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Artykuły w czasopismach na temat „Employees in organizations”

Autor: Grafiati

Data publikacji: 11 września 2023

Data aktualizacji: 25 lipca 2025

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1

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

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Scrutinizing an employee’s performance and contribution to the job is an essential part of managing employee performance. It allows organizations to evaluate the effectiveness of their employees and identify areas for improvement. This can lead to increased productivity, a better quality of work, and overall success for the organization. One of the key benefits of analyzing an employee’s work is the ability to identify strengths and weaknesses. This information can be used to help employees improve their performance by providing feedback, coaching, and training. By addressing areas where an em

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Marcus, Tali, and Snunith Shoham. "Knowledge assimilation by employees in learning organizations." Learning Organization 21, no. 6 (2014): 350–68. http://dx.doi.org/10.1108/tlo-07-2012-0050.

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Purpose – The purpose of this study is to examine the factors related to the employee as an individual, that affect the quality and level of the individual’s assimilation of knowledge (AOK) which is transmitted by way of organizational learning. Design/methodology/approach – All subjects (317) of this research were employed at different positions in day camps of a social organization. The study examined the subjects’ AOK relating to the organization’s security and safety procedures. The variables examined in this study include: the employee’s organizational commitment; the employee’s perceptio

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Urbancová, Hana, Katarína Stachová, and Zdenko Stacho. "Methods of Recruitment in the Czech and Slovak Organizations." Acta Universitatis Agriculturae et Silviculturae Mendelianae Brunensis 63, no. 3 (2015): 1051–60. http://dx.doi.org/10.11118/actaun201563031051.

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In the existing highly competitive environment, every organization’s goal is to hire quality employees. To be able to acquire quality employees, the HR processes related to employee hiring must be conducted properly within the organization. This paper uses primary research to identify and assess recruitment methods used by organizations in the Czech Republic and Slovakia, taking the employer’s brand building into account. The research was conducted on the basis of a questionnaire distributed among Czech (n = 364) and Slovak (n = 340) organizations. The results showed that employers in the Czec

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Nazia Malik, Niaz Ahmad, and Samavia Tariq. "Impact of Monetary Rewards and Non-Monetary Rewards on Employee Motivation: A Research Study on Directorate General of Immigration & Passports." Journal for Social Science Archives 3, no. 1 (2025): 1067–75. https://doi.org/10.59075/jssa.v3i1.188.

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The research aims to check the impact of monetary and non-monetary rewards on employees’ motivation with special reference to the Directorate General of Immigration & Passports. Rewards motivate the employees to perform better for the organization's success and increase motivation. This research is aimed at investigating through questionnaires whether the presence or the absence of rewards can contribute to employees’ motivation. It was a quantitative study because data was collected through questionnaires from the Directorate General of Immigration & Passports employees. Convenience s

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Caldwell, Cam, and Ray Peters. "New employee onboarding – psychological contracts and ethical perspectives." Journal of Management Development 37, no. 1 (2018): 27–39. http://dx.doi.org/10.1108/jmd-10-2016-0202.

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Purpose The purpose of this paper is to identify the ethical implications of treating new employees with high consideration and respect for their needs and to explain how this expectation honors the psychological contract between employers and their incoming employees. By providing a specific model for improving the onboarding process, this paper also provides helpful information for practitioners in addressing this important task. Design/methodology/approach The process for onboarding and assimilating new employees in the modern organization is often ineffective – despite the fact that this i

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Erkutlu, Hakan, and Jamel Chafra. "Leaders’ narcissism and organizational cynicism in healthcare organizations." International Journal of Workplace Health Management 10, no. 5 (2017): 346–63. http://dx.doi.org/10.1108/ijwhm-12-2016-0090.

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Purpose Drawing on the social exchange theory and the stressor-strain framework, the purpose of this paper is to examine the relationship between leaders’ narcissism and employee’s organizational cynicism. Specifically, the authors take a relational approach by introducing employee’s psychological strain as the mediator. The moderating role of psychological capital in the relationship between leaders’ narcissism and employee’s cynicism is also considered. Design/methodology/approach The data of this study encompass 1,215 certified nurses from 15 university hospitals in Turkey. Hierarchical mul

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George, Ginu, and Binoy Joseph. "A study on the relationship between Employee engagement and organizational citizenship with reference to employees working in travel organizations." Atna - Journal of Tourism Studies 10, no. 2 (2015): 33–44. http://dx.doi.org/10.12727/ajts.14.3.

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All sectors across the globe have started looking at employee engagement as an opportunity because engaged employees always tend to perform better than not engaged or disengaged employees. Organization with engaged employees are always a strength to the organization as it has lot of positive outcomes. This article elucidates the relationship that exists between employee engagement and organizational citizenship behavior with reference to employees working in travel organizations.The study focuses on employees working in national and international travel organizations which arelocated in Bangal

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Alhosani, Adnan, Rosman Md Yusoff, Fadillah Ismail, and Fazal Ur Rehman. "Factors Affecting Delegation Authority toward Employees Performance." Journal of Social and Development Sciences 9, no. 4 (2019): 43–48. http://dx.doi.org/10.22610/jsds.v9i4(s).2690.

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Employees are the key asset of every organization and their performance can influence the goals and objectives of organizations in a positive or negative way. The aim of this study is to develop a theoretical framework in relations to examine the effects of employeeâ€™s satisfaction and participation, delegation authority and empowerment on employeeâ€™s performance in UAE organizations. Specifically, to get an in-depth understanding of the linkage between delegation authority and employees performance with emphasize on (employee participation and employee satisfaction). This study is only limi

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Venkata, D., S. Reddy, V. Sinha, and A. Sriharsha. "To Assess the Factors Affecting Employee Engagement in Organizations during a COVID-19 Crisis." CARDIOMETRY, no. 23 (August 20, 2022): 292–309. http://dx.doi.org/10.18137/cardiometry.2022.23.292309.

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

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Reddy, Dasarapalli Venkata Subba, Vinita Sinha, and Aluri Sriharsha. "To Assess the Factors Affecting Employee Engagement in Organizations during a Crisis." Revista Gestão Inovação e Tecnologias 11, no. 4 (2021): 5162–90. http://dx.doi.org/10.47059/revistageintec.v11i4.2555.

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

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

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

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Et.al, Eni Suriana Binti Alias. "Supervisor Support as a Moderator between Flexible Working Arrangement and Job Performance – Malaysia Evidence." Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, no. 3 (2021): 525–39. http://dx.doi.org/10.17762/turcomat.v12i3.758.

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Over the past years, organizations are forced to redesign their workplace to fulfil global labour market needs and to remain competitive. Due to the ever-changing working environment and competitive markets, organizations opted to choose more flexible work options so they can respond to the volatile environment. This study explores the moderation effect of supervisor support (SS) between flexible working arrangements (FWAs) and employee performance (EP). The population for this study primarily focused on the organizations that adopt the flexible working arrangement such as flexible working tim

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Grublienė, Violeta, and Audronė Urbonaitė. "Organizational culture strengthening and employee motivation improvement." Management Theory and Studies for Rural Business and Infrastructure Development 36, no. 3 (2014): 507–15. http://dx.doi.org/10.15544/mts.2014.047.

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Increasing competition as well as drastic and rapid changes within the market encourage the organizations to shift their focus to efficient operation at minimal expense. Organizations willing to become successful need to inspire their employees to work responsibility, demonstrate initiative and actively participate. The objective of this research is to identify the correlating factors of organizational culture and employee‘s motivation and anticipate the actions aimed at organizational culture strengthening and employee motivation improvement. To achieve this objective sources of scientific li

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UJUNWA, NKEIRUKA JOY. "THE ROLE OF DEVELOPMENT AND TRAINING IN DEVELOPING AN ORGANIZATION." International Journal of Applied Science and Research 07, no. 03 (2024): 148–53. http://dx.doi.org/10.56293/ijasr.2024.5911.

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Training and development programs often include educational activities that broaden a worker's knowledge and increase motivation to improve job performance. These efforts assist employees in learning and acquiring new skill sets, as well as gaining the necessary professional knowledge to advance in their jobs. The goal of this research is to investigate and establish how an organization develops via the function of development and training. This article will examine the structure and components of an employee training and development program with beneficial effects for both people and employer

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Krese, Katja, and Saška Đurić. "Doseganje uspehov z nadarjenostjo zaposlenih." Revija za univerzalno odličnost 10, no. 2 (2021): 123–35. http://dx.doi.org/10.37886/ruo.2021.032.

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Research Question (RQ): How can organizations achieve success with the talent of their employees? Purpose: The purpose and goal of the research are to determine the connection between the performance of organizations and the talent of employees in organizations and to determine what influences the search for and development of employee talent and, thus, ensures the achievement of competitiveness and success of the organization. Method: In the research, we used a quantitative method based on the analytical study. In the analysis, we used professionals from the scientific literature based on ach

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Walden, Justin A., and Catherine Y. Kingsley Westerman. "Strengthening the Tie: Creating Exchange Relationships That Encourage Employee Advocacy as an Organizational Citizenship Behavior." Management Communication Quarterly 32, no. 4 (2018): 593–611. http://dx.doi.org/10.1177/0893318918783612.

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This study investigates the communication elements within organizations that enhance social exchanges and influence an individual’s willingness to spread positive information about their employer. Findings from a survey of employees in a United States–based health care organization ( N = 223) indicate that organizational commitment mediates the relationship between employee-centered internal communication by organizations and employee advocacy. Employees with strong organizational commitment perceive that their organization values the exchange relationship, and employees, in turn, report they

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Schmidt, Diane E., and Gilbert Duenas. "Incentives to Encourage Worker-Friendly Organizations." Public Personnel Management 31, no. 3 (2002): 293–308. http://dx.doi.org/10.1177/009102600203100303.

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To maintain organizational competitiveness, employee benefits programs must not only provide traditional benefits, but also provide unconventional benefits. Because the labor market has seen an increasing influx of employees with dependent care responsibilities and has become increasingly competitive for highly skilled workers, innovative employers have used dependent care and flexibility work options to attract employees. In this research and practice synthesis, we examine the variety of options available to employers for creating family and worker friendly organizations. In general, we found

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Tosti-Kharas, Jennifer, Eric Lamm, and Tom E. Thomas. "Organization OR Environment? Disentangling Employees’ Rationales Behind Organizational Citizenship Behavior for the Environment." Organization & Environment 30, no. 3 (2016): 187–210. http://dx.doi.org/10.1177/1086026616668381.

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Scholars and managers have raised the question of how to encourage employees to perform discretionary pro-environmental behaviors at work, termed organizational citizenship behaviors toward the environment (OCB-Es). This study examined how rationales for organizational sustainability relate to employees’ OCB-Es. We considered two rationales—eco-centric and organization-centric—and two sources—employees’ rationales and their perceptions of their employers’ rationales. Results from 489 working adults across a variety of organizations and occupations revealed that both eco-centric and organizatio

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Razaq, Adeel, M. Suleman Sabir ., Jam Javed Iqbal ., Syed Kamran Ali Shah ., and Muhammad Asif Khan . "Impact of CSR, Quality of Work Life and Organizational Structure on Employeeâ€™s Performance in Pakistan." Journal of Social and Development Sciences 2, no. 2 (2011): 66–72. http://dx.doi.org/10.22610/jsds.v2i2.654.

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The trends of organizations are changing and demanding satisfied employees rather than dissatisfied employees. This paper provides factors through which employeeâ€™s performance can be increased to achieve organizational goals and objectives. To attract the motivated employees and building relations, CSR can perform for society which will change the thoughts of stakeholders. Quality of work life has impact on organizationâ€™s effectiveness which is essential for firms to be healthy and productive. Firms should adopt employee oriented policies which satisfies them to achieve organizational obje

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Patel, Keyur, Karan Sheth, Dev Mehta, et al. "RanKer: An AI-Based Employee-Performance Classification Scheme to Rank and Identify Low Performers." Mathematics 10, no. 19 (2022): 3714. http://dx.doi.org/10.3390/math10193714.

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An organization’s success depends on its employees, and an employee’s performance decides whether the organization is successful. Employee performance enhances the productivity and output of organizations, i.e., the performance of an employee paves the way for the organization’s success. Hence, analyzing employee performance and giving performance ratings to employees is essential for companies nowadays. It is evident that different people have different skill sets and behavior, so data should be gathered from all parts of an employee’s life. This paper aims to provide the performance rating o

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Boateng, Irene Akuamoah, and Albert Agyei. "Employee’s Emotions: A Manageable Weapon for Organizations." International Journal of Human Resource Studies 3, no. 4 (2014): 256. http://dx.doi.org/10.5296/ijhrs.v3i4.4910.

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Emotion in the workplace for many years was only considered important in relation to employee wellbeing and job satisfaction. In recent times, it has been recognized that emotions play a role in almost all work activities. Consequently, this research is to determine the relevance of managing employees emotions at the workplace. The study dealt with the identification of the causes of employee emotions, challenges faced by managers in regard to the management of employee’s emotions and examined the measures used in managing employee emotions. Primary data was collected by administering question

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A, ESTHER ZIONIA, and SATHYAPRIYA J. "Organizational Climate As Bedrock For Talent Retention." Restaurant Business 118, no. 5 (2019): 132–42. http://dx.doi.org/10.26643/rb.v118i5.7998.

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India’s growth rate has been increasing in this global economy. Organization plays a major role in it. Every organization has some unique climate to satisfy the employees and to retain them. Organizational climate is considered a molar concept. In this highly competitive world, Employees are expecting management support and a friendly atmosphere in order to continue their career in their respective organization. Back in the year of 1930’s organization climate is a synonym for the corporate environment. Whenever employees feel they are not satisfied with the job and the climate of an organizati

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Wijaya, Donny Agung Harvida, Chandra. "FAKTOR YANG MEMPENGARUHI TURNOVER KARYAWAN DAN STRATEGI RETENSI SEBAGAI PENCEGAHAN TURNOVER KARYAWAN : SEBUAH TINJAUAN LITERATUR." JIANA ( Jurnal Ilmu Administrasi Negara ) 18, no. 2 (2020): 13–23. https://doi.org/10.46730/jiana.v18i2.7926.

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Factors Affecting Employee Turnover and Retention Strategies as Prevention of Employee Turnover: A Literature Review. Turnover can be interpreted as the discharge of an employee from the company where he works. Turnover in organizations can lead to instability and uncertainty about labor conditions and will increase costs that must be incurred by the organization. Turnover can be experienced by organizations in the private and public sectors. The writing of this article uses the literature review data collection method for various reports, publications or news about employee turnover. There ar

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Ngowari, Uchechi Kamalu. "Impact of monitoring and planning requirements to identify skills and motivate employees in considering different factors (A Mauritius Case Study)." UAI Journal of Arts, Humanities and Social Sciences (UAIJAHSS) 1, no. 4 (2024): 48–59. https://doi.org/10.5281/zenodo.14227481.

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<em>This abstract discusses the benefits of monitoring and planning requirements as the ability to identify skill gaps within an organization. This process involves assessing employees’ current skill levels and identifying areas where additional training and development are necessary. Once skill gaps are identified, organizations can create targeted training programs to bridge these gaps and improve their employees' abilities. This, in turn, results in a more efficient and productive workforce, which is essential for any organization's success. Motivating employees is providing them with

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Ngowari, Uchechi Kamalu. "Impact of monitoring and planning requirements to identify skills and motivate employees in considering different factors (A Mauritius Case Study)." UAI Journal of Arts, Humanities and Social Sciences (UAIJAHSS) 1, no. 4 (2024): 48–59. https://doi.org/10.5281/zenodo.14227554.

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<em>This abstract discusses the benefits of monitoring and planning requirements as the ability to identify skill gaps within an organization. This process involves assessing employees’ current skill levels and identifying areas where additional training and development are necessary. Once skill gaps are identified, organizations can create targeted training programs to bridge these gaps and improve their employees' abilities. This, in turn, results in a more efficient and productive workforce, which is essential for any organization's success. Motivating employees is providing them with

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Ginting, Sri Ulina, Vivi Gusrini Rahmadani, and Zulkarnain Zulkarnain. "Career Development in Military Court." Journal of Business Management and Economic Development 2, no. 03 (2024): 1180–85. http://dx.doi.org/10.59653/jbmed.v2i03.896.

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Career development is an employee's point of view that provides an overview of future career paths in the organization and signifies the long-term interests of the organization to employees. In developing employee careers, organizations need to provide good support regarding information, training, and opportunities that will have a positive impact on the organization. This study aims to determine the level of employee career development at the Military Court in Medan Indonesia. The sampling technique was total sampling with a sample size of 76 people. Data collection was done through questionn

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Begolli, Gent. "CULTURAL MANAGEMENT AND STAFF COMMITMENT IN ORGANIZATION." Knowledge International Journal 28, no. 5 (2018): 1553–56. http://dx.doi.org/10.35120/kij28051553g.

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The paper aims to present the importance of managing culture and employee engagement in productivity and contribution to the organization's success. Engaged employees express themselves physically, mentally and emotionally in carrying out their roles in the organization. There has been extensive dissemination and extensive literature support for results that strongly support the idea that engaged employees have a positive impact on the organization's performance and sustainability.Organizations traditionally relying on financial measures such as profitability, revenue, and spending control are

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Felix Chukwuma Aguboshim and Obinna Ogbonnia Otuu. "Expert evaluation of ergonomics and cultural influence on employees’ choice of work." World Journal of Advanced Research and Reviews 16, no. 2 (2022): 568–79. http://dx.doi.org/10.30574/wjarr.2022.16.2.1182.

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Human-Computer Interaction (HCI) has long been in a relationship with ergonomics, as a user is expected to have a suitable environment to display a good user experience. This study aimed to identify how organizational or employers' ergonomic values and culture influence employees’ choice of organization to work for. A survey questionnaire, containing 30 items with a Likert Scale (Strongly disagree -1 and 5 for strongly agree) was adopted. A total of 300 questionnaires were distributed and a sample of 250 full-time employees from various companies was used. The collected data was analyzed using

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P. Sree Devi, M. Ramesh, and Appala Raju. "A comparative study on performance appraisal practices in select IT industries (With reference to Visakhapatnam City)." International Journal of Science and Research Archive 14, no. 3 (2025): 074–81. https://doi.org/10.30574/ijsra.2025.14.3.0552.

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Information technology industry is completely based on thinking and innovative skills of the employees this industry outputs are based on creative abilities of the employees. In such prominent and highly intellectual ability-based IT industry it is needed to manage employee’s performance in order to retain talented employees. Today we have been seeing IT organizations bagging their employee who are not performing well in the organization. The aim of the present study is to measure the satisfaction level of the employees regarding performance appraisal practices in select IT organizations in Vi

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Maulana, Arman, Soeganda Priyatna, Husen Saeful Insan, and Helmawati Helmawati. "Program Pelatihan dan Pengembangan : Manfaatnya bagi Pegawai dan Organisasi Koperasi." Coopetition : Jurnal Ilmiah Manajemen 12, no. 3 (2021): 381–88. http://dx.doi.org/10.32670/coopetition.v12i3.609.

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The purpose of this study is to present a literature study and observation that was established in the employee training and development program as well as the benefits of cooperatives in the ranks of the Cimahi City Dekopinda. This study analyzes the structure and elements of employee training and development programs and then this studio presents what are the positive results for employees and the Organization. Organizations find it difficult to stay competitive in the recent global economy. The importance of employee development plans is growing for Organizations seeking to gain an edge ove

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Awan, Wasim Abbas, Hina Amin, and Hamza Khalil. "FROM FULFILMENT TO CREATIVITY: EXAMINING THE LINK BETWEEN PSYCHOLOGICAL CONTRACT FULFILMENT, WORK ENGAGEMENT, AND EMPLOYEE CREATIVITY." Journal for Business Education and Management 4, no. 1 (2024): 23–34. https://doi.org/10.56596/jbem.v4i1.109.

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Employees catalyze the growth of an organization. Therefore, successful organizations empower their employees to make decisions and present distinctive solutions. This ensures the creative involvement of employees, helping the organization attain a competitive edge. Since employee creativity is crucial for organizational sustainability, fostering creativity among employees is vital to achieving organizational objectives. Creative solutions enable organizations to meet the demands of a dynamic environment. Thus, organizations should prioritize involving employees in the exploration of novel ide

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Virkar, Sandeep, Shahnawaz Qureshi, Aishwarya Jagtap, Tanvi Tandel, and Ranjana Yadav. "Study on Impact of Performance Appraisals Systems on Employees Satisfaction." International Journal of Advanced Multidisciplinary Research and Studies 4, no. 3 (2024): 1056–60. http://dx.doi.org/10.62225/2583049x.2024.4.3.2897.

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This study aims to investigate the relationship between performance appraisal systems and employee satisfaction, exploring the various dimensions and factors that contribute to this dynamic and understand the impact of performance appraisals systems on employee’s satisfaction. Several employees working under different organization participated in the survey from different sectors such as IT, Finance and banking as to get in depth knowledge of how much an organizational culture is related to employee’s performance. Performance appraisals serve as a crucial component of human resource management

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Chou, Shih Yung. "A theoretical analysis of immigrant employees’ organizational citizenship behaviors in organizations." Journal of Global Mobility: The Home of Expatriate Management Research 6, no. 2 (2018): 209–25. http://dx.doi.org/10.1108/jgm-01-2018-0004.

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Purpose The purpose of this paper is to develop a theoretical model describing how immigrant employees’ organizational citizenship behaviors (OCBs) are influenced by their immigrant status. Additionally, this study attempts to explore the mediating role of perceived job mobility as well as the moderating role of organizational tenure in the relationship between immigrant status and OCBs. Design/methodology/approach A conceptual analysis was performed. Findings Drawing upon social identity, self-categorization, and impression management theories, this study proposes the following. First, an imm

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Khan, Zara, Muhammad Sarmad, Sadia Razzaq, Iqra Gulzar, and Adeel Ahmad. "DOES EMPLOYEE SATISFACTION AFFECT ORGANIZATIONAL BEHAVIOR?" Malaysian E Commerce Journal 4, no. 1 (2020): 15–19. http://dx.doi.org/10.26480/mecj.01.2020.15.19.

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The main purpose of study is that how the employee satisfaction is effected in an organization. In this paper we also study that which type of factors effect organizational behavior and employee satisfaction in an organization, either in a positive or a negative way. The total number of one hundred and twenty (120) respondents was selected from different organizations which are working on the development sector. The respondents or the employees who were considered are managers, staff members, professionals and senior managers. SPSS 20.0 version was used for analysis. This study shows the exten

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Pervaiz, Sabeeh, Guohao Li, and Qi He. "The mechanism of goal-setting participation’s impact on employees’ proactive behavior, moderated mediation role of power distance." PLOS ONE 16, no. 12 (2021): e0260625. http://dx.doi.org/10.1371/journal.pone.0260625.

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Organizations nowadays are under immense external pressure due to advancements in information technology, making it precarious. It also inserts extra pressure to keep the employees motivated and productive. Therefore, while information technology benefits the organization, it also challenges the organization and employees more. In order to meet these challenges, many organizations have begun to flatten their organizational structures and decentralized their management approaches. This study collected 336 valid questionnaires from 20 service companies. The reliability and validity of the questi

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van den Heuvel, Sjoerd, and René Schalk. "The relationship between fulfilment of the psychological contract and resistance to change during organizational transformations." Social Science Information 48, no. 2 (2009): 283–313. http://dx.doi.org/10.1177/0539018409102415.

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Because of ongoing globalization, changing markets and political developments, the degree of organizational change has increased significantly in the last decades. Organizations value employees who are willing and able to respond positively to change. Trust and social capital, based on fulfilling mutual expectations are important determinants of successful organizational change. The present study investigates the relationship between fulfilment of the psychological contract and resistance to organization-related change. In a sample of 208 employees in ten Dutch organizations, data were gathere

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Kong, Ruoyan, Charles Chuankai Zhang, Ruixuan Sun, Vishnu Chhabra, Tanushsrisai Nadimpalli, and Joseph A. Konstan. "Multi-Objective Personalization in Multi-Stakeholder Organizational Bulk E-mail." Proceedings of the ACM on Human-Computer Interaction 6, CSCW2 (2022): 1–27. http://dx.doi.org/10.1145/3555641.

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Bulk email is often used in organizations to communicate "important-to-organization'' messages such as policy changes, organizational plans, and administrative updates. However, normal employees may prefer messages more relevant to their jobs or interests. Organizations face the challenge of balancing prioritizing the messages they prefer employees to know (tactical goals) while maintaining employees' positive experiences with these bulk emails, then they continue to read these emails in the future (strategic goals). Could personalization help organizations achieve these tactical and strategic

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Dr., V. Savitha. "A STUDY TO IDENTIFY THE FACTORS OF JOB SATISFACTION THAT DISCRIMINATES BETWEEN HIGH AND LOW JOB TURNOVER INTENTION AMONG BPO EMPLOYEES IN COIMBATORE." International Journal of Multidisciplinary Research and Modern Education 5, no. 1 (2019): 1–5. https://doi.org/10.5281/zenodo.2539653.

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Reducing employee turnover through retention practices is an area of great for interest employers who depend on a highly skilled workforce. Employee turnover is a cause for concern when the best and brightest employees leave the organization for another, and there may be something that the organization could do to retain the employees. Turnover is costly for organizations. Hence, the present study investigates the main reasons for employee’s intention to quit. The industry is attractive and lucrative for the young Indian. The job satisfaction and intention to quit are inversely related.

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Veshne, Nupur. "Role of Supervisor’s Communication in Employee Engagement & Employee Wellbeing." Ushus - Journal of Business Management 16, no. 3 (2017): 27–38. http://dx.doi.org/10.12725/ujbm.40.3.

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Communication is the base to the smooth functioning of organizations and which plays a vital role in maintaining and developing organizations. The growth of an organization is seen through workplace efficiency which is dependent on employee wellbeing. Employee wellbeing affects how employees think and feel about their job and organization in turn which would positively or negatively influence their attitude and performance. Supervisor’s communication can greatly influence the employee’s workplace efficiency. This paper focuses on analyzing the role of supervisor’s communication in employee wel

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., JaiKumar, and Suruthi Priya. "A Study on Training and Development Employee Welfare Seshasayee Paper & Boards Ltd in Erode." International Journal of Innovative Research in Information Security 09, no. 04 (2023): 376–81. http://dx.doi.org/10.26562/ijiris.2023.v0904.28.

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The research purpose is to determine the study of the employee welfare important of employees. Employees play a key role in the existence and growth of any organisation, therefore their welfare is essential. During the past few years, both public sector and private sector organisation have been contributing towards the employee's benefits and also increase their efficiency. Employees' welfare facilities include housing facilities, free medical facilities, retirement benefits, children and adult educational benefits, welfare measures for the employee's families, loan facilities, etc. If the org

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Rahman, Mantep Fauzi, Evi Susanti, and Rojuaniah Rojuaniah. "The Role of Training Satisfaction and Work Engagement on Employee’s OCB." International Journal of Multicultural and Multireligious Understanding 8, no. 4 (2021): 44. http://dx.doi.org/10.18415/ijmmu.v8i4.2439.

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This study aims to examine the effect of training satisfaction on work engagement and employee’s OCB in government services. Training satisfaction is necessary since employees do not simply follow the training provided by the organization, but how they like training so that successful training can encourage work engagement and extra behavior at work. In this study, there were 288 questionnaires distributed to employees in this field. The data obtained were analyzed using the Structural Equation Model (SEM). The results showed a positive effect of training satisfaction on Work Engagement (WE) a

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Pawar, D., and M. Kunte. "A strategic approach to employees’ well-being: study assessing the relationship between holistic wellness, job satisfaction emotions, and productivity." CARDIOMETRY, no. 23 (August 20, 2022): 456–67. http://dx.doi.org/10.18137/cardiometry.2022.23.456467.

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Employee holistic well-being is attracting more interest and consideration from businesses as the employers started realizing the gains and impact this implementation of holistic wellness policies for workers in the workplace can have on the business. This study aims to analyze the impact of the holistic wellness of employees on their job satisfaction and work productivity. This paper aims to assess the approaches adopted by organizations towards employees’ holistic wellness and how it contributes to their job satisfaction and quality of work. The study aims to identify current employee well-b

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Ahmed, Ghofran. "Human Resource Management: The Consequences of Changes in Government Management." International Journal Papier Public Review 1, no. 2 (2020): 1–5. http://dx.doi.org/10.47667/ijppr.v1i2.11.

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Employees as human resources (HR) are a central factor in an organization. Managing people in management is closely related to organizing management itself. Increasing benefits in the aspect of workability within the organization is a major consideration for HRD policies. The HRD policy is closely related to the HRM aspect, namely investing in people and developing the organization's human capital. To get employees who are efficient in the organization, then placing the humanitarian aspect as the basis for employee development. Through reforms at the organizational level both for individual em

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K. Latika, Dr, and Geziah Sharon Rose. "A Study on the Effect of Employer Branding on Employee Retention Among Domestic Non-Voice in BPO Chennai." Journal of Development Economics and Management Research Studies 11, no. 21 (2024): 23–37. http://dx.doi.org/10.53422/jdms.2024.112103.

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In the highly competitive labour market, where employees counter boundless job offers, organizations have acknowledged the need to distinguish themselves from competitors by investing a considerable amount of time and effort into designing employer branding strategies to attract and retain skilled employees. Employee retention as maintaining or encouraging employees to stay in the organization for the longest time. A strong employer brand allows employers to retain their talented employees by building a positive image for the organization as a preferred place to work. The purpose of the study

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Rahim, Ramita Abdul, Noor Azrin Mohammad Nasir, Marlita Mat Yusof, and Nor Lela Ahmad. "Reward and Employee's Creativity: Case of Manufacturing Organization." Global Journal of Business and Social Science Review (GJBSSR) Vol. 1(4) 2013 1, no. 4 (2013): 10–17. http://dx.doi.org/10.35609/gjbssr.2013.1.4(2).

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Objective - The main objective of this study is to investigatestrategic reward systems that are intrinsic and extrinsic reward for employees. The rewards address four areas that consist of compensation, benefits, recognition and appreciation. This study discussed whether the reward system gives more benefit to the organization and employees such as improving the employee level of creativity or vice versa. Methodology/Technique - This study is a correlational study where the researchers examined the relationship between reward system and employee's creativity among administrative support person

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Yuliani , Yeni, and Muhammad Irfan Rizki. "The Role of Psychological Contract, Organizational Commitment, and Organizational Politics in Enhancing Employee Performance." Journal of Sustainable Economic and Business 2, no. 1 (2025): 86–95. https://doi.org/10.70550/joseb.v2i1.71.

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Objectives: This research intends to examine how psychological contracts, organizational commitment, and political organizations on employee performance at BDP, a company engaged in office space rental, building and asset management, construction services, outsourcing, and security.Methodology: By employing a numerical method, information was gathered from workers at PT BDP and examined to investigate the connection between different factors.Findings: The findings of the research indicate that the agreements between employees and their employers, along with their dedication to the organization

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ABHAS, Shipra. "Performance Appraisal in Reliance's Smart Bazaar Stores." INTERANTIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 08, no. 05 (2024): 1–5. http://dx.doi.org/10.55041/ijsrem32436.

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Performance Appraisal (PA) is a structured, periodic process designed to measure an employee’s performance and productivity against the organization’s predetermined criteria and objectives. These metrics are important in assessing each employee’s ability, potential, and overall value to the organization. This process is important to evaluate individual and organizational progress towards achieving set goals. By measuring the impact of these metrics, organizations can gain insight into employee motivation and its impact on overall performance. Employees contribute to the organization’s goals. I

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

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

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Kiguradze, H. "IMPACT OF QUALITY AND SECURITY MANAGEMENT ON HUMAN CAPITAL BUILDING." Sciences of Europe, no. 113 (March 27, 2023): 15–16. https://doi.org/10.5281/zenodo.7773726.

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Creating an employee pool is a critical task for any organization, and it involves attracting and retaining highquality employees who are committed to the success of the organization. By focusing on creating a positive work environment, providing opportunities for career development, and prioritizing the health and well-being of their employees, organizations can attract and retain the best employees. This leads to a stable and dedicated employee pool that is committed to the success of the organization. This is an essential task for any organization, and it involves attracting and retaining h

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Ch. N. Santhosh Kumar, Dr, and Dr Mohammed Ali Hussain. "A Review on Employee’s Health Monitoring System using IOT." International Journal of Engineering & Technology 7, no. 2.7 (2018): 988. http://dx.doi.org/10.14419/ijet.v7i2.7.11608.

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Due to the automation trends going on rapidly on these days in major organizations employees are constantly facing severe stress regarding their jobs. This insecurity levels in them is leading to several health problems some of which are to be monitored and proper medical care should be taken. Due to the work stress and lack of leisure’s time many Employee’s are postponing their health check-ups and facing major health issues. These health issues like blood pressure , heart diseases , diabetes, pneumonia etc., can be kept at checking levels if they are regularly monitored and avoiding future p

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