Education Employment Research Articles

The Impact of Transformational Leadership Communication on Personal Leadership of Administrative Staff in Higher Education: A Case Study

Purpose – The aim of this study is to investigate how communication styles of transformational leaders affect the personal leadership of administrative employees. Aim – The paper aims to identify aspects of transformational leader communication that enhance personal leadership among administrative employees in higher education. Methodology – Research data was collected by a survey. The study sample consists of administrative staff from state University operating in Lithuania (N=115). Statistical data analysis, including the chi-square (χ2) test, Student's t-test, ANOVA, Smirnov-Kolmogorov test, Shapiro-Wilk test, and Spearman correlation (r) was conducted using SPSS Statistics 20. Findings – The study findings indicate that communication characteristic of transformational leadership promotes personal leadership, loyalty, job satisfaction, and positively impact organizational climate. Some aspects of transformational leadership differ by demographic factors such as gender, age and position Limitations of the study – The study acknowledges certain limitations, including the subjective nature of survey responses and the focus on a single organization's administrative staff, which may limit the generalizability of the results. Originality/value – This study is among the few exploring the impact of transformational leader communication on administrative employees' personal leadership, particularly within the context of Lithuanian organizations, and by analyzing demographic differences in this regard. It provides new insights into the importance of transformational leadership and its practical benefits in organizations. The research outcomes can assist organizational leaders in understanding how their communication can influence employees' personal leadership qualities. This understanding may lead to practical outcomes such as improved organizational structure, enhanced teamwork, and increased productivity.

ANALYSIS OF THE RELATIONSHIP BETWEEN DEMOGRAPHICS AND EMPLOYEE SATISFACTION LEVELS: THE ROLE OF GENDER AND AGE IN IMPROVING THE QUALITY OF THE WORK ENVIRONMENT

This study explores the influence of age and education level on employee satisfaction on performance appraisal at the Surabaya Ministry of Health Polytechnic. With a quantitative approach, data was collected through a questionnaire from 90 employees and analyzed using descriptive and inferential statistics. The results showed that there was a significant difference in satisfaction levels based on age and education level. Younger, more educated employees tend to report higher satisfaction with performance appraisals, suggesting that these demographic factors influence their perceptions of fairness and transparency. This study emphasizes the importance of human resource management to consider age and education when designing an effective performance appraisal system. This study provides new insights in the human resource management literature by highlighting the importance of demographic factors in employee satisfaction with performance appraisals. The results of this study also provide guidance for improving the performance appraisal system and employee satisfaction in the institution.

Evaluating perspectives, knowledge and behaviors of osteopathic medicine in a United States osteopathic medical school: A study in employee education and changes in understanding

BackgroundThe institutional culture where students complete training may significantly impact their professional identity and practice habits related to osteopathic medicine principles and the use of Osteopathic Manipulative Treatment (OMT). This is the first study to evaluate institutional culture, perspectives, knowledge, behaviors, and the effect of an educational intervention among an institution's employees surrounding the principles of osteopathic medicine. ObjectiveTo explore the impact of a standardized educational intervention in osteopathic medicine for employees in promoting greater integration of osteopathic principles and practice into our institutional culture at a single multi-campus institution.. MethodsA cross-sectional study was conducted to assess osteopathic knowledge, perspectives, and behaviors through two surveys provided before and 6 months after an educational intervention. The educational intervention consisted of 7 online, asynchronous modules. A baseline (PRE) survey and 6-month follow-up (POST) were treated as independent samples, as not all study respondents participated in the educational intervention. Contingency tables were generated for the preliminary data set to assess the relationships among survey responses. Chi-square tests were conducted to test relationships and Fisher Exact Tests employed when assumptions for the chi-square test were not met. Analyses of variance and independent t-tests were conducted to evaluate score differences across different employment categories and backgrounds. ResultsAll employees were invited to participate in the study, 96/370 (25.9 %) completed the PRE and 94/370 (25.4 %) completed the POST surveys. In the POST survey, 45/94 (47.9 %) of respondents indicated they participated in the educational modules. After the training, a greater number of participants agreed or strongly agreed that they understand the fundamentals of OPP [PRE: 80/95 (84.2 %); POST: 88/92 (95.7 %); P = 0.01] and the origins and history of osteopathic medicine in the United States [PRE: 62/94 (66 %); POST: 79/92 (85.9 %); P = 0.003]. Within the administrators/staff category, significantly more had experienced OMT at the end of the study [PRE: 38/48 (79.2 %); POST: 45/48 (93.8 %); P = 0.04]. There were significantly more participants who correctly identified body systems impacted by OMT [PRE: 68/96 (70.8 %); POST: 79/93 (84.9 %); P = 0.01]. Faculty planned to integrate osteopathic principles into their teaching [37/40 (92.5 %)] and written exam items [25/40 (62.5 %)] in the future. Finally, employee participants in the training [50/51 (98 %)] reported an impact on their confidence in discussing Osteopathic Principles and Practice (OPP) with others, and believed the training increased their awareness of OPP in their work [46/51 (90 %)]. ConclusionsAn educational intervention positively impacted employees’ perspectives, knowledge, and behaviors related to OPP at a multi-campus, osteopathic institution. Enhanced engagement with institutional osteopathic culture fosters an informed workforce, and may influence student engagement with OPP in their future practice. Implications for educational practice•An educational intervention in osteopathic principles positively impacts the perspectives, knowledge, and behaviors of employees of an osteopathic institution in relation to Osteopathic Principles and Practice.•Providing focused training in osteopathic principles to employees may result in fewer misunderstandings within osteopathic organizations.•Employees trained in osteopathic principles may provide more consistent public messaging, enhancing public awareness about the osteopathic medical profession.•Institutions who seek to increase employee knowledge about osteopathic principles may influence student engagement with osteopathic principles and osteopathic manipulative treatment, furthering the distinctiveness of osteopathic medical practice.

Employee education and corporate tax outcomes: Evidence from firm-level reporting

Employee education and corporate tax outcomes: Evidence from firm-level reporting

Mental Health Management Strategies in Pregnant Women and The Impact on Infant Health

The first stage of labor often takes a long time and causes discomfort for the mother, so methods are needed to accelerate it. This study aims to evaluate the effectiveness of microcontroller-based nipple stimulation in accelerating the labor process by stimulating the release of the hormone oxytocin which increases uterine contractions and accelerates cervical opening. Microcontroller technology is used to ensure the stimulation is done automatically and measured according to the mother's physiological needs. This study involved two groups, namely the group that received stimulation and the control group that did not receive stimulation. There are shortcomings in studies examining the effectiveness of interventions implemented at the organisational level in reducing stigma and improving mental health support. A variety of strategies can be used to address stigma, including proper education, awareness campaigns, and training for managers and employees on the importance of mental health. The development of inclusive policies and the provision of easy and non-discriminatory access to mental health services are essential. Consistent managerial support also plays a key role in creating a supportive work environment. Creating a positive and inclusive organizational culture will help companies improve employee mental health and well-being, while also increasing workforce productivity and retention. Reducing stigma and increasing support can create a healthier work environment, which ultimately supports individual development and the long-term success of the company.

Occupational Well-Being Profiles and Learning Climate as an Organizational Resource: A Latent Transition Analysis

AbstractThe aim of the present longitudinal study was to profile the occupational well-being (burnout, work engagement) of highly educated employees (n=442) at three measurement points: in 2017 (T1), 2019 (T2), and 2021 (T3). We were interested in whether profile transitions would occur during the follow-up, and if so, whether the three dimensions of perceived learning climate (facilitation, appreciation, and error avoidance) predict these transitions, and hence function as an organizational-level resource that could help highly educated employees to sustain or improve their occupational well-being. We identified three profiles at each measurement point: (1) burnout, lowered engagement; (2) average exhaustion, high engagement; and (3) low burnout, very high engagement. Latent Transition Analysis indicated that employees both maintained their profiles and made transitions during the follow-up. The findings for the second study period (T2-T3) showed a somewhat less favorable development of occupational well-being. Multinomial Logistic Regression Analysis revealed that perceived learning climate predicted the T2-T3 but not T1-T2 transitions. We conclude that employee well-being can simultaneously comprise both positive and negative states. Although the organizational resource perspective gained some support, this tentative evidence also raises the question of whether employees perceive an appreciative learning climate as more stressful than helpful. Overall, the longitudinal relationship of occupational well-being with the dimensions of perceived learning climate warrants further study.

Pencegahan Tindak Korupsi di dalam Lingkungan Perkantoran

Preventing acts of corruption in the office environment involves a series of strategic steps to create a culture of transparency and accountability. These efforts include implementing a code of ethics, training on integrity, and strict supervision of the decision-making process. In addition, the application of information technology to monitor financial transactions and reports can help detect potential fraud. By building awareness and commitment of all employees towards preventing corruption, organizations can increase public trust and create a healthier work environment. Preventing acts of corruption in the office environment is a crucial step in creating good governance and improving institutional integrity. Corruption can hinder economic growth and damage public trust. To prevent this, a comprehensive approach is needed, including implementing transparency policies, strengthening supervisory systems, and ethical education for employees. In addition, an organizational culture that supports openness and accountability must be built. This research discusses effective strategies that can be implemented to minimize the risk of corruption, including the use of information technology and participation in community oversight. The results are expected to provide recommendations for government and private agencies in strengthening efforts to prevent corruption

Preliminary Results of a Workplace Health Promotion Program in Higher Education

Background: Employees of higher education have an increased risk for stress, burnout, and turnover. Workplace Health Promotion (WHP) programs have been shown to improve quality of life, reduce individual health risks, improve morale, reduce health care costs, and increase employee retention. Aim: The aim of this study was to determine the impact of a WHP initiative on employee intent to stay, life/work balance, and work-related quality of life. Methods: This study employed a cross-sectional design at a Midwestern university. All faculty and staff were invited to participate in an Employee Wellness Hour, which allowed them to take an additional hour per day to participate in wellness-related activities. Those who chose to participate were required to track their wellness activity on a weekly basis in Qualtrics and invited to participate in a survey examining their intent to stay, life/work balance, and work-related quality of life. Analyses were conducted to determine whether participation in the Employee Wellness Hour had an impact on employee intent to stay, their life/work balance, and work-related quality of life. Results: Results indicated that those who participated in the Employee Wellness Hour were more likely to stay with their current employer and rated their working conditions more positively. Conclusions: The cost of employee turnover is immense, making it imperative that employers develop and implement innovative solutions to retain employees and improve working conditions. This study provided preliminary evidence that WHP programs can have a positive impact on retention and working conditions among those employed in institutions of higher education.

Mental Health In The Workplace: Overcoming Stigma And Increasing Support

The first stage of labor often takes a long time and causes discomfort for the mother, so methods are needed to accelerate it. This study aims to evaluate the effectiveness of microcontroller-based nipple stimulation in accelerating the labor process by stimulating the release of the hormone oxytocin which increases uterine contractions and accelerates cervical opening. Microcontroller technology is used to ensure the stimulation is done automatically and measured according to the mother's physiological needs. This study involved two groups, namely the group that received stimulation and the control group that did not receive stimulation. There are shortcomings in studies examining the effectiveness of interventions implemented at the organisational level in reducing stigma and improving mental health support. A variety of strategies can be used to address stigma, including proper education, awareness campaigns, and training for managers and employees on the importance of mental health. The development of inclusive policies and the provision of easy and non-discriminatory access to mental health services are essential. Consistent managerial support also plays a key role in creating a supportive work environment. Creating a positive and inclusive organizational culture will help companies improve employee mental health and well-being, while also increasing workforce productivity and retention. Reducing stigma and increasing support can create a healthier work environment, which ultimately supports individual development and the long-term success of the company.

The impact of job stress on job satisfaction and turnover intentions among bank employees during the COVID-19 pandemic.

The main objective of this study is to explore the relationships among job stress, job satisfaction, and turnover intentions among bank employees during the COVID-19 pandemic, with a focus on variations across different demographic characteristics. A cross-sectional design was employed, and data were collected from 501 bank employees using the Job Stress Questionnaire (JSQ), the Simplified Minnesota Satisfaction Questionnaire (MSQ), and the Intention to Leave Scale (ILS). Descriptive statistics, t-tests, ANOVA, Pearson correlation, and multiple regression analyses were used to test the research hypotheses. The findings show that job stress is significantly negatively correlated with job satisfaction and positively correlated with turnover intention. Interpersonal relationship stress emerged as the strongest predictor of turnover intention, while job autonomy stress significantly influenced job satisfaction. Demographic factors, including age, income, and education level, moderated these relationships, with younger, higher-income, and more educated employees reporting lower stress and higher satisfaction. Employees with dependents reported higher stress levels, lower job satisfaction, and greater turnover intentions compared to those without dependents. This study underscores the importance of managing workplace stress and enhancing job satisfaction to reduce turnover intention, particularly during the COVID-19 pandemic. Interventions focused on improving interpersonal relationships and providing targeted support for older and lower-income employees are recommended to mitigate stress and improve retention rates.

Women in the workforce and climate change performance: the moderating role of environmental management training

ABSTRACT This study examines the relationship between gender and carbon emissions, specifically focusing on the influence of female leadership roles and female employees on carbon emissions from 2012 to 2021 in companies listed on the Australian Securities Exchange. While gender socialisation theory suggests that women are naturally inclined to care for the environment, our results do not fully support the argument that more female directors and employees alone can combat carbon emissions significantly. However, our findings indicate that when employees receive environmental management training, the presence of female directors significantly reduces carbon emissions. This result highlights that informal education alone, as emphasised in gender socialisation theory, is insufficient for addressing carbon emissions of companies. The findings suggest the importance of having more women in leadership positions as well as providing formal training and education for employees to reduce carbon emissions.

Personal Branding Pimpinan SD Islam Al Ikhlas Dalam Mempertahankan Citra Sekolah

The purpose of this study is to see how the Personal Branding of the Principals of Al Ikhlas Islamic Elementary School maintains the school's image. This study will focus on the Personal Branding of the Principals of Al Ikhlas Islamic Elementary School starting from the Vice Principal to the Principal. A qualitative approach is used through interviews and holding group discussion forums with four participants who are the leaders mentioned above. Data analysis was carried out using a thematic approach to identify patterns in the Personal Branding strategies used, challenges faced, and strategies to maintain the integrity of the school's image. The results of the study show that the Principals of Al Ikhlas Islamic Elementary School in maintaining the school's image, consistently convey the advantages of policies by using open communication. As a form of education for teachers and employees so that the cons or issues that occur do not continue into a crisis.

Respect for Constitutional Rights of Individuals in Platform Economy

The paper dwells on the issue of respect for labor and social rights of individuals enshrined in the Constitution of the Russian Federation in sectors of the economy that are partially or completely switching to activities in an economic model based on the use of digital platforms (platform economy). The strengths and weaknesses of this method of organizing activities for workers employed in the industries under consideration are elucidated in the context of both labor and civil law relations, including workers having the status of self-employed workers. The main possible reasons for the transition of economic entities to activities within the framework of the platform economy, including with a change in the nature of legal relations, are justified through a set of objective (economic and social) and subjective (related to the education, abilities and motivation of a potential employee) reasons. Avito.ru Internet platform is monitored to find job vacancies, within which ensuring the proper implementation of сonstitutional rights of citizens is possible exclusively within the framework of labor legal relations. The analysis of the conditions of employment offered by actual employers reveals typical potential and actual violations of human rights in relation to both an employee and third parties. Based on the results of the analysis of practice, the author offers a number of measures aimed at eliminating the identified prerequisites for violating the constitutional rights of citizens. In particular, the ban on attracting persons as self-employed to perform work or provide services that pose a threat of violation of their rights or the rights of third parties in the event of this activity outside the framework of labor legal relations, as well as the possibility of recognizing civil law relations between the actual employer and an individual in the status of self-employed actual labor relations.

The Influence of Accounting Understanding, Utilization of IT, Education Level, Internal Control, and Work Experience on the Quality of Financial Reports of Village Credit Institutions (LPDs)

The quality of financial reports is crucial for comparing performance across periods in institutions like the Village Credit Institution (LPD). However, many financial reports have emerged as uninformative and of low quality. This study aims to examine how factors such as job experience, education level, internal control, and accounting knowledge impact the quality of LPD financial reports in Denpasar City. The study population comprised 552 LPD employees involved in preparing financial reports, and through purposive sampling, 102 respondents were selected, including leaders, supervisory bodies, and accounting staff with at least two years of experience. Data were collected via questionnaires and documentation and analyzed using multiple linear regression. The results indicate that while accounting knowledge and internal control do not affect the quality of LPD financial reports, the use of information technology, education level, and work experience positively influence the improvement of financial report quality. These findings highlight the importance of investing in employee education, training, and technology to enhance financial reporting standards at LPDs

How Well Do Employees Know Their Health Savings Accounts? The Need for Improved HSA Communication and Literacy

Health Savings Accounts (HSAs) have been around for two decades, with record funds accruing in accounts year-after-year. Despite this growth, little is known regarding how well consumers know what they can spend their HSA funds on to maximize their accounts’ tax advantages. A survey of HSA savers at a large Midwest organization ( n = 732) found that about 1-in-4 employees (29.1%) were unsure or did not know their HSA contributions were not federally taxed. Additionally, employees knew that fewer than half of items asked about (M = 4.71) on a 10-item HSA-eligible quiz could be purchased with HSA funds. Employees had the least awareness that hand sanitizer (22.5%), sunscreen (27.2%), and menstrual care products (33.1%) could be purchased with HSA funds. Knowledge or perceptions did not differ based on employee education level, indicating that HSAs are likely a complicated topic for anyone to fully comprehend. These findings showcase a need to develop more effective communication to help employees better understand the unique benefits HSAs can provide. Additional recommendations for employers are provided.

ОСОБЕННОСТИ РАБОТЫ СПАСАТЕЛЕЙ МЧС РОССИИ В УСЛОВИЯХ ВЗАИМОДЕЙСТВИЯ С ПРЕДСТАВИТЕЛЯМИ РАЗНЫХ ЭТНИЧЕСКИХ ГРУПП И РЕЛИГИОЗНЫХ КОНФЕССИЙ

The article reveals the characteristic features of interaction between employees of EMERCOM of Russia and the population of territories that have great differences in cultural, socio-psychological and economic development, having their own way of life, traditions, customs and, in general, mentality. The study offers appropriate recommendations aimed at minimizing the negative aspects of carrying out rescue operations in areas of compact residence of indigenous peoples and, in turn, achieving positive ones. Particular attention in the article is paid to the issue of developing personal and professionally important qualities, the competence of employees involved in organizing and conducting such events. The authors substantiate the concept in which one of the main forms of solving the problems identified in the work is additional professional education for employees of EMERCOM of Russia.

Work-family conflicts and sickness absence due to mental disorders among female municipal employees - a register-linked study comparing health and social care employees to employees in other sectors.

This study aimed to examine (i) if work-to-family conflicts (WtFC) and family-to-work conflicts (FtWC) are associated with sickness absence due to mental disorders and (ii) whether these associations are different among health and social care (HSC) employees compared to other municipal employee sectors. The Helsinki Health Study survey data collected in 2017 among 19-39-year-old female municipal employees (N=2557) were prospectively linked to administrative Social Insurance Institution of Finland register data on long-term sickness absence due to mental disorders (SA-MD) covering a follow-up of up to five years. The associations of WtFC and FtWC and SA-MD were analyzed using Cox regression models stratified by employment sector (HSC, education, other), adjusting for sociodemographic and health-related covariates. Of HSC employees, 16% had SA-MD during the follow-up, which surpassed the figures for employees in education (12%) and other (11%) sectors. In the HSC sector, the youngest employees had the highest prevalence of SA-MD and, among HSC employees, prior SA-MD was the most common. In Kaplan-Meier curves, the steepest increase in SA-MD was observed for HSC employees. WtFC [hazard ratio (HR) 1.84, 95% confidence interval (CI) 1.39-2.45] and FtWC (HR 1.78, 95% CI 1.32-2.40) were associated with SA-MD among HSC employees. The associations were rather similar for employees in education and other sectors. Adjusting for work-related factors and health history somewhat attenuated the associations. Better possibilities to combine work and family life might aid in preventing SA-MD in all employment sectors.

Employee training as a tool to achieve goals depending on SME’s type

Employee training is one of the most important areas of human resources management and is key to the career development of employees. The aim is to determine how the sector and size of small and medium enterprises (SMEs) influence the corporate education of employees. Data were collected using a questionnaire distributed among 610 SMEs in the Czech Republic; valid answers were obtained from 581 enterprises. The respondents mainly include managers responsible for employee education or other representatives with relevant experience. This database was tested using statistical methods, including Pearson’s chi-squared test of independence, Kolmogorov-Smirnov normality test, and Kruskal-Wallis test. The results indicate that enterprises with 150-250 employees try to provide them with training that would correspond to the so-called work-life balance. Enterprises with 50-149 employees often have a larger budget and resources to invest in corporate training. The results show that in terms of SME size, employee training is most commonly applied by medium-sized enterprises. It is confirmed that the bigger the enterprise, the more frequently its employees are trained. On the other hand, the sector does not significantly influence employee training. Slightly above-average use of employee training is observed in the transport and logistics sectors, but the difference is not substantial. AcknowledgmentThis paper was supported by the project IVSUPS2303 “Current topics of the social pillar of CSR related to acquiring and developing human resources.”

The Value of Work Flexibility: Staff Perceptions in Higher Education

ABSTRACT Increases in the technological availability of the digital workplace and shifting expectations after the COVID-19 quarantines in 2020–2021 have caused a significant increase in institutional capacity, and employee expectation of flexible work options in higher education. An analysis of institutional practices and experiences of higher education employees is needed to build a scant body of research on the topic and guide higher education leadership as they engage in policy development. By better understanding what workers in higher education value, leadership can more accurately assess and improve crucial organizational practices and policy through work flexibility such as recruitment, retention, and employee satisfaction. In this study, interviews with academic advisors representing 16 different Association of American Universities (AAU) institutions were conducted to better understand how employees define work flexibility, its meaning to them as employees, and how it impacts them as individuals. Our study revealed four primary themes centered on how higher education employees want the ability to customize their role, be treated with compassion, feel trusted in the workplace, and have clarity around work flexibility expectations.

Assessing the Sustainability Reporting Transparency and Engagement of European Energy Companies

Energy companies are facing increasing pressure from institutional and industry stakeholders to prioritize their responsibility to the environment and society, including providing accurate, reliable, and comprehensive reports on their sustainability practices. Three metrics were developed in this study: the average sustainability reporting score and two sustainability performance reporting indices based on two different performance measurement methodologies. These were designed to assess the effect of mandatory non-financial disclosure on sustainability reporting and the level of transparency and engagement of energy companies. The study also examined the relationship between the level of sustainability reporting and sustainability performance in the period of 2016–2019 by correlating these metrics. The analysis sheds light on the effectiveness of non-financial disclosure regulations in promoting sustainability practices in the energy industry. The results revealed no difference in metric scores prior to, or even following, the adoption of Directive 2014/95/EU. Energy companies performed better in terms of sustainability when more indicators were reported. Their primary focus was on the economic aspect of sustainability, particularly corruption. They gave less importance to the environmental aspect, mainly reporting on emissions. The social aspect received the least attention, although indicators for employee education and training were mentioned most frequently. The analysis showed that the metrics are statistically significantly correlated and complement each other, highlighting the need to consider a variety of metrics when assessing sustainability performance in the energy industry.