Employee Perceptions Research Articles

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.

Assessing career success: the role of protean career attitude, organizational learning practices, and employability perception

Assessing career success: the role of protean career attitude, organizational learning practices, and employability perception

Lean and employee-driven digital process innovation behaviour: the mediating role of how employees perceive the lean degree

This study examines the interplay between digital lean methods, the perceived lean degree and the digital process innovation behaviour of employees. By analysing survey data from different industries and roles, we present comprehensive insights into the relationship between digital lean methods and employee-driven innovation. Specific digital lean methodology categories show nuanced effects on digital process innovation behaviour. Although the perceived degree of lean has a positive effect on innovation, mediation analyses show that only the lean categories ‘process and equipment’ and ‘human resources’ significantly influence this relationship through mediation. In terms of practical implications, these findings highlight the importance of tailoring implementation strategies and improving employee perceptions. The study extends theoretical understanding by highlighting the role of actual perceptions and calls for future research to explore the specific lean categories and their different effects on digital process innovation behaviour in greater detail.

Examining the impact of psychosocial safety climate on working conditions, well-being and safety of healthcare providers: a scoping review

BackgroundIn contemporary healthcare systems, the well-being and safety of healthcare providers are pivotal for sustaining a resilient healthcare system. The concept of Psychosocial Safety Climate (PSC) emerges as a crucial framework influencing job design and employee perceptions in organisational settings, although its application within healthcare settings remains relatively underexplored. The aim of this review was to explore the buffering effect of PSC and its impact on working conditions, well-being and performance.MethodThis scoping review followed Arksey and O’Malley’s recommendations and PRISMA-ScR reporting checklist. Databases, including PubMed, Scopus, Central, JSTOR, and additional online sources such as Google Scholar were searched. Only peer-reviewed studies published in English that have measured PSC using PSC-12 or PSC-4 were included in this study.FindingsHigh PSC environments correlated with enriched job resources, fostering resilience, positive job performance, and reduced job demands. Conversely, low PSC settings were linked to increased job demands, compromised well-being, and adverse job performance outcomes. Notably, PSC acted as a buffer, mitigating the negative impacts of high job demands on well-being and reinforcing positive associations between job resources, support, and performance facets among healthcare professionals.ConclusionThis review highlights the pivotal role of PSC in shaping the work environment, well-being, and performance of healthcare providers. Prioritising PSC within healthcare settings is crucial to safeguarding the well-being of healthcare providers and improving patient outcomes. Future research should further explore the relationships between PSC, burnout, and other influencing factors, employing diverse methodologies to capture its comprehensive impact within healthcare settings.

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.

Pengaruh Sistem Aplikasi Berbasis Web Etos Terhadap Kinerja Karyawan Operasional Dalam Kegiatan Bongkar Muat pada PT. Prima Nur Panurjwan

Loading and unloading operations include the transportation of goods using land transportation. To carry out these freight transportation activities, the method or service procedure requires the availability of appropriate facilities or equipment. Effective and efficient employee performance is needed by a company because that will advance a company. Employees are expected to work more effectively, with easier access to the information needed, and better coordination between teams. This study aims to discuss the effect of the Electronic Terminal Operation System (ETOS) application system on the performance of operational employees in loading and unloading activities at PT Prima Nur Panurjwan and find out employee perceptions of the ETOS application system affecting the performance of operational employees in loading and unloading activities. This research uses quantitative methods, with questionnaire and observation data collection techniques and data analysis patterns using instrument tests, classical assumption tests, simple regression analysis, determination tests, and t tests. The results of this study validate the research hypothesis that there is a significant influence between the ETOS application system on employee performance at PT Prima Nur Panurjwan.

You, Me, and the AI: The Role of Third‐Party Human Teammates for Trust Formation Toward AI Teammates

ABSTRACTAs artificial intelligence (AI) becomes increasingly integrated in teams, understanding the factors that drive trust formation between human and AI teammates becomes crucial. Yet, the emergent literature has overlooked the impact of third parties on human‐AI teaming. Drawing from social cognitive theory and human‐AI teams research, we suggest that how much a human teammate perceives an AI teammate as trustworthy, and engages in trust behaviors toward the AI, determines a focal employee's trust perceptions and behavior toward this AI teammate. Additionally, we propose these effects hinge on an employee's perceptions of trustworthiness and trust in the human teammate. We test these predictions across two studies: (1) an online experiment comprising individuals with work experience that examines perceptions of disembodied AI trustworthiness, and (2) an incentivized observational study that investigates trust behaviors toward an embodied AI. Both studies reveal that a human teammate's perceived trustworthiness of, and trust in, the AI teammate strongly predict the employee's trustworthiness perceptions and behavioral trust in the AI teammate. Furthermore, this relationship vanishes when employees perceive their human teammates as less trustworthy. These results advance our understanding of third‐party effects in human‐AI trust formation, providing organizations with insights for managing social influences in human‐AI teams.

Employer's Perception on the Performance of NEUST Tourism Management Graduates: Basis for Career Development Plan

This study examines how employers perceive tourism graduates, focusing on their workforce readiness, identifying gaps in knowledge and skills, and assessing the alignment between their education and industry requirements. It also explores employer expectations concerning leadership capabilities, sustainable practices, and overall performance in both local and global tourism contexts. The research utilized self-assessment surveys, based on a five-point Likert scale, involving 10 NEUST Tourism Management graduates. Using a descriptive survey method, the study collected data on the graduates’ personal backgrounds, professional performance, and job evaluations provided by their supervisors. Findings consistently revealed high levels of performance and employer satisfaction in areas such as research, teamwork, resource management, critical thinking, cultural awareness, and sustainable practices (SOP 2). Employers also expressed satisfaction with the graduates' time management, resource accessibility, and ability to handle stress related to workloads, conflicts, and workplace transitions (SOP 3).

IT employee perceptions: life satisfaction achieved through job satisfaction and influencing factors

IT employee perceptions: life satisfaction achieved through job satisfaction and influencing factors

Employer Perception on Graduate Employability: Evidence from Uttar Pradesh

Employer Perception on Graduate Employability: Evidence from Uttar Pradesh

Being Innovative at Work Through Psychological Contract for Sustainable Human Development

This research investigated the impact of the psychological contract on employees' innovative behaviour in Small and Medium Enterprises (SMEs) in the tourism industry. The dimensional approach to the dynamic concept of psychological contract and innovative work behaviour was used to demonstrate employee perception. Survey data were collected from 327 employees across 19 SMEs in Central Java, Indonesia. The psychological contract was found to positively affect innovative work behaviour. Perceptions of psychological contract fulfilment have an impact on the increases in innovative work behaviour. These results highlight the importance of examining the dynamic concept of psychological contract on fostering innovative related behaviour on the context of SME's.

A Study on Employees Perception Towards Online Job Portals with Reference to SRM Group

This Abstract discusses the importance of employees' perceptions towards online job portals, shedding light on their preferences, usage patterns, and suggestions for improvement. Throughan analysis of 180 respondents, it is revealed that online job portals play a crucial role in the job search process, with platforms like LinkedIn and Naukri being favored for their reliabilityand relevance. Despite a high usage rate and overall positive attitudes, concerns regarding security and privacy remain significant. Additionally, the study identifies gender-based differences in perceived career opportunities and highlights the importance of continuous improvement in user interface, search functionality, and security measures to meet evolving user needs. Ultimately, this research underscores the importance of understanding employee perceptions to optimize online job portals and enhance their efficacy in facilitating successful job searches. Furthermore, the study sheds light on the prevalent usage patterns among employees, highlighting the pivotal role of online job portals in facilitating job searches and career advancement. Specific platforms like LinkedIn and Naukri emerge as preferred choices due to their reliability and relevance, while also serving as valuable resources for career development. Interestingly, gender-based differences in perceptions of career opportunities areidentified, suggesting nuanced considerations in platform design and functionality. Despite overall satisfaction, the study underscores the continuous need for improvement, particularly in user interface, search functionality, and security measures, to align with evolving employeeneeds and preferences in the dynamic job market landscape

Turkish version of the patient safety culture survey for community pharmacies: Evaluation of patient safety culture perceptions of pharmacy employees

Turkish version of the patient safety culture survey for community pharmacies: Evaluation of patient safety culture perceptions of pharmacy employees

Artificial Intelligence in Performance Evaluation (Case Study of PT. Pos Indonesia Employees)

The development of artificial intelligence (AI) has revolutionized various aspects of human resource management, including employee performance evaluation. While existing studies have extensively explored the potential of AI in improving efficiency and objectivity, they often overlook the nuanced employee experiences and organizational dynamics that influence its successful implementation. This research bridges this gap by examining the perceptions and experiences of PT Pos Indonesia employees regarding the use of an AI-based performance evaluation system. Using a qualitative approach with a phenomenological design, data was collected through in-depth interviews with employees who have used the system for at least six months. The findings reveal that AI contributes significantly to enhancing efficiency and reducing subjectivity in evaluations. However, challenges such as algorithm bias, the relevance of performance metrics, and system transparency remain prevalent. Importantly, this study identifies critical factors influencing acceptance, including employee understanding, trust, and perceptions of fairness in the evaluation process. Unlike previous research, this study emphasizes the interplay between technological and human factors, highlighting the irreplaceable role of human interaction in providing qualitative context. This research extends the existing literature by offering a deeper understanding of employee-centered factors and organizational practices that facilitate the integration of AI in performance evaluation. Practically, it provides actionable insights for organizations aiming to implement AI-based systems effectively, ethically, and equitably.

An Evaluation of Employees Perceptions of Workplace Stressors and Solutions: Data from the Software Sector

Objectives: The study aims to assess perceived job stress levels among software professionals in Chennai, identify major stressors, and explore effective coping mechanisms to improve workplace well-being and productivity. Methods: A survey was conducted among software professionals in Chennai. The study gathered data on perceived stress levels, identified key stressors, and examined the role of stress in motivation and productivity. Results: The survey revealed that stress is prevalent among software professionals, with "career-family disparities" and "work stress" identified as the main stressors. However, the study noted that mild stress can enhance motivation and productivity, highlighting the complex role of stress in this industry. Conclusion: The findings underscore the importance of addressing workplace stress to enhance employee well-being and organizational efficiency. Implementing stress-reduction measures can create a healthier work environment, benefiting both employees and companies in the software sector.

Pozitif psikolojik sermayenin örgütsel özdeşleşme üzerindeki etkisinde etik iklimin aracı rolü

The study examined the mediating role of ethical climate perceptions in the relationship between positive psychological capital and organizational identification perceptions of service sector employees in Istanbul. In this context, data were collected from 518 service sector employees through a questionnaire. "SPSS AMOS 24 was employed for confirmatory factor analysis, while Process Macro was utilized for regression and mediation analyses." As a result of the analysis, it was determined that there is a significant and positive relationship between positive psychological capital, organizational identification and ethical climate. In addition, it was found that ethical climate partially mediates the effect of positive psychological capital perception on organizational identification.

An exploration of individuals with sight impairment and their experiences with employment in the United Kingdom

There is a significant disparity between the percentage employed, of the general population, and those registered with sight impairment. In the United Kingdom, it is illegal for companies to discriminate against employees who have disabilities, and reasonable adjustments must be made by employers to prevent this from happening. This study examines factors that affect employment and explores participants’ experiences in the workforce who have sight impairments that cannot be corrected by glasses. Participants who were unregistered with sight impairment, registered with partial sight impairment, or registered with severe sight impairment completed a pre-tested online questionnaire. The aim of the questionnaire was to delve into participants experiences with employment. Results were analysed quantitatively, using descriptive statistics and correlation tests, and qualitatively, using thematic analysis. Eighty-eight participants were included, 53 of whom had severe sight impairments. The following factors were found to be associated with employment: a higher level of qualification (correlation coefficient 0.410, 95% confidence interval [CI: 0.213, 0.574]) and the ability to travel independently (correlation coefficient 0.321, 95% CI [0.113, 0.502]). Two types of support for employees were found: (1) adjustments in the workplace and (2) empathy from employers. Two types of barriers were found for unemployed individuals who are seeking employment: (1) employer discrimination and (2) a lack of self-confidence. This study highlights the factors influencing employment outcomes for individuals with sight impairment. In addition seen is the broadly positive impact that the perception of supportive employers has on people with sight impairment and supports solutions that require reducing employment-related barriers.

THE EFFECT OF REMOTE WORK ON EMPLOYEE PERFORMANCE FOR COMPANIES IN GREATER JAKARTA AREA

Remote work has emerged as a significant trend that redefines traditional work arrangements. This study aims to investigate whether these concerns are justified by actual productivity differences or if they stem from a placebo effect, ultimately seeking evidence-based insights to inform workplace practices and evaluate the impact of remote work on employee productivity in the Greater Jakarta Area. The study employed a qualitative design with a case study approach to explore employee perceptions, attitudes, and experiences regarding remote work, focusing on how different types of tasks perform in remote versus in-office settings. The analysis aimed to highlight factors that influence productivity in a work-from-home (WFH) context, enhancing the understanding of employee performance variability. The findings reveal that task types significantly affect productivity in remote work settings. Based on the findings, several practical recommendations are proposed for companies, including JAR, to enhance their remote work environments: enhanced communication tools, clear work-life boundaries, robust organizational support systems, and opportunities for social interaction.

The effect of lean leadership on workload and job satisfaction: themoderating effect of workload and gender.

The first aim of this study is to determine the effect of lean leadership on the workload and job satisfaction of healthcare workers, and the second aim is to reveal the moderating role of workload and employee gender in this relationship. In this study, we created a comprehensive model to determine the effect of lean leadership on the workload and job satisfaction of healthcare employees and to reveal the moderating role of workload and employee gender in this relationship. We collected 1,207 valid questionnaires among Turkish health workers. The results indicate that: (1) Lean leadership reduces perceived workload, (2) Lean leadership increases job satisfaction, (3) Workload moderates the effect of lean leadership on job satisfaction and (4) Employee gender moderates the effect of lean leadership on job satisfaction and workload. These findings have provided theoretical and practical suggestions for reducing the workload and increasing the job satisfaction of healthcare employees. Finally, we will make some suggestions for the future. As with other studies, there are some limitations in this study. The data used in this study were collected in Turkey. Turkish culture has a more collectivist culture than Western countries (Koksal 2011). In addition, the research was carried out with the participation of health employees. Due to Turkish cultural characteristics and the characteristics of health services, the generalization of research results may be limited. Therefore, it is recommended that the research be repeated across different cultures and different sectors to determine whether our results are culture-specific, sector-specific or generalized. Healthcare managers can reduce the perception of employees' workload by showing lean leadership behavior. Healthcare managers can increase their job satisfaction by valuing employees, inviting them to participate in business processes and providing them with the resources they need. In order to maintain and increase health workers' job satisfaction, we recommend that health managers should ensure fair job sharing. In addition, health managers should take into account that female employees are more sensitive about the workload. This research is the first study to examine the effect of lean leadership behavior on healthcare professionals' workload perception and job satisfaction. Therefore, it offers important theoretical and practical implications.

Exploring Municipal Personnel Perspectives on the Viability of Shared Service Centres in South Africa’s Underperforming Municipalities

Shared Service Centres (SSCs) are considered efficient for tackling local government issues. Frequently, they are acknowledged for improving the quality, effectiveness, and efficiency of services due to the advantages of cost savings, risk management, cooperation, information sharing, reduction in duplication, enhanced productivity, and greater customer satisfaction. Although South Africa has had a legislative and policy framework (The Municipal Structures Act 117 of 1998) to establish SSCs in local government for over two decades, it has not been fully implemented to create viable and well-functioning SSCs nationally (Republic of South Africa, 1998). This paper examines the perceptions of municipal employees on the feasibility, possible benefits, and difficulties of implementing shared service centres in underperforming municipalities in South Africa. The study seeks to ascertain the employees’ perception of the potential impact of shared service centres on their municipality’s financial viability and service delivery. The data for this study were gathered using online surveys and focus groups, including 132 local government employees selected from 10 local municipalities across South Africa. The findings suggest that most municipal personnel view shared service centres as feasible to attain cost-effectiveness and enhance service provision. However, concerns regarding job losses, power shifts, and local government autonomy arose during implementation. This article argues that effective shared service centres can improve operational efficiency, service delivery, and financial sustainability by leveraging economies of scale. This reduces costs, improves procedures, optimises resource use, shares expertise, and unites efforts to address various municipality challenges. The research recommends robust governance frameworks to manage SSCs efficiently, ensuring accountability, transparency, and fair service delivery.