Employees In Decision Research Articles

Participative Management of Employees in Decision-Making: An Empirical Study

Participative management of employees in decision-making is considered as a mechanism where workers have a say in the decision making process of an organization. In India WPM is an element of government labour policy. The concept behind this is to improve better relations among employees and workers. The present paper tries to explore about the workers participation in management in Visakhapatnam Steel Plant (VSP) by considering 604 respondent employees of steel plant in order to know their opinions regarding the above mentioned topics by using convenient sampling method, because VSP is big organization consisting of more than 20,000 employees (Both Permanent and Contract). All the employees are busy at their work and it will be difficult to collect the first hand information from the employees by using any other sampling methods except convenient sampling method.

Strategic human resource management and public employee retention

PurposeThe purpose of this research is to explore the dynamics of using strategic human resource management (SHRM) practices in the public sector. More specifically, this paper tries to point out some main aspects of SHRM, which strongly influence the decision of employees to stay. The empirical study here tends to reveal greater insights into the SHRM-retention relationship and its validation at the National Bank of Egypt (NBE).Design/methodology/approachThis research is co-relational in nature with cause and effect approach. The design of the study is both descriptive in the theoretical part and quantitative in the applied one. Theoretically, this paper adopted the analytical approach to define the main concepts, aside from an empirical study to investigate correlations in practice.FindingsThis paper concludes that the employment of best HRM practices is deemed a remarkable strategic tool in the retention of core public employees. Also, the results of analysis provide evidence that SHRM contributes to employee retention at NBE.Practical implicationsThe findings and recommendations of this research can practically guide management to devise effective policies to improve employee retention using appropriate SHRM activities, particularly in the Egyptian public organizations.Originality/valueThis research has valuable implications for both theory and practice, as it offers several contributions to literature in the field of study, as well as the practical contribution.

Supplemental Retirement Savings Plans in the Public Sector: Participation and Contribution Decisions by School Personnel

Virtually all full-time state and local government employees are covered by a retirement plan, typically a defined benefit plan, in which they are required to participate. In addition, most school employees have the option of choosing to contribute to a voluntary retirement savings plan offered by their school district. Relative to private sector workers, public employees face an expanded choice of retirement savings plans. Federal tax policies allow state and local governments the opportunity to offer both 401(k) plans and 457 plans to their employees. In addition to these plans, public schools and certain other organizations can offer 403(b) plans to their employees. This paper examines the decision to participate in a voluntary savings plan and the level of contributions for those that enroll in at least one of the plans. The analysis begins by describing the savings options available to public school employees and how these plans differ. The findings indicate that the same economic and demographic factors that influence saving decisions by private workers also drive the decisions of school employees. The three savings plans offered to public employees have many similar characteristics; however, several differences in the plans imply that certain workers may prefer one plan type over the others. Probit and Tobit models of participation in any plan and total annual contributions are estimated. Finally, we estimate the determinants of the decision to choose any one or a combination of savings plans.

ANALISIS PENGARUH LINGKUNGAN KERJA DAN MOTIVASI KERJA TERHADAP KEPUASAN KERJA PENYULUH PERTANIAN LAPANG (PPL) NON PNS DI DINAS PERTANIAN KABUPATEN SERANG PROVINSI BANTEN

Work motivation is a basic factor that affects the actions and decisions of employees in the work. While the work environment is expected to be conducive to support employee work. This study aims to determine empirically the influence of work motivation and work environment to the job satisfaction of non-civil servant field agricultural extension workers in the Serang Agricultural Service. This study used 32 non-civil servant agricultural extension workers in Serang District as the research sample. The data obtained were analyzed by using multiple regression analysis to find out whether or not the influence of variable working environment and work motivation on the job satisfaction of non-civil servant agricultural extension workers in Serang Regency. The result shows that there is positive and significant influence between work environment variable and work motivation toward job satisfaction of non civil servant agricultur field extension workers in Serang regency.

The role of identification in frontline employee decision-making

Literature claims that frontline employees (FLEs) who identify strongly with brands and organizations are more likely to make decisions that are aligned with the objectives of brand (Kimpakorn and Tocquer, 2009) and organization (Smidts et al., 2001). This claim is based on studies of general FLE identification and behaviors, and coheres with an implicit assumption in marketing literature that FLE identification levels are stable, with predictable behavioral outcomes. However, it is unknown whether the claim applies to specific instances of decision-making. This article is a first step toward testing that claim. A self-report survey was used that asked retail FLEs to think of a difficult situation they faced recently while serving a customer, and the factors they considered in resolving the situation; and then asked about general levels of brand- and organizational-identification. The stated likelihood of considering brand- and organization-factors was unrelated to general brand- and organizational-identification, but was related to service experience. This study suggests that: (a) FLE brand- and organizational- identification should be viewed as less stable (or more labile) than currently assumed in marketing literature, and that general levels of identification may not transfer to some specific situations of decision-making; (b) employees can distinguish between organization and brand identities; and (c) researchers studying retail FLE identification using survey methods should incorporate robustness checks to deal with lability of identification.

Manifestation of the Need to Realize One’s Abilities Working for the Sake of Others in Akmenė District Elderships

Manifestation of the Need to Realize One’s Abilities Working for the Sake of Others in Akmenė District Elderships

Pengaruh Gender Terhadap Pengambilan Keputusan di Lingkungan Kerja

In a work environment, employees from the staff level to top management once confront a problem that requires decision-making. Gender is a very influential factor in decision making. Gender defined here is not “gender”. It is the attitudes or attributes of a man or woman that can change over time and working conditions. This study aims to determine the effect of employee gender differences, knowing the ability of employee decision making and to know how much influence gender to decision making in the working environment of PT Jasa Marga (Persero) Tbk. Purbaleunyi Branch. The research method used is descriptive analysis, classical assumption test, correlation analysis, simple regression analysis, and hypothesis test. The sample in this study were 114 respondents consisting of employees of data processing, staff, up to senior officer. Data collection was done by distributing questionnaires and interviewing employees. Based on the results of data, gender and decision making are in good category. The conclusion of this research is gender influence toward decision making 57,3%.

Learning from Coworkers: Peer Effects on Individual Investment Decisions

We use unique data on employee decisions in the employee stock purchase plans (ESPPs) of U.S. public firms to measure the influence of networks on investment decisions. Comparing only employees within a firm during the same election window and controlling for a metro area fixed effect, we find that the local choices of coworkers to participate in the firm’s ESPP exert a significant influence on employees’ own decisions to participate. Local coworkers’ trading patterns also disseminate to colleagues through the network. In the cross-section, we find that some employees (men, younger workers) are particularly susceptible to peer influence. Generally, we find that more similar employees exert greater influence on each other’s decisions and, particularly, that high (low) information employees are most affected by other high (low) information employees. However, we also find that the presence of high information employees magnifies the effects of peer networks. We trace a value-increasing investment choice through employee networks. Thus, our analysis suggests the potential of networks and targeted investor education to improve financial decision-making.

Linking transformational leadership to turnover intention in the public sector

PurposeThe purpose of this paper is to examine how employee engagement and affective commitment mediate the relationship between transformational leadership and voluntary turnover intention. The study also investigates the moderating role of psychological climate in the relationship between affective organisational commitment and voluntary turnover intention.Design/methodology/approachThis study employed a cross-sectional design as its framework. In addition, hierarchical linear modelling with bootstrapping analysis was conducted using data from a sample of 336 employees in a large public sector organisation in Ghana.FindingsThe results showed that transformational leadership positively influenced engagement, which was then negatively related to employee turnover intention. Furthermore, employee engagement was found to mediate the link between transformational leadership and affective organisational commitment, whereas both employee engagement and affective organisational commitment were found to mediate the link between transformational leadership and voluntary turnover intention. Finally, psychological climate was found to moderate the link between affective commitment and voluntary turnover intention.Research limitations/implicationsDespite the practical significance of this study in lessening the turnover decision of employees, the study has some limitations. Most significantly, the sample size of this cross-sectional study was small and limited to employees from only one large public sector organisation in Ghana. Findings of this study could be generalised by using large samples from other sectors and geographical areas. Furthermore, future studies should consider positive outcomes such as OCB and innovative work behaviour to help extend our conceptual framework.Originality/valueOverall, findings of this study provide tentative support to the proposition that employee engagement and affective commitment help to minimise the decision of employees to leave the organisation regardless of how they perceive the leadership style of their immediate supervisors. Most importantly, psychological climate which is referred to as individual employee perceptions of their work environment had a strong contingent effect on the negative relationship between affective commitment and turnover intention such that employees’ positive perception of the work environment weakens the link between commitment and turnover, whereas a negative perception of the working environment strengthens the relationship between commitment and turnover. As a result, employees’ positive perception of their work environment decreased their turnover intention decisions.

Entrepreneurial career paths: occupational context and the propensity to become self-employed

We investigate the relationship between characteristics of an occupation-specific environment and the decision of employees to start an own business. A relatively high occupation-specific unemployment risk and high earnings risk are conducive to opt for self-employment. Also, occupations that are characterized by high self-employment rates foster entrepreneurial choice among their employees. The results suggest that career choices of future entrepreneurs are driven by different motivations than those of non-entrepreneurs. In particular, the expectation of a pronounced financial gain is critical for future entrepreneurs when they make their initial occupational choices in paid employment and it is also relevant for a self-employment choice. We find that when future entrepreneurs enter the labor market, they are more likely to choose occupations that require a relatively high variety of skills.

Social and Economic EORs: Critical Links between Organizational Reciprocity and Turnover Intentions

To maintain productivity and morale, firms continue to strive to retain their human resources and reduce voluntary employee turnover. Understanding organizational drivers of employee decisions to terminate employment relationships are as critical as ever. Approaching this research through an employee-organization relationship (EOR) lens, and extending the application of seminal social exchange theories to this literature, we propose and test a model of organizational reciprocity predicting employee turnover through both the social and economic components of employee-perceived EORs. Our analysis of 2789 employees across 420 organizations supports the predictions that organizational generalized (negative) reciprocity positively (negatively) relates to employee-perceived social exchange EOR and negatively (positively) relates to employee-perceived economic exchange EOR which both significantly predict employee quit intentions. In addition, employee-perceived economic exchange interacts significantly with employee-perceived social exchange to predict employee quit intentions.

THE ASSOCIATION BETWEEN OFFICE AUTOMATION AND IMPROVEMENT OF DECISION-MAKING AND PRODUCTIVITY OF EMPLOYEES OF YOUTH AND SPORT OFFICES OF WEST AZERBAIJAN PROVINCE, IRAN

The availability of precise, relevant, timely and new information increases the speed and precision of decision making. The objective of present study is to examine the association between office automation, improvement of decision-making and productivity of employees of Youth and Sport offices of West Azerbaijan Province. The statistical population of present study consists of 130 employees of Youth and Sport offices of West Azerbaijan Province selected through simple random sampling. The statistical instrument of present study consists of two standard questionnaire of office automation and improvement of decision-making and productivity. To analyze data were used descriptive statistics and inferential statistics (Kolmogorov-Smirnov test and Pearson correlation). The results of preset study show that there is a positive association between the items of office automation and improvement of decision-making and productivity of employees of Youth and Sport offices. Article visualizations:

Social Dialogue as a Form of Participation of Employees in Decision-Making and Management of the Companies with Emphasis on Social Dialogue in the Republic of Macedonia

Social dialogue is one of the forms of participation of employees in matters referring to the field of labor or on matters of mutual interest for economic and social policy. Employees in the process of the social dialogue are represented through their union. Social dialogue is a form of communication involving social partners (unions and employers/ employer bodies) intended to affect the contracts and the development of labor issues. This context includes issues relating to participation in various types of negotiations, consultations, exchange of information between representatives of governments, employers and employees on issues of common interest and related to the economic and social policy. Social dialogue is also one of the forms through which employees can participate in decision-making, information and operations of the companies. The main aim of this paper is to clarify the social dialogue as one of the forms of participation of employees in decision making and managing with the companies, and to provide the legal basis for the practical realization.

How do Entrepreneurial Bosses Influence their Employees’ Future Entrepreneurship Choices?

We adopt a process-based approach to investigate the influence of entrepreneurial bosses on the two main decisions of employees towards becoming entrepreneurs: exit from the current firm and entry into entrepreneurship. In other words, we study the push and pull mechanisms possibly underlying the influence of entrepreneurial bosses. We do so by employing an identification strategy based on comparisons of same-gender matches of bosses and employees, using rich register data for Denmark. We show that same-gender entrepreneurial bosses have a great impact on employees’ future entrepreneurship choices, especially among women. We do not find any evidence that female bosses push female employees out of the workplace, by creating a discriminatory environment that forces them to search for alternative career paths. Instead, our analysis finds consistent support for pull mechanisms, with role modeling being the main explanation for the positive influence of female entrepreneurial bosses on female employees’ transition into entrepreneurship. We show that the female boss effect is greater than other social interactions identified in prior research. We conclude that entrepreneurial bosses can be role models and female entrepreneurial bosses may thus act as a lever to reducing gender gaps in entrepreneurship rates.

How Do Entrepreneurial Bosses Influence Their Employeess Future Entrepreneurship Choices?

We adopt a process-based approach to investigate the influence of entrepreneurial bosses on the two main decisions of employees towards becoming entrepreneurs: exit from the current firm and entry into entrepreneurship. In other words, we study the push and pull mechanisms possibly underlying the influence of entrepreneurial bosses. We do so by employing an identification strategy based on comparisons of same-gender matches of bosses and employees, using rich register data for Denmark. We show that same-gender entrepreneurial bosses have a great impact on employees' future entrepreneurship choices, especially among women. We do not find any evidence that female bosses push female employees out of the workplace, by creating a discriminatory environment that forces them to search for alternative career paths. Instead, our analysis finds consistent support for pull mechanisms, with role modeling being the main explanation for the positive influence of female entrepreneurial bosses on female employees' transition into entrepreneurship. We show that the female boss effect is greater than other social interactions identified in prior research. We conclude that entrepreneurial bosses can be role models and female entrepreneurial bosses may thus act as a lever to reducing gender gaps in entrepreneurship rates.

Employee involvement, public service motivation, and perceived organizational performance: testing a new model

Limited research has been conducted to explore the mechanisms through which employee involvement affects organizational performance. This article furthers the research on the mechanisms by testing a new causal model based on the theoretical framework of high-involvement work systems. Based on data collected from a sample of civil servants in China, we used structural equation modeling to find that the direct effect of involvement practices on organizational performance is positive and statistically significant. However, the indirect path mediated by job satisfaction and organizational commitment are not statistically significant. In addition, we found that public service motivation exerts a positive and direct effect on organizational performance. PSM is more prominent than job commitment or satisfaction in motivating public employees to work towards organizational goals and to work harder.Points for practitionersPublic managers should pay more attention to involving employees in management, which will not only improve organizational performance but also increase employees’ job satisfaction and affective commitment. Involvement can take a variety of forms such as sharing information with subordinates, providing performance evaluation feedback, and involving employees in decision-making.

Employee participation and turnover intention

PurposeThis paper aims to examine the explanatory roles of organizational justice (OJ) and learning goal/need satisfaction (LGS/LNS) in the relationship between participation in decision-making (PDM) and turnover intention (TI) of employees. OJ was expected to mediate the relationship of PDM with LNS and TI. Further, LNS was expected to mediate the relationship of PDM and OJ with TI.Design/methodology/approachThis study used a rigorous design with 192 responses collected with temporal separation using snowball sampling technique. Responses on PDM, OJ and LNS were taken at one point of time, whereas responses on TI were taken at another point of time. Analysis was done using structural equation modeling approach in IBM SPSS AMOS 20.FindingsOJ partially mediates PDM and LNS relationship but fully mediates PDM and TI relationship. Further, LNS partially mediates OJ and TI relationship but fully mediates PDM and TI relationship. PDM does not have a direct effect on TI.Research limitations/implicationsEnsuring participation of employees on programs and policies including those on human resources by itself may not be able to reduce TI of employees. It is when employees are able to experience fairness for themselves and/or they are able to add value for themselves by enhancing relevant knowledge base that PDM has an impact on TI. Therefore, organizations must ensure all three aspects of concern to employees; ensuring participation, fairness and individual growth of the employees to address TI.Originality/valueAlthough there are studies relating TI separately with PDM, fairness and satisfaction, this study is able to contribute by specifying two-stage explanatory mechanism between PDM and TI. In addition, the authors believe that this study has brought in so far unexplored nuance of relevance of individual quest for learning in explaining TI. Further, through the use of robust design, the study contributes in corroborating research findings on TI.

Overcoming Barriers to Life Insurance Coverage: A Behavioral Approach

AbstractWhile life insurance purchase decisions have long been studied, we still do not know how people decide if they need insurance or how much they need. Using in‐depth interviews, we peer into the black box of employee decision making to learn what people know about this employee benefit, and how they decide if it is of value for them. We find that individuals understand the need for life insurance, but find many behavioral economic barriers to getting adequate coverage, including mental accounting, money illusion, and a strong role of defaults. We then conduct an online experiment of the hypothetical employee‐benefit purchase scenario, and find a few, simple interventions could help individuals better decide their life insurance needs.

The Impact of Forward-Looking Metrics on Employee Decision-Making: The Case of Customer Lifetime Value

ABSTRACT This paper analyzes the effects of forward-looking metrics on employee decision-making. We use data from a bank that started providing branch managers with the customer lifetime value (CLV)—an estimate of the future value of the customer relationship—of mortgage applicants. The data allow us to gauge the effects of enriching the employees' information set in an environment where explicit incentives and decision rights remained unchanged. On average, customer value increased 5 percent after the metric's introduction. The metric's availability resulted in a significant shift in attention toward more profitable client segments and some improvement in cross-selling. However, the use of CLV did not negatively impact pricing or default risk, as the literature predicts. Finally, branch managers with shorter tenure displayed a stronger response, consistent with information substituting for experience.

The Effects of Leader Motivating Language Use on Employee Decision Making

This study examines the link between strategic leader verbal communication and effective employee decision making. Results show that leader communication (as measured by the motivating language scale) is significantly and positively related to augmented worker decision making. Structural equation modeling results indicate an expected 2.5% improvement in worker decision making for every 10% increase in leader language use. These results can be helpful to researchers and managers because they advance motivating language theory, and are easily understood as an applied communications framework for improving employee decision making.