full textAbstract:
AbstractOrganisational citizenship behaviour (OCB) plays a pivotal role in organisational success. This research explored factors hypothesised to facilitate OCB within a primary school context. Two studies using questionnaire survey’s explored: (i) OCB relative to personal differences and psychological contracts; (ii) the relationship between OCB and principals’ leadership frames. Primary school teachers were recruited and responses analysed from 547 and 488 respondents, respectively. Results from both studies combined suggest that the leadership style of the principal and the employee’s expectations of their role within the school strongly influence their OCB. This study identifies factors that influence the prevalence of OCB in primary school teachers and confirms that the new theoretical framework provides a useful heuristic for managers, human resource management policy makers and academic researchers alike.
40
Jadach, Katarzyna. "Dyrektor szkoły w roli pracodawcy – przegląd wybranych zagadnień funkcjonowania szkoły jako zakładu pracy." Studia Edukacyjne, no. 57 (June 15, 2020): 119–44. http://dx.doi.org/10.14746/se.2020.57.9.
Full textAbstract:
One of the basic tasks that the provisions of the educational law entrust to the headteacher is to be inban employment relationship with the teachers as employees. This role is determined by the status of the educational institution as a workplace, to which the sources of universally and internally binding labor law apply. They impose a number of obligations on the employer, i.e. the headteacher, which should be interpreted in the light of the unique educational, teaching and tutoring tasks implemented within the units of the education system. Principal autonomy is also influenced by the imperative of implication in the educational reality the clause of the child’s good. It is done by application of specific legal provisions, in particular making decisions that create the internal policy of the school staff.
41
Ghezzi, Valerio, Tahira M. Probst, Laura Petitta, Valeria Ciampa, Matteo Ronchetti, Cristina Di Tecco, Sergio Iavicoli, and Claudio Barbaranelli. "The Interplay among Age and Employment Status on the Perceptions of Psychosocial Risk Factors at Work." International Journal of Environmental Research and Public Health 17, no. 10 (May 21, 2020): 3611. http://dx.doi.org/10.3390/ijerph17103611.
Full textAbstract:
While the role of individual differences in shaping primary appraisals of psychosocial working conditions has been well investigated, less is known about how objective characteristics of the employee profile (e.g., age) are associated with different perceptions of psychosocial risk factors. Moreover, previous research on the link between employment status (i.e., work contract) and such perceptions has provided mixed results, leading to contradictory conclusions. The present study was conducted on a nationally representative sample of theItalian employed workforce surveyed with computer-assisted telephone interviewing (CATI) methodology. The principal aim of the study is to bridge this gap in the extant literature by investigating the interplay between two key characteristics of the employee profile (i.e., age and work contract) in shaping employees’ perceptions of psychosocial risk factors. Given the disparate literature scenario on the interplay between age and employment status in shaping primary appraisals of psychosocial stressors, we formulated and compared multiple competitive informative hypotheses. Consistent with the principles of the conservation of resources (COR) theory, we found that older contingent employees reported a higher level of psychosocial risk than their permanent peers who, in turn, were more vulnerable than middle-aged and younger workers (regardless of their employment status). These results highlight the importance of simultaneously assessing multipleobjective variables of the employee profile (i.e., age and employment status) which may act to shape subjective perceptions of psychosocial risk factors for work-related stress. Given our findings, employers and policy makers should consider older contingent employees as one of the workforce sub-populationsmost vulnerable to negative work environments.
42
Musytari, Tajmi, M. Chiar, and Wahyudi Wahyudi. "Visionary Leadership of Principals in Increasing School Quality at SMKN 1 Sambas." JETL (Journal Of Education, Teaching and Learning) 4, no. 2 (September 30, 2019): 395. http://dx.doi.org/10.26737/jetl.v4i2.1923.
Full textAbstract:
This study is aimed at objectively looking at the visionary leadership of principals in improving the quality of schools in Sambas 1 State Vocational School (SMKN 1 Sambas). This study uses a qualitative approach. The results showed that SMKN 1 Sambas was a school that was guided by a vision to improve school quality. Improving the quality of schools at SMKN 1 Sambas is achieved through a good school management process by the principal. Based on the findings, researchers suggest: 1) In implementing the school activity program there needs to be control and evaluation of each program implemented. 2) It is recommended to periodically rotate teachers and employees who are given additional assignments. 3) Increase the discipline and commitment of teachers and employees in carrying out the duties and responsibilities assigned to them. 4) Schools need to hold special meetings with parents who discuss the Vision, Mission, and Objectives of the school and convey the importance of the support and role of parents in the education process of their children in school.
43
Davis, Glyn, and Margaret Gardner. "What Enterprise? Whose Bargain? Politicians Face Their Principals." Economic and Labour Relations Review 4, no. 2 (December 1993): 279–98. http://dx.doi.org/10.1177/103530469300400207.
Full textAbstract:
The introduction of enterprise bargaining poses a fascinating dilemma: with whom should politicians negotiate about their wages and conditions? The question has different implications for Labor and the Coalition. The form of enterprise bargaining proposed by the Government can accommodate current arrangements for MP salaries, though not without some special pleading. The more radical proposals of the Coalition, which emphasise a principal—agent relationship between employer and employee, pose greater challenges. This paper explores the dilemma of salaries for MPs under enterprise bargaining, and suggests a policy solution which ensures that politicians are subject to the rules they propose for others.
44
Murphy, Gregory C., and Amanda E. Young. "Employer-Based Facilitators of Return to Work Following Disabling Injury." International Journal of Disability Management 1, no. 1 (May 1, 2006): 125–34. http://dx.doi.org/10.1375/jdmr.1.1.125.
Full textAbstract:
AbstractPostinjury vocational achievement is an important index of successful vocational rehabilitation. This study involved the identification of factors reported to facilitate labour-force participation of people with spinal cord injury (SCI) who, even though lacking the personal characteristics found to correlate with labour-force participation, were actually members of the labour force. The empirically identified subjects comprised the 20 most extreme prediction errors from the application of discriminant function analysis, which was conducted with the aim of predicting vocational achievement (in the labour force vs. not in the labour force) following SCI. Subjects were interviewed to gain an understanding of their explanations for their erroneously predicted labour-force status. Principal factors nominated as most influencing the postinjury labour-force achievements were the assistance of family, friends and representatives of preinjury employers. Implications of these findings for the delivery of rehabilitation services are presented, including the need for more community-based and employer-related services.
45
Kõiv, Kersti, Kadi Liik, and Mati Heidmets. "School leadership, teacher’s psychological empowerment and work-related outcomes." International Journal of Educational Management 33, no. 7 (November 4, 2019): 1501–14. http://dx.doi.org/10.1108/ijem-08-2018-0232.
Full textAbstract:
Purpose The purpose of this paper is to examine the mediating effect of teacher’s psychological empowerment between school leadership style and teachers’ work-related outcomes. Design/methodology/approach A total of 711 teachers from 31 Estonian schools were surveyed with a questionnaire measuring four dimensions of psychological empowerment (competence, meaning, self-determination and impact), school leadership characteristics (leadership style, leader’s empowering behavior and trust in leader) and teacher’s work-related outcomes (job satisfaction and workplace attachment). AMOS path analysis was used to investigate the direct and indirect relations between the teachers’ perceptions of school leadership, their psychological empowerment and their workplace attachment and job satisfaction. Findings This study found that psychological empowerment (subscales meaning and impact) mediates the relationship between perceived leadership empowerment behavior and teachers’ work-related outcomes. Also, the psychological empowerment (meaning and impact) mediates the relationship between perceived leadership style and teachers’ work-related outcomes. Trust in the principal has direct and indirect effect (through psychological empowerment) on job satisfaction, whereas there only seems to be indirect effect on workplace attachment through two components of psychological empowerment. Practical implications The mediating role of psychological empowerment includes an important message for school principals – in order to empower employees it is not sufficient to merely delegate formal power and decision-making rights. To facilitate the development of psychological empowerment, it is important to provide employees with an opportunity to experience agency, to experience that their voice and opinions are taken into account (perceived impact) and the purpose and targets of the whole organization are discussed with the employees and formulated in collaboration with them (perceived meaning). Originality/value Psychological empowerment as a mediating variable has not been widely researched, especially in school environment. The results will provide important signals for school principals, where and how to find leverage to improve teachers’ job satisfaction and workplace attachment.
46
Barton, Chris. "Using overseas labour as part of a project workforce—integration, not segregation." APPEA Journal 52, no. 2 (2012): 650. http://dx.doi.org/10.1071/aj11064.
Full textAbstract:
The resources boom in Australia presents an unprecedented challenge to industry participants to find the skilled and semi-skilled labour they will need for projects, particularly in the construction phase, during the next few years. Wage pressures and critical labour shortages are major concerns for project owners, principal contractors, and other industry participants. Using temporary overseas labour is one option for alleviating these concerns; however, it brings its own challenges such as additional compliance obligations and the practical problems in integrating overseas workers into the workforce. Employers of temporary overseas labour will have ongoing sponsorship and access obligations that the Department of Immigration will scrutinise. Terms and conditions of employment, for example, must match those provided to Australian employees performing the same work. Employers must ensure their ongoing compliance with workplace relations and occupational health and safety laws as they apply to overseas workers. Training efforts must be directed to ensuring the transfer of skills from overseas workers to Australians where possible. These efforts must also be directed at Australians to take up employment opportunities and reduce the dependency on overseas labour across time. The integration of overseas workers to enable them to participate effectively in the workforce requires planning and proactive management. This extended abstract addresses the scope of the compliance obligations and the integration strategies to avoid the legal and industrial problems that will inevitably arise if overseas workers are segregated or isolated from the Australian workforce.
47
Kumar, Ajay, and Surendra Kamath. "Rapid upper limb assessment (RULA): validity and reliability evidences in identifying workplace ergonomics among bank employee’s using computers." Revista Pesquisa em Fisioterapia 9, no. 2 (May 28, 2019): 194–203. http://dx.doi.org/10.17267/2238-2704rpf.v9i2.2320.
Full textAbstract:
BACKGROUND: Musculoskeletal disorders (MSDs) represent one of the leading causes of occupational injury and disability. Awkward body posture while typing is associated with MSDs among the computer users. RULA (rapid upper limb assessment) is a subjective observation method of posture analysis for use in ergonomics investigations of workplaces where work-related upper limb disorders are reported. To date, no data available on reliability and validity of RULA among the bank employee’s using computers. OBJECTIVE: To examine the validity and reliability of RULA among the bank employees’ using computers. MATERIALS AND METHODS: A sample of bank employee were recruited by simple random sampling technique to take part in this validity and reliability study. All anthropometric measurement was taken before the beginning of the study including age, height and weight. The concurrent validity of RULA was established with the criterion referenced, Rapid Entire Body Assessment (REBA). Principal investigator recorded both the scores of RULA and REBA to estimate the concurrent validity. Intra-rater reliability of RULA was established by the principal investigator across two trials on the same group of participants in the same environmental condition and same timings with a gap of 2 days. Inter–rater reliability of RULA was established by the principal investigator and another researcher on the same group of participants with in the same environmental conditions and same with a gap of 2 minutes. RESULT: Total 301 Participants were recruited in this study, in which 170 participants were males, and other 131 were females. Concurrent validity of RULA with the criterion measure REBA is found to be good as measured by spearman’s rank correlation test, ρ=0.91 (p<0.001). Intra-and inter-rater reliability of RULA is found to excellent with ICC=0.92 (0.90-0.94) and 0.91 (0.89-0.93) respectively. CONCLUSION: Validity and reliability of RULA have been established among the bank employees’ using computers. There exists good validity and excellent reliability among them.
48
LE, Chengyi. "A Multi-task Principal Agent Model for Knowledge Contribution of Enterprise Staff." Interdisciplinary Journal of Information, Knowledge, and Management 11 (2016): 261–71. http://dx.doi.org/10.28945/3572.
Full textAbstract:
According to the different behavior characteristics of knowledge contribution of enterprise employees, a multi-task principal-agent relationship of knowledge contribution between enterprise and employees is established based on principal-agent theory, analyzing staff’s knowledge contribution behavior of knowledge creation and knowledge participation. Based on this, a multi-task principal agent model for knowledge contribution of enterprise staff is developed to formulate the asymmetry of information in knowledge contribution Then, a set of incentive measures are derived from the theoretic model, aiming to prompt the knowledge contribution in enterprise. The result shows that staff’s knowledge creation behavior and positive participation behavior can influence and further promote each other Enterprise should set up respective target levels of both knowledge creation contribution and knowledge participation contribution and make them irreplaceable to each other. This work contributes primarily to the development of the literature on knowledge management and principal-agent theory. In addition, the applicability of the findings will be improved by further empirical analysis.
49
Clibbon, Peter B. "Skagway, Whitehorse and the White Pass and Yukon Route Railway." Cahiers de géographie du Québec 34, no. 91 (April 12, 2005): 45–79. http://dx.doi.org/10.7202/022078ar.
Full textAbstract:
The White Pass and Yukon Route, a 177 km narrow gauge railway linking the Alaskan coastal port of Skagway with Whitehorse, capital of the Yukon Territory, ceased operations in October, 1982, a casualty of the economic recession of the early 1980s which brought about the collapse of the Territory's hardrock mining industry. The railway had been constructed by British interests between 1898 and 1900, that is, in the aftermath of the Klondike gold rush, and had been in continuous operation since that time. In this paper, the author traces the broad lines of the history of the railway and shows the various ways in which it influenced the development of Skagway and of Whitehorse, its ocean and inland termini respectively. The closing of the railway was a major blow to Skagway, where White Pass Transportation and its subsidiaries were the principal employers, and where over two-thirds of the railway's employees were located. The closing appears to have had a more limited impact on Whitehorse, a much larger community whose economy is now highly diversified.
50
Chou, Shih-Chuan, Arthur S. Hong, Scott G. Weiner, and J. Frank Wharam. "Impact of High-Deductible Health Plans on Emergency Department Patients With Nonspecific Chest Pain and Their Subsequent Care." Circulation 144, no. 5 (August 3, 2021): 336–49. http://dx.doi.org/10.1161/circulationaha.120.052501.
Full textAbstract:
Background: Timely evaluation of acute chest pain is necessary, although most evaluations will not find significant coronary disease. With employers increasingly adopting high-deductible health plans (HDHP), how HDHPs impact subsequent care after an emergency department (ED) diagnosis of nonspecific chest pain is unclear. Methods: Using a commercial and Medicare Advantage claims database, we identified members 19 to 63 years old whose employers exclusively offered low-deductible (≤$500) plans in 1 year, then, at an index date, mandated enrollment in HDHPs (≥$1000) for a subsequent year. We matched them with contemporaneous members whose employers only offered low-deductible plans. Primary outcomes included population rates of index ED visits with a principal diagnosis of nonspecific chest pain, admission during index ED visits, and index ED visits followed by noninvasive cardiac testing within 3 and 30 days, coronary revascularization, and acute myocardial infarction hospitalization within 30 days. We performed a cumulative interrupted time-series analysis, comparing changes in annual outcomes between the HDHP and control groups before and after the index date using aggregate-level segmented regression. Members from higher-poverty neighborhoods were a subgroup of interest. Results: After matching, we included 557 501 members in the HDHP group and 5 861 990 in the control group, with mean ages of 42.0 years, 48% to 49% female, and 67% to 68% non-Hispanic White individuals. Employer-mandated HDHP switches were associated with a relative decrease of 4.3% (95% CI, –5.9 to –2.7; absolute change, –4.5 [95% CI, –6.3 to –2.8] per 10 000 person-years) in nonspecific chest pain ED visits and 11.3% (95% CI, –14.0 to –8.6) decrease (absolute change, –1.7 per 10 000 person-years [95% CI, –2.1 to –1.2]) in visits leading to hospitalization. There was no significant decrease in subsequent noninvasive testing or revascularization procedures. An increase in 30-day acute myocardial infarction admissions was not statistically significant (15.9% [95% CI, –1.0 to 32.7]; absolute change, 0.3 per 10 000 person-years [95% CI, –0.01 to 0.5]) but was significant among members from higher-poverty neighborhoods. Conclusions: Employer-mandated HDHP switches were associated with decreased nonspecific chest pain ED visits and hospitalization from these ED visits, but no significant change in post-ED cardiac testing. However, HDHP enrollment was associated with increased 30-day acute myocardial infarction admission after ED diagnosis of nonspecific chest pain among members from higher-poverty neighborhoods.