Employees Of Company Research Articles

Financial literacy and sociodemographic characteristics of the Mexican Petroleum Company employees

Financial literacy and sociodemographic characteristics of the Mexican Petroleum Company employees

Impacts of Expressed Gratitude and Apologies on Japanese University Students’ and Workers’ Perceived Closeness: Mediating Roles of Responsiveness and Predicted Outcome Values

ABSTRACT Literature on expressed gratitude and apologies has predominantly focused on their effects within the realm of interpersonal relationships. However, it is crucial to extend the examination of these communication styles to work settings, where interpersonal dynamics significantly impact productivity. To address this, two experiments were conducted to compare the impacts of expressed gratitude and apologies among Japanese university students and company employees. The initial experiment, involving university students (n = 139), revealed that expressed gratitude heightened responsiveness and predicted outcome values in comparison to messages lacking either gratitude or apologies. The subsequent experiment, encompassing company employees (n = 499), unveiled that the effects of messages varied based on the relative statuses of the message sender.

Leadership in the digital era: Exploring the nexus between leadership styles and job satisfaction. The mediating role of perceived organizational politics in Jordanian insurance companies

The study intends to determine how leadership techniques adjusted to the trends impact employee job satisfaction, considering the mediating influence of perceived organizational politics in light of the expanding influence of digital technology and virtual work settings. The study included a solid sample of 300 workers from different parts of Jordan. The employees filled out the questionnaire anonymously. 5-point rating Likert scales were used to capture a range of viewpoints. Using the Partial Least Squares software, this study applies Structural Equation Modelling analysis to examine the relationships between job satisfaction, perceived organizational politics, and leadership styles in Jordanian insurance companies. The study focuses on all employees of insurance companies in Jordan, including people working at various administrative levels. The most common length of job tenure was between one and five years (38.67%). Initial results show a strong beneficial relationship between transformational leadership philosophies and contentment at work (β = 0. 378, t = 6.266, LL = 0.483, UL = 0.718, p < 0.001). Similarly, transformational leadership had the highest standardized effect on perceived organizational politics with a coefficient of 0.443. Furthermore, the complex processes by which leadership philosophies tangentially affect job satisfaction levels are revealed by the role of mediation of perceived organizational politics.

Perceptions of organizational politics and organizational commitment: role of personal motive and ability

PurposeThis study expanded previous studies on the relationship between POP (Perceptions of Organizational Politics) and OC (Organizational Commitment); and it examined the mediating effect of OCM (Organizational Concern Motive) and the moderated mediating effect of PS (Political Skills). Based on the uncertainty management and expectancy theories, the mediating role of OCM was assumed; also, the moderated mediating effect of PS was assumed, because of the effect of the POP on members' motives would vary depending on each individual's ability to respond.Design/methodology/approachTo collect the required data for analyzing the research model of this study, a questionnaire was conducted on employees of South Korean companies and institutions. To verify the hypothesis of this study, the measurement and hypothesized models were analyzed sequentially.FindingsThe results of this study indicated that the OCM mediates the relationship between POP and OC. Furthermore, the mediating effect of OCM is moderated by PS. Specifically the negative effect of the POP on the OCM was mitigated in the group with proficient PS.Research limitations/implicationsTo mitigate the negative effects of POP, this study suggests that managers should provide fair evaluation and reward based on performance, and consider PS as an important factor in employee selection and education/training.Originality/valueThis study is original in that it presents the mechanisms of both variables in terms of an individual's motive towards the organization. Furthermore, this study is valuable in that it suggests ways to mitigate the negative effects of POP through PS.

Innovative Efforts and Employees’ Involvement in Food and Beverage Companies in Southwestern Nigeria

This paper examines the extent of manpower utilisation and innovative efforts in food and beverage companies in Southwestern Nigeria. Using a quantitative research approach, 229 employees of food and beverage companies were selected as respondents for the survey through random and snowballing sampling techniques. The study measurement model was assessed using exploratory and confirmatory factor analyses, and a structural equation model was subsequently estimated. Results show that only respondents’ career-skills utilisation (β = 0.235; p<0.01) contribute positively to innovative efforts of employees, while job satisfaction (β = -0.251; p<0.01) and willingness to adopt new technologies and responsibilities (β = -0.148; p<0.05) have a negative influence on innovation capabilities of the employees. The study concludes that the level of employees’ innovativeness is premised on the progress made in their professional career and level of skills utilisation in their present jobs.

Promotion of help-seeking intentions for balancing medical treatment and job content among employees of small companies: Focusing on cooperative work climate

This study examined the association between cooperative work climate and business owners' attitudes toward work climate and help-seeking intentions for balancing medical treatment and job (BTJ) by occupation among employees of small companies. In January 2024, we conducted an online survey of 1,800 full-time employees aged 20-64 years with no work restrictions due to illness working in small companies. After participants were provided a leaflet regarding BTJ, they were asked to indicate their intention to seek help in an imaginary situation where they had been diagnosed with cancer. We conducted a multivariate logistic regression analysis using a combination of cooperative work climate (low or high) and business owners' attitudes toward work climate (low or high) as the primary explanatory variable and help-seeking intentions regarding BTJ as the dependent variable, adjusted for relevant job-related variables. As a subgroup analysis, logistic regression analyses by occupation (i.e., white- or blue-collar workers) were also conducted. Among the 1,800 participants (602 females and 1,198 males), 1,350 (75.0%) reported an active intention to seek help regarding BTJ. Those who reported higher levels of cooperative work climate and lower levels of business owners' positive attitudes toward work climate (odds ratio (OR) 1.5, 95% confidence interval (CI) 1.07-2.1), as well as those who reported higher levels of work climate and business owners' attitudes (OR 2.0, 95% CI 1.4-2.9), were significantly more likely to reveal help-seeking intentions regarding BTJ than those who reported lower levels of work climate and business owner attitudes. Analyses by occupation also showed that for both occupation categories, those who reported higher levels of cooperative work climate and business owner attitudes toward work climate more frequently revealed help-seeking intentions than those who reported lower levels of work climate and business owner attitudes. Among participants working for small companies, regardless of occupation, those who reported higher levels of cooperative work climate and business owners' attitudes toward work climate were significantly more likely to reveal help-seeking intentions regarding BTJ. Our findings imply that (1) cooperative work climate has a stronger effect on help-seeking intentions regarding BTJ than business owners' attitudes toward work climate, and (2) both work climate and business owners' attitudes have a synergistic impact on help-seeking intentions regarding BTJ. Enhancing a cooperative work climate may promote help-seeking intentions among employees working for small companies, regardless of occupation.

Effects of Emotional Labor and Job Stress Perceived by Insurance and Asset Managers on Their Job Satisfaction.

Occupational stress is often high among the employees of insurance companies. We aimed to examine the effects of emotional labor and job stress on job satisfaction among insurance and asset managers and the moderating effect of regular exercise participation in these relationships. This study was conducted in October 2022. A total of 261 insurance and asset managers working at Samsung Life Insurance Company, Seoul, Republic of Korea, were selected using non-probability purposive sampling. Data were collected using questionnaires. The data collected were analyzed using frequency analysis, descriptive statistics, confirmatory factor analysis, correlation analysis, structural equation model analysis, measurement equivalence tests, multi-group structural equation model analysis, and parametric comparison analysis. Both emotional labor and job stress had a negative effect on the job satisfaction of insurance and asset managers (P< 0.05). Regular exercise participation moderated the relationship between emotional labor and job satisfaction (P< 0.05) but not the relationship between job stress and job satisfaction. The results of this study might help encourage devising of strategies that increase exercise participation among insurance and asset managers in order to reduce their emotional labor and job stress while simultaneously increasing their job satisfaction.

Generations and Work Motivation - Ageism and The Practices of Human Resource Management

Ageing is one of today's problems for societies and organisations, showing clear evidence that it is becoming a serious problem between generations. Age gaps cause distance between junior and senior workers, reflected in negative behaviour. For this reason, taking a global and broad view of intergenerationalism in the workplace is necessary.This work aims to validate the existence of different levels of motivation at work among different generations. We also hope to understand how human resource management practices contribute to retaining workers from other age groups.The work was carried out using a case study. Employees from one of Portugal's large clothing retail shops were consulted. The study was conducted in the Lefties group shops in northern Portugal. The analysis is quantitative. Several hypotheses were defined and validated using tests and a structural equation model. The results allowed us to characterise how each generation values the different human resource management practices. It also made it possible to analyse their relationship with the motivation perceived by the company's employees.

Connecting leaders and employees' affective commitment: a multilevel analysis

PurposeThis research aims to identify whether leaders' affective organizational commitment influences employees' affective commitment to both the leader and the organization. Additionally, the study explores the role of employees' emotional awareness in shaping these relationships.Design/methodology/approachExamining a sample of 154 leaders and 249 employees in multinational companies, this study adopts a multilevel approach.FindingsThe results reveal a positive influence between the two foci of commitment (leaders and organization) at both the leader and employee levels. Furthermore, it confirms that employees' emotional awareness plays a positive role in the commitment process.Practical implicationsThis research highlights the significance of implementing internal policies and measures that consider the various foci of commitment. To foster employees' commitment, it is crucial to establish a robust alignment between human resources management and leaders.Originality/valueThis study delves into the exploration of two commitment foci to deepen our comprehension of the directional relationship between them in the workplace. More specifically, our research scrutinizes the impact of leaders' affective organizational commitment on employees' affective commitment to the organization, while also analyzing its reciprocal influence on employees' affective commitment toward their leaders.

A STUDY ON THE FACTORS INFLUENCING THE TURNOVER BEHAVIOR OF NEW GENERATION EMPLOYEES IN INSURANCE COMPANIES

Along with the rapid development of the insurance industry, the requirements for insurance practitioners are also increasing. From traditional insurance businesses to digital businesses, employees are required to maintain a high level of learning and work abilities in order to face the complex and ever-changing market environment. The advantages of the new generation of employees are their strong work ability and high learning ability, but the disadvantages are that they have distinct personalities and do not attach enough importance to the authority of their leaders. They like to act according to their own style when doing things. Using the new generation of employees properly can benefit the organization, but improper use can cause harm. With the increasing proportion of new-generation employees in the organization, how to effectively manage them, reduce their turnover rate, and ensure the stable development of the talent team is an issue that organizational management should pay attention to. Empirical analysis shows that three influencing factors, namely organizational fairness, promotion channels based on the term target responsibility system, and a highly flexible salary structure, can reduce the probability of turnover behavior among the new generation of employees in insurance companies. The highly flexible salary structure has the greatest impact on the turnover behavior of new generation employees in insurance companies, proving that addressing the material needs of new generation employees can stabilize the talent pool of new generation employees.

A STUDY OF FACTORS INFLUENCING WORK ENTHUSIASM OF THAI EMPLOYEES OF CHINESE ENTERPRISES IN THAILAND (THE CASE STUDY OF Z RUBBER COMPANY)

With China's "Belt and Road" and "Going Global" initiatives implemented, an increasing number of Chinese enterprises are investing and establishing operations in Thailand. Among these companies in Thailand, Thai employees constitute the primary human resources. Many Chinese enterprises still rely on management practices based on Chinese experience; however, this approach does not entirely align with the actual situation of Thai employees. This misalignment between management practices and employee realities has a direct impact on Thai employees' work enthusiasm, thereby influencing market competitiveness and sustainable development of Chinese enterprises in Thailand. Taking Z Rubber Thailand Company as an example, this paper aims to explore methods to enhance the work enthusiasm of Thai employees by drawing on previous research on employee work enthusiasm. This study conducted a questionnaire survey of Thai employees at Z Rubber Thailand Company, resulting in 312 valid responses. The analysis revealed that six factors primarily influence the job enthusiasm of Thai employees in Sino-Thai companies: job characteristics, promotion opportunities, work relationships, working conditions and environment, salary policies, and welfare policies.

A STUDY OF THE IMPACT OF EMPLOYEE LOYALTY ON ORGANIZATIONAL PERFORMANCE BASED ON IMPROVING ORGANIZATIONAL COMMITMENT

This study explores the intrinsic mechanism by which organizational commitment affects organizational performance. The study introduces employee loyalty as a mediating variable, perceives organizational support as a moderating variable, and constructs a moderated mediating effect model based on these variables. We conducted an empirical test with hierarchical regression and other methods, utilizing survey data from 335 employees in Chinese companies. The results revealed that: 1) all three dimensions of organizational commitment positively influence employee loyalty, with affective commitment having the strongest effect; 2) employee loyalty partially mediates the relationship between various dimensions of organizational commitment and organizational performance; 3) the relationship between various dimensions of organizational commitment and organizational performance; 4) the sense of organizational support positively moderates the relationship between organizational commitment and employee loyalty; and 5) employee loyalty typifies organizational performance improvement by enhancing employee performance and work engagement. This study expands research on the relationship between organizational commitment, employee loyalty, and organizational performance. Additionally, it enriches the relevant theoretical connotation and provides useful enlightenment for enterprises to enhance employee loyalty and improve organizational performance.

핀테크 이용자의 통합기술수용요인과 사용자특성이 지속사용의도에 미치는 영향

Purpose: The purpose of this paper is to examine the effects of Effort Expectancy, Performance Expectancy, Social Influence, and Facilitation Condition on Continuance Intention through Innovation Resistance and Trust, based on the Unified Theory of Acceptance and Use of Technology among FinTech users. Research design, data, and methodology: The data for this study were collected through surveys distributed to employees of related companies in the Busan-Ulsan-Gyeongnam region, with 300 questionnaires distributed and 289 retrieved. After excluding 22 questionnaires due to insincere responses or missing data, a total of 267 valid questionnaires were used for statistical analysis. The analysis involved ensuring the normality of variables through descriptive statistics, verifying reliability with Cronbach's alpha values, confirming validity through exploratory factor analysis, and testing hypotheses with structural equation modeling. Results: The impact of Effort Expectancy on Innovation Resistance was rejected, while the impact of Performance Expectancy on Innovation Resistance was accepted. The effects of Social Influence on Innovation Resistance and Facilitation Condition on Innovation Resistance were both rejected. The impact of Effort Expectancy on Trust and the impact of Performance Expectancy on Trust were accepted. The effects of Social Influence on Trust were rejected, but the impact of Facilitation Condition on Trust was accepted. The influence of Innovation Resistance on Continuance Intention was rejected, while the impact of Trust on Continuance Intention was accepted. Implications: By analyzing the causes and effects of Innovation Resistance to FinTech services, this study presents a model for predicting Innovation Resistance that can be applied to various FinTech services. This is crucial for minimizing resistance and enhancing acceptance during the development of new FinTech services, providing a foundation for effective recommendations and marketing strategies for contact-less services based on the results of this study.

A STUDY ON THE IMPACT OF ORGANIZATIONAL INNOVATION CLIMATE AND PROFESSIONAL IDENTITY ON EMPLOYEE INNOVATIVE BEHAVIOR IN THE LIVE STREAMING E-COMMERCE INDUSTRY

With the rapid development of the digital economy, live streaming e-commerce has become a new format and trend in e-commerce. However, the live streaming e-commerce industry is becoming more homogeneous, and companies urgently need to enhance their competitiveness through employee innovation. This article aims to explore the factors that influence the innovative behavior of employees in live-streaming e-commerce companies and provide a theoretical basis and practical guidance for companies to implement innovation-driven development strategies. Based on social identity theory and motivation theory, this study constructed a research model on "the impact of live broadcast e-commerce organizational innovation atmosphere and professional identity on employee innovative behavior". Sample data were collected through questionnaires, and statistical analysis methods were used to test the research hypotheses. The research found that: 1) organizational innovation climate positively affects employee innovative behavior, and work motivation plays a partial mediating role between the two; 2) professional identity positively affects employee innovative behavior, and organizational identification plays a partial mediating role between the two; and 3) employees with different personal characteristics have significant differences in their innovative behaviors.

Employee Performance Assessment Model in Survey Service Companies Using Analytical Hierarchy Process and Naive Bayes

Assessment of the performance of employees of a survey service company produces a final score that is not in accordance with the company's transformation strategy in responding to external challenges and demands. The variable assessment process still uses 180 Degree Feedback which is one-way from superiors to employees. This makes the company's learning and growth activities, especially in the human resources department, not occur. Therefore, companies should improve the assessment model to become a tool for acquiring highly qualified performing employees. This study contributes to obtain a more comprehensive employee performance assessment model proposal and evaluate the model so that it can be implemented. The research limitation lies in the use of data, namely contract employees with the position of Project Manager. This study uses the Analytical Hierarchy Process and Naïve Bayes methods to obtain variable weights. Based on the results of the analysis, it was found that SOE (State Owned Enterprises) AKHLAK was a new variable. The classification of the assessment variables is divided into Performance and Behavioral aspects based on the Minister of SOE Regulation. Changes that occur include formulas, mechanisms, and rating scales. The results of the verification and validation show that the model is in accordance with the design so that it can be implemented. Model trials with 360 DF show that PM's final score has a good chance of being assessed as a full-time employee. This valuation model can change along with company policies in responding to internal and external changes.

MANAGEMENT PRACTICES: SHAPING EMPLOYEE SATISFACTION AND COMMITMENT IN LARGE GERMAN COMPANIES

The rapid evolution of the political, economic, and social landscape has generated increased interest in understanding the contextual application of Management styles and behaviours toward employees. In this context, organizations must comprehend and assess employee satisfaction to enhance productivity and realize their strategic and economic goals. Therefore, this study aims to investigate the prevailing and significant Management behaviours toward employees in large German companies and their impact on employee satisfaction and job commitment. To achieve the research objective, the study will employ a qualitative method to explore Management behaviours toward employees. Data was collected through interviews with randomly selected Managers from different companies and departments. The study aims to uncover discrepancies or variations in employee expectations regarding Management behaviour. The findings will provide a better understanding of the most prevalent and significant Management behaviours toward employees in large German companies and their impact on employee satisfaction and job commitment. The results will be valuable to Management in adopting suitable leadership styles and improving employee satisfaction, leading to increased productivity and organizational performance. The research will contribute to the existing body of knowledge in the field of Management and human resource Management by providing insights into the impact of Management behaviours on employees. It will also offer recommendations to Management on how to enhance employee satisfaction and job commitment, leading to improved organizational performance. In conclusion, this study will investigate the prevailing Management behaviours toward employees in large German companies and their impact on employee satisfaction and job commitment.

THE IMPORTANCE EMPLOYEE ENGAGEMENT IN MEDIATING PERCEIVED ORGANIZATIONAL SUPPORT ON JOB PERFORMANCE

Employee engagement mediates work performance and perceived organisational support in this study. This study examines how perceived organisational support affects job performance, employee engagement, and job performance in shoe SMEs in East Java, as well as whether employee engagement mediates the relationship between the two. Partial Least Squares regression using SmartPLS version 3.0 showed that perceived organisational support directly affected job performance. This suggests that organisational effectiveness improves with perceived support. Employee involvement indirectly impacts job performance. However, the indirect effect is still smaller than the direct effect of perceived organisational support on job performance, indicating that employee engagement owned by company employees cannot mediate the relationship. To boost employee performance, an organisation must increase perceived organisational support. To test model mediation, review employee involvement. Assessing employee performance and organisational support requires further assessments. Employee engagement can be influenced by internal and external influences, unlike many researches.

‘I too in couplets would attempt to paint / Our varied woes, and versify complaint’: Poetic Form and Knowledge in Early Nineteenth-Century Satirical Poetry by East India Company Employees

This essay explores the ways in which employees of the East India Company (EIC) used the subversive form of satirical poetry during the early decades of the nineteenth century as one way of undermining orientalist bodies of knowledge that had guided previous policies of governing British India. Moreover, it will also be examined how these satires made use of widely known formal arrangements and poetic conventions of neoclassical poetry in order to undermine or break with previously accepted orientalist values of governance and related bodies of knowledge that were central to the education and training of new company officials during the latter decades of the eighteenth century. The specific case of the EIC will be used as a springboard for further discussions about whether similar instances of adapting metropolitan poetic conventions in colonial settings were common in other European imperial spaces on the subcontinent, such as Portuguese India.

Engineering Approach to Explore Language Reflecting Well-Being

Although well-being is helpful in measuring the state of society from various perspectives, past research has been limited to (1) questionnaire surveys, which make it difficult to target a large number of people, and (2) the major indices focus on individual factors and do not incorporate group factors. To tackle these issues, we collected daily reports from the company employees that included text, their individual subjective well-being, and team subjective well-being. By using the collected data, we constructed a well-being estimation model based on the Large Language Model and examined an indicator called ``sharedness index'', as a state of the team that influences an individual well-being, measured using both score- and text-based methods.

The Relationship between Perceptions of High-Performance Work Systems and Corporate Social Responsibility (CSR) Considering the Moderating Effect of a Positive Diversity Climate

Companies have shown interest in advanced human resource management as a means to secure distinctive competitive advantages for organizational survival and growth through sustainable management systems. Hence, in the current context, where sustainability in business is a growing concern, the objective of this study was to investigate the relationship between high-performance work systems and a company’s social performance, taking into account the organizational climate as a situational variable. Specifically, this study aimed to analyze the impact of perceptions of a high-performance work system on the perception of a company’s social responsibility (CSR) among employees of Jordanian companies with an organizational size of 300 or more. This study used 175 valid questionnaires, and SPSS and AMOS 24 were used to test the hypotheses. The results showed that there was a positive relationship between the perception of a high-performance work system and the perception of a company’s CSR. Furthermore, this study found that a positive diversity climate could enhance the positive relationship between the two. These findings suggest that high-performance work systems can contribute to the development of sustainable human resource management systems and that a positive diversity climate is essential in shaping these systems. Based on these results, it is recommended that companies implement HPWSs and encourage workforce diversity to maximize the value of CSR activities and ensure their sustainability.