Demographic Characteristics Of Employees Research Articles

On the need to revise measures of state support for small and medium–sized businesses

The proposed study is devoted to the study of the problems of the development of state support for small business in the light of the National Project «Small and medium5sized entrepreneurship and support for individual entrepreneurial initiative» being implemented in the Russian Federation. The methods of induction and deduction, system analysis, and comparison were used as a methodological basis. The subject of the study is the subsystems of the mechanism of state support for small and medium–sized businesses, which most effectively influence the activation of such a significant sector of the economy in the period 2018–2024. The coronavirus pandemic has revolutionized the transformation of small companies, accelerated digitalization, changed business models, organizational structure and thinking of owners, and influenced the number and demographic characteristics of employees. The timely response of the Government and the measures of large–scale state support introduced have significantly offset the possible devastating consequences for the entire segment of small and medium–sized enterprises. The Government’s operational efforts have not been in vain and small businesses have mostly stayed afloat. As a result of the study, conclusions were drawn: there was no further timely «reversal» caused by the special operation; the existing «availability» of financing does not allow achieving the target indicators laid down in the National Project (32.5% of GDP in 2024).Consequently, there is a need to revise government support measures and the need for adjustments to the system and tools aimed at the qualitative transformation of SMEs.

Investigating the Dynamics of Organizational Commitment and Trust Among Public Employees in a Philippine Local Government Unit (LGU)

This descriptive-correlational study explored the interplay between organizational commitment and trust among public employees within a Local Government Unit (LGU) in Surigao City, Philippines. Data from 72 employees across four departments were analyzed using Spearman's rank correlations to examine associations between trust-building factors (HR practices, performance evaluations, delegation) and commitment levels. Additionally, Kruskal-Wallis H-tests and Mann-Whitney U-tests were employed to investigate potential demographic influences (age, sex, educational attainment) on both commitment and trust perceptions. While public employees exhibited moderate levels of organizational commitment, trust in HR policies, performance evaluations, and delegation practices remained high. Interestingly, trust in managers' follow-through and decision-making involvement displayed a potential U-shaped relationship with age. Educational attainment also emerged as a significant factor influencing trust perceptions across various organizational aspects. These findings suggest that fostering trust through transparent leadership, fair practices, and employee empowerment can be a valuable strategy for LGUs to cultivate a more committed workforce. Furthermore, the study highlights the potential need for tailored approaches to building trust based on employee demographic characteristics.

Employees' perceptions of organizational culture and motivational factors that increase labour productivity in food enterprises

The purpose of the study is to analyze the attitude of food industry workers to the elements of organizational culture and the characteristics of their attitude to the mission, goals and values of the organization. The objectives are to establish the relationship between the demographic characteristics of employees and the concepts being analyzed, to identify key aspects that contribute to the effective work of the team, and to determine the nature of employee relationships outside of work tasks. To test the hypothesis that the opinion about the presence of the mission, values and goals of the company, as well as adherence to them, is associated with the demographic characteristics of the respondents, 60 employees of food enterprises were surveyed, and a non-parametric method of mathematical statistics, the «Chi-square» criterion, was used to check the reliability of the research results. It has been established that there is a moderate connection between age and work experience, on the one hand, and the perception of the organization’s values, on the other. Research has shown that employees who are older and have longer tenure identify more strongly with the organization. It has been proven that employees who accept the concepts of the key characteristics of the organization's organizational culture follow these principles. The special significance of the mission for the majority of the company’s employees was determined. The share of respondents who confirmed that they follow the company’s mission is the highest — 66,7 %. Gender differences in the perception of the mission are identified, and a diversity of opinions is presented regarding the mission in the organization, its assessments and understanding of its significance for the organization. The results obtained show not only the importance of monitoring employees’ commitment to the company, but also allow them to competently draw up a program for training and motivating employees to strengthen team unity.

Investigating Occupational Accidents and Job Stress in a Construction Company and Its Relationship with Demographic Characteristics of Employees

Introduction: Construction industries have a complex nature, so they have a high rate of occupational accidents. Construction workers are known as one of the most stressful jobs. In addition to the mental health of employees, occupational stress also has a negative effect on the safety of the workplace. The present study investigates occupational accidents and job stress in a construction company and its relationship with the demographic characteristics of employees. 
 Materials and Methods: In the present study, occupational accident reports in a construction company were examined. After removing the incomplete reports, the information on 100 accidents such as the type of accident, the cause of the accident, the consequence of the accident, and the person who experienced the accident was collected. After collecting the accident data, the job stress of the injured employee was checked using the Osipow Job Stress Questionnaire. Data analysis was done in SPSS-24 software. 
 Results: The results showed that slipping and falling from a height had the highest frequency (41%), and electrocution had the lowest frequency (8%) among the accidents. The majority of the injured employees (96%) were placed in the moderate to severe stress group. No significant relationship was found between occupational accidents and demographic variables (P>0.05). Also, a positive and significant relationship was found between job experience and job stress (P<0.05). 
 Conclusion: The results of this study showed that it is necessary to take safety measures to reduce fall accidents. Due to the negative effects of occupational stress, it is recommended to implement measures such as developing a training program and holding stress management workshops, increasing organizational support, and identifying and adjusting stress sources.

Family Leave Policies and Employee Attitudinal Outcomes in Korea: The Moderating and Joint Moderating Effects of Gender and Marital Status

Demographic changes that many contemporary societies experience - e.g., the increase of dual-career couples and non-traditional families, the Millennials reshaping the workplace, and so on - and subsequent needs of individuals pose challenges for organizations. As a way to better motivate and retain employees, organizations provide employees with new types of support such as family leave policies that can help them with better work-family balance. This study examines the impact of organizational provision of family leaves on attitudinal outcomes of Korean employees as moderated by employee demographic characteristics. The findings suggest that the impact of family leave provisions vary depending on employee characteristics. Their impact on employee job satisfaction and organizational commitment are stronger for married female employees than for any other gender-marital status groups.

Assessing the Effects of Influential Factors and Demographic Traits on the Digital Employee Experience in Oman's Telecommunications Industry

The purpose of this research is to investigate the impact of various influential elements and demographic characteristics on the digital employee experience, with a focus on the telecommunications sector in the Sultanate of Oman. The main objectives of the research are to assess the intensity of various elements such as digital tool usability, technology accessibility, training availability, leadership support, organisational culture, and working environment on the digital employee experience and to explore the relationship between digital employee experience and employee demographic characteristics such as gender, age, education level, work experience, digital literacy, and job tenure in the telecommunications sector in Oman. The data collection is made using an online survey with a sample size of 150 employees from top telecommunications companies in Oman using quota sampling. To accomplish the research goals, IBM SPSS Statistics was used to conduct quartile analysis and ANOVA. Based on the results, it was found that the intensity of digital tool usability on the digital employee experience is high when compared to the other elements, and all demographic characteristics except gender have an impact on digital experience. Several suggestions were made based on the information discovered from the findings.

Factors Associated with Job Stress among Employees in Food Service Department at Selected Private Hospitals in Malaysia

The institutional food services industry is one of the most important sectors in Malaysia. In conjunction with institutional food services industry roles that provide services either in the government or public institutional operations, this industry has rapidly expanded in the coming years. Hence, the numbers of employees requested in this industry are getting high in demand in supplying services throughout the institutional operations. Despite the high demand in this industry, the exposure of job stress to the employee can cause turnover. Therefore, the purpose of this study is to examine the factors that contribute towards to job stress among food service employees at the private hospitals and identify the most influential factor that associated with the stress. This study also designed to examine the relationship between demographic characteristics of employees and job stress. The factors that used to conduct this study are workload, salary and working environment. This study used a quantitative approach through a self-administered survey questionnaire. 180 sets of questionnaires distributed to employees who were currently working in food service department at private hospitals. There were only 126 questionnaires returned and valid for further analysis. Data obtained were analyzed by using Statistic Packages for Social Science (SPSS) latest version. Based on the analysis, workload is the most influential factor of job stress and followed by the working environment as a second influential factor. Meanwhile, the salary factor did not significantly influence job stress among employees in this industry. Findings of study hopes will help the managers or owners in the institutional food service industry particularly the private hospitals to highlight these factors that lead to employee job stress. Additionally, the importance of this study is to encourage managers in focusing on these three factors in order to implement strategies to minimize stress at workplace.

The Role of Employee Demographic Characteristics and Selection of Human Resource Management Methods on Organizational Tensions and Turnover Intention

Aim. The purpose of this study was to investigate the role of demographic characteristics of employees and the selection of human resource management methods on organizational tensions and turnover intention. Methodology. This study is applied in terms of purpose and descriptive survey in terms of nature and method. The statistical population of this study includes 380 employees (scientific and administrative) of Payame Noor University of Kermanshah Province, which uses Cochran’s formula, and 191 people were selected as a sample. Data collection tools were questionnaire. Results. The results of testing the hypotheses by SMARTPLS software and using t-test statistics and path coefficients (β) showed that the demographic characteristics of employees on the selection of human resource management methods, organizational tensions, and layoffs have a strong, direct and significant effect, a moderate, direct and indirect and significant effect, and a moderate, direct and indirect and significant effect, respectively. The choice of human resource management methods has moderate, direct, and significant effects on organizational tensions and turnover intention, and a weak, direct and ultimately indirect, and significant effect, respectively. Also, organizational tensions have a moderate, direct, and significant effect on turnover intention. On the other hand, the choice of human resource management methods can play a mediating role in influencing the demographic characteristics of employees on organizational tensions and turnover intention goals. Also, organizational tensions can play a role as a mediating variable in influencing the demographic characteristics of employees and the choice of human resource management methods on the purposes of turnover intention. Conclusion. According to the findings of the study, it should be said that the relevant university to reduce the organization’s stress and intentions to turnover intention must resort to appropriate methods of human resource management. Of course, in this way, university administrators can use the cognitive characteristics of employees to choose the best management method.

Analysis of the Relationship between Self-Control and Social Desirability with the Ethical Report of Banking Delinquency With Emphasis on Demographic Characteristics of Employees

Analysis of the Relationship between Self-Control and Social Desirability with the Ethical Report of Banking Delinquency With Emphasis on Demographic Characteristics of Employees

Shift-work and breastfeeding for women returning to work in a manufacturing workplace in Taiwan

BackgroundAlthough breastfeeding-friendly workplaces are provided to promote an employed mother’s breastfeeding intention, few studies have explored breastfeeding intentions and behavior after a mother returns to work on a shift work or non-shift work schedule. To explore the impact of breastfeeding-friendly support on the intention of working mothers with different work schedules to continue breastfeeding, we conducted a survey at a female labor-intensive electronics manufacturer in Taiwan from August 2011 to April 2012.MethodsFemale workers who met the inclusion criteria (maternity leave between January 2009 and January 2011) were invited to participate in the survey. A structured questionnaire survey was administered to 715 working mothers employed at an electronics manufacturing plant in Tainan Science Park in Southern Taiwan. The questionnaire content included female employee demographic characteristics, employment characteristics, continued breastfeeding behavior after returning to work, access to lactation rooms, and employee perception of the breastfeeding policy and support when raising their most recently born child.ResultsA total of 715 employed mothers’ data were collected. Of the shift workers, 90.1% breastfed during maternity leave, but the breastfeeding rates after returning to work decreased to 21.5% for one to six months and 17.9% for more than six months. Of the non-shift workers, 87.6% breastfed during maternity leave and the breastfeeding rates after returning to work were 24.1% for one to six months and 34.6% for more than six months. Using a lactation room and taking advantage of breast-pumping breaks were significant factors for continuing to breastfeed one to six months after returning to work and more than six months after returning to work among shift workers and non-shift workers. In addition, among non-shift workers, a higher education level of the mother (odds ratio (OR) = 9.57) and partner support (OR = 4.89) had positive effects toward a mother continuing breastfeeding for more than six months after returning to work.ConclusionsWorkplaces or employers should provide more support to encourage employed mothers to take advantage of the breastfeeding room and breast-pumping breaks, enhance the frequency of the usage of lactation rooms, and increase the rate of continued breastfeeding.

Relationships between work-environment characteristics and behavioral health provider burnout in the Veterans Health Administration.

ObjectiveTo identify work–environment characteristics associated with Veterans Health Administration (VHA) behavioral health provider (BHP) burnout among psychiatrists, psychologists, and social workers.Data SourcesThe 2015–2018 data from Annual All Employee Survey (AES); Mental Health Provider Survey (MHPS); N = 57,397 respondents; facility‐level Mental Health Onboard Clinical (MHOC) staffing and productivity data, N = 140 facilities.Study DesignFor AES and MHPS separately, we used mixed‐effects logistic regression to predict BHP burnout using surveys from year pairs (2015–2016, 2016–2017, 2017–2018; six models). Within each year‐pair, we used the earlier year of data to train models and tested the model in the later year, with burnout (emotional exhaustion and/or depersonalization) as the outcome for each survey. We used potentially modifiable work–environment characteristics as predictors, controlling for employee demographic characteristics as covariates, and employment facility as random intercepts.Data Collection/Extraction MethodsWe included work–environment predictors that appeared in all 4 years (11 in AES; 17 in MHPS).Principal FindingsIn 2015–2018, 31.0%–38.0% of BHPs reported burnout in AES or MHPS. Work characteristics consistently associated with significantly lower burnout were included for AES: reasonable workload; having appropriate resources to perform a job well; supervisors address concerns; given an opportunity to improve skills. For MHPS, characteristics included: reasonable workload; work improves veterans' lives; mental health care provided is well‐coordinated; and three reverse‐coded items: staffing vacancies; daily work that clerical/support staff could complete; and collateral duties reduce availability for patient care. Facility‐level staffing ratios and productivity did not significantly predict individual‐level burnout. Workload represented the strongest predictor of burnout in both surveys.ConclusionsThis study demonstrated substantial, ongoing impacts that having appropriate resources including staff, workload, and supervisor support had on VHA BHP burnout. VHA may consider investing in approaches to mitigate the impact of BHP burnout on employees and their patients through providing staff supports, managing workload, and goal setting.

Demographic characteristics influencing financial wellbeing: a multigroup analysis

PurposeThe study attempts to understand the factors impacting the financial wellbeing of IT employees in India using confirmatory factor analysis (CFA). It utilizes well-established survey instruments to assess the impact of financial literacy, financial behaviour and financial stress on financial wellbeing. The study also attempts to understand the role of demographic factors (age, gender, monthly income, job category and work experience) in determining financial wellbeing through multigroup analysis.Design/methodology/approachStructured equation modelling (SEM) is used to study the link between the determinants. The study also attempts to understand the role of demographic factors (age, gender, monthly income, job category and work experience) in determining financial wellbeing through multigroup analysis. Data used for the analysis covers 237 employees working in the IT sector.FindingsWhile financial literacy and financial behaviour have a significant positive impact on financial wellbeing, financial stress has a significant negative impact. Financial behaviour and financial stress were found to have a mediating role in the relationship between financial literacy and financial wellbeing. The demographic variables significantly moderate the relationship between the factors leading to financial wellbeing.Originality/valueThe results show the need for financial wellbeing programs to focus on enhancing financial knowledge and improving financial planning. Further, it suggests offering customized financial wellbeing programs based on the employee's demographic characteristics rather than following a “one program, fits all” approach.

An empirical study on Personal Factors of Employee Engagement in BPO Industry

Purpose: The paper explores Personal Factors as one of the factors of Employee Engagement of the employees. Employee's Personal factors comprises the intrinsic motivation of employees. It implies that employees are satisfied on the job. Methodology: A survey of 350 employees was conducted across 5 NASSCOM listed BPO companies. The itemized scale used in study consisted of 5 items. To understand the relationship, chi-square analysis is performed. Findings: The results indicated that there is positive association between Personal factors and Demographic characteristics of employees. Research implications In this study, the researcher will attempt to bridge the gap between theory and practice in terms of Employee engagement. The dimensions related to the Personal factor identified will form the base for further investigation in BPO Industry. Practical implications: The study will also add to the body of knowledge on Employee engagement, allowing future researchers to investigate a more comprehensive view of Employee engagement. Social implications: The study will prove to be beneficial with a Industry plagued with retention and turnover issues. Originality/Value: The study is focused towards evaluating Personal factors in terms of Employee engagement. Therefore, act as a management fad towards fixing the issues related with employees in the Industries.

Clinical and occupational risk factors for coronavirus disease 2019 (COVID-19) in healthcare personnel.

To identify characteristics associated with positive severe acute respiratory coronavirus virus 2 (SARS-CoV-2) polymerase chain reaction (PCR) tests in healthcare personnel. Retrospective cohort study. A multihospital healthcare system. Employees who reported SARS-CoV-2 exposures and/or symptoms of coronavirus disease 2019 (COVID-19) between March 30, 2020, and September 20, 2020, and were subsequently referred for SARS-CoV-2 PCR testing. Data from exposure and/or symptom reports were linked to the corresponding SARS-CoV-2 PCR test result. Employee demographic characteristics, occupational characteristics, SARS-CoV-2 exposure history, and symptoms were evaluated as potential risk factors for having a positive SARS-CoV-2 PCR test. Among 6,289 employees who received SARS-CoV-2 PCR testing, 873 (14%) had a positive test. Independent risk factors for a positive PCR included: working in a patient care area (relative risk [RR], 1.82; 95% confidence interval [CI], 1.37-2.40), having a known SARS-CoV-2 exposure (RR, 1.20; 95% CI, 1.04-1.37), reporting a community versus an occupational exposure (RR, 1.87; 95% CI, 1.49-2.34), and having an infected household contact (RR, 2.47; 95% CI, 2.11-2.89). Nearly all HCP (99%) reported symptoms. Symptoms associated with a positive PCR in a multivariable analysis included loss of sense of smell (RR, 2.60; 95% CI, 2.09-3.24) or taste (RR, 1.75; 95% CI, 1.40-2.20), cough (RR, 1.95; 95% CI, 1.40-2.20), fever, and muscle aches. In this cohort of >6,000 healthcare system and academic medical center employees early in the pandemic, community exposures, and particularly household exposures, were associated with greater risk of SARS-CoV-2 infection than occupational exposures. This work highlights the importance of COVID-19 prevention in the community and in healthcare settings to prevent COVID-19.

THE INFLUENCE OF THE ORGANIZATIONAL PROCESSES ON JOB SATISFACTION

The concept of job satisfaction, which is most often defined as a satisfactory or positive emotional state that arises as a result of evaluating work or work experience, is one of the most important and most researched employee work-related issues. The relevance of the observed concept is the result of the belief that any changes in the level of job satisfaction have numerous positive, but also negative consequences, both for the individual and for the organization. In addition to the demographic or personal characteristics of employees, the cause of changes in the level of job satisfaction may be the related to the organizational elements through which the work environment is shaped. As the demographic characteristics of employees cannot be greatly influenced, the attention of researchers is usually focused on a group of organizational factors or characteristics. Precisely for that reason, the research problem presented in this paper is the influence of the process in the organization on job satisfaction in various organizations operating in the Republic of Srpska. The main goal of this paper is to investigate and determine the existence and nature of the relationship between defined process factors in the organization as independent variables and their impact on job satisfaction as dependent variables. In order to investigate the observed impact and prove the set hypotheses, an empirical research was conducted, using a custom-made survey questionnaire, on a sample of 738 workers employed in 283 organizations from the Republic of Srpska. Reliability analysis, expressed by the Cronbach’s alpha coefficient, shows a very high reliability of the developed instrument for testing satisfaction with organizational design. Testing of the set hypothesis was performed using correlation analysis, and the obtained results confirmed the hypothesis which claims that the processes in the organization affect job satisfaction.

A Cross-Sectional Study of SARS-CoV-2 Vaccination Among Employees of an Urban Safety-Net Health Care System.

A Cross-Sectional Study of SARS-CoV-2 Vaccination Among Employees of an Urban Safety-Net Health Care System.

Job Satisfaction and the Perception of Managers as Transformational Leaders: Examining the Role of Ethnicity and Other Demographic Characteristics of Employees in Multi-ethnic Teams

There is a lack of consensus regarding the impact of personal factors, such as ethnicity, on job satisfaction in employees working in multi-ethnic teams. Globalization has led to an increase in the heterogeneity in team members’ characteristics. Therefore, organizations are interested in identifying effective ways to manage such teams. Transformational leadership has been proven effective in managing teams to reach organizational goals. Accordingly, the present study aimed to examine the impact of ethnicity and other demographic characteristics on employees’ job satisfaction and their perception of their manager as a transformational leader. The sample comprised 115 mid-level employees from three US-based multinational technology firms. Data were collected using a questionnaire that included the Leadership Practices Inventory, the Job Satisfaction Survey, and items on participants’ demographic characteristics. Analysis included parametric or non-parametric statistics and correlations. Findings revealed a high job satisfaction level and a high tendency to perceive one’s manager as a transformational leader. No significant differences were observed based on demographic characteristics, while job satisfaction and perception of the manager as a transformational leader were correlated positively. These findings suggest that the transformational leadership style may be conducive to the effective management of heterogeneous groups.

Impact of demographic characteristics of personnel on the quality of employee relationships: The case of Poland

This research paper fills a significant gap in the literature in the field of the influence of demographic characteristics of employees on the quality of interpersonal relationships at work (QR). There are no comprehensive research results concerning this problem. The research objective is to describe how selected characteristics of employees (sex, age, education, type of job, and length of service) influence QR. This goal was achieved through the use of survey methods (online, direct and auditory) conducted in 2018 and 2019 on the sample of 1,336 active employees in Poland. The data was analyzed using IBM SPSS Statistics application. The findings prove that the quality of interpersonal relationships at work is differentiated by sex (men tend to rate the quality of relationships higher as compared to women), age (respondents belonging to younger groups tend to rate the quality of relationships higher as compared to older respondents), education (respondents with higher education tend to rate the quality of relationships higher as compared to less educated respondents), and type of job (managers tend to rate the quality of relationships higher as compared to the blue-collar workers). It was not possible to determine explicit trends in assessing the quality of relationships depending on the term of work. According to obtained results, special attention should be paid to the following categories of staff: women, older, less educated and blue-collar employees.

Innovations in human resource management: impact of demographic characteristics, quality of interpersonal relationships on counterproductive work behaviours

This paper describes the selected demographic characteristics as moderators of the impact of the quality of interpersonal relationships at work on counterproductive work behaviours. The main purposes of the research are describing: 1) how interpersonal relationships at work influences the intensity of counterproductive work behaviours; 2) how sex, age, education, length of service and type of job moderate the influence of interpersonal relationships at work on counterproductive work behaviours; 3) how the above-mentioned demographic characteristics influence interpersonal relationships at work and counterproductive work behaviours separately. The studies on the literature indicated that there were no comprehensive research results concerning those problems. The research paper fills a gap in the literature relating to the impact of interpersonal relationships at work on counterproductive work behaviours and the relation to modelling this impact by demographic characteristics of employees (sex, age, education, length of service, type of job). To achieve the study purposes, the author conducted a survey conducted on a sample of 1336 active employees in Poland. The survey period was 2018-2019. The IBM SPSS Statistics and IBM SPSS Amos were used to analyze data. Based on Structural Equation Modelling, it was that:1) interpersonal relationships at work negatively impacted on the intensity of counterproductive work behaviours against another individual; 2) the strength of influence of interpersonal relationships at work on counterproductive work behaviours did not change relevantly in modelling with selected demographic characteristics (sex, age, education, length of service, type of job); 3) only education, current kind of job and service length had a relevant influence on interpersonal relationships at work and counterproductive work behaviours. The research results could be useful for managers. In their activities, managers should systematically monitor interpersonal relationships at work and counterproductive work behaviours taking into account employees' demographic characteristics. In this process, managers should pay particular attention to education, type of current job, and service length.

Demographic Drivers of Workplace Deviance: A Survey of Clinical and Non-Clinical Hospital Professionals

This paper aims to determine the extent to which employee demographic characteristics (gender, age, tenure and professional group) predict an employee’s decision to participate in deviant workplace behavior. We conduct a quantitative field study consisting in a survey of 113 clinical and non-clinical professionals at the three largest hospitals in Brazil. ANOVA and linear regression were used to test the hypothesized model. Our results reveal that those most prone to deviant behavior are the short tenure, young and administrative professionals. Although we found no association between gender and workplace deviance, our results generate specific knowledge on relevant behavioral issues involving clinical and non-clinical hospital professionals. The knowledge of the demographic characteristics that may predict workplace deviance will allow managers to design and implement more accurate control systems and training programs that could reduce this dysfunctional behavior and its negative impact on organizations and society.