Employee appreciation: a systematic review and research recommendations

This study was undertaken with the objective to examine recognition and appreciation of employees in service delivery at the Judiciary of Tanzania. The study used Herzberg's two-factor motivation theory while on the other hand explanatory research design was employed to determine the causal relationship between non-monetary incentives and effective judiciary service delivery. Data were collected from a sample of eighty-eight (88) participants obtained through the Yamane (1967) formula from the target population of 750 staff. The data collection process entailed in-depth interviews and structured questionnaire. Data analysis was done using narrative analysis and descriptive analysis. Findings indicate that recognition and appreciation of employees in service delivery at the Judiciary of Tanzania is very low. The most common forms of recognition and appreciation are certificates of appreciation/recognition, verbal praise, employees’ recognition wall and team trophy. The study concludes the existence of biases and favouritism in recognition and training attendance, and the existing infrastructure is very unconducive for Judiciary employees to work at their full potentials while serving judicial clients. The study recommends robust systems of recognition, and employee selection for participating in trainings, as well as good work environment and office equipment to smoothen the work for the Judiciary employees in providing effective judicial services.

A work environment condition can be said to be good if employees can carry out activities optimally, healthily, safely and comfortably. Effective communication is very important in the company to ensure that superiors and subordinates are open and transparent. Employee appreciation often occurs in every company for employees who have contributed to the company. Career paths in the company are usually seen from the employee's job performance. Therefore, the company must pay attention to a good work environment or create working conditions or a comfortable working atmosphere in order to be able to provide motivation to work, it will have an influence on the enthusiasm and enthusiasm of employees to work. The hope is that the company must build a pleasant work environment so that every employee is happy to do his job so that he can work optimally. A pleasant work environment, cooperative coworkers, and leaders who always pay attention to the complaints of employees are a dream for employees so that employees can work more enthusiastically and have a high commitment to the company.

Understanding the dynamics of job satisfaction among Air Traffic Controllers (ATCs) is imperative for ensuring the human performance, productivity, efficiency and safety of aviation operations. This study investigates the impact of various employee appreciation methods on the job satisfaction levels to enhance the performance of ATCs in Sri Lanka. Drawing upon existing literature and analysis of the data collected from the current employees, the research is aimed at filling a critical knowledge gap regarding the relationship between employee appreciation and job satisfaction within the ATC sector. The research problem centres on the need to comprehend how different forms of appreciation, ranging from verbal acknowledgements to tangible rewards, influence ATCs' job satisfaction. Through a structured survey utilizing a Likert scale, the study measured the effects of seven appreciation methods on job satisfaction, namely verbal expressions in one-on-one and public settings, electronic notes, written communications, tangible items, monetary bonuses, and the absence of gratitude. Key research questions addressed the specific impacts of each appreciation method on the job satisfaction of ATCs'. By analysing responses from ATCs in Sri Lanka, the study aimed to provide insights for supervisors and managers to tailor appreciation strategies effectively. The findings hold significance in enhancing the work environment, retaining talent, and promoting organisational productivity within the aviation industry. Acknowledging potential limitations such as participant biases and organisational policies, the research adopts measures to ensure data integrity and confidentiality. By leveraging a comprehensive approach to data collection and analysis, it enhanced the reliability and credibility of the findings of the study.

Using a simple random sampling technique, a sample of 40 PT employees was taken. Lampung Branch Civil National Capital The tcount value of the compensation variable (X1) is 4,067 while the ttable value for n = 40 is 2,021. So 4,067 > 2,021, then H0 is rejected and Ha is accepted, it is stated that compensation (X1) has an effect on work motivation (Y). Compensation has a significant influence on employee work motivation. The tcount value for the Social Security variable (X2) is 4.067, while the ttable value for n = 40 is 2.021. So 4,067 > 2,021, then H0 is rejected and Ha is accepted, it is stated that compensation (X1) has a positive effect on work motivation (Y). From the results of the analysis in the table above, namely the ANOVA test, the Fcount value was 42,098, while the Ftable ( 0.05) for n = 40 was 2.84. So Fcount > from Ftable ( 0.05) or 42,098 > 2.84 with a significance level of 0.000 or 0.000 < 0.05, then it can be said that compensation (X1) and social security (X2) are jointly related to work motivation (Y). Based on the table above, a relationship test was carried out for the three variables, and based on the Model Summary table, an R value of 0.695 was produced. This shows that 69.5% of compensation (X1) and social security (X2) are simultaneously related to work motivation (Y) while the remaining 30.5% is related to other factors not examined in this research. Taken together, compensation and social security have a significant influence on work motivation. The combination of the two creates a work environment that supports the basic needs and appreciation of employees.

BackgroundVarious technological interventions have been proposed and studied to address the growing demand for care of residents in assisted living facilities, in which a preexisting shortage of professional caregivers has been exacerbated by the COVID-19 pandemic. Care robots are one such intervention with the potential to improve both the care of older adults and the work life of their professional caregivers. However, concerns about efficacy, ethics, and best practices in the applications of robotic technologies in care settings remain.ObjectiveThis scoping review aimed to examine the literature on robots used in assisted living facilities and identify gaps in the literature to guide future research.MethodsOn February 12, 2022, following the PRISMA-ScR (Preferred Reporting Items for Systematic Reviews and Meta-Analyses extension for Scoping Reviews) protocol, we searched PubMed, CINAHL Plus with Full Text, PsycINFO, IEEE Xplore digital library, and ACM Digital Library using predetermined search terms. Publications were included if they were written in English and focused on the use of robotics in assisted living facilities. Publications were excluded if they did not provide peer-reviewed empirical data, focused on user needs, or developed an instrument to study human-robot interaction. The study findings were then summarized, coded, and analyzed using the Patterns, Advances, Gaps, Evidence for practice, and Research recommendations framework.ResultsThe final sample included 73 publications from 69 unique studies on the use of robots in assisted living facilities. The findings of studies on older adults were mixed, with some studies suggesting positive impacts of robots, some expressing concerns about robots and barriers to their use, and others being inconclusive. Although many therapeutic benefits of care robots have been identified, methodological limitations have weakened the internal and external validity of the findings of these studies. Few studies (18/69, 26%) considered the context of care: most studies (48/69, 70%) collected data only on recipients of care, 15 studies collected data on staff, and 3 studies collected data on relatives or visitors. Theory-driven, longitudinal, and large sample size study designs were rare. Across the authors’ disciplines, a lack of consistency in methodological quality and reporting makes it difficult to synthesize and assess research on care robotics.ConclusionsThe findings of this study call for more systematic research on the feasibility and efficacy of robots in assisted living facilities. In particular, there is a dearth of research on how robots may change geriatric care and the work environment within assisted living facilities. To maximize the benefits and minimize the consequences for older adults and caregivers, future research will require interdisciplinary collaboration among health sciences, computer science, and engineering as well as agreement on methodological standards.

Hospitality businesses are struggling to recruit and retain employees at all levels, with Generation Z employees being among the drivers of what is termed The Great Resignation. Employee appreciation and recognition have long been considered important elements in improving organisations’ productivity, motivation, and retention. This paper empirically explores the linkages between appreciation and job core characteristics and meaningfulness as per the Job Characteristics Model. It demonstrates the importance of the factor of job significance for Generation Z as well as of feedback. Contextual factors such as relationships with colleagues and superiors, organisational culture, and role-modelling of leaders emerge as positive elements of work environments favoured by Generation Z employees in hospitality. Theoretical contributions address the suitability of the model in this context and the need to incorporate moderator effects pertaining to appreciation therein.

This study aimed at investigating the impact of job crafting (cognitive, task, and relational crafting) on the satisfaction of healthcare workers in public hospitals in Lagos, Nigeria. The study utilised data gathered from 725 public healthcare workers in public hospitals using a well-structured 5-point Likert scale questionnaire as the research instrument. The study employed mixed method of data collection, comprising purposive, stratified, and convenience methods of data collection. The research tools employed include Cronbach's Alpha Analysis, Explanatory Factor Analysis, Confirmatory Factor Analysis and Structural Equation Modeling. Findings revealed that job crafting significantly impacted the satisfaction of healthcare workers, with relational crafting having the highest significant impact, followed by cognitive and task crafting. The study concluded that job crafting significantly impacts healthcare workers’ satisfaction and, however, recommends that positive workplace culture be encouraged; emphasis should be placed on encouraging things like work-life balance, inspiring leadership, transparent communication, and employee appreciation, and a good and positive work environment be provided for the healthcare workers to maximise their full potential.

The rate of work-related accidents is rising in the global Oil and Gas industry, with a significant contribution of human error driven primarily by unsafe behaviour in a hazardous and isolated work environment involving a unique mix of psychological and social risks. From this standpoint, the working environment could be the hidden hand that can negatively affect workers' behaviour, leading to errors. To mitigate the risks of accidents and incidents caused by unsafe behaviour, the potential impact of the working environment's psychosocial hazards, represented by remoteness and isolation, on workers' mental health, was investigated, and the associated influences on safety behaviour were assessed. The study proposed a research model in which characteristics of the offshore working environment negatively affect workers' mental health and safety behaviour. Stress, Anxiety and Depression were chosen to represent mental health disorders due to their significant prevalence among work-related mental illnesses as per recent reports of the International Labour Organization (ILO) and multiple other studies. The methods used included a review of relevant literature and the quantitative research approach, where data was obtained from a survey involving a sample of (409) Egyptian workers in the oil and gas industry. The descriptive analysis was employed, and the results, according to the study sample, indicated a "high" level of psychosocial hazards in the work environment. The results also revealed a "moderate" level of worker safety behaviour, which can be explained by significantly lower safety engagement and communication levels despite their high adherence to safety rules. Hence, the researcher recommends that industry regulators and operators initiate mental health interventions, including raising worker awareness, alleviating isolation, controlling high workloads, improving living conditions, providing adequate means of communication, reasonable privacy, and recreational facilities as the adoption of The approach can lay the foundation for safety and optimal performance for the oil and gas workforce.

Over the last three decades, a large body of research has addressed the associations between the psy- chosocial work environment and work stress on the one hand, and worker health and well-being on the other (1-5). Although the evidence for associations between work characteristics (ie, stressors) and worker health and well-being (ie, strain) is considerably stronger in cross-sectional than in longitudinal studies (2, 3) and whereas the strength of these associations varies across different combinations of stressors and well-being/health indicators (3, 5), overall the current evidence supports the notion that work characteristics affect work outcomes, including worker health and well-being.Interestingly, the notion that the health and well-being of workers may also affect the (perceived and/ or objective) characteristics of their jobs has attracted considerably less attention. The assumption that people are not just passive recipients of environmental influences but also actively shape that environment is not particularly controversial (eg, 6-8). However, research that systematically tests for the "reversed" effects of the presumed "outcomes" of work (such as health and well-being) on the presumed "anteced- ents" of these outcomes (ie, work characteristics) has remained rare. Apparently, it is implicitly assumed that the effects of work on the outcomes thereof are practically more relevant and theoretically more interesting than the reverse effects. Whether this is indeed the case is subject to further scrutiny, though. Current theorizing considers to an increasing degree the possibility of reversed relationships (ie, effects from health and well-being on the work environment), and empirical research supports the existence of such strain-to-stressor effects (9), although the evidence is scattered and piecemeal.However, this issue of the Scandinavian Journal of Work, Environment and Health includes a major review (10) that fills this important void. Drawing on the results of ten high-quality longitudinal studies, Kenneth Tang shows that the evidence for a positive strain-to-stressor association is moderately strong in the case of job demands. For two other major work characteristics (job control and social support), no such evidence was present. His findings suggest that, whereas reciprocal stressor-strain relationships may exist for job demands, such relationships are considerably less likely to occur for other job characteristics.In this editorial we focus on the possible mechanisms underlying the reversed association between worker health and the psychosocial work environment and provide some recommendations for future research in this area.Although research on strain-to-stressor effects is scarce, it has been around for several decades. For example, already in the 1980s, it was shown that indicators of strain relate negatively to subsequent ratings of social support received from colleagues (11) and positively to subsequent experienced time pressure (12). Although an explicit theoretical framework for such strain-to-stressor effects is lacking, certain principles from existing psychological theories may shed light on this issue. For example, the Conservation of Resources theory assumes the existence of "loss spirals" (13), in which losing resources (ie, the "objects, personal characteristics, and energies that are either themselves valued for survival, directly or indirectly, or that serve as a means of achieving these resources"; p45) causes future resource loss. Pertaining to the strain-to-stressor association at work, a loss spiral refers to a process in which strained employees who have "lost" their resource of good health, are more likely to "lose" resources in their work, which in turn negatively affects their health, and so on. For example, a burned-out employee may be too exhausted to maintain enjoyable interactions with his/her colleagues and may consequently receive less social support at work, inducing even higher levels of burnout. …

This study aims to determine the influence of the work environment and organizational culture on employee performance, as well as to determine the moderating role of communication in the relationship between the work environment and organizational culture on employee performance. The sample in this study was 42 people. The data analysis technique used PLS 4. The results showed that the work environment has a positive and significant effect on employee performance, organizational culture has a positive and significant effect on employee performance, communication has a positive and significant effect in moderating the relationship between the work environment and employee performance, and communication has a positive and significant effect in moderating the relationship between social media promotion and employee performance. The researcher's recommendations include: PT BPR Parasari Urati should regularly provide employee training to improve their ability to complete tasks according to the specified target number, regularly maintain the air conditioning unit (AC) to ensure it consistently cools the room, foster strong relationships between employees, and consistently provide clear and detailed information to employees.

Higher education is crucial in developing surgical technology and professional life training. In organizing nursing education, motivation is needed, influencing internal and external factors so that nurses desire to improve their competence. Objective: to find out what factors are related to motivation to continue education nurses at the National Sports Hospital in 2024. This research aimed to determine what factors are related to nurses' motivation to continue their education at the National Sports Hospital in 2024. The type of research used was a cross-sectional design to examine whether there was a relationship between the motivational factors of family support, work environment, income, and nurses' motivation to continue their education. The population of this study consisted of nurses at the National Sports Hospital, totaling 34 respondents, and the sampling technique used was the total sampling technique. The instrument was a questionnaire, and data analysis used univariate and bivariate analysis techniques with the Spearman Rank statistical test. The study's results showed that only the family support variable had a relationship with nurses' motivation to continue their education. In contrast, work environment factors and income did not have a significant relationship: family support (prho = 0.620), work environment (prho = 0.124), and income (prho = 0.199). This research recommends that it is necessary to maximize the role of family support in nurse career development programs in hospitals and increase the role of the work environment and financial support for nurses who will continue their education

Postdoctoral scholars encounter various challenges as they navigate the gap between graduate school and faculty or industry positions, one of which includes the challenge of work-family conflict and balance. The science, technology, engineering, and mathematics (STEM) fields represent one sector of the workforce where a closer examination of work-family conflict and balance is important due to the rise in prominence of these fields and the unique populations of people who are underrepresented within these fields. Scholars have identified various experiences or constructs (e.g., bias) that suggest that STEM environments may not be particularly welcoming or supportive for racially and ethnically underrepresented minorities (URMs). The transitional stage of being a postdoctoral scholar in combination with high work demands and a “chilly” or unsupportive work environment may contribute to work-family conflict among racially and ethnically URM postdoctoral scholars in STEM, which could contribute to the underrepresentation of racially and ethnically URMs in the STEM fields and/or the premature exit of these postdoctoral scholars from STEM fields. Using role congruity perspective (Diekman & Eagly, 2008), I examined the function of goal endorsement (communal or agentic) as a possible cultural moderator in the indirect relationship between work demand and work-family conflict. This study formulated and empirically tested the relationships between work demand, perceived work environment, goal endorsement (communal or agentic), work-family conflict, and satisfaction with work-family balance. Two models were examined to differentiate two different aspects perceived work environment: (a) one using a supportive work environment variable as a mediator of the relationship between perceived work demand and work-family conflict, and (b) one using a hostile work environment variable as a mediator of the relationship between perceived work demand and work-family conflict. Hypotheses regarding the moderating role of a communal goal orientation and an agentic goal orientation in the indirect relationship between work demand and work-family conflict across the two models (supportive work environment and hostile work environment) were assessed. Data was collected from 282 racially and ethnically underrepresented minority postdoctoral scholars in the STEM fields enrolled in postdoctoral positions at universities through an online survey. Using structural equation modeling, results revealed that the indirect effect between work demand and work-family conflict was significant and strongest at low levels of a communal goal endorsement and the indirect effect gradually became weaker until it was nonsignificant as racially and ethnically URM postdoctoral scholars’ communal goal endorsement increased. The results suggest that in the face of microaggressions in the workplace, racially and ethnically URM postdoctoral scholars’ high value of communion serves as a protective factor, which reduces the indirect effect of work demand on work-family conflict.Limitations of the study and recommendations for future research are presented alongside implications for counseling practice.

Aim/Purpose: Work-based learning has been identified in the literature, and is established in academia and in the global worlds of work; however, an examination of work-based research, particularly at the doctoral level, has been less well articulated. Moreover, a paucity of published literature on either work-based research or Professional Studies means little is known about the dynamics and drivers of these domains. This study aims to begin addressing the shortfall in literature on work-based research and Professional Studies programs, using the program at University of Southern Queensland as an example Background: This paper examines work-based research in the context of the Professional Studies program at University of Southern Queensland in Australia, with which the authors are affiliated. Methodology: Analysis of work-based research includes discussion of ‘messy’ research environments and the changing nature of workplaces, along with the opportunities and challenges such environments pose for action researchers. Contribution: In addition to addressing a shortfall in the published literature on work-based research, the paper also contributes insight into the mechanisms used to promote reflective practice and the generation of professional artefacts. Findings: Often driven by altruism, work-based research as implemented in the Professional Studies program results in a so-called ‘triple dividend’, designed to benefit the individual researcher, work environment, and community of practice. Recommendations for Practitioners: To be successful contributors to work-based research, practitioners need to reflect carefully and deeply on experience, planning and outcomes, using what in this paper we call ‘micro-reflective’ (personal) and ‘macro-reflective’ (program) cycles of reflection. Recommendation for Researchers: In addition to generating new knowledge and expanding the frontiers of workplaces, work-based research is often motivated by complicated and wide-reaching imperatives; work-based researchers therefore need to consider the goals, objectives, priorities and vision of their work environments, as well as understand issues related to bias, ethical practice and the nature of insider research. Impact on Society: Work-based learning and research address the complexities, challenges and future demands of Australian workplaces along with the work, mobility and personal development needs of mid- to senior-career professionals. Future Research: In addition to the multitude of action research programs possible in work-places in Australia, more research is needed to understand higher education work-based learning and its relation to, and impact on, work-based research, particularly when applying mixed methods research to work environments.

A Private Practice That Balances Work and Family

The investigation of interindividual differences in the effects of a treatment is challenging, because many constructs-of-interest in psychological research such as depression or anxiety are latent variables and modeling heterogeneity in treatment effects requires interactions and potentially non-linear relationships. In this paper, we present a tutorial of the EffectLiteR approach that allows for estimating individual treatment effects based on latent variable models. We describe step by step how to apply the approach using the EffectLiteR software package with data from the multicenter randomized controlled trial of the Social Phobia Psychotherapy Network (SOPHO-NET) and provide guidelines and recommendations for researchers. The focus of the paper is on explaining the results of a comprehensive effect analysis in an accessible language and on highlighting the opportunities the EffectLiteR approach offers for analyzing interindividual differences in treatment effects.