Employee Attitudes Research Articles

The Used Masks of The Food Industry Employees During the Covid-19 Pandemic: Did the Mask Promote Other Diseases While Protecting from the Coronavirus? A Survey Study Supported by Microbiological Data

Objective: Use of disposable face masks helps prevent infection by airborne pathogens. The effectiveness of such masks in excluding diseases and contaminants depends on many factors. As a result of misuse, mask loses its protective role and becomes a source of microbial contamination. It is aimed to investigate the attitudes of food workers towards use of masks in proportion to the bacterial load and microorganism species in the masks they wear. Methods: Total aerobic mesophilic, Yeast-mould and Coliform counts were determined as log colony forming units per mL. Phenotypically different colonies grown on three different agar plates were purified and fresh cultures were classified using matrix assisted laser desorption/ionization time-of-flight mass spectrometry (MALDI-TOF MS). Results:In this study, bacterial contamination was found at different levels on all tested (103) disposable face masks. The screened bacterial pathogens by MALDI-TOF MS Bacillus cereus was detected at the highest level 17.86%, Enterobacter cloacae, Klebsiella oxytoca, Kurthia gibsonii and Pseudomonas aeruginosa with rates 14.29%, 10.72%, 7.14%, and 7.14%, respectively. Long-term working, inappropriate mask usage, poor hygiene attitudes of employees, and the fact that staff wore the mask out of need rather than for its protective advantage all signal that the investigated masks had low microbiological quality. Conclusion:The findings show that because most masks used by food industry employees to protect themselves from COVID-19 and avoid infecting others contain bacteria of intestinal origin, serious health problems may occur in both employees who use contaminated masks and consumers who consume food contaminated by mask contamination.

Sustainable Leadership: Example of Bursa Textile Sector

Sustainability means creating economic, environmental, and social growth not only in line with today’s needs but also by taking steps towards the future while considering the past. In the organizational context, sustainability means ensuring that internal and external stakeholders of the organization benefit from the values created, and also ensuring that the organizational policies and strategies are ethical. In this context, leaders who can achieve this are urgently needed. In this frame, the aim of this study is to investigate the perceptions and attitudes of textile sector employees towards sustainability in relation to their organizational leaders. As data collection tool, a survey form consisting of demographic questions and the “Sustainable Leadership Scale”, developed by McCann and Holt (2011) was prepared and delivered to the white collar employees of textile sector in Demitaş Organized Industry Zone (DOSAB) participants as both hard copies and via e-mail. The gathered data were analyzed in the SPSS 22.0 package program. The findings show that, there is a statistically significant difference (p

Career Disruption and Employment Status of Korean Family Caregivers of Older Adults Using Home-Based Care.

This study utilized nationally approved data from the 2022 Long-Term Care Survey of Korea to examine the factors associated with career disruptions and employment status among family caregivers of home-based care recipients. Descriptive statistics, chi-square tests, one-way ANOVA, and multinomial logistic regression analysis were employed to address the research questions. The results indicated that 19.39% of family caregivers of home-based care recipients experienced career disruptions due to informal caregiving. Demographic factors such as gender, age of family caregivers, and their relationship with care recipients predicted their employment status. Gender was a significant explanatory factor, as daughters/daughters-in-law were more likely to be in insecure employment positions than sons. Lower household income and older age were also associated with employment insecurity. Recommendations include coverage expansion, family support programs, and pension credit for family caregivers to meet the needs of care recipients and their families.

Relationship between Attitude and Organizational Ethics among Employees in the Banking Industry

The study's objectives were to evaluate employee attitude and organizational ethics as reported by bank employees and determine whether there was a significant correlation or difference between the two in regard to the demographics of workers in the banking sector. Frequency count was applied to the bank employees' demographic profile. Mean, was used to evaluate the level of employee attitude and organizational ethics whereas analysis of variance (ANOVA) was used to analyze the significant difference and relationship in the employee attitude and organizational ethics towards the demographic profile. Findings of the study found a moderate positive correlation between employee attitude and organizational ethics, indicating that as the level of employee attitude (job satisfaction, job involvement, and organizational commitment) increases, the level of organizational ethics (employee effort, honesty, teamwork, and accountability) also tends to increase. Nevertheless, the study found a moderate level of employee attitude with job involvement being the highest-rated aspect, leaders should focus on enhancing job satisfaction and organizational commitment. Further study recommended that by focusing on employee attitude and organizational ethics banks can create a culture that supports ethical behavior, enhances employee commitment, and builds trust with stakeholders.

Fatalism Scale for Occupational Accidents and Diseases: A Scale Development Study

It is important to determine the attitudes of employees towards occupational accidents and diseases and whether these events are perceived as inevitable or out of control. Inaccurate interpretation of the perception of fatalism towards occupational accidents and diseases may lead to more occupational accidents and diseases. The use of scales to determine the perception of fatalism in the context of occupational accidents and diseases allows for a quantitative assessment of these issues. This approach makes it possible to objectively measure and analyze the perception of fatalism, thus paving the way for a more in-depth examination of related phenomena. This study is a scale development study to determine the level of fatalism towards occupational accidents and diseases. This methodological study was conducted between October 2021 and June 2023. The scale was shaped by taking expert opinions for the scale items prepared by making use of the literature, pre-applied and pilot applied with 75 people; Exploratory Factor Analysis and Confirmatory Factor Analysis were conducted with 242 people; and all evaluated with validity and reliability analyzes. In the exploratory factor analysis for the developed scale of fatalism towards occupational accidents and diseases, it was seen that the scale items were gathered under 4 factors and the explanatory coefficient was 53.68%. In order to measure the applicability of exploratory factor analysis for the scale, KMO value was 0.854 and Bartlett's Test of Sphericity value was χ2=1996.527; df=153, p

Behavioral Determinants of Business Continuity in Public Drinking Water Utilities (PDAM) in East Nusa Tenggara of Indonesia

The research pointed out the escalating challenges faced by the Indonesian Public Drinking Water Utilities (PDAMs) in ensuring water access, emphasizing the need for sustainable practices. The primary research problems are deliberately around understanding how CSR practices, corporate culture, and leadership styles impact business continuity in the context of water management utilities. The objective is to explore the relationships between CSR, corporate culture, leadership styles, and business continuity in PDAMs. The data were collected through structured self-administered questionnaires distributed to 100 employees of PDAM in East Nusa Tenggara of Indonesia, assessing their perceptions of CSR practices, corporate culture, leadership styles, and business continuity. The Likert-type scale responses were analyzed, revealing significant associations between these variables. Findings indicate that CSR initiatives positively contribute to business continuity, aligning with the leader's vision of community impact. The unique corporate culture, rooted in strong spiritual values, fosters a distinct work atmosphere and influences community habits. Additionally, a distinctive leadership style, treating employees as family, positively impacts employee attitude and business sustainability. While providing valuable insights, the study acknowledges limitations in generalizability and recommends further research for a comprehensive understanding of these dynamics.

Evaluation of competency dimensions for employee performance assessment: evidence from micro, small, and medium enterprises

PurposeIn recent years, there has been a growing emphasis on competency-based systems as a means of assessing employee performance. These systems assess the degree to which the competencies of employees align with the requirements of their employment positions. This study aims to identify, prioritize, and make contextual interrelationships of the competency dimensions that are relevant for evaluating employees in the context of Indian manufacturing MSMEs.Design/methodology/approachThese dimensions were identified through an extensive literature review and interviews with industry experts. Further, a mixed-methods approach, including the “Bayesian Best-Worst Method” (BBWM), is applied for prioritizing important dimensions, whereas for making mutual relationships, the “Interpretive Structural Modeling” (ISM) method is utilized. “Matrice d'impacts croisés multiplication appliquée á un classment” (MICMAC) is also known as “cross-impact matrix multiplication applied to classification” is used for clustering competency dimensions based on their “driving power” and “dependence power”.FindingsThe findings reveal that among the primary dimensions, “creative performance,” and among the sub-dimensions, “innovative behaviors,” are the most critical competency dimensions for an employee assessment. The study also found that “smart working”, “factual and theoretical knowledge”, “empathy at work”, “understanding of specific knowledge”, and “engagement ideas and activities” are the main dimensions driving employees' competency.Originality/valueThis paper provides contribution to the competence literature by identifying and evaluating competency dimensions for assessing employees' performance within manufacturing MSMEs in an emerging economy such as India. The study also assesses the rank and contextual relationship between the identified dimensions as no past research focused on the same by using BBWM and ISM in the Indian manufacturing MSMEs context.

Unlocking digital performance: exploring the mediating role of employee competitive attitudes, behaviors, and dynamic capabilities in Chinese SMEs under high-involvement human resource management practice

Digital technology has already permeated the production and operations of organizations, with many incorporating it into employee performance evaluations. However, there remains a research gap in identifying effective approaches to achieving digital performance. Furthermore, while scholars have often mentioned the differences in employee attitudes, and employee dynamic capability (EDC) in the dynamic digital market, empirical evidence supporting this notion is scarce. This paper investigates the influence of high-involvement human resource management practices (HI-HRMPs) on employee digital performance (EDP) within Chinese small and medium-sized enterprises (SMEs), focusing on specific cultural regions in China. Using purposive sampling, four representative regions (Guangzhou, Shanghai, Guizhou, and Anhui) were selected for Survey. Structural equation modeling (AMOS) was employed to examine the relationships between HI-HRMPs as the independent variable and employee competitive attitudes, employee competitive behaviors, and employee dynamic capabilities as mediating variables, with a focus on their impact on employee digital performance. Contrary to direct effects, the study reveals that HI-HRMPs do not directly influence employee digital performance. Instead, employee competitive attitudes and behaviors, along with their dynamic capabilities, emerge as significant mediating variables in this relationship. Specifically, employee competitive attitudes and behaviors, as well as employee dynamic capabilities, play crucial roles in mediating the relationship between HI-HRMPs and employee digital performance. Furthermore, the findings indicate that employee dynamic capabilities exhibit greater influence on employee digital performance compared to employee competitive attitudes and behaviors, particularly in the context of a rapidly evolving digital marketplace. These results underscore the importance of fostering employee dynamic capabilities within SMEs to enhance digital performance in the ever-changing business landscape.

Use of special technical means (polygraph) on personnel recruitment in corporate structures

The article studies some aspects of specialized polygraph device application in the process of personnel recruitment in corporate structures. The authors cite the sociological surveys results that reflect the attitude of employers and employees towards polygraph checks at the stage of their employment. The methods and spheres of polygraph application for professional-psychological selection have been analyzed. The special psychophysiological research procedure with the use of the polygraph has been described, including recommendations on the questions formulation to obtain reliable results. The legislation of the Russian Federation regulating the conduct of such research has also been considered. The authors concluded that the use of the polygraph device is a relevant and promising tool, which is increasingly used in the personnel recruitment in corporate structures, as evidenced by the sociological surveys results. However, the research peculiarity on the polygraph tests prospects in personnel recruitment is currently complicated by the lack of open data from the companies themselves, since such data constitute commercial secrets and are not subject to public disclosure in accordance with the Federal Law “On Trade Secrets”.

The Impact of Algorithm Management on Employee Job Satisfaction: Exploring the Mediating Role of Job Autonomy and the Moderating Effect of Employee Attitude: A Case Study on Two Premier Universitas Muhammadiyah (UMS and UMY)

This study delves into the intricate relationships among algorithm management, job autonomy, employee attitudes, and job satisfaction in the higher education landscape of Universitas Muhammadiyyah in Indonesia (UMS and UMY). Employing a quantitative methodology with a sizable sample of 550 individuals, comprising 250 respondents, and data collection encompassed surveys and interviews, yielding 215 responses. Ensuring the reliability of survey tools through test-retest and Cronbach's alpha analysis utilized Microsoft Excel, SPSS, and Smart PLS. Key hypotheses were tested, highlighting the positive impact of algorithm management on job autonomy. Additionally, the study explored job autonomy's positive effect on employee job satisfaction and its mediating role in the relationship between algorithm management and Job satisfaction. Employee attitudes were scrutinized as moderators of these relationships, and their positive influence on job satisfaction was established. The findings reveal the significant implications of algorithm management on both job autonomy and job satisfaction. Job autonomy was found to empower employees, leading to increased satisfaction and reduced stress, and employee attitude has no connection between algorithms management and job satisfaction. Therefore, these findings illuminate the intricate interplay between algorithm management, job autonomy, employee attitudes, and job satisfaction in the context of higher education.

Unveiling the role of emotional intelligence as a mediator between digital leadership and employee cynicism: a study in the private higher educational institutes

Purpose Leaders’ capacity to execute innovative and inspiring activities significantly impacts whether educational institutions succeed or fail. This paper aims to explore the gap in how digital leadership (DL) affects employee cynicism (EMPC) and emotional intelligence (EI). In addition, the moderating impact of EI on the association between DL and EMPC is examined in this study. Design/methodology/approach The researchers have used a quantitative approach based on cross-sectional data technique. This study examines the effects of DL at Pakistani private universities. All the teaching faculty of Pakistan’s private higher educational institutes like universities were the population of the study. While using random sampling, data were gathered from teaching faculty members of such universities. Hence, 366 usable cases were found usable for final data analysis. This study performed the path analysis through the Analysis of Moment Structures in structural equation modeling (SEM). Findings Results confirmed that the positive impact of DL among teaching faculty in private universities in Pakistan depends on the EMPC and EI. Overall, the findings are according to the estimates. SEM evaluates that DL significantly correlates with EMPC and EI. On the contrary, EI also significantly impacts EMPC. Furthermore, findings describe that EI significantly mediates the relationship between DL and EMPC. Practical implications Based on the research findings, the current issues about how DL can enhance the EMPC and EI in the private educational sector are addressed. It has been explored that academic leaders must demonstrate the techniques that build up strong EI among the teaching faculty to maintain a positive EMPC. The study results offer policymakers and academic authorities significant guidance who embrace technology and will effectively lead their educational institute to acquire educational resources to enhance student engagement and learning. It has also been found that the institutes are significantly impacted by DL, by the behavior and attitude of employees, managers and representatives, eventually. The employees’ attitude is majorly known as one reason that affects their productivity. Hence, this study can be found beneficial in establishing a supportive environment and identifying the leaders’ EI, which can reduce the issues of EMPC. Originality/value The findings of the study indicate that private educational institutes need to focus on enhancing the EI of their teaching faculty and give importance to faculty members’ abilities to deal with the new digital techniques to improve their effectiveness in terms of teaching methodology and maintaining the teacher-student relationship. According to the researchers’ knowledge, very few studies have examined the connection between DL, EMPC and EI. However, the association between DL and EMPC is examined for the first time in a specific Asian context, namely in Pakistan, with the mediating effect of EI. Therefore, understanding the effects of cynicisms will be a valuable addition to existing literature.

Impact of COVID-19 on e-government: a pilot study of Poland

ABSTRACT Catastrophic events like COVID-19 cause substantial material losses and significant harm to the public. However, such events may also accelerate socioeconomic developments such as increased digitalization of economic and societal activities, including e-government services. These services become especially critical in crisis situations , providing a vehicle for administrative responses and ensuring social and economic functioning. This paper reports on a pilot study on the impact of COVID-19 on the demand for and the provision of e-government services in a municipality in Poland. Interviews with city administrators and technical staff involved in providing e-government services during COVID-19 are the primary data sources. Issues identified relate to changes in work regulations, adjustments to operations, shifts in volume and types of services, and changes in employee attitudes and behaviors. Employing focusing event theory in interpreting the results, this paper contributes to the literature on information and communication technologies, especially e-government in local administrations.

Sergey V. Kravkov as a psychologist and psychophysiologist: milestones of scientific biography (to the 130th anniversary of the birth)

The article is prepared for the 130th anniversary of the birth of S.V. Kravkov (1893–1951), a preeminent Russian scientist, experimental psychologist and specialist in the field of psychophysiology of vision. The subject of this historical and psychological study is the period of his professional development between 1916 and 1935. The biographical method is used. The materials from the Archive of Russian Academy of Sciences, works of S.V. Kravkov, memories and assessments of other scientists are used. Information about his family and personality is provided. The employment positions and types of professional activities of S.V. Kravkov in the first 20 years of his work are identified. The prerequisites for the scientist’s transition from an initially wide range of psychological issues to light engineering and the psychophysiology of vision as the central area of his applied and fundamental research are revealed. The originality of the method of introspection in experimental studies of vision in the scientist’s works is shown. It is concluded that P.P. Lazarev had a predominant influence on S.V. Kravkov’s scientific development as a specialist in the field of physiological optics and psychophysiology of vision.

Commitment-based human resource practices, job satisfaction and proactive knowledge-seeking behavior: The moderating role of organizational identification

PurposeBased on social exchange theory and social identification theory, I investigated how employee organizational identification affects the effectiveness of commitment-based human resource (HR) practices. I focused on employee attitudes (job satisfaction) and behaviors (proactive knowledge seeking) as HR practices’ outcomes.Design/methodology/approachUsing a structural equation modeling analytical approach, I tested the hypotheses with data from a web-based cross-sectional survey of 208 specialists and engineers of manufacturing subsidiaries in Poland.FindingsResults showed that the positive relationship between commitment-based-HR practices and job satisfaction is weakened for employees strongly identified with the organization. Simultaneously, the connection between seeking knowledge and job satisfaction is stronger and more important for people who identify moderately to strongly.Research limitations/implicationsThe study limitations regard mainly its cross-sectional design and single cultural and industrial context.Practical implicationsFrom the managerial perspective, the study suggests that to enhance proactive employee behavior, companies need to increase employee organizational identification and ensure that employees have a positive perception of the implemented HR practices.Originality/valueThe study contributes to the ongoing discussion on whether individual contingencies affect the effectiveness of commitment-based HR practices in the form of individual attitudinal and behavioral outcomes. The findings revealed that the contingent effect of organizational identification depends on the type of individual outcomes, suggesting that the strength of organizational identification affects how employees decide to reciprocate the organization’s attention and investment.

Proud of my organization: conceptualizing the relationships between high-performance HR practices, leadership support, organizational pride, identification and innovative work behaviour

Purpose This study aims to investigate the effect of high-performance HR practices (HPHRP) on the innovative work behaviour (IWB) of employees. Drawing on social exchange theory, when employees perceive their exchange relationship in terms of HPHRP and leadership support as fair, we hypothesize that employees will demonstrate greater IWB. However, drawing on social identity theory, we hypothesize that when the attitude of employees towards their employer with best employer practices is favourable, the impact of HPHRP mediated by organizational pride and organizational identification, has a greater impact on employee IWB. Design/methodology/approach Survey research was used to empirically validate the study involving employees (n = 370) who belong to the best employer brands in India. The data was analysed using Process Macro Models 7 for moderated mediation and Model 6 for serial mediation using bootstrapping procedures. Findings The results suggest that perceived leadership support moderated the indirect effect of HPHRP on IWB through organizational pride. Again, organizational pride and identification partially and serially mediated the impact of HPHRP on IWB. Research limitations/implications Organizations must invest in HPHRP, with supportive leadership practices that can foster an emotional attitude of pride and a cognitive attitude of organizational identification to be an employer of choice resulting in employees’ IWB. Originality/value The study investigating the mediating impact of the emotional and cognitive attitudes of pride and organizational identification has not been previously explored, in the relationship between HPHRP and IWB, from a social identity perspective.

Impact of Perceived ease of use and Perceived usefulness on Behavioral intention to use Blockchain in Food Supply Firms: The Mediating role Employee Attitude

This study aims to investigate the impact of perceived ease of use and perceived usefulness on behavioral intention to use blockchain in food supply and the mediating role of employee attitude—primary data gathered with the help of adopted questionnaire through face-to-face survey from food supply firms. A total of 229 cases were considered for data analysis in order to achieve the research objectives of the present study—gathered data analyzed via structural equation modelling (SEM) in SmartPLS version 3. Findings confirmed the direct effect of perceived ease of use, perceived usefulness, and employee attitude on behavioral intention to use blockchain in the food supply. However, perceived usefulness was found to be more significant on behavioral intention to use blockchain due to higher beta value. Furthermore, the indirect effect of employee attitude on perceived ease of use, perceived usefulness, and behavioral intention to use blockchain positively and significantly suggested a partial mediation effect. For the Blockchain system to gain acceptance, it should be easy to use and be perceived as useful by end users. Therefore, it can be done with the help of user-centred design, initial and advanced staff training, and awareness of the potential benefits of technology.

Research and Practice on the Relationship between Employment Positions and Education for Students in Mechanical Manufacturing and Automation at Vocational Colleges

This study aims to explore the relationship between employment positions and education for students majoring in mechanical manufacturing and automation at vocational colleges. It analyzes the intrinsic connections between teaching content, methods, and students' employability from a theoretical perspective. Employing literature review and theoretical analysis, the research constructs a theoretical framework encompassing four dimensions: teaching objectives, content, methods, and student employability. Under this framework, the study delves into how teaching objectives influence content selection, how content is transformed into employability through various teaching methods, and how these abilities are manifested in the job market. The findings suggest that vocational colleges should consider industry demands and future job characteristics when designing the curriculum for mechanical manufacturing and automation, optimizing content and methods to enhance students' professional skills and overall quality, thereby boosting their employability. Additionally, the study highlights that the close integration of education and employment aids in increasing student employment rates, and reflects the adaptability of vocational education to socio-economic development needs.

A Study on Employee Attitude Towards the Organization with Reference to Hindustan Coco-Cola Beverage Pvt Ltd

A Study on Employee Attitude Towards the Organization with Reference to Hindustan Coco-Cola Beverage Pvt Ltd

A Study on Employee Attitude Towards the Organization with Reference to Hetero Drug Ltd

A Study on Employee Attitude Towards the Organization with Reference to Hetero Drug Ltd

Should I do this? Incongruence in the face of conflicting moral and role expectations

Moral incongruence—a misalignment between professional role expectations and personal moral values—is an important phenomenon in modern organizations. Though scholarly work has provided us with insights into broad forms of role incongruence, much less is known about the distinct characteristics of moral incongruence. Moreover, we lack understanding of how moral incongruence may shape employee attitudes and behaviors. Drawing on deonance theory and socio-cognitive theory, we develop a model explaining the role of moral incongruence in promoting employee prohibitive voice, withdrawal, and unethical role behavior through the mechanisms of moral outrage and moral disengagement. Examining potential boundary conditions, we also consider the roles of moral identity, self-interest, moral intensity, unethical climate, ethical leadership, and organizational identification. Given the ethical implications of moral incongruence and the significance of the phenomenon for organizations, this work has implications for both theory and practice.