Different Levels Of Employees Research Articles

Evaluation of Factors Affecting Job Satisfaction Pathways for Improved Sustainable Business Performance in Emerging Economies

Job satisfaction is one of the vital needs of almost every employee in any well-structured organization. Any shortfall in the anticipated level of employee job satisfaction would affect the employees' contribution to organizational effectiveness. The purpose of the research is twofold. It aims to study the relationship between different levels of employees' job satisfaction in organizations and the impact of employee job satisfaction on the nature of roles performed by employees. The study found that employees' job satisfaction significantly impacted their performance and productivity in the organization. Also, the significant impact of employee satisfaction has been found on the employee commitment to work. Furthermore, the significant outcome on organizational performance can be seen as the result of job satisfaction. The study results would help an organization understand the value of job satisfaction for an employee, which could help increase organizational commitment.

Fear of pandemic and associated challenges of employees’ engagement in Asia: the critical role of support in a post pandemic context

Purpose This study aims to highlight the moderating role of perceived organizational, supervisory and coworker’s support in weakening the negative relationship between fear of pandemic (FOP) and employee’s engagement in the Asian organizations. Furthermore, this study also aims to explore the role of employees’ engagement as an intervening mechanism, which mediates the relationship between FOP and employee’s performance in an Asian postpandemic context. Design/methodology/approach Based on extensive review of recent literature and sound theoretical reasoning, the authors have developed a comprehensive conceptual framework (with related theoretical propositions) which provides clear guidelines as to how Asian Business Managers/organizations can minimize the adverse effect of the employee’s fear triggered by the pandemic at the workplace and how provision of effective and timely organizational/interpersonal support (i.e. organizational, managerial and coworkers level support) can help Asian Managers address various workplace challenges created by the pandemic moving forward. This study has further validated the proposed conceptual framework and related theoretical propositions by conducting an in-depth bibliometric analysis and by developing clusters of the co-occurrences based on most recent/ relevant literature published in the area. Findings This study advances the knowledge in the areas of FOP and organizational support in particular. A comprehensive review of the literature clearly indicates how effective organizational, supervisory and peer support mechanism can help Asian Business Managers in alleviating the negative impact of the FOP on various employee level outcomes such as employees “engagement and performance” and how it can help Asian firms in addressing the associated challenges while working in a postpandemic context. Later on, an in-depth bibliometric analysis of the literature has revealed emerging knowledge patterns in the field and has indicated several key gaps in the existing literature which further confirms the theoretical framework and the propositions related thereto. Originality/value Though several researchers have previously examined the fear created by COVID-19 at workplace, relatively fewer researchers have tried to link it up with employees’ level of involvement/ engagement at workplace. Even fewer researchers have tried to examine the vital role that organizational, managerial and peers support can play in minimizing the adverse effects created by pandemic-induced fears for employees’ productivity and performance in an Asian workplace context. Furthermore, hardly any efforts have been made to look at this popular notion of employees’ engagement as an intervening mechanism which carries a significant potential to mediate the relationship between FOP and employees’ job performance. This study aims to bridge all these gaps by integrating the two main streams of knowledge together, i.e. Four Horsemen of Fear and Organizational Support theory. Based on strong theoretical reasoning, an in-depth review and a bibliometric analysis of the relevant literature, the authors have developed a comprehensive conceptual framework which explains how various levels of support may interact with FOP to predict different levels of employees’ engagement in a contemporary Asian workplace and how this in turn may impact employees’ job performance while at work.

Social Responsibility and Value in enterprises and companies

The purpose of this study is to discuss the impact of social responsibility on the company's value. Taking Xiaomi Company as a case, the research objects are decision-making level, management level and grass-roots employees by questionnaire survey. The sampling method is purposive sampling. 125 groups of samples (decision-making level and management level) and 623 groups of samples (grass-roots employees) are sampled. Hierarchical model (HLM) and hierarchical regression are used to analyze the positive impact of different levels of employees on social responsibility on the company's value and verify it.

Technostress, Work-home Boundary, and Emotional Exhaustion During the Crisis of COVID-19

Since the start of the pandemic, many employees have not been able to work in the usual way due to restrictions imposed by national and local governments to control COVID-19. This made technologies that support home working a critical factor for organizations to weather the crisis. However, solutions to this form of work-home invasion may depend on different levels of employees’ work-home boundaries and boundary tactics. Positive or successful adaptions toward the work-home spillover (e.g., high level of psychological detachment) may minimize employees’ perceived negative effects. On the other hand, negative or failed adaptions or strategies toward the work-home spillover may increase negative consequences for employees’ well-being (e.g., high level of emotional exhaustion). This study investigates the relationships between positive and negative adaption techniques and well-being and their implications for the organizations and employees in the context of COVID-19 pandemic. Particularly, we evaluate the relationship among technostress, work-home boundary, psychological detachment, and emotional exhaustion. Findings reveal that psychological detachment mediates the relationship between technostress and emotional exhaustion. Importantly, results also prove that when the boundary strength at home partially mediates the relationship between technostress and emotional exhaustion, psychological detachment could moderate the impact of technostress on emotional exhaustion. We examine the implications of these findings for both organizations and HR professionals working in the COVID-19 pandemic.

Measurement of CSR Performance in Manufacturing Industries

The study aims to measure what factors influence corporate social responsibility (CSR) in manufacturing industries and how organizational strategic planning (OSP) instigates the factors to achieve better CSR performance. Structural equation modeling (SEM), along with exploratory factor analysis (EFA) has been used to analyze the data collected from the different levels of employees from the manufacturing industries of Bangladesh. The study finds that the OSP has a significant impact on social accountability and social investment (SASI), ethics and human resources (EHR), environmental protection and sustainability (EPS), and green practices and performance (GPP). The findings of the study suggest that the policymakers and stakeholders of the manufacturing industries should be more conscious of formulating sound strategic planning to ensure better CSR performance.

Does Job Satisfaction Differ at Different Levels of Employees? Measurement of Job Satisfaction among the Levels of Sugar Industrial Employees

Purpose: The main purpose of the present study is to find comparative job satisfaction scores between different levels of employees (foremen and workers). Design/Methodology/Approach: Researcher has selected sugar industrial sector of Bangladesh as research ground. On the basis of stratified random sampling, 300 respondents have been selected from 5 (five) state-run sugar mills. This study is absolutely based on primary sources of information. To measure job satisfaction, the Job Satisfaction Index (JSI) developed by Brayfield and Rothe (1951) has been used in this study. This study conducted a face-to-face interview with a scheduled of questionnaire for data collection and the core value of workers satisfaction and dissatisfaction that they feel from working in different sugar mills in Bangladesh are placed here. Data were analyzed using SPSS (Statistical Package for Social Science). Findings: The research exposed that a pointedly higher percentage of the foreman was gratified with their existent job but not statistically significant. The study also revealed that some job-related factors have the significant contribution on job satisfaction than those of personal factors for both groups of respondents. Originality/ Value: This paper investigated the impact of job facets and personal factors on job satisfaction of the employees. This study used primary data sources. The study suggested that pay, recognition for good work, participation in decision making, promotion, and good relationship with colleagues were more important as determinants of job satisfaction, so superfluous prominence should be given on these for humanizing workplace pleasure of the workers and foremen of sugar industry.

Factors Influencing Employee Motivation: A Case Study of Padma Kanya Multiple Campus in Kathmandu

Motivation is the set of forces that make employees willing to behave in an organization. It is a crucial function of management or human resource management. The study’s objectives are to determine employees’ motivating factors as well as to identify employees’ general attitudes towards existing motivational factors. The qualitative research method was used. Primary data were collected adopting focus group discussion, observation, and interviews. Administrative and unranked employees of Padma Kanya Multiple Campus (PKMC) were selected for study by applying the case study method. Thematic analysis of data was applied. The most important motivating factor for both temporary administrative and unranked employees (helpers in office) was job security followed by pay and overtime remuneration. Administrative employees, to great extent, need intrinsic rewards particularly recognition, responsibility, promotion, and fairness whereas unranked permanent employees also, to some extent, were influenced by intrinsic factors such as recognition, equality, fairness. A different motivating factor may apply to different levels of employees in terms of their needs and desires. The general attitude of the research participants regarding motivation seems to be poor. So, both extrinsic and extrinsic factors should be improved.

Transformation To An ICT Enabled M-Learning Environment - An Organisational Perspective

With constant changes sweeping across the world, technology and transformation management is an unavoidable strategic tool for all organizations. Adding on to it, the manifestation of mobile phone usage necessitates its adoption. If an organisation is not able to identify, strategize and transform to this new technology it is likely to miss out on a lot of opportunities that offer scope for sustainability. This research paper intends to understand the path of transforming from a traditional to an ICT enabled mobile-learning (M-learning) environment. Primary data was collected using questionnaires from employees of an ITES organisation who were to adopt a mobile platform to undergo training. The constructs like awareness, perceived benefits and difficulties, technological factors, organisation support were considered as determinants of transformation to m-learning. Data analysis was done using SPSS software. It was found that transformation to mobile based methodology is smoother if the user understands the ensuing benefits. On the other hand, perceived difficulties act as a deterrent to the transformation. Hence the key to success of the transformation is to keep the end user in mind. Further exploration of other similar training platform provided to different levels of employees and different modules are yet to be explored.

Skill Enhancement Through Training for Employees in the Commercial Printing Industry

In the present scenario, employee training is considered as the source of gaining a competitive advantage. Employee training refers to the process of increasing the knowledge and skills of the workforce to enable them to perform their jobs more effectively. Skills enhancement is all about getting the skills you need to succeed at work. Skill enhancement is required in specific technical skills and essential skills. The technical skills and knowledge needed for work are changing all the time now, and therefore, everyone needs to be learning throughout their careers to stay relevant and competitive. The aim of this research was to study the enhancement of skills through training at different levels of employees in the commercial printing industry. The paper described and explored that training in any of these areas will help to develop skills that will enhance their effectiveness at different levels of employees in the commercial printing industry. The hypotheses were formulated to determine the association between training needs and enhancement of skills at different levels of employees in the commercial printing industry. Data was collected using questionnaires and interview. The research paper concluded that different levels of employee skills can be enhanced through training in the commercial printing industry.

The Role of Labour Inspectorates in Tackling the Psychosocial Risks at Work in Europe: Problems and Perspectives.

Significant changes in the past year have taken place in the world of work that are bringing new challenges with regard to employee safety and health. These changes have led to emerging psychosocial risks (PSRs) at work. The risks are primarily linked to how work is designed, organized, and managed, and to the economic and social frame of work. These factors have increased the level of work-related stress and can lead to serious deterioration in mental and physical health. In tackling PSRs, the European labor inspectorates can have an important role by enforcing preventive and/or corrective interventions in the content and context of work. However, to improve working conditions, unilateral interventions in the context and content of work are insufficient and require adopting a common strategy to tackle PSRs, based on a holistic approach. The implementation of a common strategy by the European Labor Inspectorate for tackling PSRs is restricted by the lack of a common legislative frame with regard to PSR evaluation and management, the different levels of labor inspectors' training, and the different levels of employees' and employers' health and safety culture.

Framework of Training for Lean Service

The direct applicability of human resource activities in Lean service, hitherto, a relatively unexplored field have been focused in this paper. The seven major lean principles have the potential of being applied for significant improvement in organizational performance and creation of congenial environment in the organization. Out of the seven principles, elimination of waste, thereby creating value-added service is one of the major strategic imperatives in the present scenario. Training, one of the constructive subsystems of the HRD system, has the potential of playing an important role in realizing this objective. Lean training, typically characterized as mutual training with a holistic developmental perspective encompassing both trainers and trainees, is different from traditional training approaches. An attempt is made to identify the quintessential features of training initiatives for different levels of employees and propose some guidelines which may be advantageously referred to by senior management to design tailor-made lean thinking module.

The Importance of Right Person in the Right Place at the Right Time in Private Healthcare Sector in Pakistan: A Case Study of Rehman Medical Institute (RMI)

Right person in the right place at the right time is one of the most important key for an organization to get and sustain competitive advantage. The importance of human resources and especially in healthcare sector has always been an important area of research both in developed and developing countries. The objectives of this study was to identify and evaluate the recruitment and selection strategies and practices and its effectiveness in private healthcare sector in the province of Khyber Pakhtunkhwa (KPK) Pakistan and also to examine the perceptions and experiences of key players regarding these practices. Being exploratory in nature, researchers have selected RMI as a case for this study. Data was collected through interviews from different levels of employees in RMI. Constant comparative method was used for analyzing the data. Results present that though the effectiveness of the process is encouraging, yet there is no written, coherent and centralize recruitment and selection strategy in RMI. It is true that RMI follows the main stages mentioned in competency based approach but the criteria and methods of recruitment and selection for all levels are not the same.

An empirical research on the relationship between human capital and innovative capability: A study on Taiwan's commercial banks

This study reveals the relationships between human capital and innovative capability. It also suggests that the larger the commercial banks’ human capital, the stronger the innovative capability. The implication is that enterprises should cultivate high human capital rather than simply treating employees as costs. For different levels of employees, the required capabilities clearly differ. Therefore, the leaders’ characteristics, and the open-mindedness, vision and execution of core employees are more significant than for low-level employees. This research is focused on the banking industry rather than the high technology or manufacturing industry, and it is believed the findings will be beneficial to developing countries, such as Latin American countries or Asian Pacific countries.

The management of deshopping and its effects on service

PurposeDeshopping is the return of products, after they have fulfilled the purpose for which they were borrowed. Previous research indicates that deshopping is a prevalent and growing consumer behaviour. This paper seeks to examine deshopping from a retail perspective. It is a case study of interviews conducted with a mass‐market retailer, to investigate their awareness and management of this behaviour.Design/methodology/approachThis paper is a case study of nine interviews conducted with different levels of staff at a mass‐market retailer in their flagship London store, to investigate their awareness and management of deshopping.FindingsThe findings demonstrate the beliefs, attitudes and emotions of the different levels of employees towards deshopping and demonstrate their attempts to manage deshopping and combat the negative affects of this on customer service.Research limitations/implicationsThe limitation of this research is that it is only conducted with one high‐street retailer. However, it is important to highlight that this is a large women's wear retailer which is highly representative of other retailers within the sector. There is little detail given regarding the retailer itself or their fundamentals of the actual customer service policy; this is due to the confidentiality agreement between the researcher and retailer. It is important to acknowledge the sensitivity of this type of research to retailers who are reluctant to have this information publicised. It is also important to acknowledge that many retailers have not made any attempts to manage this behaviour by restricting their returns policy. So, this research case study is conducted with a retailer that is actively introducing change to manage this behaviour.Practical implicationsThe research concludes with the implications of deshopping and its management and makes recommendations on how to reduce deshopping whilst maintaining customer service for the genuine consumer.Originality/valueThis is the first case study with a mass‐market retailer, highlighting their approaches towards managing deshopping whilst trying to maintain customer service.

IT Training as a Strategy for Business Productivity in Developing Countries

Most existing studies on technology training address the operational issues of training process (e.g., training needs assessment, learning, delivery methods, etc.). The strategic concerns of IT training for enhancing business productivity largely are not addressed by the current literature. In this article, we explore the strategic concerns of IT training in hierarchical organizations, which are typically prevalent in developing countries. We synthesize various ideas in the literature on change management, training needs analysis, and IT adoption in order to evolve a strategic IT training framework for hierarchical organizations. The proposed framework recognizes the differences in IT training requirements for different levels of employees and suggests a differentiated training content for different segments of employees. The training framework provides an actionable and comprehensive tool that can be used for systematically planning IT training for enhancing productivity of organizations.

The Impact of Human Resource Practices and Compensation Design on Performance: An Analysis of Family‐Owned SMEs

A sample of 168 family‐owned fast growth small and medium enterprises (SMEs) was used to empirically examine the consequences of five human resource practices on sales growth performance. The results suggest that training and development, recruitment package, maintaining morale, use of performance appraisals, and competitive compensation were more important for high sales‐growth performing firms than for low sales‐growth performing firms. In addition, we examined the use of incentive compensation in the form of cash, noncash, and benefits and perks for four different levels of employees in family‐owned SMEs. The findings suggest that high sales‐growth performing firms used more cash incentive compensation at every level in the organization.

Measuring the Quality of Services

Attempts to illustrate how an internal climate survey can be used as a measurement tool to assess the level of quality in the service sector. Internal climate should ideally be determined by examining a cross‐section of an organization. In an empirical study of two public mental health and mental retardation (MHMR) agencies, middle managers were initially believed to be more resistant to the introduction of a quality improvement process than line workers. Two hypotheses regarding internal climate among different levels of employees were tested. Results from this study provided insight for top managers of both public agencies to facilitate their total quality management processes.

Training the Employment Interviewer

AN article on the means of making employment interviewers more efficient in selecting and allocating applicants for johs has been written by John Munro Fraser in the current issue of Psychology at Work (2, No. 2, May 1949). These courses have been organise by the National Institute of Industrial Psychology and are arranged in groups of three, the first of the group having been started in September 1946 to provide instruction in the systematic approach to selection and allocation and to give supervised practice in interviewing. On the second course, which was arranged some months later, students are given more intensive practice in interviewing. A little later the third course takes place, and here the personnel officers attending are shown how to use and interpret a series of intelligence tests suitable for different levels of employees. Already a number of these grouped courses have been arranged in different parts of Great Britain, and the results have been entirely satisfactory, a reasonable standard of competence having been reached by the students.