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Articles de revues sur le sujet « Engaging employers »

Auteur : Grafiati

Publié le 7 juin 2025

Mis à jour le 2 août 2025

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1

Brown, Gary, Theron DesRosier, Nils Peterson, Meriem Chida, and Randy Lagier. "Engaging Employers in Assessment." About Campus: Enriching the Student Learning Experience 14, no. 5 (2009): 5–14. http://dx.doi.org/10.1002/aca.302.

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Brown, Gary, Theron DesRosier, Nils Peterson, Meriem Chida, and Randy Lagier. "Engaging employers in assessment." About Campus 14, no. 5 (2009): 5–14. http://dx.doi.org/10.1002/abc.302.

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Lankford, Tina, Jason Lang, Brian Bowden, and William Baun. "Workplace Health: Engaging Business Leaders to Combat Obesity." Journal of Law, Medicine & Ethics 41, S2 (2013): 40–45. http://dx.doi.org/10.1111/jlme.12108.

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Worksites are an important setting to promote healthy behaviors as 143 million adults are employed full-time and spend 8-10 hours per day at the workplace. Participation in health promotion programs have been shown to have a “dose response” relationship with health care costs, meaning health care costs decrease as employee involvement in health promotion activities in the workplace increase. Also from the employer perspective, it is important to note that obesity is a risk factor for many other chronic conditions, diabetes, heart disease, and cancer and is known to be related to increase injur

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Bhasin, Jaya, Shahid Mushtaq, and Sakshi Gupta. "Engaging Employees Through Employer Brand: An Empirical Evidence." Management and Labour Studies 44, no. 4 (2019): 417–32. http://dx.doi.org/10.1177/0258042x19870322.

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Practitioners and academicians are of the view that an engaged workforce is essential to attain competitive advantage. The role of employee engagement is even more critical in the service sector, as the organization’s success depends on effective service delivery by the employees who present themselves as brand ambassadors. Consequently, employers need to make strategic decisions to attract, retain and engage talent. This strategy is termed as employer branding. The objective of this study is to investigate the relationship between employer brand and two types of employee engagement, that is,

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Haynes, Gill, Pauline Wade, and Sarah Lynch. "Engaging employers with the 14–19 Diplomas: the employer perspective." Journal of Education and Work 26, no. 2 (2013): 219–39. http://dx.doi.org/10.1080/13639080.2011.629182.

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Feuerstein, Michael. "Introduction: Engaging Employers to Prevent Disability." Journal of Occupational Rehabilitation 26, no. 4 (2016): 393. http://dx.doi.org/10.1007/s10926-016-9681-y.

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Barjaktarović, Sandra, Slavica Cicvarić-Kostić, and Milica Kostić-Stanković. "Employer brand communication in job advertisements." Marketing 52, no. 4 (2021): 225–34. http://dx.doi.org/10.5937/mkng2104225b.

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The concept of the employer brand has been developing intensively and it is the subject of interest and research of scholars and practitioners in the field of both marketing and human resource management. The aim of the research presented in the paper is to examine the content of job advertisements of the most desirable employers in Serbia, as well as to examine the extent to which they communicate the elements that potential candidates value when assessing the attractiveness of employers. By employing content analysis, the content of job advertisements of Serbian most attractive employers is

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Benefer, Richard. "Engaging with employers in work‐based learning." Education + Training 49, no. 3 (2007): 210–17. http://dx.doi.org/10.1108/00400910710749341.

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Doherty, Oran, and Simon Stephens. "The cultural web, higher education and work-based learning." Industry and Higher Education 34, no. 5 (2019): 330–41. http://dx.doi.org/10.1177/0950422219879614.

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This article explores the key challenges experienced by employers, employees and academics during work-based learning (WBL) programmes. Higher education institutes (HEIs) and external employer organizations are increasingly recognizing the benefits of engaging in WBL partnerships. These collaborations offer significant benefits to employers, employees and HEIs. The challenges associated with WBL place demands on the design of curriculum, pedagogy and accreditation. One of the major challenges facing the HEI and employer organization relates to organizational culture. The purpose of this articl

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Howe, Aaron S., Joyce Lo, Sharan Jaswal, Ali Bani-Fatemi, Vijay Kumar Chattu, and Behdin Nowrouzi-Kia. "Engaging Employers in Apprentice Training: Focus Group Insights from Small-to-Medium-Sized Employers in Ontario, Canada." International Journal of Environmental Research and Public Health 20, no. 3 (2023): 2527. http://dx.doi.org/10.3390/ijerph20032527.

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Several factors have been identified to influence the registration and retention of apprentices in the construction trades. Employer engagement is a key factor to promote growth in apprenticeships in the construction trades as participation rates continue to be low among small-to-medium-sized employers. In this study, we evaluated the effectiveness of the Ontario Electrical League’s (OEL) employer mentorship program through the perspectives of small-to-medium-sized employers using a qualitative approach. Two focus groups were conducted virtually with 11 employers. Focus group audio transcripts

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Gulati, Mahima, and Mary Delaney. "The Lifestyle Medicine Physician’s Case to Self-Insured Employers: A Business Model for Physicians, a Bargain for Companies." American Journal of Lifestyle Medicine 13, no. 5 (2019): 462–69. http://dx.doi.org/10.1177/1559827619843882.

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A majority of Americans have health care insurance through their employers, the cost for which is rising at an alarming rate. Unfortunately, higher expenditure on insurance has not translated into healthier employees. In this article, we present a value-based design plan for self-funded employers, administered by lifestyle medicine board-certified providers, which is purported to save money for employers and yet may demonstrate better health outcomes for employees by engaging them in evidence-based lifestyle interventions such as plant-based nutrition, regular physical activity and minimizing

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Carino, James, Philip Taylor, and Damian Morgan. "REVIEW OF WORKPLACE-RELATED GUIDANCE PRESENTED BY ORGANIZATIONS DEALING WITH DEMENTIA OR MILD COGNITIVE IMPAIRMENT." Innovation in Aging 6, Supplement_1 (2022): 124. http://dx.doi.org/10.1093/geroni/igac059.495.

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Abstract A range of organisations in English-speaking countries have prepared guidance materials for individuals who are facing concerns regarding dementia while employed. Some of these organisations have also prepared guidance materials for employers to assist them in engaging employees facing this condition. These are available on organisation websites and may be presented as a downloadable booklet, guide or one or more web pages, aiming to inform about the issues that need to be considered. Information of this type is becoming more important in assisting both parties as dementia is being de

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��, E. Burdukovskaya, ��, and O. Shkil. "Social Partnership �s a Factor of Developing Vocational Competencies of To-Be-Professionals." Standards and Monitoring in Education 3, no. 1 (2015): 3–7. http://dx.doi.org/10.12737/8535.

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The paper concerns the problem of engaging employers in the educational process at higher education institutions in order to improve quality of future employees� professional training in the context of meeting requirements, introduced by educational standards of the new generation. Presented is the Program of interaction between employers and higher school teachers on issues of improving students� professional training. Also considered are various forms of social partnership, as one among a number of factors conducive to fostering professional competencies in future specialis

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Kukawska, Katarzyna. "Raport z akcji prozdrowotnej Pracodawca dbający o zdrowie pracowników – ocena zaangażowania pracodawców." Studia Prawa Publicznego, no. 2 (38) (August 30, 2022): 145–68. http://dx.doi.org/10.14746/spp.2022.2.38.7.

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Employers’ occupational health initiatives can be divided into two categories: tasks speciﬁed in the acts of activity, and non-obligatory activities. Workplace health pro-motion entails shaping the health behaviour of employees, the physical conditions of the work environment and improving employees’ access to medical services. Supra-compulsory actions in the ﬁeld of employee health protection can be referred to as pro-health activities.The pro-health campaign An employer who cares about employees’ health was carried out by the Heliodor Swiecicki Clinical Hospital in Poznan. In the years 2019-

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Hodges, Ann C. "Bargaining for Privacy in the Unionized Workplace." International Journal of Comparative Labour Law and Industrial Relations 22, Issue 2 (2006): 147–82. http://dx.doi.org/10.54648/ijcl2006009.

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Abstract: This article considers whether collective bargaining can enhance privacy protection for employees in the United States. Employers are increasingly engaging in practices that invade employee privacy with few existing legal protections to limit their actions. While data on the extent of bargaining about privacy is limited, it appears that unions in the U.S. have primarily used the grievance and arbitration procedure to challenge invasions of privacy that lead to discipline of the employee instead of negotiating explicit contractual privacy rights. In contrast to the U.S., labor represe

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Caldwell, Elizabeth Frances, and Christine Cattermole. "Student perceptions of barriers to networking with employers." Higher Education, Skills and Work-Based Learning 5, no. 3 (2015): 287–98. http://dx.doi.org/10.1108/heswbl-07-2014-0030.

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Purpose – The purpose of this paper is to explore the usefulness of the concept of the “implied graduate” to explain the difficulties which students report when engaging with local employers. Design/methodology/approach – The “implied graduate” is an analytical concept that aims to bring together assumptions about what a graduate should be like. In this paper the concept has been used to analyse interview data collected from students after they took part in an employability project at a small Higher Education (HE) campus in a Further Education (FE) College. Findings – The students in this stud

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Rider, Christopher I., Peter Thompson, Aleksandra Kacperczyk, and Joacim Tåg. "Experience and Entrepreneurship: A Career Transition Perspective." ILR Review 72, no. 5 (2019): 1149–81. http://dx.doi.org/10.1177/0019793919852919.

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The authors cast entrepreneurship as one of three career choices—remaining with one’s employer, changing employers, or engaging in entrepreneurship—and theorize how the likelihood of entrepreneurship evolves over one’s career. They empirically demonstrate an inverted U-shaped relationship between accumulated experience and entrepreneurship across various industries and jobs. The authors highlight the difficulty of inferring the mechanism underlying the observed relationship, despite detailed career history data and job displacement shocks that eliminate the current employer choice. These analy

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Barron, Paul, Anna Leask, and Alan Fyall. "Engaging the multi-generational workforce in tourism and hospitality." Tourism Review 69, no. 4 (2014): 245–63. http://dx.doi.org/10.1108/tr-04-2014-0017.

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Purpose – The purpose of this study is to present strategies that hospitality and tourism organisations might adopt as a means of encouraging employee engagement, thus enabling the more effective management of an increasingly multi-generational workforce. This paper evaluates current strategies being adopted that might encourage employee engagement by a selection of hospitality and tourism organisations and develop recommendations for organisations wishing to more effectively engage the multi-generational workforce. Design/methodology/approach – This study adopts a mixed methods approach and p

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Yahya, Khulida Kirana, Chee-Wee Tee, and Johanim Johari. "Employee Engagement: A Study on Gen Y in the Manufacturing Industry." Journal of Business and Social Review in Emerging Economies 4, no. 1 (2018): 37–44. http://dx.doi.org/10.26710/jbsee.v4i1.361.

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Today’s engaged employees have become a crucial issue in this business world. Recruiting and engaging employees are the main concern for employers today. Gen Ys gradually dominating the workforce in the future, thus employers prepare to transform some of their policies and system to fit with their characteristics such as flexibility in workplace and equilibrium the rewards with their efforts. This study was focus on the Malaysian manufacturing industry which is the main contributor to the country GDP. The employees of the industry mainly comprised of Gen Ys and are known to be less engaged. Th

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Bagirova, A. P., and A. V. Neshataev. "The Potential Influence of Russian Employers on Regional Demographic Trends." AlterEconomics 21, no. 2 (2024): 268–85. http://dx.doi.org/10.31063/altereconomics/2024.21-2.6.

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A new state policy in Russia aims to involve businesses in family and demographic issues. The importance of engaging enterprises in solving demographic problems is emphasized, as the state introduces relevant regulations and incentives and publicizes results through the “Business Reputation Index of Business Entities (EKG-rating)”. Theoretically, these processes align with corporate citizenship theory, which posits that companies have an obligation to assume a share of responsibility proportional to their operational rights. This study examines how Russians of reproductive age view employers

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Hime, Alexa. "Managing your online presence to boost your career: An introduction to social media as a tool." Biochemist 34, no. 6 (2012): 28–29. http://dx.doi.org/10.1042/bio03406028.

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Engaging with social media platforms is becoming increasingly important when managing your career and looking for your next steps. It is a great way of creating and maintaining useful links with those in your sector, leading to collaborations or even funding opportunities, and it is a quick and effective way of finding relevant information. As online information about people becomes easily accessible, it is often the first port of call for employers when seeking potential employees.

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Dhir, Swati, and Archana Shukla. "Role of organizational image in employee engagement and performance." Benchmarking: An International Journal 26, no. 3 (2019): 971–89. http://dx.doi.org/10.1108/bij-04-2018-0094.

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Purpose The purpose of this paper is to investigate the role of organizational image in engaging employees and improving their performance. The study has explored the role of employee’s perception about the organizational image, and its linkage with the investment of employee’s energies into their work roles resulting in employee engagement (EE) and hence performance. Design/methodology/approach Adopting a model that was built on the basis of research conducted in the form of surveys. By using cross-sectional data and following a quantitative research method, the study collected data from 701

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Antcliff, Valerie, Sue Baines, and Elizabeth Gorb. "Developing your own graduate employees." Higher Education, Skills and Work-Based Learning 6, no. 4 (2016): 378–83. http://dx.doi.org/10.1108/heswbl-05-2016-0032.

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Purpose The purpose of this paper is to offer an employer perspective on the value of degree apprenticeships (DAs) less than a year after the first apprentices commenced their studies for a bachelor’s degree in September 2015. Design/methodology/approach This case focusses on one of the first DAs in the UK. It draws on evidence from interviews with HR professionals responsible for the DA in two contrasting companies, an international PLC and a smaller, fast growing enterprise. Findings Both employers consider that the DA meets recruitment needs in ways that other options do not. They particula

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Manthorpe, Jill, John Woolham, Caroline Norrie, and Kritika Samsi. "Family matters: personal assistants’ experiences of engaging and working with their employers’ families." International Journal of Care and Caring 4, no. 4 (2020): 497–511. http://dx.doi.org/10.1332/239788220x15917993343915.

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Many people in England employ care workers using state funding or their own resources. This article explores working relationships, communications and experiences of personal assistants with their employers’ family members. Data from interviews with 105 personal assistants (in 2016‐17) were analysed to explore relationships and experiences. Three overarching themes related to personal assistants’ engagement with family members arose: (1) possible complications over accountability and employment; (2) support for family; and (3) being part of care teams. This article provides new insights into p

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Bowkett, Cassandra, Marco Hauptmeier, and Edmund Heery. "Exploring the role of employer forums – the case of Business in the Community Wales." Employee Relations 39, no. 7 (2017): 986–1000. http://dx.doi.org/10.1108/er-11-2016-0229.

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Purpose Collective employer representation in the UK has changed in fundamental ways in recent decades. Collective bargaining has declined and instead, the authors have seen the emergence of a significant new form of collective organisation, the employer forum (EF), which promotes good corporate behaviour and typically focusses on issues of equality and diversity, social policy and community engagement. The purpose of this paper is to examine this new form of collective action through a case study on Business in the Community (BITC) Wales. It also compares this EF with traditional employers’ a

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Aksnes, Siri Yde. "Engaging employers in vocational rehabilitation: Understanding the new significance of knowledge brokers." Journal of Vocational Rehabilitation 50, no. 1 (2019): 73–84. http://dx.doi.org/10.3233/jvr-180989.

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Swensen, J. Gordon, John Rakis, Melanie G. Snyder, and Randall E. Loss. "Engaging Employers and Business in the Hiring of Individuals with Criminal Records." Journal of Applied Rehabilitation Counseling 45, no. 4 (2014): 15–24. http://dx.doi.org/10.1891/0047-2220.45.4.15.

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The successful reentry and reintegration of ex-offenders with disabilities will be discussed in terms of barrier removal, employer perception, and an improved relationship with the criminal justice system. A criminal record limits opportunitiesfor employment and without collaborative community supports can increase both recidivism rates and increase costs to an over-burdened criminal justice system. Employer relationships, including outreach, marketing and evidence-based partneringlcollaboration will be reviewed, including a model program from Lancaster County, Pennsylvania that supports the d

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T.R, Kanchana. "EMPLOYER BRANDING IN STRATEGIC MARKET." Shanlax International Journal of Arts, Science and Humanities 6, S2 (2019): 29–39. https://doi.org/10.5281/zenodo.2572944.

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<em>The paper deals with the concept of employer branding, which is very important to follow, as an employer brand represents the core values of an organization. Organizations considered good employers have a strong identity and a positive image in the marketplace. To be successful, organizations need to attract the employee market. Marketing tools associated with Brand Management have been applied by the HR (Human Resources) in order to attract, engage and retain employees in the same way as marketing applies such tools to attract and retain customers. Employer branding is central to the conc

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Pogonyshev, Denis, Tatiana Storchak, Nadezhda Nemchinova, and Irina Pogonysheva. "Applying best European practices of engaging employers in training future professionals in Russian higher educational institutions." Contemporary Educational Researches Journal 8, no. 4 (2018): 174–80. http://dx.doi.org/10.18844/cerj.v8i3.3822.

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Currently, cooperation between business community and higher education institutions is a priority trend of the Russian higher education system. We consider the European practices of cooperation between universities and potential employers which is being implemented in the Russian HEIs within the project “Evaluation of Quality of Cooperation in Education Ecosystem as a Mechanism for Building Professional Competencies - E3M” approved for funding within the European Commission Tempus IV in 2013. The paper dwells upon the state of cooperation between Nizhnevartovsk State University and local busin

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Alimov, O. T. "Regulation of labor relations with teachers when combining positions, part-time work and additional payments in the Republic of Kazakhstan: legal and practical aspects." Scientific works "Adilet", no. 4 (2024): 60–67. https://doi.org/10.54649/2077-9860-2024-4-60-67.

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This article presents the main approaches to the legal regulation of labor relations with the teaching staff, including issues of combining positions, performing part-time work, engaging under civil law contracts and the procedure for calculating surcharges. A comprehensive analysis of the norms of the Labor Code of the Republic of Kazakhstan and judicial practice has been carried out, on the basis of which specific recommendations for employers and employees have been proposed, as well as proposals for improving labor legislation have been developed.

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McMurray, Josephine, Kristina Kokorelias, AnneMarie Levy, et al. "Employers ’ Response to Workers With Progressive Cognitive Impairment: A Review of Policy in Canada." Innovation in Aging 5, Supplement_1 (2021): 712. http://dx.doi.org/10.1093/geroni/igab046.2663.

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Abstract Longer lifespans, the gig economy, eligibility for government pensions, and more testing for age-related cognitive changes, increase the potential for workers developing mild cognitive impairment and/or early onset dementia (MCI|EOD) “on the job”. This critical analysis assesses Canada’s policy environment for employers when employees are diagnosed with MCI|EOD. Our search for policy literature included: a scoping review of academic literature involving Canadian-focused articles, and countries where novel or innovative policy had been evaluated and published; a search for Canadian cou

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Squyres, Debra. "Prioritizing the forgotten generation: why organizations should make boomers a key part of their talent acquisition strategy in 2020." Strategic HR Review 19, no. 3 (2020): 99–102. http://dx.doi.org/10.1108/shr-03-2020-0016.

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Purpose Every day, nearly 10,000 employees in the Baby Boomer generation retire from the US job market. However, many in this generation are not ready for a quiet, traditional retirement and are choosing to remain in the workforce – simply on their own terms. With more employment opportunities open to candidates in the US job market than almost ever before, employers should prioritize engaging these seasoned hires in their recruitment strategies. Design/methodology/approach Beamery’s Vice President of Customer Success Debra Squyres reviewed the most important reasons employers should not disre

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Gathongo, Johana K. "Towards a fair hearing for all employees: A case of probationary employee's in Kenya and the right to be heard prior to dismissal." Obiter 41, no. 3 (2021): 555–72. http://dx.doi.org/10.17159/obiter.v41i3.9579.

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An employer may require a newly hired employee to serve a reasonable period of probation to establish whether or not his or her performance is of an acceptable standard before permanently engaging the employee. Even so, the current provisions relating to termination of probationary employees under the Employment Act, 2007 (EA) remains a source of concern. Currently, an employer may terminate the employment of a probationary employee at will and without affording such employee an opportunity to be heard. The status quo has received firm approval by the Employment and Labour Relations Court acce

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Woodall, James, Kris Southby, Joanne Trigwell, Vanessa Lendzionowski, and Rosana Rategh. "Maintaining employment and improving health." International Journal of Workplace Health Management 10, no. 1 (2017): 42–54. http://dx.doi.org/10.1108/ijwhm-02-2016-0005.

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Purpose A proportion of the working age population in the UK experience mental health conditions, with this group often facing significant challenges to retain their employment. As part of a broader political commitment to health and well-being at work, the use of job retention services have become part of a suite of interventions designed to support both employers and employees. While rigorous assessment of job retention programmes are lacking, the purpose of this paper is to examine the success of, and distils learning from, a job retention service in England. Design/methodology/approach A q

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Nilofar, Akhtar Ali, and Anita Shuja. "Effects of Job Market Demand on Higher Education in Pakistan." Global Regional Review VI, no. II (2021): 196–212. http://dx.doi.org/10.31703/grr.2021(vi-ii).23.

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The research report also includes officials' recommendations, such as universities taking the lead in engaging with industry to reconcile education and training in a mutually beneficial manner in order to avoid the grim prospect of unemployment. This would also serve as a two-way information channel, with students learning about possible employers and their needs and companies learning about their future employees' attributes. It's also possible that the value of social and political connections in acquiring work will be reduced. Across all age groups, the father's educational level is favorab

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Beatrice, Chuchu, and Joanes Kyongo Dr. "ENHANCING EMPLOYER BRANDING AMONG GENERATION Z THROUGH STRATEGIC SOCIAL MEDIA CAMPAIGNS: CRITICAL REVIEW." International Journal of Social Science and Humanities Research 11, no. 4 (2023): 488–93. https://doi.org/10.5281/zenodo.10417496.

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<strong>Abstract:</strong> Generation Z, which encompasses those born in the late 1990s through the early 2010s, will soon comprise a significant portion of the workforce. Often referred to as "digital natives," this cohort grew up with ubiquitous access to smartphones, social media, and high-speed internet. Now entering their careers, Gen Z represents an emerging talent pool employers are eager to attract. Given Gen Z's immersed experience with digital technologies, social platforms are essential in their lives. However, their needs and views may differ somewhat compared to previous generatio

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Morgan, J. C., E. Burgess, and K. McRae. "COMPETENCY-BASED, PERSON-CENTERED DEMENTIA CARE TRAINING FOR DIRECT CARE WORKERS: ENGAGING EMPLOYERS." Innovation in Aging 2, suppl_1 (2018): 805. http://dx.doi.org/10.1093/geroni/igy023.2993.

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Mazenod, Anna. "Engaging employers in workplace training - lessons from the English Train to Gain programme." International Journal of Training and Development 18, no. 1 (2013): 53–65. http://dx.doi.org/10.1111/ijtd.12020.

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Hudson, Heidi, and Jennifer Hall. "Value of Social Media in Reaching and Engaging Employers in Total Worker Health." Journal of Occupational and Environmental Medicine 55 (December 2013): S78—S81. http://dx.doi.org/10.1097/jom.0000000000000035.

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Flores, William V., and David Branham. "Engaging Employers in Developing New Degrees: The Master of Nonprofit Management at UHD." Good Society 32, no. 1-2 (2023): 46–65. https://doi.org/10.5325/goodsociety.32.1-2.0046.

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Abstract The article discusses engaging community partners in the co-design of courses and curricula for two graduate degree programs at the University of Houston-Downtown, the Master of Business Administration and the Master of Nonprofit Management. In both instances, employers were invited to participate in identifying key learning outcomes, course content, and skill sets essential for graduates. Lessons learned in the development of the MBA were applied in the development of the nonprofit graduate degree. Nonprofit leaders were not simply advisors to the process. Rather they participated as

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Fischer, Sarah, and Sue Kilpatrick. "VET career pathways for school students living with disability: Working with employers." Journal of Teaching and Learning for Graduate Employability 14, no. 2 (2023): 87–103. http://dx.doi.org/10.21153/jtlge2023vol14no2art1797.

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Research has shown that employers and industry are key partners in work-based learning and can hinder or enhance access to vocational education training (VET). Our capabilities approach focus concerns increasing employer understanding of what is involved in engaging in the work-based component of school-based VET for students with disability. It seeks to identify enhancers and barriers to both employer and student participation in work-based learning in workplaces and strategies to address the barriers. Using a qualitative approach, this interpretive research aims to answer the following princ

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Bilyk, Liubov, Erdos Murzagaliev, Olena Skibina, Olga Hryn, and Tamara Kravchenko. "Improving the practical competence of students through educational and market cooperation." Seminars in Medical Writing and Education 4 (June 17, 2025): 452. https://doi.org/10.56294/mw2025452.

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Introduction: The relevance of cooperation between educational institutions and employers in developing students' practical competence has gained prominence, supported by theories such as the dual education model and competence-based approaches. However, a significant gap remains concerning the practical relevance of education provided to students.Methods: This study adopted a qualitative methodology, employing the PRISMA approach for systematic literature review. Literature selection adhered to five strict inclusion criteria, limiting the review to English-language publications dated between

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Shilu, Varghese, and K.Thriveni Kumari Dr. "Effect of Social Media on Employee Productivity in Education Sector." International Journal of Engineering and Management Research 8, no. 1 (2018): 146–49. https://doi.org/10.5281/zenodo.3362796.

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Employees are considered as one of the most important assets of any institution. Success of an organisation depends on the productivity of its employees. The popularity of social media and their increasing use in the workplace present some concerns for employers. There are indications that employers cannot completely prevent the use of social media during work hours. A state of uncertainty arises where employees tend to spend more time on social media such as Facebook engaging in nonwork related activities such as creating personal networks, checking on family and friends, streaming and downlo

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Creighton, Breen, Catrina Denvir, and Shae McCrystal. "Defining Industrial Action." Federal Law Review 45, no. 3 (2017): 383–414. http://dx.doi.org/10.22145/flr.45.3.2.

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Unions engaged in enterprise bargaining under the Fair Work Act 2009 (Cth) (‘FW Act’) frequently exhibit considerable creativity in the forms of industrial action they take in order to pressurise employers to make concessions in bargaining. Examples of such conduct can include sending emails with the Caps Lock function turned on, wearing union campaign clothing or insignia whilst at work, and communicating with clients and customers of the target employer about the employees’ industrial campaign. This creativity is pushing the definition of ‘industrial action’ in s 19 of the FW Act to its oute

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Gupta, Manish, Aman Jain, Niladri Bihari Nayak, Anil Kumar, and Abhishek Behl. "Developing a Framework for Electronic Engagement at Work." Journal of Global Information Management 30, no. 5 (2022): 1–16. http://dx.doi.org/10.4018/jgim.292063.

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Several electronic-engagement-related questions arise at work due to the beginning of a new era of social distancing, lockdowns, quarantining, and sanitization. These terms were not so common before. What challenges do employees face while working from home? Why do they face those challenges? How are they overcoming these challenges? In summary, in a work-from-home setting, what are the issues and solutions in engaging remote workers electronically? To answer these questions, 23 Information Technology (IT) employees in India and four in the United Kingdom were interviewed, and data were analyz

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Shields, Brittany, and Charles Chen. "Examining the relationship between work-life conflict and burnout." Journal of the National Institute for Career Education and Counselling 47, no. 1 (2021): 67–76. http://dx.doi.org/10.20856/jnicec.4710.

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The present study empirically examines the overarching research question: what is the relationship between work-life conflict and career burnout in a general adult working population? A sample of eighty- nine participants completed an online questionnaire. The results suggest a moderate, statistically significant, positive relationship between work-life conflict and burnout. For workplace implications, the results highlight the importance of employers understanding work-life conflict and career burnout among employees. For personal implications, the results capture the significance of engaging

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Kertay, Les. "Communicating with Patients, Employers, and Insurers." Guides Newsletter 21, no. 5 (2016): 11–15. http://dx.doi.org/10.1001/amaguidesnewsletters.2016.sepoct03.

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Abstract Disability is a prototypically biopsychosocial phenomenon, and the majority of workplace absences resolve easily and with an expedited return to work. In a minority of worker absences, recovery is delayed less by clinical factors and more by psychosocial variables that can take up an inordinate amount of time from the health care provider (HCP) and also may drive up total costs. Multiple stakeholders participate in this process—the HCP, the patient, the employer, and the insurer—each of whom has overlapping but distinct perspectives and agendas. Often HCPs find themselves in the middl

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Malliaris, Mary, and Faruk Guder. "Engaging Students in the Undergraduate Analytical Decision Making Course." American Journal of Business Education (AJBE) 8, no. 4 (2015): 271–78. http://dx.doi.org/10.19030/ajbe.v8i4.9421.

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There are many voices today discussing the necessity of changing the ways we teach, for example, Gen Y studies about the way students learn, employers’ lists of skills they say current graduates need, and colleges that desire to always improve how they deliver information. These have led to classes where the learning styles are more hand-on, less lecture-focused, and more engaging for the Gen Y learner. The purpose of this paper is to give an illustration of how an analytics class can be restructured to address these issues. We develop an undergraduate class that focuses not only on analytical

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Pantelic, Darko. "(Re)designing an International Marketing course: Engaging a diverse classroom in real-client projects." Marketing Science & Inspirations 19, no. 3 (2024): 18–31. http://dx.doi.org/10.46286/msi.2024.19.3.2.

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The world is changing. Educators in business administration, including marketing, face the challenge of providing relevant education. Students, as a primary stakeholder, are interested in competencies that make them (competitive) employable. The organizations (employers) are reducing their willingness to train new employees on the job and demand their immediate contribution to organizational goals. Society increasingly emphasizes that higher education must go beyond education and research into the third mission of direct contribution to community development and economic development. This arti

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Pichette, Jackie, Jessica Rizk, and Sarah Brumwell. "Making Sense of the Micro: Building an Evidence Base for Ontario’s Microcredentials." Journal of Innovation in Polytechnic Education 3, no. 1 (2021): 10–14. http://dx.doi.org/10.69520/jipe.v3i1.90.

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This Innovation Spotlight responds to confusion and uncertainty surrounding “microcredentials”. The authors, from the Higher Education Quality Council of Ontario (HEQCO), offer a working typology that uses “microcredentials” as an umbrella term for credentials that are tied to short learning opportunities, focussed on specific skills or knowledge. In the context of declining long-term employment, the authors call for short, flexible programs that facilitate lifelong learning and respond to the modern hiring needs of employers. They make the case that postsecondary institutions, governments and

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