Disposition Of Employees Research Articles

Implementasi Kebijakan Kepegawaian Melalui Aplikasi Analisis Beban Kerja (E-ABK) Pada Kantor Kecamatan Bubutan Kota Surabaya

This study aims to analyze the implementation of personnel policies through Workload Analysis (E-ABK) at the Bubutan District office, Surabaya City. The research method used is qualitative descriptive with data collection through interviews, observations, and documentation. The results of the study show that there are several obstacles in the implementation of E-ABK, including the lack of effective communication between the Bubutan District office of Surabaya and the Organization Section of the Regional Secretariat of Surabaya, limited resources that there are still employees who have difficulty filling in supporting data, especially elderly employees, so there is a need for a mentoring role given to users of the E-ABK application, as well as the attitude and disposition of employees showing dissatisfaction in the use of the E-ABK application. In addition, the complex bureaucratic structure is also an obstacle in filling out E-ABK. To overcome these obstacles, it is recommended to increase communication and socialization regarding E-ABK, provide adequate resource support, provide motivation and appreciation to employees, simplify bureaucratic structure, and develop E-ABK. Better implementation is expected to increase the efficiency and effectiveness of employee workload management and achieve organizational goals more optimally.

Investigating the mediating role of political will in the relationship between organizational characteristics and use of political tactics

PurposeThe purpose of this paper is to study the influence of centralization and formalization on the frequency of political tactics (FPT) used by employees. It also examines political will as the underlying variable that mediates the relationship between the focal variables.Design/methodology/approachThe study uses data (n = 234) collected from a large public sector organization in India. The interrelationships are tested empirically using structural equation modeling.FindingsThe findings suggest that both centralization and formalization significantly influence the FPT used by employees. Also, political will partially mediate the relationship between centralization, formalization and FPT.Research limitations/implicationsThe study provides evidence of the influence of centralization and formalization as two organizational realities that lead to employee engagement in political tactics. It also elucidates the importance of political will and the need to develop social astuteness to maneuver through the maze of organizational politics. The study is conducted in a public sector organization in India and uses cross-sectional data. Therefore, generalizations must be made with caution.Originality/valueThe study establishes political will as an important mediator between centralization, formalization and political behavior, fostering in-depth research into the structural aspects of public sector organizations. It also establishes political will as an important individual disposition of employees that augments the engagement of employees in political behavior in highly centralized and formalized organizations.

Investigating the Concept of Creative Disposition & Decision Making Styles

This purpose of this study aims to determine the impact of decision making styles in organizations operating in Karachi. It focuses on exploring different components of decision making styles and investigates the concept of creative disposition. Moreover, it determines the correlation of different components of decision making styles to creative disposition of employees. It identifies necessary changes in decision making styles to increase its impact on creative disposition. Explanatory technique is adopted to determine the impact of logic, facts and personal experiences in decision making style on creative disposition; followed by primary data collection. Quantitative paradigms are used to perform the analysis. Target population of current study comprises of employees working in organizations of Karachi. Sampling technique used is non-probability convenient sampling. Sample size is of 384. Survey technique has been adopted for data collection process. Instrument used is questionnaire for data collection multiple linear regression technique has been used for analysis. The results of the study revealed that there is a significant role of logic based decision making style, facts based decision making style and personal experience based decision making style to determine positive creative disposition shows that it has a significant impact on it. This study successfully explained importance of decision making styles in developing creative disposition in organizations. Keywords: Logic Based Decision Making Style, Facts Based Decision Making Style, Personal Experience Based Decision Making Style, Creative Disposition.

Implementasi Kebijakan Tentang Penyandang Disabilitas di Yayasan Wisma Cheshier dan Panti Sosial Bina Daksa Budi Bhakti Jakarta

This research aims to analyze the implementation of Permensos No. 7 of 2017 Concerning the Habilitation and Social Rehabilitation Standards for Persons with Disabilities at the PSBD Budi Bhakti and the Wisma Cheshier Jakarta. Qualitative approach with descriptive methods used in this research, as many as 15 informants with used purposive. Data collection techniques with interviews, observation and documentation. This Research used Miles and Huberman’s data analysis. The results of the study explained that, the implementation of Permensos No. 7 of 2017 in the PSBD is running quite well that is the communication indicators in terms of transmission, clarity and consistency has been going well, while the quality of human resources has met the standards set by the Ministry of Social Affairs but in terms of facilities there are still found some facilities that do not meet the standards, related to the disposition of employees already have a commitment, discipline and seriousness in implementing the policy. The bureaucratic structure is related to SOP that have met the standards set by the Ministry of Social Affairs and in terms of fragmentation aspects, the policy is socialized, starting from the level of the Ministry of Social Affairs down to the Social Service and then to the Social Institution . The results of the study explained that, the implementation of Permensos No. 7 of 2017 in the PSBD is running quite well that is the communication indicators in terms of transmission, clarity and consistency has been going well, while the quality of human resources has met the standards set by the Ministry of Social Affairs but in terms of facilities there are still found some facilities that do not meet the standards, related to the disposition of employees already have a commitment, discipline and seriousness in implementing the policy. The bureaucratic structure is related to SOPs that have met the standards set by the Ministry of Social Affairs and in terms of fragmentation aspects, the policy is socialized, starting from the level of the Ministry of Social Affairs down to the Social Service and then to the Social Institution.

Study on the Influence of Grateful Disposition of Employees in Vietnam Hotel on Prosocial Behavior through Rapport

Study on the Influence of Grateful Disposition of Employees in Vietnam Hotel on Prosocial Behavior through Rapport

Five-year trends in adenoviral conjunctivitis in employees of one medical center

To describe the 5-year findings after a policy to screen for, diagnose, and isolate medical center employees with adenoviral conjunctivitis was implemented. Observational report with a retrospective evaluation of a current quality improvement initiative. Johns Hopkins Medicine, Baltimore, Maryland.ParticipantsJohns Hopkins Medicine employees. Data were retrieved from records maintained for this initiative, in which employees with suspected adenoviral conjunctivitis were evaluated in the Occupational Health Clinic and swabbed for polymerase chain reaction (PCR) testing for adenoviral conjunctivitis. Signs, symptoms, work area, diagnoses, and disposition of employees with eye complaints as well as PCR result and adenoviral type were recorded. Five-year data were reviewed. From 2011 to 2016, of 10,000 full-time equivalent employees, 1,059 employees visited the Occupational Health Clinic with suspicion of adenoviral conjunctivitis. Of these, 104 (10%) were PCR positive for adenovirus. Of these PCR-positive employees, 26 (25%) had the worst clinical presentation, epidemic keratoconjunctivitis (EKC). The Outpatient Pharmacy had the highest number of adenoviral conjunctivitis cases (n=9). The proportion of red-eye employees having PCR-positive adenoviral conjunctivitis increased over 5 years (P<.005, Cochrane-Armitage test for trend) as did the proportion of employees with EKC (P<.05). The proportion of employees with EKC caused by type 37 also increased (P<.05). Adenoviral conjunctivitis represents 10% of employee cases clinically suspected of this infection. Employees in patient-care areas should be screened even if they have no direct patient contact. Despite increases in the proportions of adenoviral conjunctivitis and of EKC over 5 years, no outbreaks occurred. This policy helps identify incipient EKC outbreaks and guides infection control efforts.

From schoolyard to workplace: The impact of bullying on sales and business employees' machiavellianism, job satisfaction, and perceived importance of an ethical issue

Bullying can precipitate many negative outcomes at work, but previous research does not adequately address how such misbehavior affects employee dispositions and attitudes; how these characteristics impact ethical decision making is also underexplored. Given these research gaps, the purpose of this study is to assess (1) the impact of bullying on Machiavellianism and job satisfaction, and (2) the influences of Machiavellianism and job satisfaction on perceived ethical issue importance, a measure of ethical decision making. Three hundred eighty‐four sales and business employees working for different firms operating in the United States answered a self‐report questionnaire. The findings showed that, after accounting for social desirability bias, workplace bullying was positively associated with Machiavellianism and negatively associated with job satisfaction. Machiavellianism was negatively related to the perceived importance of an ethical issue embedded in a vignette highlighting Machiavellianism and latent bullying behaviors. In addition, job satisfaction was positively related to ethical issue importance. Finally, both Machiavellianism and job satisfaction mediated the relationship between bullying experiences and importance of an ethical issue, as evidenced by their significant indirect effects. HR professionals should minimize bullying and Machiavellianism to reduce the corrosive effect on the ethical environment and enhance work attitudes and ethical decisions.

Employee dispositions to job and organization as antecedents and consequences of information systems use

AbstractOrganizations implement information systems to improve employee productivity and engender favourable organizational outcomes. Although there is evidence of positive outcomes of system use, research has suggested that system use may lead to negative consequences for employees and organizations. There has been limited research that focuses on how employees' use of information systems in the workplace is associated with their positive and negative dispositions to job and organization. We develop and test a model that posits that dispositions to job (ie, job satisfaction, job security, job anxiety, and emotional exhaustion), and organization (ie, organizational commitment and organizational trust) will play a dual role of antecedents and consequences of system use. We conducted 2 longitudinal studies in the context of 2 different systems—a functional system and an enterprise system—and found support for our hypotheses (N = 257 and 181, respectively). We found that preimplementation job and organizational dispositions significantly predicted both lean and rich measures of system use. Further, we found that rich measures of system use (ie, cognitive absorption use and deep structure use) had differential impacts on postimplementation employee dispositions—functional system use had a positive impact and enterprise system use had a negative impact. Overall, our findings offer a comprehensive understanding of system use, and its antecedents and consequences for employees in organizations.

Implementing Web Technologies as Organizational Communication Media: A Study of Employee Adoption Likelihood

&lt;em&gt;As an indicator of adoption likelihood, we studied employee dispositions that impact Perceived &lt;/em&gt;&lt;em&gt;Usefulness (PU) of several Web technologies as organizational media. We also examined the &lt;/em&gt;&lt;em&gt;acceptability of organization-owned platforms as informal communication media by employees. &lt;/em&gt;&lt;em&gt;Employees were studied across two countries with different levels of infrastructure maturity—Spain &lt;/em&gt;&lt;em&gt;and Nigeria. Results show that PU of Web technologies is positively impacted by employee usage &lt;/em&gt;&lt;em&gt;habits, perceived capacity to facilitate image enhancement, use by persons with whom the employee &lt;/em&gt;&lt;em&gt;wishes to relate and the availability of media options on the same platform. Previous notion that PU is &lt;/em&gt;&lt;em&gt;positively impacted by media richness was not supported. Results also suggest employee unwillingness &lt;/em&gt;&lt;em&gt;to use organization-owned media for informal communication except for job-related conversations that &lt;/em&gt;&lt;em&gt;could enhance performance. We recommend approach to planning Web technologies implementation&lt;/em&gt;&lt;br /&gt;&lt;em&gt;as effective organizational media.&lt;/em&gt;

Uslužna orijentacija zaposlenih u restoranima

The service orientation program developed for restaurant employees can be a competitive advantage for a restaurant operation. Service orientation has been characterized as the disposition of employees to be helpful, thoughtful, considerate, and co-operative towards customers. Customer-oriented behaviors include: helping customers; helping customers to assess their needs; offering service that will satisfy those needs; describing services accurately; avoiding deceptive manipulations; and avoiding the use of high-pressure tactics. Service orientation should be understood as a major vehicle in which managers have established differentiation among competing companies. The fact is that frontline employees (e.g. servers and bartenders) with a high degree of service orientation influence restaurant diners' perceptions of service quality and ultimately lead to diners' satisfaction and loyalty. This paper will present what the guests' expectations are, what the service orientation means and which factors have influence on employee service orientation.

Dynamics of incentives and value creation in (de-)centralised incentive systems

When young and small organisations grow into medium-sized organisations they often implement monetary incentive systems with unclear consequences. Whilst implemented to increase employee (innovative) output and value creation, they have ambiguous effects and may even reduce value creation. Due to the different effects of monetary incentives, this paper distinguishes reciprocal and opportunistic employees' different reactions to incentives. It analyses the effects of decentralised incentive systems - and thus of incentive systems targeted better at opportunistic vs. reciprocal employees - on value creation. Here, it proposes a causal feedback structure explaining opportunistic and reciprocal employees' different reactions and it investigates by simulation how incentives and value creation interact over time. The analysis reveals that behaviour is not pre-determined by employee disposition. It shows how dynamics evolve dependent on the interrelationships of employee dispositions and the organisational context. As such, it exemplifies the usefulness of studying dynamics of incentive systems and employee behaviour.

A Polymerase Chain Reaction–Based Algorithm to Detect and Prevent Transmission of Adenoviral Conjunctivitis in Hospital Employees

To devise and implement a practice algorithm that would enable rapid detection and appropriate furlough of hospital employees with adenoviral conjunctivitis in order to prevent healthcare-associated epidemic keratoconjunctivitis. Evaluation of an ongoing quality assurance/improvement initiative. Employees of Johns Hopkins Hospital with signs and symptoms of adenoviral conjunctivitis underwent evaluation by nurse practitioners in Occupational Health and rapid diagnostic testing by real-time polymerase chain reaction (PCR). Sequencing was used to determine serotype when adenovirus was detected. Signs, symptoms, diagnosis, and disposition of employees with eye complaints as well as PCR and serotype results were recorded. Over a 36-month period approximately 18% of initial employee visits were due to unique, eye-related complaints. Viral conjunctivitis was suspected in 542 of 858 employees with eye complaints (62%); adenovirus was detected by PCR in 44 of 542 suspected viral conjunctivitis cases (8%) or 44 of 858 employees with any eye concern (5%). Fourteen of the 44 employees had adenoviral serotypes and clinical presentation consistent with epidemic keratoconjunctivitis (type 37 [n = 6], 8 [n = 4], 4 [n = 3], 19 [n = 1]). Other serotypes found in individuals with less severe conjunctivitis were 3 (n = 5), 4 (n = 5), 56 (n = 4), 1 (n = 2), 42 (n = 1), and 7 (n = 1). No healthcare-associated adenoviral conjunctivitis outbreaks occurred after algorithm implementation, and fewer employees required furlough than had clinical diagnosis alone been used. The algorithm is an effective infection prevention tool that minimizes productivity loss compared to clinical diagnosis and allows for determination of prevalence and serotype characterization of adenoviral conjunctivitis in hospital employees.

Understanding the Drivers of Job Satisfaction of Frontline Service Employees

In this article, we examine the antecedent structure of the terminal level of job satisfaction of frontline service employees who have recently quit a firm. The results from the estimation of a latent, finite-mixture model, using data collected from former employees of a large supermarket chain, point to a two-dimensional heterogeneity among exiting employees. We find systematic variation in the relative importance of the drivers of job satisfaction, such as work environment, personality, and demographics, across employee subgroups. We also find that the threshold level of the terminal satisfaction for exiting employees could be high for some and low for others. These findings stand in contrast to the inverse satisfaction-turnover intent link documented for existing employees and provide new explanations for the observed weakness in the relationship. They are also inconsistent with the attraction-selection-attrition model that argues for a convergence in employee dispositions. We suggest that job satisfaction and turnover models can be enhanced by adopting a utility-theoretic perspective that accommodates variations in the structure and threshold levels of terminal satisfaction. To this end, we provide some guidelines for how exiting rather than existing employees can provide an alternative avenue for diagnosing the quitting process and ultimately improving the predictive power of turnover models. Finally, we suggest that the allocation of employee retention resources based on either a common model of job satisfaction, or assuming a monotonic satisfaction-intent relationship, may be inefficient. Instead, we argue for model-based, group-specific retention programs to reduce frontline service employee turnover.

Emotional Intelligence in Organizations

Emotional intelligence (EI) is a set of abilities that pertain to emotions and emotional information. EI has attracted considerable attention among organizational scholars, and research has clarified the definition of EI and illuminated its role in organizations. Here, I define EI and describe the abilities that constitute it. I evaluate two approaches to measuring EI: the performance-based and self-report approaches. I review the findings about how EI is associated with work criteria, organizing the findings according to three overarching models: the validity generalization, situation-specific, and moderator models. The support for the latter two models suggests that the organizational context and employee dispositions should be considered in order to fully explain how EI relates to criteria. I identify controversies in this area, describe how findings address some controversies, and propose future research to address those that remain. I conclude by listing best practices for future research on the role of EI in organizations.

Toward a deeper understanding of IT adoption: A multilevel analysis

This study adopts a multilevel perspective and uses cross-level modeling to explore how resistance to change (RTC) influences information technology (IT) adoption behaviors. RTC is conceptualized at two levels of analysis (personal and contextual) and with two levels of specificity (distal and proximal). Data were collected from 258 employees within 25 administrative work units undergoing a new IT initiative. The findings from this study reveal a “maverick effect” wherein pro-initiative employees react in contrast to their workplace contexts. They champion IT adoption when their work units resist the IT initiative and prolong IT adoption when their work units readily embrace the IT initiative. This study introduces a novel interactionist perspective on IT adoption that considers employee dispositions and perceptions, as well as workplace climate and culture, as enablers and inhibitors of IT adoption. Moreover, the study advocates for change management practices that account for multilevel interactions among the personal and contextual influences of IT adoption.

Executives Perception of the Impact of Flexitime on Organizational Performance

The paper investigates the perception of Nigerian executives on the impact of flexitime on organizational performance. Effort is made to explore the attitudinal disposition of employees towards flexitime and how gender affects employee satisfaction with flexitime. The study, based on administered questionnaires as the main medium for data collection from managers in private sector of the Nigerian economy, utilizes correlations and multi-variate regression analysis to determine variables that significantly contribute to manager’s satisfaction with flexible work arrangement. The study finds that marital status and gender exert significant negative impact on level of satisfaction with flexitime. In addition, gender, marital status and motivation capabilities of flexitime were found to be a significant determinant of satisfaction with flexitime. Therefore, given the cultural context of the study it does appear that organizations might found it profitable to adopt a flexitime policy so as to relieve their employees some family or domestic burden with the attendant motivation benefit that increases employee performances.

The Moderating Effect of Core Self‐Evaluations on the Relationships between Job Attitudes and Organisational Citizenship Behavior

Several studies in the organisational citizenship behavior (OCB) literature have focused on the main effects of employee dispositions and job attitudes. The current study builds upon previous findings by examining whether core self‐evaluations (CSE) moderate the relationship between job attitudes and OCBs. Consistent with our hypotheses and with the notion that CSE contributes to one's general level of initiative and self‐confidence, data collected from 200 New Zealand workers found that the job attitude–OCB relationship was stronger for workers who were high in CSE than for workers who were low in CSE.

Does customer aggression more strongly affect happy employees? The moderating role of positive affectivity and extraversion

Customer abusive behavior has been found to be a major source of stress for service workers. The main purpose of the present research was to investigate the moderating role of positive affectivity (PA) on the relationship between customer verbal aggression and organizational outcomes. Three studies, based on three separate samples of service employees (Study 1: N = 187; Study 2: N = 422, Study 3: N = 156) demonstrated that frequency of customer aggression was a strong predictor of job-induced tension, job-related attitudes and emotional dissonance even after controlling for negative affectivity. A primary finding of this research was that positive disposition of employees did not reduce the negative consequences of interactions with aggressive customers, but rather increased them. The research provides additional support for the notion that positive disposition can be associated with unfavorable organizational outcomes in certain situation. The results also point out that those who are more likely to be negatively affected by frequent interactions with aggressive customers, are the very service workers that organizations tend to value most. Implications for management and future research are discussed.

A meta‐analysis of the predictors and consequences of organization‐based self‐esteem

Organization‐based self‐esteem (OBSE), which represents employees' beliefs about their own value and competence as organizational members, has attracted much recent research attention. In the current paper, we identified several theoretically based predictors and consequences of OBSE. We then conducted a meta‐analysis examining the relationships between OBSE and these variables. Results indicated that several hypothesized predictors, including the work environment and employee dispositions, were related to OBSE. Furthermore, OBSE was related to several hypothesized outcome variables including job satisfaction, organizational commitment, employee health, job performance, and organizational citizenship behaviour. As expected, OBSE generally yielded stronger relationships with work‐related variables than did general self‐esteem and we found evidence that OBSE mediated the relationships between general self‐esteem and work‐related criteria.

Service orientation of restaurant employees

The purpose of this study was to identify and investigate factors that might influence restaurant employees' degree of service orientation. Service orientation has been characterized as the disposition of employees to be helpful, thoughful, considerate, and co-operative towards customers. This study, exploratory in nature, examined service orientation of employees and managers working in pizza restaurants. Results suggest that service orientation is comprised of three components: organizational support, customer focus, and service under pressure. Results also suggest that increasing employees' job involvement, job satisfaction, and job security could assist in improving their overall service orientation.