Employee Attitudes Research Articles

The Dark Sides of Artificial Intelligence Implementation: Examining How Corporate Social Responsibility Buffers the Impact of Artificial Intelligence‐Induced Job Insecurity on Pro‐Environmental Behavior Through Meaningfulness of Work

ABSTRACTThis study investigates the complex relationships between artificial intelligence (AI)‐induced job insecurity, meaningfulness of work (MOW), pro‐environmental behavior at work (PEBW), and corporate social responsibility (CSR) in South Korean organizations. As AI technologies increasingly permeate the workplace, understanding their impact on employee attitudes and behaviors becomes crucial for organizational sustainability efforts. Drawing on several theories, we propose and test a moderated mediation model using a three‐wave time‐lagged design with 392 employees from various South Korean corporations. Our findings reveal that AI‐induced job insecurity negatively influences PEBW through the mediating role of MOW. Contrary to initial expectations, no direct relationship was found between AI‐induced job insecurity and PEBW. Instead, AI‐induced job insecurity decreases employees' MOW, which in turn reduces their engagement in PEBW. Furthermore, we found that CSR moderates the AI‐induced job insecurity‐MOW link, such that strong CSR buffers the negative influence of AI‐induced job insecurity. These results may contribute to the literature on organizational behavior, environmental sustainability, and technological change by elucidating the psychological mechanisms linking AI‐induced job insecurity to PEBW. Our study emphasizes the crucial role of MOW in this relationship. Also, it demonstrates how CSR can function as a strategic tool to weaken the potential negative impacts of AI implementation on employee attitudes and behaviors. The findings offer meaningful implications for managers and policymakers navigating the challenges of AI integration while promoting environmental sustainability at work. By maintaining employee MOW and leveraging CSR initiatives, organizations may be better equipped to foster PEBW in the face of technological changes.

Human Capital Investment and Corporate Social Responsibility in SMEs: the moderating role of family business status

PurposeThe purpose of this study is to examine the effect of human capital investment (HCI) on corporate social responsibility (CSR) practices in SMEs. Analysing a sample of 1,136 firms (729 FBs and 407 NFBs) and using a PLS-PM methodology, our results support that HCI has a favourable impact on CSR practices in SMEs and that family business (FB) status plays a moderating role on these relationships.Design/methodology/approachWe estimate the proposed model using partial least squares path modelling (PLS-PM), a variance-based structural equation (SEM) method, using SmartPLS 3.3 software. PLS simultaneously evaluates the reliability and validity of the variables (external model) and the estimation of the trajectories between these constructs (internal model). The PLS-PM technique is appropriate in this research because: 1. the model makes use of type A composites; 2. the proposed research model has some complexity since we pay attention to the existence of moderating effects; and 3. no specific distribution is required in PLS indicators.FindingsThe main findings of this study are: (1) HCI increases CSR practices in the SME context and (2) FB status exerts a positive influence on the relationship between HCI and CSR practices.Research limitations/implicationsThis study, grounded in RBV theory and the concept of “familiness,” uses employees' education and training to measure HCI in FBs. While other research focuses on employee competence and attitude to define HCI, future studies should explore all these elements to better understand their impact on CSR practices in SMEs. Additionally, factors like regulation, organisational culture and personal traits may influence the relationship between HCI and CSR practices, suggesting the need for further research. Future studies could also examine family SMEs by considering aspects such as family management or governance as moderating variables, contributing to the discussion on FB heterogeneity. Causes of heterogeneity in FBs include goals, governance structures and resources, supporting recent calls for a deeper understanding of these variations, particularly in how HCI affects CSR practices.Practical implicationsThis study also highlights several practical contributions. Today’s complex business environment requires organisations to focus on a wide range of stakeholders to remain sustainable. Organisations must understand how HCI influences CSR practices, specifically how education and training for both employees and managers lead to greater sustainable practices. Therefore, awareness and training for family employees, CEOs and external staff are essential for the proper development of CSR practices. Increased education or training programs by public and private institutions or incentive schemes could help promote these practices within firms. Our results further suggest that governments and other organisations interested in business development should not assume that HCI is universally beneficial for CSR practices in all firms. Specifically, the study shows that HCI has a positive effect on different dimensions of CSR in SMEs, and this influence is even more pronounced in family SMEs. Therefore, government agencies and employers' associations should consider the impact of these factors—HCI and FB status—when designing and implementing more effective policies.Social implicationsThis study makes several theoretical contributions. It explores the influence of HCI on multiple dimensions of CSR, focusing on individual-level drivers like education and training for managers and employees. The findings reveal that HCI positively affects environmental, labour and social CSR practices, especially in SMEs. The study also highlights the unique role of FBs, showing that FB status strengthens the relationship between HCI and CSR due to their focus on long-term goals and community well-being. This research addresses gaps in understanding the heterogeneity of CSR practices between FBs and non-family businesses (NFBs).Originality/valueThis article is original, unpublished and all sources and contributions have been properly acknowledged.

Race to the Bottom: Competition and Quality in Science

Abstract This paper investigates how competition to publish first and thereby establish priority impacts the quality of scientific research. We begin by developing a model where scientists decide whether and how long to work on a given project. When deciding how long they should let their projects mature, scientists trade off the marginal benefit of higher quality research against the marginal risk of being preempted. Projects with the highest scientific potential are the most competitive because they induce the most entry. Therefore, the model predicts these projects are also the most rushed and lowest quality. We test the predictions of this model in the field of structural biology using data from the Protein Data Bank (PDB), a repository for structures of large macromolecules. An important feature of the PDB is that it assigns objective measures of scientific quality to each structure. As suggested by the model, we find that structures with higher ex-ante potential generate more competition, are completed faster, and are lower quality. Consistent with the model, and with a causal interpretation of our empirical results, these relationships are mitigated when we focus on structures deposited by scientists who — by nature of their employment position — are less focused on publication and priority. We estimate that the costs associated with improving these low-quality structures are between 1.5 and 8.8 billion dollars since the PDB’s founding in 1971.

Managing Organisational Sustainability and Corporate Social Responsibility: Perspectives for Sustainable Development

Abstract Managing corporate sustainability involves consideration of the economic, environmental and social impacts of business activities on communities and society. Successful corporate sustainability strategy and sustainable operations must include an engaged and committed workforce. It has been seen that employees are increasingly seeking more purpose at work, with an awareness of environmental and social issues. Research has shown that employees engaged in corporate sustainability practices perceive their work as meaningful contributions to business performance. This empirical study explored sustainability performance in the tea industry, measured with a holistic sustainability framework and investigated the linkages between corporate social responsibility (CSR), employee engagement, and corporate contributions towards sustainability. The operations of participating organisations measured via a ‘7E’ model to benchmark sustainability performance, were compared with how employee engagement is influenced by CSR and wellbeing aspects. Data was collected from company sustainability surveys and surveys of 1146 employees in the tea industry. The results were analysed using a cluster model to assess employee attitudes to CSR and corporate sustainability practices towards sustainable development. The findings show that companies with strong company sustainability performance and developed social sustainability with CSR activities, have employees with higher participation at work and outreach engagement. Dimension reduction and the two-step cluster method was used to classify employee responses, showing the most engaged employees exhibited ‘shared values’ characteristics aligned with corporate engagement and social outreach. These results contribute to research on sustainability management from corporate and employee perspectives, with insights for sustainable development through CSR and sustainable business operations.

A Study on Human Resource Management Practices in Three Star Hotels in Birgunj

HRM has been recognized by academics and practitioners as important element in the organizations. Therefore this paper explores the best practices of HRM seeks to understand the level of participation in the development of these practices by HR manager in the three star hotels. The objectives of the study is to analyze precipitation of employees towards hiring process to evaluate, to asses the attitude of hotel employees towards the performance appraisal and compensation provided in the hotel and to understand employees and managers views on impact of tanning. The study was carried out with a sample size of 110 employees of few three star hotels of Birgunj, Nepal by using convenience sampling method. Data was collected by distributing questionnaire to the employees of thee star hotel. This study revels that current employees in three star hotels are satisfied with management recruitment process; almost all employees are satisfied with the training conducted in the hotels.

Understanding the consequences of unethical pro-organizational behavior: a dual pathway model from an actor-based perspective

PurposeThe purpose of this study is to synthesize unethical pro-organizational behavior (UPB) research that has empirically examined consequences of UPB and to provide an actor-based perspective rooted in a dual pathway self-regulation model.Design/methodology/approachWe first systematically reviewed the literature on the consequences of UPB. Given the duality of UPB (i.e. pro-organizational and unethical simultaneously), we followed with the theoretical development of a dual pathway model of UPB consequences and suggest propositions from an actor-based perspective.FindingsWe posited that the distinctive attributes of UPB give rise to corresponding and distinct employee attitudes and behaviors.Originality/valueTaking an actor-based perspective and drawing on theories of moral self-regulation and self-consistency, we seek to (1) determine why some UPB actors’ self-evaluations of their UPBs focus on the pro-organizational nature of their behaviors versus the unethical nature of their behaviors (i.e. dual pathway) and (2) determine the potential consequences (i.e. actor’s behavioral and attitudinal responses) of each pathway.

Employment Challenges and Employment Structure Adjustment of Low-Carbon City Pilot Policies: Evidence from Chinese Enterprises

Under the background of global climate change and sustainable development, low-carbon transformation has become an inevitable choice for China and even global economic development. As the cornerstone of social stability and the key to people’s well-being, employment is facing profound changes brought about by low-carbon development. Based on the micro perspective of enterprise behavior change, this paper takes the implementation of China’s low-carbon city pilot policy as an exogenous policy shock and constructs a time-varying difference-in-differences (DID) model to test the impact of the low-carbon city pilot policy on enterprise employment, based on the data of China’s A-share listed enterprises from 2008–2021. The results show that the implementation of low-carbon city pilot policies significantly expands the employment scale of enterprises and increases overall employment by about 6.77%. From the perspective of employment skill structure, it can promote the employment of high-skilled and low-skilled workers. From the perspective of employment position structure, it can promote the employment of production operations personnel, technology research and development personnel, and service and management personnel. These results are still valid after a series of robustness tests. The policy effect is due to the deepening of enterprise capital integration, green investment, technological innovation and vertical specialization. In addition, it is also affected by the differences of enterprise ownership, enterprise scale, industry pollution degree, regional environmental regulation, and market competition degree. Further research shows that low-carbon city pilot policies significantly reduce the share of labor income of employees in heavily polluting enterprises, resulting in the loss of employee welfare. From the perspective of employment, this paper provides more theoretical support and empirical evidence for low-carbon policies to drive changes in micro-enterprise behavior, so as to achieve the sustainable goals of “double carbon” and “stable employment”.

Employee Perceptions of Organizational Justice Amidst Threats to Civil Service Protections Through the Lens of Turnover Intention

Previous studies focusing on civil service reform efforts at the sub-national level have illustrated how such initiatives may adversely affect employee perceptions of organizational conditions. Despite the insights provided by existing literature, little is known as to how federal employees perceive organizational justice amidst uncertain contextual and political conditions, and how the organizational justice perceptions influence their intentions to stay or leave their organizations. Using data from the 2021 Merit Principles Survey, collected amidst deliberations regarding federal civil service reform initiatives, this study examines how federal employee perceptions of organizational justice affect their turnover intentions with different exit strategies against the backdrop of the contextual and political changes. The findings lend support to existing literature highlighting organizational justice as a key factor influencing employee intentions to remain or leave positions of federal employment. The article concludes by discussing the contributions and implications of the present research as well as its limitations.

THE ROLE OF ORGANISATION AND ITS CULTURE IN SHAPING JOB SATISFACTION IN THE IT INDUSTRY

The research, titled "The Impact of Organizational Culture on Job Satisfaction in the IT Industry," aims to quantitatively assess how various dimensions of organizational culture influence job satisfaction among employees in the Indian IT sector. The research adopts a descriptive and quantitative approach, employing structured methodologies to explore the relationships between demographic factors, organizational culture, and job satisfaction. Primary data were collected through structured questionnaires, using a Likert scale to gauge employee perceptions on cultural aspects such as leadership style, communication practices, and work-life balance, alongside job satisfaction levels. Secondary data from literature reviews and industry reports provided additional context. A sample of 200 respondents, selected through stratified random sampling, ensures a broad representation of the IT workforce. Descriptive statistics, Chi-square analysis, and factor analysis were used to analyze the data, revealing significant relationships between organizational culture and key job satisfaction factors. The Pearson Chi- Square statistics for culture-related factors, such as encouragement (χ² = 68.959, p = 0.000) and career growth opportunities (χ² = 189.067, p = 0.000), indicated a strong influence on employee morale and satisfaction. The factor analysis further revealed key cultural dimensions that significantly shape job satisfaction. The findings suggest that fostering a positive organizational culture, through open communication, recognition programs, and career development opportunities, is critical for enhancing job satisfaction in the IT industry. By providing empirical evidence, this study contributes valuable insights into the role of organizational culture in shaping employee attitudes and offers practical recommendations for improving work environments in the IT sector.

Authentic leadership: bridging the gap between perception of organizational politics and employee attitudes in public sector museums

In museums’ dynamic and culturally rich environments, employee morale and productivity are crucial for achieving organizational goals. However, employees’ perception of organizational politics can undermine these objectives. Hence, this study investigates the buffering role of authentic leadership in mitigating perceptions of organizational politics and its subsequent effects on organizational citizenship behavior (OCBI and OCBO) and task-oriented performance among museum employees. This research involved 436 employees across six public sector museums in Pakistan, including supervisors and their immediate subordinates. Data were collected in four waves and analyzed using Structural Equation Modeling (SEM). The findings indicate that perceptions of organizational politics significantly negatively influence both organizational citizenship behaviors (OCBI and OCBO) and task-oriented performance. However, authentic leadership buffers these negative effects, significantly reducing perceptions of organizational politics and positively correlated with enhanced task-oriented performance and citizenship behavior. This study highlights the crucial role of authentic leadership in moderating the adverse impacts of organizational politics, fostering a positive work environment in museums, and enhancing both employee productivity and organizational outcomes. The insights from this research offer valuable implications for museum leaders aiming to enhance organizational performance through effective leadership practices.

The Political Consequences of Work: An Integrative Review

Work experiences and political participation outside work are intrinsically linked. Management scholars have acknowledged the role that organizations play in shaping political behavior from a firm-level perspective, but the specific working conditions and how they translate into employee political participation and attitudes outside work remain poorly understood. This paper offers an interdisciplinary review of the empirical literature from the past 25 years across the management and political science disciplines. It examines how individual work-related experiences (broadly categorized into job content, working environment, employment characteristics, and social relations at work) relate to political engagement outside of work: political participation, political attitudes, political trust, and political values. The results show that enabling work experiences (e.g., more skill use, autonomy, higher income, more social interactions) and experiences that caused grievances (e.g., more job or financial insecurity) were both related to more political participation but differed in their effect on political trust and regarding political attitudes on economic and cultural issues. We also review the main theoretical explanations and consolidate contradictions. Finally, we propose a future research agenda, calling for the expansion of theoretical lenses, a focus on individual-level explanatory mechanisms, and more multilevel research.

IMPROVEMENT OF QUALITY MANAGEMENT SYSTEM IN THE ENTERPRISE – CASE STUDY

The article presents the improvement of the quality management system through the example of a selected manufacturing enterprise. Lean Management tools were applied, showing how the development of the enterprise is affected when using appropriate methods, tools, principles, and techniques of quality management. The article presents various stages of the 5S method, which was aimed at maintaining order and discipline at workstations through the development of appropriate habits by employees. In addition, a questionnaire was used to determine the knowledge and attitude of employees concerning the operation of the solutions introduced in the enterprise studied. The research presented in the article shows how it is possible to strive for a significant improvement in quality in the operation of a manufacturing enterprise without the involvement of financial resources.

Impact of Organizational Culture and Work Attitude on Employees’ Performance with Mediating Effect of Job Involvement A Case of Higher Education Institutes in Karachi, Pakistan

This Study aims to explore that if employees are not performing at their optimal level well, the organization may not reach its targets, which ultimately leads to a decrease in overall organizational performance and also investigates the role of organizational culture and employee attitude among employees. The study mainly highlighted the numerous factors of job-related attitude and organisational culture on employee performance and the mediating effect of job involvement in the private universities of Pakistan. The study has employed a quantitative method. The data has been collected through a survey questionnaire and analysed by using smart-PLS. The results of the study showed that organizational culture and attitude have a significant impact on employee performance, with the mediating effect of job involvement in the private universities of Pakistan. The findings offer practical recommendations for HEIs in resource-constrained environments, suggesting that motivation can positively impact the sustainability of Organizational Culture.

THE MEDIATING ROLE OF EMPLOYEE SATISFACTION IN THE RELATIONSHIP BETWEEN HUMAN RESOURCE PRACTICES AND TOURIST SATISFACTION: EVIDENCE FROM LEBANON'S TOURISM SECTOR

The study aims to highlight the critical role of HR practice in shaping tourist experience and satisfaction, ultimately contributing to the success and reputation of tourism enterprises. Additionally, it aims to understand how eff ective HR management influences the overall experience and satisfaction of tourists. Using a mixed-methods approach, data was collected from 112 employees and tourists in Lebanese resorts. Structural Equation Modelling revealed significant relationships between HRP and employee satisfaction and performance. Employee satisfaction strongly correlated with tourist satisfaction, while employee performance showed a weaker correlation. Notably, tourists prioritized employee friendliness over professional expertise. This study contributes to the literature by highlighting the importance of employee attitude in shaping tourist experience in a developing country context. The findings have implications for HR strategies in the tourism industry, emphasizing the need to focus on fostering positive employee attitudes alongside professional skills.

Impact of AI on Self-learning Capabilities of Employees in SMEs

This study investigates the impact of Artificial Intelligence (AI) on self-directed learning and critical thinking among employees in Small and Medium Enterprises (SMEs) in Ho Chi Minh City, Vietnam. A mixed-methods research approach was employed, combining a quantitative survey of 305 employees across various industries and qualitative data from 15 in-depth interviews with managers and staff. Structural Equation Modeling (SEM) was used to analyze the relationships between AI access, employee attitudes, organizational support, digital literacy, and self-learning outcomes. Qualitative analysis provided additional insights into contextual factors influencing AI adoption. The findings highlight that AI significantly enhances self-directed learning when SMEs offer structured training programs and technological resources. Employees with strong critical thinking skills effectively utilize AI tools for evidence-based decision-making and analytical tasks. However, barriers such as disparities in digital literacy, inconsistent AI adoption strategies, and insufficient organizational support hinder optimal outcomes. Organizational support emerged as a key enabler, with employees receiving adequate training reporting improved learning and skill development. This study extends the Self-Directed Learning Theory (SDL) and Technology Acceptance Model (TAM) by identifying mediating roles of organizational and individual factors. Practical recommendations include fostering digital literacy, critical thinking, and AI-supportive organizational cultures to optimize workforce development.

An Analysis on Employees Awareness of Various HR Policies and Office Culture in CEI Design Consultancy Private Limited, Bangalore

This Analysis aims to investigate the level of awareness among employees regarding the Human Resources (HR) policies and the prevailing office culture at CEI Design Consultancy. By examining employees' understanding of key HR policies—such as benefits, performance evaluations, grievance handling, and workplace ethics—along with their perceptions of the company’s culture, the study seeks to identify potential gaps in communication, alignment, and overall engagement. The research will employ both qualitative and quantitative methods, including surveys, interviews, and focus groups, to assess employee knowledge and attitudes. The findings are intended to provide actionable insights for improving HR communications, enhancing employee satisfaction, and fostering a more cohesive and inclusive organizational culture. KEY WORDS HR Policies, Employees Awareness, Office Cultures, organisation values, Employee Engagement.

Organisational culture and its influence on employees' attitude towards organisational change in a developing country setting

This study aimed to investigate the influence of organisational culture on employee attitudes towards organisational change in a South African state-owned enterprise. A cross-sectional survey was conducted with a random sample (n = 373) of employees at a state-owned enterprise. The Organisational Culture Questionnaire (OCQ) and the Employee Attitudes to Organisational Change Scale were evaluated. Correlation and multiple regression analyses were used to determine the influence of organisational culture on employee attitudes towards organisational change. The findings indicate that organisational culture is related positively and significantly to employees' attitudes towards organisational change. Furthermore, the results indicate that organisational culture influences employees' attitudes towards change. The findings provide new evidence that an organisation that promotes positive organisational culture practices influences employee behaviour and attitudes positively towards organisational change in a South African government organisation.

Pelayanan Prima Pada Pengurusan Kartu Tanda Penduduk Elektronik (E-Ktp) Melalui Website Plavon (Studi Kasus Di Mal Pelayanan Publik Kabupaten Sidoarjo)

The government implements the idea of e-government in order to meet the demands of its people for excellent service. The Sidoarjo District Population and Civil Registration Office has endeavored to improve excellent service in the field of population administration through a website called Service Via Online (PLAVON) as a form of e-government implementation. One of the types of population documents that can be submitted is the Electronic Identity Card (E-KTP). This study aims to describe the application of excellent service in the processing of Electronic Identity Cards (E-KTP) through the PLAVON website at the Sidoarjo Regency Public Service Mall (MPP) and uses descriptive research with a qualitative approach. The focus of the research uses the theory of e-government service quality (E-Govqual) according to Ari et al. (2021). The results showed: (1) efficiency, the PLAVON website is easy to access and uses language that is easy to understand; (2) reliability, services are completed on time; (3) trust, the PLAVON website has a guaranteed security system; (4) community support, the attitude of employees who can help applicants who have difficulties when making applications; (5) system quality, the website can function properly and does not error. A number of obstacles were also found such as the lack of up-to-date information on the flow of service procedures, uncomfortable waiting room conditions, limited number of employees, and unattractive website display.

Training on the Behavior Strategy of Salted Egg MSME Business Organizations in Facing Business Competition

organizational behavior is behavior that can influence organizational performance. Every organization should follow trends and patterns within the organization in order to maximize profits and survive for a long time. The rise of Micro, Small and Medium Enterprises (MSMEs) in 2024 requires every MSME to regulate its organizational strategy and behavior so that it can run its business smoothly. The rapid development of MSMEs which are attracting the attention of various groups means that MSMEs must have unique product characteristics that make them superior to others. Training on employee attitudes needs to be carried out in order to maximize marketing and maximize profits and non-profits for salted egg MSMEs. The method used in training is offline or face-to-face & mentoring, namely by analyzing and problem solving. The material provided is a business strategy in increasing competitiveness in the digital era. The material is presented through lectures, training, questions and answers, and demonstrations.

The Impacts of Digital Economy on the Digital Transformation of Small and Medium-sized Enterprises

Digital economy, as a new economic model after agriculture and industrial economy, is rising rapidly and gradually, becoming the main economic form of current society. This economic model is based on Internet information technology and regards big data as a core production factor. The digital economy contributes significantly to resource allocation optimization and the transformation of traditional sectors through precise identification and deep integration of data resources. In the meantime, small and medium-sized businesses, which are a significant component of the national economy, consistently hold a significant position in employment and technical innovation. The trend of small and medium-sized businesses going digital has become unavoidable in order to keep up with the growth of the digital economy. The purpose of this paper is to examine how the digital economy affects small and medium-sized businesses' digital transformations and to examine the relationship, present state, and difficulties between the two. The specific effects of the digital economy on the transformation of small and medium-sized businesses from the perspectives of production process, operation management, and product services, as well as the opportunities and difficulties posed by digital transformation, are then discussed in order to offer helpful resources and motivation for this process.